{"id":72547,"date":"2025-12-03T21:12:16","date_gmt":"2025-12-03T21:12:16","guid":{"rendered":"https:\/\/staging.totara.fortyapp.com\/articles\/social-learning-in-the-workplace-how-to-build-safe-collaborative-spaces\/"},"modified":"2026-02-04T00:15:43","modified_gmt":"2026-02-04T00:15:43","slug":"social-learning-in-the-workplace-how-to-build-safe-collaborative-spaces","status":"publish","type":"article","link":"https:\/\/staging.totara.fortyapp.com\/us\/articles\/social-learning-in-the-workplace-how-to-build-safe-collaborative-spaces\/","title":{"rendered":"Social learning in the workplace: how to build safe, collaborative spaces\u00a0"},"content":{"rendered":"\n
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According to\u00a0<\/span>recent industry reports<\/span><\/a>, companies using collaborative technology\u00a0see\u00a0a 20 to 30% increase in innovation, while teams that collaborate effectively are 21% more productive. Yet these gains only materialise when collaboration is designed thoughtfully. In large or dispersed organisations, creating the conditions for meaningful peer learning becomes\u00a0difficult.\u00a0<\/span>\u00a0<\/span><\/p>\n

However, when social learning environments are built with psychological safety and clear design principles, they can connect thousands of employees in ways that improve both individual capability and organisational performance.\u00a0To help with this,\u00a0in\u00a0this article, we examine what it takes to build social learning spaces that work for everyone, regardless of role or location.<\/span>\u00a0<\/span><\/p>\n

Later in this article,\u00a0we’ll\u00a0explore how\u00a0<\/span>Mitchells & Butlers<\/span><\/b><\/a>, one of the UK’s largest hospitality groups, achieved this through\u00a0<\/span>MABLE<\/span><\/b>, their custom LMS built on Totara.\u00a0This article\u00a0is\u00a0<\/span>part two of a three-part series<\/span><\/b>\u00a0on social learning, following insights from Charles Jennings on how collaboration shapes workplace development.\u00a0<\/span>\u00a0<\/span><\/p>\n

If you haven\u2019t already, read the first part here.<\/span><\/i><\/a>\u00a0<\/span><\/i>\u00a0<\/span><\/p>\n

Building\u00a0psychological safety in social learning<\/span>\u00a0<\/span><\/h2>\n

Psychological safety is the foundation of any successful social learning environment. It creates a sense of trust where people feel comfortable sharing ideas, asking questions, giving feedback, or admitting mistakes without fear of judgment or negative consequences.\u00a0<\/span>\u00a0<\/span><\/p>\n

However, creating that level of trust is becoming harder in many workplaces. According to a study by Mental Health First Aid England and Henley Business School, there has been a\u00a0<\/span>steady decline in how many employees feel they can\u00a0<\/span>\u201cbring their whole self to work\u201d<\/span><\/i><\/a>\u00a0–\u00a0<\/span><\/i>falling from\u00a0<\/span>66% in 2020 to 41% by the end of 2024<\/span><\/b>. The same study found that while\u00a0<\/span>over 80%<\/span><\/b>\u00a0of employees believe this freedom is important, only\u00a0<\/span>31%<\/span><\/b>\u00a0actually feel\u00a0able to do so. This shows a widening gap between the culture organisations want to build and how employees experience it day to day.<\/span>\u00a0<\/span><\/p>\n

Social learning spaces can help close that gap when designed intentionally. Features such as clear community rules, visible moderation, accessible reporting tools, and ongoing communication about how issues are handled show employees that their contributions are respected and protected.\u00a0Psychological safety also lays the groundwork for effective\u00a0<\/span>collaborative learning<\/span><\/a>, helping employees move from passive participation to active knowledge-sharing across teams.<\/span>\u00a0<\/span><\/p>\n

Connecting social learning to daily work<\/span><\/b>\u00a0<\/span><\/h2>\n

For social learning to have a real impact, it needs to exist within the flow\u00a0of everyday work.\u00a0Employees learn most effectively when they can share experiences and apply\u00a0<\/span>new skills<\/span><\/a>\u00a0directly to the tasks in front of them.\u00a0<\/span>\u00a0<\/span><\/p>\n

Encourage learning through real projects<\/span><\/b>\u00a0<\/span><\/h3>\n

Employees often learn most when solving genuine workplace challenges. Social learning tools can turn those moments into opportunities for shared growth. Teams can post updates about ongoing projects, ask for input on specific issues, or document how they approached\u00a0a difficult task. These activities transform experience into knowledge that others can use.<\/span>\u00a0<\/span><\/p>\n

Creating digital spaces for this exchange means lessons are not lost when projects end. A discussion thread or short video summary can capture what went well, what could be improved, and what the team would try differently next time.\u00a0<\/span>\u00a0<\/span><\/p>\n

Support reflection as part of team practice<\/span><\/b>\u00a0<\/span><\/h3>\n

Reflection helps employees turn activity into learning. When people take time to discuss what they have done and what they might change, knowledge deepens and spreads. L&D teams can encourage this by adding prompts or short reflection questions in online workspaces. Managers can also make reflection part of team meetings or end-of-shift check-ins.<\/span>\u00a0<\/span><\/p>\n

These discussions help individuals understand their progress and recognise how their work connects to wider organisational goals.\u00a0<\/span>\u00a0<\/span><\/p>\n

Link on-the-job learning with digital collaboration<\/span><\/b>\u00a0<\/span><\/h3>\n

Online platforms extend what people already do at work. When\u00a0employees\u00a0solve problems together, the LMS can record that interaction and make it visible to others. This helps organisations capture\u00a0the informal learning that often goes unnoticed. Employees who post examples, share templates, or comment on a colleague\u2019s solution create a shared knowledge base that\u00a0benefits\u00a0everyone.<\/span>\u00a0<\/span><\/p>\n

Simple features such as tagging resources, linking posts to projects, or adding\u00a0\u2018lessons learned\u2019\u00a0categories make these contributions easier to find. Over time, this builds a digital record of how teams learn through their work.<\/span>\u00a0<\/span><\/p>\n

As these practices become part of daily routines, social learning\u00a0becomes\u00a0a habit across the organisation. The next section explores how Mitchells & Butlers achieved this on a large scale through a strong learning culture and a clear design strategy.<\/span>\u00a0<\/span><\/p>\n

Applying social learning across large organisations: lessons from Mitchells & Butlers<\/span><\/b>\u00a0<\/span><\/h2>\n

\"Mitchells<\/p>\n

Mitchells & Butlers (M&B), one of the UK’s largest hospitality groups, manages more than 45,000 employees across pubs, restaurants, and bars. Their LMS, MABLE, built on Totara, shows how a large organisation can design social learning that feels personal, safe, and engaging.\u00a0The lessons from their experience highlight how structure and community design can make collaboration part of everyday work.<\/span>\u00a0<\/span><\/p>\n

Make the learning platform part of the culture<\/span><\/b>\u00a0<\/span><\/h3>\n

M&B treated their LMS not as a system but as a living part of their brand. MABLE became a recognisable character with her own tone of voice, appearing in messages, updates, learning prompts, and internal communications.<\/span>\u00a0<\/span><\/p>\n

For other organisations, this approach highlights the value of humanising the learning experience. Giving your platform a clear identity or a familiar presence can increase recognition and encourage repeated engagement. Whether through storytelling, internal ambassadors, or branded communications, familiarity builds trust.<\/span>\u00a0<\/span><\/p>\n

“She’s the face, the brand, the tone of voice.\u00a0She’s\u00a0everything that\u00a0represents\u00a0this LMS,” said Todd Hotchkiss, LMS Operations Manager at M&B. “People really get on board with this character. She’s dotted across the system and even speaks to us through our communications cascade.”<\/span>\u00a0<\/span><\/p>\n

Create spaces that are open but structured<\/span><\/b>\u00a0<\/span><\/h3>\n

When M&B first explored social learning, they faced the same challenges many organisations encounter: managing safety,\u00a0maintaining\u00a0professionalism, and preventing fragmented discussions. Their solution was to bring collaboration inside the LMS, where activity could be visible\u00a0and\u00a0moderated\u00a0while linking\u00a0directly to learning.<\/span>\u00a0<\/span><\/p>\n

They implemented:<\/span>\u00a0<\/span><\/p>\n