XYZ Company

Memorandum

To:

Training Department Managers

From:

Jen Trujillo

cc:
Date:
Re:

Social learning for refresher trainings

XYZ Company has always had great training programs for their employees in the traditional
format. We gather them in a classroom setting, where a facilitator engages the group and teaches
them new material. While this has worked for our company, the cost may not be equal to the
benefit. To find a gathering space, print all the materials, and coordinate employees being away
from their jobs is not cost effective. Therefore, I suggest that we implement an alternative
learning format for our quarterly refresher trainings- social learning.
Authors Bingham and Conner (2010) suggest, Social learning is what it sounds likelearning
with and from others (pg 4). Then, when we include technology into the mix, social learning is
taken to a whole new level. Social media can benefit the amount of people that are able to
contribute and result in cost savings. With our employee conferences, we have over 500 people
to meet and mingle amongst each other. It is almost impossible that each person has met with
every other person at each conference, or even, at all. Social learning and technology combined
can result in employee discussions had across the globe in real time. This bridges the gap
between employees and creates a more positive culture. Not to mention, many of our employees
reside in Texas, but we do have remote locations in Montana and Vermont. Rather than spending
the money to fly these individuals into headquarters for meetings, we can use social media to
keep these individuals informed and engaged without having to leave their posts.
Social media, like Facebook, Twitter, and Instagram, has uses outside of learning that many of us
are very familiar with. The potential for these sites, however, lies far beyond just posting about
what movie one is about to see or a picture of ones dinner. The possibility lies in connecting our
employees, leveraging their knowledge, and increasing job satisfaction. In fact, its a powerful
approach to sharing and discovering a whole array of optionssome of which we may not even
know we needleading to more informed decision making and a more intimate, expansive, and

dynamic understanding of the culture and context in which we work. (Bingham and Conner,
2010, pg 4).
Specifically for our company, I suggest that we first implement this change with our quarterly
refresher trainings. The refresher trainings are based upon knowledge our employees already
have learned, but do not use very often or need an update on policy changes. I chose these as a
starting point for comfortability. Employees are known to resist changes, so having them discuss
something they are already familiar with may combat that. Traditionally we would gather
employees in a room and create activities to determine where the gaps are in the employees
knowledge about a topic. Then, we encourage them to work with each other to fill in those gaps
to create shared understanding. The approach we have will not change, simply the method of
delivery. I also want to stress, that while this is an employee led endeavor, there will be trainer
presence and supervision.
To begin, every employee will be asked to sign up for a Facebook account if they do not already
have one. Also, trainers will work on creating a group within XYZs main Facebook page for
employees to gather and collaborate. Of course, privacy can be a concern for people who have a
healthy work/life balance. Bozarth (2010) confirms, They can access the group or site and
participate without everyone else being privy to what is on their own personal pages (pg. 19).
This information will be communicated to employees along with expectations of professionalism
and respect. Then, trainers will send a company-wide email inviting people to join in on a predetermined topic. Other than professionalism, no restraints will be put on what anyone can and
cannot post. If they feel a video or photo is relevant to the conversation, they will be encouraged
to share freely. One last benefit of sharing in one place is that higher ups can join in the
conversation freely also, providing a unique standpoint on the discussion topic.
In sum, much will be gained from implementing social learning. Bingham and Conner (2010)
state, The new social learning leverages online communities, media sharing, microsharing,
content collaboration, and immersive environments to introduce people to ideas in quick bursts,
when it suits their workflow, without a big learning curve, and in a way that more closely mirrors
how groups interact in person (pg. 9). To start the social learning process, we hope to replace
our normal quarterly refresher meetings with quarterly online group meetings through Facebook.
We plan to see an increase in employee interaction and satisfaction, while seeing a decrease in
resources, and therefore cost. Then, if we see positive results, we can possibly transition
additional trainings to this format as well.

References

Bingham, T. & Conner, M. (2010). The new social learning: A guide to transforming
organizations through social media. Retrieved from The University of Phoenix eBook
Collection database.
Bozarth, J. (2010). Social media for trainers Techniques for enhancing and extending learning.
Retrieved from The University of Phoenix eBook Collection database.