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The peer-to-peer (P2P) format is becoming increasingly popular in corporate training. This is because such programs promote employee loyalty to the company, strengthen internal relationships, and allow for the exchange of unique expertise. P2P training creates opportunities for active interaction between colleagues, which, in turn, promotes team spirit and improves the overall atmosphere within the team. Using P2P in corporate training also allows for the effective transfer of knowledge and skills, which is essential for improving a company's overall productivity and competitiveness.
In collaboration with Yulia Rinevich, Head of Internal Training at Skillbox, and Evgeniya Rashchupkina, former head of the Skillbox School of Methodologists and founder of the LXD hero community, we are exploring how to effectively create a P2P program within a company. This program is an essential tool for employee development and engagement. We will discuss the key steps and methods that will help organize successful training based on the principles of mutual exchange of knowledge and experience.
- What to do if employees are not yet ready for such training;
- Why such a program requires a leader and structure;
- What P2P training formats can be chosen;
- Why advertise such training and how to do it;
- What problems may be encountered.
Who can initiate organizing P2P training?
Employee requests for training are an important aspect of company development. When employees show initiative, it indicates a high level of engagement and interest in their professional growth. Such initiatives contribute to the exchange of experience, improved teamwork, and an increase in the quality of projects. Supporting and developing internal training programs can significantly increase employee motivation and lead to more effective work results. Peer-to-peer training is sometimes initiated by the business itself. However, if program participants don't support this initiative, launching any training program will face significant challenges. It's important to consider employee opinions and their readiness for training to ensure the successful implementation of P2P training. Effective interaction between management and employees helps create a favorable atmosphere for learning and increases its effectiveness.
Yulia Rinevich emphasizes the importance of finding supporters, especially among proactive leaders, interested in team development. These managers can become ambassadors for P2P learning within the company, promoting its implementation and popularization among employees. Creating such a support community will help establish an effective exchange of knowledge and experience, which in turn will lead to the growth of professional skills and improved teamwork.
Managers should consider serving as the first speakers at training events. This can change employees' perceptions of the learning process. If they see that learning is not something intimidating, but can even be exciting, they will be willing to try this role themselves. The expert emphasizes the importance of such an initiative for creating a positive image of learning within the organization.
There are various ways to motivate, such as using rewards, including unique merchandise and engaging books. Gamification and providing new opportunities for professional growth are also effective methods. These approaches contribute to increased engagement and satisfaction, which in turn improves overall results and contributes to team development.
The question of whether training should be mandatory is becoming relevant. Mandatory participation can ensure the engagement and active participation of participants. On the one hand, experts argue that introducing a mandatory program simplifies the organization of the learning process. On the other hand, there is a risk of losing the spirit of P2P (peer-to-peer) interaction and personal initiative, which can negatively impact the overall learning atmosphere. It is necessary to carefully consider all the pros and cons of this approach to maintain a balance between structure and freedom of choice for participants.
Employees must be willing to participate in the mentoring program, share experiences, get to know each other, and communicate. It is important to note that forced participation in such initiatives rarely yields positive results. Evgeniya Rashchupkina emphasizes that voluntary participation is of primary importance in the mentoring format, as it promotes more effective interaction and development.
If current P2P training formats do not generate interest among employees, it is advisable to postpone their launch.
If you have the desire and initiative, follow a few simple steps to develop an effective program. These steps will help you systematize the process and achieve the desired results. Apply proven methodologies and adapt them to your goals to create a program that is not only relevant but also effective. The success of your program depends on a clear plan and a willingness to change.
Creating a Structure
Experts at the Together mentoring platform emphasize that a successful P2P training program, like any other educational initiative, requires a clear structure. To achieve this, it is necessary to appoint a training and development (T&D) specialist or facilitator to oversee and manage this area. Proper leadership and organization of the training process contribute to the effectiveness of the program and ensure its successful implementation in the corporate environment.
This employee performs a number of key responsibilities aimed at achieving the company's goals. They are responsible for performing tasks related to data analysis, strategy development, and process optimization. In addition, the employee interacts with other departments, ensuring effective collaboration and information sharing. An important part of the work is also monitoring results and preparing reports, which allows for informed decisions based on actual data. This approach helps improve the overall performance of the organization and improve its competitiveness in the market.
- selects new topics and ideas for training;
- recruits and assigns program participants;
- promotes the program within the company;
- monitors training progress, evaluates results and adjusts the course.
In many large companies, tasks are often performed manually. Evgeniya Rashchupkina emphasizes the importance of considering the possibility of automating some processes in advance and determining ways to implement it. Automation not only increases work efficiency but also reduces the likelihood of errors, which ultimately leads to the optimization of business processes. It is important to analyze current operations and identify areas where automation can bring the greatest benefit.
An important aspect of the work of a specialist responsible for P2P and T&D functions is creating a comfortable educational environment. If employees feel shy about asking questions or making suggestions, the effectiveness of events and programs decreases. A comfortable atmosphere promotes an open exchange of ideas and active participation, which, in turn, improves the quality of learning and leads to better results. Optimizing learning by removing communication barriers is key to the successful development of the team and the organization as a whole.
Setting Goals
Before launching a P2P program, it is important to clearly define its goals and objectives. You need to understand how it will benefit your company and how it fits into your overall business strategy. This will allow you to more effectively plan and implement the program, as well as evaluate its results. Correctly formulating goals will help focus efforts on achieving specific results and improve the effectiveness of interactions within the P2P approach.
Business goals are formed depending on its needs and employee requests. For example, an organization may strive to increase sales, improve customer service, or optimize internal processes. It's important to consider the opinions and needs of employees, as their engagement and satisfaction directly impact the company's productivity and success. Setting clear and achievable goals that take into account both business strategies and the team's interests helps create a harmonious and effective work environment.
- quickly integrate new employees into the work process;
- identify promising employees and develop their leadership skills;
- assistance in career development and growth within the company.
When formulating goals, it is important to consider the experience of the target audience for which the program is being developed. Understanding the needs and preferences of users will allow you to create more effective and relevant goals. This, in turn, will increase the likelihood of successful program implementation and the satisfaction of its participants. Analysis of the previous experience of the target group will help formulate clear and achievable goals, which will form the basis for the successful implementation of program objectives.
Newcomers and junior specialists often seek opportunities for mentoring and networking. Experienced employees, in turn, are more interested in exchanging expertise. However, not everyone is ready to act as experts; many prefer to gain knowledge. Therefore, it is important to focus on the needs of the target audience and conduct research to find a compromise with business objectives. Evgeniya Rashchupkina's commentary emphasizes the need to analyze employee needs in order to create effective development and training programs within a company.
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Corporate training plays a key role in employee development and improving their effectiveness. However, companies often fail to understand the true needs of their employees. Here are seven key insights into what really matters to employees in corporate training. Employees want training that is relevant to their current tasks and professional goals. They seek practical skills that will help them cope with everyday challenges. Flexibility in training is also essential: the ability to choose the format and timing of classes allows employees to better integrate training into their schedule. A personalized approach to training increases motivation and engagement. Employees value the opportunity to develop in the areas that interest them most. It is important that corporate training incorporate modern technologies, such as online courses and interactive platforms, which make the learning process more engaging. Feedback and support from managers and colleagues are also critical. Employees want to see that their efforts are valued and that they receive the help they need throughout the learning process. Finally, it is important that corporate training promotes career growth by providing opportunities for advancement and development within the company.
By taking these insights into account, companies can create more effective and engaging corporate training programs that meet employee expectations and contribute to their professional development.
Choose a format and content
Once you have defined your training goals, it is important to choose the optimal format that meets them. Let's look at some of the most common training formats.
Onboarding, networking, and experience sharing are key tasks that help companies and professionals adapt to a new environment, expand their connections, and improve their skills. Onboarding ensures a smooth transition for new employees, allowing them to quickly become familiar with the corporate culture and work processes. Networking facilitates the establishment of useful contacts and the development of professional networks, which in turn can lead to new opportunities and collaborations. Experience sharing allows individuals and teams to learn from each other, implement best practices, and improve overall performance. These aspects are important for the successful development of both individual specialists and entire organizations.
The word "buddy" means "friend" in English, but in the context of corporate training, it refers to an employee with whom one can share experiences and adopt useful practices. A buddy system functions effectively during the onboarding stage, when a new employee needs support and assistance. Creating such a pair facilitates faster adaptation of the new employee, improves their integration into the team, and helps them master corporate processes. It is important that the buddy be an experienced employee willing to share knowledge and provide support, which ultimately improves the team's effectiveness.
The Buddy Club program can be implemented within the standard workflow. Skillbox School of Methodologists has had its own Buddy Club successfully operating since 2021. This initiative was launched during a period of active team growth, when the number of new employees increased, creating a need for them to get to know each other and interact. The Buddy Club helps create a friendly atmosphere and fosters stronger bonds among colleagues.
Any company resource person can join the club by submitting an application by the deadline set by the school's director, which usually occurs quarterly. The director pairs resource persons according to certain principles: participants must be at the same level but represent different teams or departments. Buddy pairs meet at least once a quarter, but resource persons can organize additional meetings and interactions with multiple buddies, depending on their preferences. This creates opportunities to share experiences and develop professional skills.
The Buddy Club is designed to discuss current topics and build professional connections among colleagues. For example, resource persons can turn to their buddy with questions, receiving advice, assistance, or valuable insights. The head of the School of Methodologists, Evgeniya Rashchupkina, emphasized the importance of this initiative for raising the level of professionalism and sharing experience in the field of methodological work.
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The bookshelf presents the book "Talented Employees" by Jeffrey Liker and David Mayer. This book explores the importance of talent management and building an effective team. The authors share practical recommendations for attracting, developing, and retaining highly qualified specialists. The book examines key aspects of corporate culture that promote maximum employee productivity. Readers will learn how to create an environment in which every team member can demonstrate their abilities and contribute to the overall success of the company. "Talented Employees" will be useful for both managers and HR specialists seeking to improve their organization's results through effective human resource management. Continuous employee development and the development of a mentoring culture are key to a successful organization. These processes contribute to the development of employees, improved teamwork, and an increase in overall company productivity. Employee development includes education, training, and mentoring, which not only enhance their professional skills but also strengthen their commitment to the company. A mentoring culture, in turn, creates a supportive environment where more experienced colleagues share their knowledge and experience, which facilitates the growth and development of all team members. These aspects are essential for building a competitive and innovative organization.
A mentor plays a key role in the development of a mentee, helping them achieve specific goals that may extend beyond professional objectives. Unlike a buddy or internal expert, a mentor focuses on the mentee's individual needs, providing structured interaction through a series of meetings. This process adheres to regulations and is aimed at achieving clear and measurable results, which facilitates personal and career growth.
Mentoring is an important aspect of corporate culture, actively implemented within the company. Organizations such as Sibur and Avito serve as shining examples of successful mentoring. At Avito, any employee with more than six months of experience can become a mentor. There is no limit on the number of mentees, which facilitates development and the exchange of experience within the team. This approach not only enhances employee skills but also strengthens corporate relationships, creating a comfortable atmosphere for professional growth.
Sibur launched a mentoring program for executives, in which executives themselves acted as mentees, and board members became mentors. Company representatives announced this at the HR Support Conf. Participants completed special forms and questionnaires to clearly articulate their requests and expectations. An introductory course was organized for mentors, providing key information on the principles of working with mentees. This not only set the stage for productive interaction for all participants but also allowed us to weed out those who showed no genuine interest in participating in the program. Sibur's mentoring program is aimed at developing leadership skills and professional growth, which contributes to improving the company's overall performance.
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How to develop leaders without distracting them from work: the experience of Gazprom Neft
Developing leaders in a company is a key aspect of successful management. Gazprom Neft demonstrates effective approaches to training and developing its employees without interrupting their workflow. It is important to create an environment in which leaders can develop their skills while remaining engaged in daily tasks.
One of the key methods is the implementation of mentoring programs, where experienced employees share their knowledge with young professionals. This allows not only to transfer experience but also to develop leadership skills in new employees.
Gazprom Neft also actively uses online courses and webinars, which employees can take at a time convenient for them. This helps avoid conflicts between training and work responsibilities.
Integrating practical assignments into daily tasks also plays a key role. Employees can immediately apply new knowledge in their work, which promotes deeper learning and increased efficiency.
Thus, Gazprom Neft successfully develops leaders by combining training with real-world work processes, which ensures the growth of both employees and the company as a whole.
The exchange of knowledge and expertise within the company improves teamwork and increases overall efficiency. This allows employees to share best practices and find solutions to complex problems. Improving employee motivation and engagement plays a key role in creating a productive work environment. When employees feel their ideas are valued and taken into account, it strengthens their commitment to the company and improves performance.
Employees can serve not only as mentors but also as teachers and coaches. In this capacity, they share their expertise, both in their professional field and in areas of interest outside of work. Many have valuable experience from previous professions or hobbies in which they have achieved a high level of mastery. This enriches the team and promotes professional development, creating a culture of experience sharing and continuous learning.
As an example, we can consider several successful cases:
- Academy at Skillbox. This is an internal program for employees, where anyone can become an expert. Each month, the Academy's director selects a relevant topic for the month—usually dedicated to soft skills. For each topic, methodological materials (for example, useful books from the corporate library) and company courses are selected, and employees can present in webinars and share their experiences. They either volunteer to share their experience or knowledge, or the training department approaches team leaders with such a proposal.
- "League of Experts" at Otkritie Bank's corporate university. About 80% of the bank's training programs are taught by employees themselves. Initially, the training department independently approached department heads in search of suitable experts for internal courses. But gradually, more and more employees were willing to share their knowledge. As a result, a base of such experts was formed—they became the foundation of the "League."
- School of Trainers at CROC. The company decided to "grow" and purposefully prepare its employees for the role of trainers—they began training with master classes, and then created an entire school. The idea was further developed through gamification: program participants receive a special "Trainer" badge. While trainers initially conducted standard corporate events, their range was later expanded—they can now develop a distance course, record a podcast, become a corporate blogger, and so on.
The main objectives of this approach include obtaining valuable insights, objectively assessing the company's business processes, and facilitating employee self-development. These aspects help identify the organization's strengths and weaknesses, improve efficiency, and create conditions for employee professional growth. An honest assessment of processes allows for the identification of bottlenecks and optimization of workflows, leading to increased overall company productivity. Employee self-development is a key factor in building a competitive team ready to adapt to a rapidly changing market.
Peer review is the process of peer-to-peer evaluation of employees' performance. Translated from English, the term means equal or mutual assessment. Peer review can take various formats and approaches, allowing it to be adapted to the specific needs of a team or company. This assessment method helps improve the quality of work, strengthen team spirit and develop professional skills, as employees receive constructive feedback from their colleagues.
Coaching company experts BetterUp highlights a variety of effective methods that help develop personal and professional skills. These methods include coaching, mentoring, and psychological support aimed at improving quality of life and achieving goals. Importantly, each approach is tailored to the client's individual needs and goals, ensuring maximum results. Using these methods helps develop self-confidence, improve emotional intelligence, and enhance overall productivity. Feedback, when employees have the opportunity to evaluate each other's work. This not only refers to evaluation but also to understanding colleagues' roles and familiarizing them with their work principles. Sometimes this format helps uncover unexpected insights that are unlikely to emerge during a standard performance review by a senior manager. Group reflective discussion. In this case, individual teams and the company as a whole set aside time to collectively evaluate their work, values, and beliefs. Experts believe that such reflection helps develop emotional intelligence and better understand one another.
Reviews are an important element of mandatory training, but their use is not always required. A striking example is the project on methodological reviews at the Skillbox School of Methodologists. This project aims to share experiences, develop observational skills, and practice the skills necessary for effectively handling various work situations. Participants have the opportunity to improve their professional competencies through active interaction and discussion of practical cases. Thus, methodological reviews contribute not only to learning but also to the development of critical thinking and analytical skills.
Employees were grouped into three-person teams, where each participant presented their case to colleagues or proposed a situation for analysis. The remaining team members evaluated the presented projects, commented on them, and suggested possible improvements. As a result of this training format, a case bank was created, accessible on the school's digital platform. This experience promotes knowledge sharing and employee development, which in turn improves the overall effectiveness of the team.
Promotion of Training
An advertising campaign is an important, although not always obvious, element when launching P2P programs. Effective advertising helps attract the attention of the target audience, increase product awareness, and stimulate user participation. A properly planned advertising strategy can significantly increase the success of a P2P program by ensuring its visibility in the market and contributing to user growth. It is necessary to consider various promotion channels, such as social media, contextual advertising, and affiliate programs, to maximize reach and achieve set goals. Investing in a high-quality advertising campaign is the key to the successful launch and development of P2P programs.
Information about participant recruitment, the start of training, and new topics can be published on the corporate portal, in work messengers, and through email newsletters. However, you should not limit yourself to these methods of communication. It's important to use a variety of channels to maximize employee reach and engagement. This may include creating topical webinars, sending out newsletters, and actively engaging on company social media. This integrated approach will ensure more effective information dissemination and engage participants in learning. Yulia Rinevich emphasizes the importance of paying close attention to team leaders and team leads, especially in companies with remote work. Effective leadership and support from leaders are key to successfully organizing the workflow and building a cohesive team. In a remote work environment, management becomes even more relevant, as it requires special communication and interaction skills. The support and engagement of team leads contribute to increased productivity and motivation among employees.
When all communications are concentrated in a corporate messenger, there's a risk of getting lost in the noise. Not all employees have the opportunity to regularly check channels to see important announcements or subscribe to them. Therefore, a more effective approach is to personally communicate information to managers. This helps avoid misunderstandings and ensures a clearer understanding of important messages. It's important to remember that high-quality team communication directly impacts employee productivity and engagement.
Discussing new mandatory training opportunities opens up a wide range of opportunities for employees. It's important not only to establish connections with relevant specialists but also to regularly remind them of your activities. Managers' understanding of the importance and benefits of P2P programs significantly increases the likelihood that they will actively share information and motivate their subordinates to participate in these initiatives. This, in turn, helps to create a more effective and productive work environment where every employee can develop and gain new knowledge.
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The motivation of adults to learn is an important aspect that influences their desire to develop and improve their skills. For the learning process to be successful, it is necessary to take into account the individual needs and goals of each person. Adult learners often seek practical application of acquired knowledge in their professional work. Therefore, it is important to provide them with real-life examples and situations that help connect theory with practice. Creating a comfortable learning environment also plays a significant role. Participating in group discussions and the opportunity to share experiences with other learners can increase interest in learning. It is also important to provide choice in learning, allowing adults to independently determine the pace and methods of acquiring knowledge. Furthermore, it is important to support and encourage student achievements, even small ones, which helps increase their confidence and motivation. Regular feedback and recognition of successes help adults understand that their efforts are valued and lead to real results. Finally, to successfully motivate adults to learn, it is necessary to consider their unique needs, create a supportive environment, and provide opportunities to apply knowledge in practice. This will not only increase interest in the training, but also promote professional and personal growth.
Evaluation of Results
There are several key parameters for evaluating the effectiveness of P2P programs. As with any training, the choice of metrics depends on a clear definition of the target results. Within P2P programs, the following aspects can be measured:
1. The level of participant engagement, which shows how actively they participate in the process.
2. Learning outcomes, which can be assessed through testing or feedback.
3. Participant satisfaction, which allows you to understand to what extent the program meets their expectations.
4. Application of acquired knowledge in practice, which demonstrates the real benefit of the program.
These parameters will help you better understand the effectiveness of P2P programs and make the necessary adjustments to improve them.
- Quantitative Metrics This is all that can be measured: how many employees participate in the program, how many subscribers are on the corporate channel, how many people attended the event, how many watched the webinar recordings, and so on. For example, at the Skillbox School of Methodologists, CSAT—the satisfaction level of participants with the training events—is measured quarterly. Another metric often measured in corporate training is reach: what percentage of the target audience participated in the training.
- Qualitative Metrics. Qualitative data is typically collected through feedback forms, surveys, and chat comments. Analyzing such metrics can be resource-intensive, but they are certainly a good source of ideas for program improvement.
Experts emphasize that it is important to exercise caution when choosing metrics. It is necessary to base them on business objectives and combine various metrics, paying attention to their thoughtful evaluation. For example, if useful webinars and trainings from internal experts have few participants, this may indicate issues with both the relevance of the topic and the inappropriate timing. Perhaps employees simply couldn't devote time to training because they were busy closing the quarter.
What pitfalls can you encounter?
Experts identify several common problems that arise when organizing P2P programs. These difficulties can significantly impact the effectiveness and efficiency of projects. The main problems include a lack of trust between participants, difficulties in managing financial flows, a lack of clear rules and standards, and technical difficulties associated with P2P interaction platforms. Removing these barriers requires a careful approach and a carefully thought-out strategy to create a successful and reliable P2P program.
- Time for organization. This mainly applies to programs where participants communicate one-on-one, notes Evgeniya Rashchupkina. Introducing this format is technically more difficult, since the manual organization and distribution of participants (as already mentioned, this is the standard method even in large companies) requires a significant amount of effort and resources. Therefore, it's easier to start with mass programs.
- Lack of experts. There are situations when there simply aren't enough internal experts to organize training, and the reason is quite standard – busy schedules. "People work, they have their own tasks, KPIs, and they don't monitor what's going on in corporate training. Even if they've had an idea to speak, they can be immersed in their own tasks and forget about it. Therefore, sometimes you have to search for speakers yourself and approach them with a request. Usually, such a request is readily accepted," comments Yulia Rinevich.
- Inflated expectations. These are due to the lack of a unified method for evaluating P2P training, especially if it's not part of a mandatory program. For example, a webinar or meeting may be poorly attended—not because the topic is uninteresting, but because many prefer to watch a recording.
The Bottom Line
Peer-to-peer learning is an effective way to share experiences that greatly benefits employees. However, this format is not suitable for everyone and not always. The key is that P2P learning produces better results when it is not perceived as mandatory. To avoid this format becoming mandatory, it is necessary to create an inspiring and supportive atmosphere. This requires significant effort from both management and the HR department as a whole. Creating such an environment not only contributes to increased employee engagement but also improves the overall team climate, which in turn can increase productivity and job satisfaction.
To successfully develop internal experts and effectively share experiences within the company, it is necessary to support employee initiatives. It is important to actively engage in internal marketing, which will help raise awareness of opportunities to share knowledge. You should also develop a culture of feedback, which will create an open environment for the exchange of ideas and expertise. The willingness of employees to share their experience and knowledge contributes to the overall development of the company and increases its competitiveness.
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