The power of social learning: How peer-to-peer training improves knowledge retention

The ability to learn quickly and retain knowledge has fast become a valued skill given the global demand for more reactive and adaptive workplaces. While formal training such as eLearning courses, workshops, and certification remains essential, it’s only one part of the learning equation. Increasingly, organisations are starting to recognise the power of social learning and peer-to-peer training alongside more structured development programmes.

Social learning in the workplace can boost knowledge retention and create more engaged teams, building a learning culture that benefits everyone.

What is social learning?

Social learning is the process of learning through interaction with others: observing, sharing, discussing, and collaborating. It’s not a new concept; humans have been learning this way for centuries. In a professional setting, it can happen during a quick chat over coffee, a brainstorming session, or in a cross-functional project.

When organisations tap into social learning intentionally, they unlock a powerful, informal way to reinforce formal training and develop practical, real-world understanding.

Social learning for knowledge retention

One of the biggest challenges in workplace training is knowledge retention. Studies have shown that learners forget up to 70% of new information within 24 hours of a training session if they don’t use it [Thalheimer, 2010]. This is where social learning makes a difference.

By encouraging team members to explain concepts to one another, apply new skills in peer-led projects, or reflect on their experiences together, you help transfer information from short-term to long-term memory. In other words, peer-to-peer training turns passive knowledge into active understanding.

Social learning is such a powerful knowledge retention strategy for several reasons:

• Repetition and reinforcement: Learners revisit key ideas through conversations and collaboration
• Real-world relevance: Peers often use examples that are directly relevant to the team’s context, making content easier to remember
• Deeper engagement: Learning with others increases motivation and encourages people to stay curious
• Feedback loops: Constructive feedback from colleagues helps refine understanding and correct misconceptions

Peer-to-peer training benefits for employees and organisations

The benefits of peer-to-peer training extend far beyond the immediate transfer of knowledge. For employees, teaching or supporting their peers helps to build confidence and deepen their own understanding of the subject matter. Explaining a concept to someone else requires clarity of thought and reinforces the information in a meaningful way.

This form of social learning also encourages cross-functional knowledge sharing, giving team members insight into different roles, departments, and workflows. The result is a connected, collaborative workforce that can communicate more effectively and solve problems faster.

From an organisational perspective, peer-to-peer training creates a culture of continuous improvement. Employees begin to see learning as a shared responsibility and take greater ownership of their own development, as well as that of their colleagues. This culture, in turn, helps retain talent. People are more likely to stay engaged and committed to a workplace where they feel they are both growing and contributing to the growth of others.

Ultimately, peer-to-peer learning strengthens communities within the organisation, speeds up the flow of knowledge, and builds trust, all essential elements for a thriving, agile workplace.

Practical examples of social learning in the workplace

Social learning in the workplace doesn’t have to be complicated or formalised. In fact, the most effective methods are often organic and woven into the flow of everyday work.

Here are some examples:

• Mentorship and buddy systems: Pair new hires with experienced colleagues to accelerate onboarding and embed best practice
• Peer-led ‘lunch and learn’ sessions: Encourage team members to present on topics they’re passionate about or skilled in
• Internal forums or knowledge hubs: Platforms like Slack channels, Teams groups, or dedicated intranets can host Q&As and best practice discussions
• After-action reviews: Create space for teams to reflect on what went well (or didn’t) after projects, sharing lessons learned
• Job shadowing: Let employees observe how other teams work to gain new perspectives and skills

Encouraging collaborative learning

Building a culture that embraces collaborative learning is a conscious endeavour, but the payoff is worth it. Here are some tips to help you foster a strong social learning environment.

Lead by example

When leaders openly share what they’ve learned, ask questions, or seek input from others, it sets a tone of curiosity and collaboration.

Recognise and reward knowledge sharing

Celebrate individuals who help others learn, whether that’s through mentoring, creating helpful content, or speaking up in meetings.

Create safe spaces for learning

Psychological safety is key. Make sure employees feel comfortable asking questions and admitting when they don’t know something.

Blend formal and informal training

Encourage employees to discuss formal learning (like a course or certification) with peers, helping to reinforce the content through reflection and discussion.

Use technology to support sharing

Choose tools that make it easy to share ideas, collaborate in real time, and revisit learning content when needed.

Social learning is not a replacement, it’s a reinforcement

It’s important to note that social learning is not a substitute for formal training. Certifications, structured courses, and expert-led sessions remain critical for ensuring consistency, credibility, and compliance in learning.

But when supported by a strong social learning culture, the value of formal training is multiplied. Think of it as the difference between reading a book and joining a book club: the insights stick better when you talk about them with others.

The workplace is one of the richest environments for learning, not just from content, but from each other. When organisations nurture social learning, they unlock a sustainable way to boost engagement and collaboration, while significantly improving how knowledge is retained and applied.

Whether you’re launching a new training initiative or looking to enhance your existing programmes, don’t underestimate the power of social learning. Make space for people to connect, share, and grow. Your organisation will reap the benefits far beyond the training room.

To learn how to level-up your current L&D programmes, read our paper on How to Make L&D Your Most Strategic Powerplay.