Employee-generated Learning
A practical guide complete with theoretical foundation, detailed how-tos, case studies, and practitioner insights.
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Book summary
Building e-learning the traditional way is slow, costly, and hard to keep current. Kasper Spiro built Employee-Generated Learning to fix that: a model that shifts training creation from top-down to bottom-up. This book lays out the theory, the framework, and the real-world lessons behind it.
With EGL, your in-house experts create and maintain the learning content, not L&D. Their combined knowledge builds into what the
book calls a corporate brain – a shared, living record of what your organization actually knows.
The book draws on Kasper Spiro’s and Videhi Bhamidi’s decade of research and hands-on experience helping companies put this into practice. It’s written for L&D leaders, business leaders, and anyone responsible for turning what their people already know into training that works.
What’s inside the book
01
A framework you can actually run
The book lays out a three-phase framework for rolling this out, with separate playbooks for large enterprises and for small and medium teams.
02
The theory behind why it works
The framework is grounded in social and situated learning theory, not opinion, so you can explain and defend the approach to your leadership.
03
Real case studies from companies
Including a food-products company that scaled to 500+ in-house creators across 30 countries, a small edtech startup that turned its top performers into mentors, and many more.
04
How to handle the pushback
A full chapter walks through getting buy-in, addressing doubts from your in-house experts, and keeping quality high once more people are creating content.
05
Choosing the right tools
A practical look at the learning technology landscape and what to weigh when picking an authoring tool, without assuming you already have a stack in place.
06
Where AI fits in
The closing chapter forecasts what AI means for the future of Employee-Generated Learning and corporate learning more broadly. It was written in March 2024, and a good deal of what it predicted has already happened.
Unleash the hidden power of your employees
Praise from L&D leaders
Kasper and Videhi outline how to effectively establish Employee-generated Learning as an impactful and practical way of scaling and speeding up the delivery of learning content.
Thor Flosason, Ph.D.
Vice President Global Talent Management & Learning Operations, PepsiCo
Course creation moved from months to days— DSM replaced vendor timelines and 50+ slide decks with courses that its internal experts publish.
This book reveals the importance of social learning in shaping an organization’s culture. It deftly explores new ways of working with AI, advocating for innovation whilst maintaining a watchful eye.
Cecilie Tystad
Training Director Sales & Service for Europe, Electrolux
2,400+ employees create and maintain learning content—across 30 countries, with 13,000+ courses built along the way.
We invest a lot of money in knowledge and innovation, and rightly so. If you want to enhance and expedite your return on those investments, read this book.
Ben Verwaayen
Former CEO, British TelecomAbout the authors
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FAQ
What is Employee-Generated Learning?
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Employee-Generated Learning is a training model where the people doing the work create and maintain the training that teaches it, instead of L&D or an outside agency. L&D still sets the standards and reviews before anything goes live.
Is Employee-Generated Learning only for large enterprises?
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No. Employee-Generated Learning works at any company size — what changes is the rollout. Large enterprises typically pilot within one team before scaling company-wide; smaller organizations can often roll it out to everyone at once, since there’s less to coordinate.
Who is Employee-Generated Learning a good fit for, and who should think twice?
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It works best where in-house experts are willing to write and where L&D can shift from creating courses to reviewing them. It’s a weaker fit if the goal is removing L&D from the process altogether. The model still needs someone setting standards and checking quality, not experts working alone. It also assumes an authoring tool simple enough for non-specialists to use.
Do in-house experts need instructional design experience to use Employee-Generated Learning?
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No. Employee-Generated Learning is built for people who know the work but have never built a course, with L&D providing the framework and review, not the writing.
Does quality drop when in-house experts create the training instead of L&D?
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Not if L&D keeps its review role. In-house experts write the content, but L&D still sets the standards and reviews everything before it goes live — quality control doesn’t disappear, it just moves to a checkpoint instead of sitting with a single author.
How is Employee-Generated Learning different from traditional e-learning development?
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Most e-learning still follows the ADDIE model — a slow, sequential process built around the instructional designer. Employee-Generated Learning puts the writing in the hands of the person doing the work instead.
Is there a practical framework, or is Employee-Generated Learning just theory?
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There’s a practical framework: a three-phase rollout — pilot, roll-out, then operational — with a different playbook depending on whether you’re a large enterprise or a smaller team. The book, Employee-Generated Learning: How to Develop Training That Drives Performance, walks through all of it in detail.
Is the Employee-Generated Learning book outdated, given how fast AI is changing L&D?
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Some of the specific tools it references have moved on since it published in 2024. The core argument hasn’t: in-house experts, not L&D and not an AI model, are the ones who know when something’s changed — arguably more true now than it was then.