How to Optimize Employee Learning to Drive Engagement
Does this conjure up hours upon hours of staring at videos?
Or worse off, death by powerpoint?
What if employee learning could actually be fun?
And boost engagement and performance.
Knowing employee learning has always been a challenge, they’ve helped create strategies that serve as a driver to boost engagement and performance in organizations across the globe.
“Companies can’t expect to produce learning content occasionally and expect to move the needle.”
CO-FOUNDER AT CONVEYOUR.COM
One such concept is microlearning.
But what exactly is it?
“Microlearning is delivering content in micro pieces that aligns better with human behavior,” explained Isaac.
Basically, it’s content broken down in small pieces.
Isaac went on by saying, “Content is now a commodity. You can google anything and pretty much find it.”
But the key is to make it not only believable but interesting as well.
Having an agency background, Isaac is all too familiar with building something aligned with human behavior. And when people are involved, trust is the most important element.
To have employees want to ingest learning content, you have to gain their trust.
If you’ve ever taken a course, chances are one word comes to mind: boring.
But what’s the best way to do that? “Simple,”says Isaac. “You have to kill boring.”
And the best way to do that is to keep things concise.
For instance, busy executives have about five minutes to do something that is optional. Go over that and they don’t have time. That’s why the completion rates of many employee trainings are so low. And many times, they are mandatory, causing employees to find the quickest way to just get through them.
“Companies can’“Great content is delivered in a way that you enjoy the experience.”
CO-FOUNDER AT CONVEYOUR.COM
What that means is there’s no engagement and not much learning.
“We combat that by what is called microlearning. Instead of that 20 minute training video, we will take that same content and split it into 4 – five minute sessions,” says Isaac.
Combined with gamifications and rewards, it’s possible to deliver information that is useful and fun!
How to Incorporate Microlearning?
There are a few tips and tricks that Isaac provided to help any organization get started:
- Most people have and extra five minutes in their day to devote to training. Make sure your video is short; 1-4 min is ideal.
- Make sure your content is fully functional for mobile devices; chances are many employees are tackling this on the go.
- Have real time push notifications. Emails are so 2000.
- Your videos don’t have to be fancy. All phones now have fantastic video capabilities.
- And there has to be rewards. Additional gamification strategies that work best are leader and message boards and ways to get to the “next level.”
With so many advantages to microlearning, there’s really no reason not to implement it in your organization. Isaac mentioned, “There are so many benefits. One of the most important is that it allows you to connect on a deeper level with your employees.”
One way to make microlearning work is to make it a part of your culture. By producing and pushing out a learning piece on a regular cadence, you inadvertently make heroes of employees.
And we all know that people learn better from their peers.
So what’s your plan to implement microlearning in your organization?
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