When organisations want people to learn, they usually look outside: a vendor, a consultant, an online library nobody opens. Meanwhile, the person who could teach your team exactly what it needs is often sitting two desks away.
Googlers teaching Googlers
Google runs a large share of its training through g2g — "Googler-to-Googler" — a volunteer network of employees who teach courses, coach colleagues one-to-one and design learning materials. Topics range from negotiation and leadership to sales skills and coding. Outside professionals are still used for highly specialised or sensitive subjects.
The programme rests on three beliefs I'd happily put on any culture wall — and then live by:
- Everyone has the right to learn.
- Learning is everyone's responsibility, not just HR's.
- Employees are capable and motivated.
One detail stood out to me. When Google removed general prerequisites for people who wanted to become facilitators, the number of facilitators doubled within six months — and quality stayed high. Lowering the barrier unlocked a lot of willing teachers.
Coaching for everyone
Google applies the same idea to coaching. Through g2g coaching, trained employee volunteers coach colleagues in single sessions or over several months, around moments like starting a new role, returning from leave or taking on a promotion.
The results reported from internal surveys are striking: across more than 36,000 sessions between 2020 and 2025, 99% of people coached said they felt more confident afterwards. And the coaches benefited too — 92% said coaching built skills that made them better at their main job.
Why peer learning builds culture
Peer learning is not just cheaper training. It's a ritual of generosity. Every time someone teaches a colleague, they're saying what I know is yours too. It builds connections across teams, gives experienced people a way to be recognised, and shows new joiners that learning is expected and supported.
How to start small
- Find your hidden teachers. Ask: who do people already go to when they're stuck?
- Lower the barrier. Make it easy to offer a session — no long approval chain.
- Train lightly, then trust. A short guide on facilitation or coaching questions goes a long way.
- Get managers on board. As Google puts it, permission and support are two very different things — teachers need time protected, not just allowed.
- Recognise the teachers — a note to their manager, a mention in a team meeting.
Try the rituals: Colleague-Taught Class · Peer Coaching Hour · Related: The Clasp
Sources: Employee-led learning: Principles and practice (Google re:Work) · Coaching for everyone: The amplified impact of peer coaching (Google re:Work). Material from Google re:Work is attributed to rework.withgoogle.com. Google is not affiliated with and does not endorse Rituals of Work.
