Organizations implementing learning solutions can often overlook two key components. The first is the real-world business impact of learning, which is identifiable, in part, through learner engagement scores. Other forms of knowledge transfer, such as peer-to-peer learning platforms, are highly effective in boosting these scores and can also inspire learners by displaying real-world KPIs on their home pages.

The second is the use of data to analyze and create more effective learning experiences, while also driving the highest levels of learner engagement. Peer-to-peer learning platforms provide a unique insight into the questions employees ask one another, and with this information, businesses can see whether the content they produce is relevant and up to date. In some instances, organizations can identify product and learning issues before they become problems. It means the brand can be proactive in its approach and this form of learning has inspired the development of additional tools such as digital product libraries.

Peer-to-peer learning is a form of social learning, which is education through the observation of others. Chat forums or blogs are digital forms of social learning, and while these serve an important purpose – to enable users to collaborate with one another or convey their understanding of a topic – their real value is only revealed when the data they capture is used effectively.

By tapping into their vast knowledge banks, automotive businesses can see the true benefits of these methods. Peer-to-peer learning contributes training, learner engagement and knowledge sharing. It supports the transfer of important product and technical information organically across colleagues and teams, and improves KPIs significantly. Brands are taking advantage of peer-to-peer solutions to meet specific business needs such as those of technical helpdesk, warranty, and sales teams.

This approach has also had a positive impact on employee engagement. Effective peer-to-peer learning empowers the user, and this is reflected in the quality of questions and responses within learning environments. Employees take pride in providing effective responses to their colleagues’ questions, especially when they’re recognized by their employer for their important contribution.

Even today, commonly used approaches such as e-learning can be a little impersonal, especially when content is heavily process based or created within a specific market for general consumption. E-learning that’s developed without thought to the end user’s cultural nuances or leaning styles can really detract from a learner’s engagement.

Branching, however, offers a more personalized approach. This is where the user’s path through the learning content is determined by their actions or choices. Branching tools enable the user to navigate through simulations of real-life business situations. But while these are powerful tools, they are also complex, requiring a high level of interactivity, as well as specific skillsets and substantial costs to create.

Adaptive learning is an equally effective and scalable approach. Adaptive learning platforms adjust their content to match a user’s grasp of a skill or lesson. They offer unique ways to deliver personalized learning because they allow the business to build a more holistic view of the learner’s needs and capabilities. By gathering the data from assessments, learning history, job role definitions, previous learning results and preferences, the organization can construct more personalized journeys.