How to Map Microlearning to Your Employee Training Lifecycle

Microlearning is an effective method for developing employees and providing employee training at all levels within the organization. It can also be used at all times during the training lifecycle of an employee. To maximize the benefit, your organization must think strategically about how to map the use of microlearning onto the employee training lifecycle.

A strategic mapping of microlearning onto the needs of employees at different stages of development means that you can maximize the impact of microlearning and provide the largest benefit for both the employees and for the organization if you map correctly.

First, you need to consider that at different times within an employee’s relationship with an organization, they will have different learning needs. For example, a new employee participating in on-boarding training requires a different strategy than an employee who has been with the company for over a decade and is participating in the same old compliance training which is also different from an employee who is transitioning from years as an individual contributor to a new promotion as a manager. Each stage requires careful consideration of the goals, delivery tone and methods of delivering the training message. The Learning and Development department should consider the right way to map microlearning onto the employee journey with the company.

Let’s examine several major employee training milestones and discuss the right microlearning approach to each one.

On-Boarding

When an employee first joins a company, they can be overwhelmed with the amount of information they must consume. There is benefits information, content related to company policies, procedures that need to be followed, and, not to mention, company history, product and/or service details and even who reports to whom. This can be intimidating and often employees feel numb from information overload for several weeks before settling into a routine.

This is one area where gamified microlearning can help. For one, when a new employee joins an organization, the organization wants the employee to feel good about their choice to enjoy getting to know the organization and to make friends quickly with their co-workers. Many organizations use a map or a journey analogy to craft gamified activities such as earning points for completing benefits information, company history scavenger hunts and even short, quick games to help new employees learn about products. Microlearning is helpful here because it doesn’t overwhelm the employee with hours and hour so information that quickly become lost or confused in the “fire-hose” approach that is the technique of many on-boarding programs.

On-boarding an employee with microlearning is a good way to keep them from becoming overwhelmed.

Instead, it’s better to provide a mixture of work structured tasks inter-mixed with microlearning pieces to provide a steady but not overwhelming approach to learning about the organization. In fact, some organizations even start the on-boarding process before an employee arrives to work so they’ve already met fellow new hires through the social aspect of the gamification and they know about the company because of the targeted, focused microlearning pieces that they receive on a daily basis.  Just the right amount of information spread out over time makes on-board more effective for the employee and smoother for the organization.

Compliance Training

Once any employee has spent any time with an organization, they will begin to be required to take compliance training (after the initial rush of on-boarding compliance training). This difference at this stage of the employee’s career is that they are now overwhelmed with everyday work tasks and taking time away from work to focus on compliance training usually is not a top priority. The employees aren’t really interesting in gamified microlearning at this point, they want to take the instruction, get the information and get back to work. And, if they aren’t reminded of the compliance training, it will quickly slip to the bottom of the priority list.

Compliance microlearning should be integrated into the employee’s daily workflow.

In many organizations, compliance training consists of hours and hours of instruction and, often, it’s the same instruction as it was the previous year. The combination of work demands and the repetition of the instruction often leads to the end-of-quarter or end-of-year rush to cram in all the compliance courses the employees have been putting off. This does not result in the best learning outcomes. It also might not help an organization remain in compliance if the instruction is not making an impact.

Smart organizations have taken their compliance content and examined it from an instructional perspective and carefully parsed the content it into microlearning modules. These modules are then carefully spaced throughout a quarter or year.

The modules are then “pushed” to the employee through reminders. The employees aren’t expected to “volunteer” to go to the compliance training, rather a system send them notes and reminders that they need to engage with the microlearning content. At this stage the microlearning needs to be highly focused and a “just the facts” approach works well in terms of the design.

The goal is to have the compliance training integrated into the daily or weekly workflow of the employee. The microlearning approach to compliance means the employees are able to make the time to learn about compliance policies. This type of employee training works because it fits into the everyday rhythm and cadence of the employees and because we know that spreading out the learning process over time means content is more easily retained and recalled.

New Product Or Service Launch

In order for organizations to remain competitive and to continue to grow, they must continually add new products and/or services. While this can be fantastic for the bottom line of the organization, it can prove to be a little difficult for employees to remember all that information. This is especially true if the organization sells many different products and services.

The employee training approach for new products or services is to provide a just-in-time, pull approach to the microlearning. What this means is that the microlearning is easy to search, easy to access and the employee knows that the information is available to them when they need it. A sales representative can pull up a microlearning module on the top five features of their company’s smartphone. An insurance broker can quickly take a microlearning on the three benefits of annuities.

When mapping microlearning to a new product or service launch for employee training, the goal should be to provide the critical data and information up front, make it easy to find and build a culture where employees are comfortable using just-in-time training to address customer issues and inquires.

Promotions And Growth

After an employee has spent several years with a company and they are in mid-career, it’s important to provide them growth opportunities or they will seek those opportunities outside the organization. And even if employees are not seeking opportunities outside of an organization, you don’t want mid-career employee’s growth and knowledge to stall.

At this point, microlearning targeting topics like leadership, communication skills and, even management skills can provide content that keeps employees sharp and focused, allows them to grow but doesn’t continually take them away from their workplace duties.

Progressive organizations will establish microlearning roadmaps for content such as leadership which will provide a prescribed sequence of microlearning courses to help move a person along their personal growth journey. Of course, there are “electives” but the value is that the organization clearly signals to the employee the skills and content they believe are most valuable for success. Because the instruction is delivered via microlearning, the employee can often determine how fast or how slowly they would like to consume the content and practice applying the skills.

For this type of microlearning, it becomes important to provide performance-based tasks or instructions so that employees aren’t just watching videos but they are applying skills and reporting back on program. One particularly effective type of microlearning in this case is Practice-based where the learning application both prompts a participant to practice a particular skill and provides that participant with feedback and instruction on how to perform the skills they are practicing.

Practice-based microlearning app Presenter which helps employees work on presentation skills.

This type of microlearning can be a powerful method for training individuals who have potential but need to work on specific, targeted skills.

Conclusion

Microlearning, like any employee development tool, needs to be used carefully to gain the maximum benefit. One way to maximize the impact of microlearning is to carefully map the design, delivery and approach of the microlearning to the appropriate milestone in the employee training lifecycle. If you take the time to carefully think through your microlearning strategy in this regard, you will have a successful microlearning implementation.  w

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5 Microlearning Formats to Use in 2020 for Maximum Impact

Microlearning has emerged as a great model to impart knowledge and concepts quickly. In this blog, I will discuss the five microlearning formats that we recommend for delivering high impact microlearning.

For microlearning to be truly microlearning, it needs to have the following features:

  • It has to be a standalone piece of content.
  • It must focus on a specific learning outcome.
  • It should include rich multimedia, game-based strategy, and so on to engage the learners.

With these, microlearning can create the right impact on the learners’ mind and thus, in turn, reflect in their performance.

In another article, “Creating An Effective Learning Experience Through Microlearning Strategy”, I mentioned that it is important to have clear goals that can be accomplished through microlearning.

Some of the goals include, but are not limited to the following:

  • Improve retention of the concept learned
  • Act as just-in-time learning to assist the learner in the field or at workplace
  • Provide a positive reinforcement of knowledge
  • Provide additional information over and above the main learning content
  • Offer tips to do a job better or complete a task successfully

Therefore, a good microlearning piece or nugget that addresses the above goals will have a good impact on the learners. In my experience, I have seen when microlearning was designed in certain formats, it helped in accomplishing these goals.

There are five formats that we recommend for a good microlearning intervention.

1. Videos

Videos are a great way to create maximum impact in microlearning. Short impactful videos with thought-provoking questions in the end, can help learners understand the concept well and apply it on their job. An impactful video with the right use of visuals can go a long way in helping learners recall the concept well and leave a lasting impression on the mind of the learner. We believe videos will continue to be the most preferred format of delivering microlearning content in 2020 also.

2. Gamification

Short games that can be finished within 10 minutes can create a great impact as a form of microlearning. Gamification makes learning interesting and absorbing. By adding interesting game elements, such as points, scores, levels, and badges, learning becomes enjoyable and memorable and provides very exciting experience for the learners.

3. Podcasts

Podcasts are a great way of imparting knowledge. If they are well made and done by a subject matter expert or an industry professional with vast experience, the learners pay more attention. In these times, learners’ time must be well spent, and also, they should not drift away. Podcasts offer flexibility for the learners. Learners can listen to podcasts anytime and anywhere. They can comfortably listen to podcasts while traveling to work or home, while having food, or even when they go for a stroll in the garden.

3. Quizzes

Short quizzes with not more than 10 questions can form a microlearning intervention in itself. Quizzes can create quick and high impact microlearning. These can be used as a great way to help learners learn new concepts, refresh their knowledge, or test their understanding of the concepts.

5.  Activity-based Nuggets

A microlearning course that is primarily driven through activities and diagnostic feedback or debrief helps learners learn concepts through the discovery mode. First, they perform the activity, then they get the feedback, and finally the content helps them reinforce the key concepts. Activity-based microlearning is a great way to create an impact in 2020 and is highly recommended.

Delivering Microlearning To Teams On The Move

The five formats that I mentioned will work especially well for sales teams or the workforce that are on the move or have little time for long drawn training programs. These formats of microlearning rather work well for the workforce that are dispersed geographically.

Thus, employees working in any industry and have little time for learning can reap benefits from impactful microlearning interventions.

Learners will certainly benefit from microlearning, as they get through the modules quickly and can repeat the learning many times as well. Retention is better and application on the job is better as well.

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Examples Of Microlearning In Action

What is microlearning? That’s an interesting and often asked question. Is microlearning a simple text message? Is it a short video? Is it bound by time? Does microlearning need to include a quiz question? Many questions swirl and whirl around microlearning.

To help answer those questions, many different folks in the learning and development field have postulated definition. The goal is to define and corral the term. For example, in our book, “Microlearning: Short and Sweet,” Robyn Defelice and I have defined microlearning as “an instructional unit that provides a short engagement in an activity intentionally designed to elicit a specific outcome from the participant.” However, no matter how elegant or academic the definition, we find that most people only fully understand the term microlearning after they have seen some examples of microlearning. Once they see the examples, it helps put the entire concept of microlearning into perspective.

Examples Of Microlearning

In that spirit of defining microlearning, let’s explore the concept by looking at three examples of microlearning and determining how they are be used by organizations to achieve success.

First Example of Microlearning

In this example, microlearning is used to help fight the disease of diabetes. While diabetes is a serious disease, it many pre-diabetic individuals, type 2 diabetes can be prevented lifestyle modifications. These modifications can include exercises, cutting down on sugary foods and beverages and generally behaving in a healthy manner. To that point, researchers studied the effective of microlearning’s ability to alter the lifestyles of Indian men with impaired glucose tolerance which is another way to say “pre-diabetic.”

The participants were randomly assigned to either a control group or a mobile phone messaging program which was a basic form of microlearning. The test group received two text messages a day encouraging them to eat right and exercise. The control group received the standard educational intervention of attending training to learn how to have a healthy lifestyle and to live better. This was traditional, stand up instruction.

After two years, the cumulative incidence of diabetes was lower in those who received the text messages than those in the control group. The results were statistically significant. In fact, the microlearning presented to the men twice daily resulted in a relative risk reduction of 36%.

This shows that microlearning doesn’t need to be fancy to be effective, it just needs to be consistent and focused. The messages the men received where behaviorally focused. Specific message sent included information such as “take the steps instead of the elevator” or “don’t snack while watching TV.” This shows that microlearning does not have to contain fancy graphics, interactive questions or even interactivity to be effective.

However, a word of caution. If you have pre-diabetes, you are intrinsically or internally motivated to eat right and be healthy so the motivation is already present. This example of microlearning shows that if a person is motivated, the microlearning can be simple.

What if the audience is not as motivated? If that’s the case, what should microlearning look like. Here is an example of microlearning that includes a highly gamified approach.

Second Example of Microlearning

In this example, the goal is to teach about processed foods and their impact on organizations and on individuals. The game encourages you to choose and avatar and then you go on a mission to go around the world to get your products certified and, in the process, you learn about the processed food industry.

This type of microlearning is an example of gamified, primary microlearning. In the previous article in this series, we defined and discussed the concept of primary microlearning.  The goal of this primary microlearning is to provide the learner with instruction about processed foods so they better understand the importance of processed food and why inspection and certification are so critical to the safety of the food supply chain.

In the microlearning game, the learner takes part in a number of game activities such as identifying the types of animals typically used in processed meat, the countries were processed meet is preferred and other relevant activities.

The players of the game only need a few moments to engage with the content, learn about processed foods and continue. In this case, the microlearning is much more involved than receiving a couple of text messages a day. The microlearning includes an interactive story, game activities and specific, overt actions that the learner need to take to interact with the content. This microlearning example shows the other end of the development spectrum and sheds some light on why microlearning is so hard to define. Each of these microlearning examples are effective for the desired goals, each take a relatively short amount of time and each are considered a form of microlearning.

Third Example of Microlearning

In this example, we look at an example of microlearning designed to be a quick technical tip. In this case, the developer of the microlearning wanted to quickly teach people how to share one screen in PowerPoint and still have up the notes so the learners can only see the PowerPoint slide and not the notes.

This is a microlearning example of technical training. The video provides step-by-step instruction for performing a software procedure. The instruction guides the learner to the correct area of the software, indicate which element so the software should be inactivated and which should be activated and demonstrates the results of each step of the process. The video also demonstrates the final outcome which is the ability to share a slide show while keeping your notes hidden from view of the learners.

This example of microlearning shows yet another type of training and method of providing microlearning that can be used within an organization. Microlearning is a valuable tool for helping people to both learn how to use microlearning but also how to use software.

It is easy to see how many different microlearning modules can be created to help people within an organization use a specific piece of software effectively. Software training is one area where microlearning is having a large impact.

Conclusion

It’s easy to see from these examples of microlearning that microlearning is not one thing. It’s not an easy concept to put into a box. It can be as simple as a text message or as engaging as a interactive game.

The value of microlearning is that it provides quick, short and concentrated moments of learning. The important thing is not to measure microlearning by time or by whether or not it has a video or a multiple-choice question or even a game. No, the way to determine if something is microlearning is to look to see if it’s focused on solving a learning or performance problem. If it solves the problem quickly with minimal interruption to the workflow of the leaner, then it’s a successful piece of microlearning

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Converting Classroom or ILT sessions to Impactful eLearning nuggets

With the current situation and social distancing norms, more organizations are preferring online mode of learning or are looking to convert their existing ILT  to eLearning programs. In this blog, I will share few best practices on converting ILT sessions to impactful eLearning to impart knowledge and concepts quickly.

Introduction

With COVID-19 taking a grip over the world, organizations across the globe are forced to rethink as how they conduct business, how they train and equip their employees in a VUCA  (volatility, uncertainty, complexity and ambiguity) world.

The current times are unprecedented and require smart and quick decision making on part of the senior leadership.

One of the key decisions is how to continuously train the employees.

While employees work from home, its important that the training is not interrupted. For this, a good approach would be to convert the existing classroom sessions or ILT to eLearning or Virtual training sessions.

Next, I will share some best practices.

1. Consider What To Teach And Identify The Learning Objectives

Classroom sessions are conducted over hours or days. It is practically not possible to cover each aspect of classroom session or ILT into an eLearning format.

Therefore, when deciding over converting the materials, identify the most important topics as well as the content that needs to be covered.

Identify the learning objectives for the subject matter to be taught. This would help in clarifying the must know vs nice to know content.

Then preparing the lesson plans and the course content would be the next logical step in the process.

2. Converting Role Plays, Group Activities Into Interactive Exercises

Understand that eLearning format does not have the provision to have detailed role play or group activity sessions. For these, the strategic approach would be to understand the objectives of the role play or group activity. If the role plays are to understand how a sales person should be trained to negotiate better with a customer, then in an eLearning context, this content can be presented as an interactive video or a series of process steps or a story that is presented visually.

If the objective is to help the sales person apply the skills and not just be aware of it, then a branching scenario or an interactive video with questions will be the best option. This would be a good option to consider when converting ILT to eLearning.

3. Consider A Variety Of Formats To Convert The Existing Sessions

Understand that eLearning format does not have the provision to have

Another good option of converting ILT to eLearning would be to convert the existing content into a variety of formats. These range from videos, to games to quizzes and other relevant formats that would be apt for an online learning experience,

Videos give the flexibility of not losing the essence of the original message. If the core messaging is on introduction to company leadership, the various aspects of the organizational culture then these can be recorded by the leaders and embedded in the online program.

4. Consider Learning Paths For Converting ILTs To ELearning

Learning paths are structured forms of learning modules or topics that are presented in a sequence to help learners understand the content in a logical manner.

A learning path can be created in the LMS by tying in several courses in a sequence. Learners can be enrolled in the learning path to help them know how many courses or topics they need to finish to gain mastery over a subject.

A learning path or journey helps learners track their progress in a systematic way. They gain control over their own learning journey. Assessments can be either formative or summative or a combination of both to help the learners know where they stand in terms of understanding the subject. This is an important consideration for converting ILT to eLearning format.

5. Go Micro

Microlearning is an impactful method of eLearning, where you have short bite sized learning nuggets for your employees. Microlearning can be used when you are trying to impart knowledge on “how”” of a process. It can also be tied into the learning path or journey. Microlearning can be provided as a precursor to your onboarding or induction or technical training programs or as a reinforcement after the training is completed. Microlearning can be implemented as a quiz or a short game or a video. When considering converting large ILTs to elearning, short byte sized microlearning would be a good option.

6. Blended Learning

You can also take advantage of the blended learning model when converting ILTs to eLearning. By combining Virtual training sessions and eLearning in a learning path, you allow the learner to take advantage of learning through Webinars as well as eLearning sessions. This is an important approach to consider as learners prefer to have a facilitator to explain them critical concepts.

Conclusion

To conclude, converting the existing ILTs to eLearning is the way to go in current times. Digital learning is only going to boom in the coming times, so its important to take advantage of the same.

 

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How to Use Interactive Training Videos as a Learning Tool

Interactive training videos are a form of media that eLearning can borrow from marketing. Interactive videos gained popularity in sales and marketing when Flash was a popular multimedia software platform to create digital media solutions.

In this blog, we will explore how interactive videos can make your training more engaging.

What Is Interactive Training Video?

An Interactive training video is a multimedia recording that can support user interactions. Users can interact with the content, navigate the storyline, reveal their choices, etc.

Interactive Training Video Vs. Linear Video

Linear video is the traditional form and most of us are familiar with it. The user can select play, pause, rewind, and fast forward the content in this type of video. On the other hand, an interactive training video allows the user to click, drag, scroll, swipe, and hover over the content revealing more details with each interaction.

Functionalities Of Interactive Videos

The most commonly used functionalities in interactive videos are:

  • Branching: It allows user control and personalizes the learning by allowing different paths and skipping irrelevant content.
  • Click and reveal: It refers to clickable content which reveals more details as the learner progresses.
  • Hotspots: These are clickable areas within a video, which reveal a separate web page or content within the video.
  • 360-degree view: It allows the learners to get a 360-degree view of the object on the screen.
  • Forms: You can insert forms within the video, which allow the collection of user data.
  • Quizzes: Quizzes can be built into the video to deliver assessments and personalized results to the learner.

These interactivities make viewing the videos an engaging experience. However, a great interactive video must be designed with the end-user in mind, and interactivity should be used only to enhance the user experience.

Where Can We Use Interactive Videos?

You can use Interactive training videos to build skills like sales, marketing, and leadership. They can be used in customer service training to improve product knowledge. They can also help in health and safety training, compliance, recruitment, and onboarding. Interactive videos are also used in healthcare, financial services, and other sectors across industries.

Benefits Of Interactive Training Videos

As the organizations and businesses recognize the benefits of interactive training videos, it is gaining traction within the workplace learning and training. Let’s look at some of the reasons why you should use more interactive videos in your training.

1. Engagement:

Interactive training videos are highly engaging. These are learner-centric and rely on storytelling, which keeps the learners engaged. It can take storytelling to new heights, where the learner can become a character and experience the story.

2. Compatibility:

Interactive videos are compatible with most authoring tools. These tools either allow the addition of video content or allow you to import the content. You can also use the built-in functionality of these tools to create branching scenarios and hotspots.

3. Gamification:

Interactive videos can be easily gamified. You can give decision-making control to the learner on how the course or learning should proceed. You can accomplish this by using branching and creating different content paths to produce a unique learning experience. You can award points, badges, rewards, and final scores to motivate the learner and to give them a game-based learning experience.

4. Trackability:

You can easily integrate interactive training videos with the LMS. They allow the collection of participant data easily.

5. Mobile friendly:

Most of the training is consumed on mobile and interactive training videos will make learning more accessible.

Conclusion

Interactive training videos should be an integral part of the eLearning offerings. Interactive experiences provided through these videos will deliver an immersive experience for learners. If you are unsure about where to start with interactive content, you could create a few pilot projects and test a few different approaches with the technology and content strategy and see how it works. The key is to start small.

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How Performance Support Tools Can Enhance Employee Performance?

A good learning and development (L&D) professional is well aware that training is not the answer to all the learning needs that are identified in an organization. The ultimate goal of L&D is to help improve employee performance. To achieve that goal, L&D professional has to sometimes convince the stakeholders that performance support may be a better solution than training.

In this blog, I will help you understand what performance support is all about and how it will help your employees do their jobs better.

What Is Performance Support?

Performance support is the informal learning delivery consisting of tools, techniques, and resources that provide employees with information or guidance to complete tasks at the moment of need. It helps the employees to work better and facilitates better learning. This form of learning should be focused on solving performance issues at work and getting the tasks done.

How To Create Performance Support Tools?

Let’s look at how we can create performance support tools and resources for our organizations.

Think Micro

People are always looking for quick answers. Creating small pieces of content that take only minutes to consume like micro-content and bite-sized content will keep the focus on performance support. The stripping down of content to the bare essentials will help the employees with the task at hand.

Maintain Flexibility

Allow the employees to use the resources as per their need. It enables them to personalize their content rather than you personalize it for them.

Make It Available

The key is to make the resources available and easily accessible. The more easily the information can be accessed the more it will be used.

Make It Responsive

Smartphones and tablets are used more than a laptop or a desktop. More and more people are using it at work to access content. This comes handy to a mobile workforce, such as the sales team, who prefer to consume learning on the go.

Use Varied Media

Text, images, graphics, audio, and video are all appreciated formats of content that can be used on mobile. Interactivity in e-learning helps to keep the learners engaged. But, do the learners need it in performance support? Interactivity can be used to dig deeper and get more information, like “click the button to learn more”. Use it only if it adds value.

Examples of Performance Support Tools

1. Sequential list: This will help the learner when performing a sequential task.

2. Flowchart: A flowchart includes branching, which helps learners see the actual task. It provides a visual breakdown of the steps to complete a task.

3. Guide or cheat sheet: This could be a PDF document that the learner can refer to when in need.

4. Checklists: These will help learners when they are working on non-sequential tasks.

5. Infographic: It helps the learners see patterns and provides everything they need on one page in the form of images and mind maps.

6. Screenshots and images: Screenshots of main elements help to recall and reinforce the concepts and information.

7. Audio and video guides: These will help the learner access content and appeal to different learning styles. Creating a how-to video will show the step-by-step process to complete a task.

Conclusion

To conclude, there is no denying that performance support is changing e-learning and how we approach instructional design. The key here is to provide your learners with the best support to perform their job. It can range from refreshing their memory with performance support tools that we discussed or using bite-sized on-demand content support. The idea is not to limit the performance support tools to one delivery method. The days when learning took place in a classroom or in front of a desktop are long over. It’s time we relook at what the learner and their jobs need, then design a learning solution or performance support tool that will help them do their best at work.

 

 

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Use Microlearning To Train Your Frontline Employees Better

Microlearning is an important way to reinforce key concepts or act as a performance support tool in the moment of need. Using platform-driven interventions, Microlearning modules can be provided to help frontline employees get mastery of the knowledge required to perform their day-to-day tasks. In this blog, I will share some examples of using Microlearning to train frontline employees.

Overview

In one of my previous blog “Creating An Effective Learning Experience Through Microlearning Strategy“, I mentioned the following:

“Microlearning can be used to reinforce training sessions, as guided practice or as a pre-test or pre-work for the formal training session.”

In my experience, I found that Microlearning works well when it is administered as reinforcement at specific intervals of a learning journey. This method combined with additional remediation or support is also known as spaced repetition.

Microlearning To Train Frontline Employees

Frontline employees need to perform a variety of tasks that require repeated practice on a day-to-day basis to perfect. Frontline employees represent the soul of the organization and hence need to be constantly on their toes when it comes to performing the tasks correctly and diligently. Errors committed at the frontline level have a cascading impact across the organization, as their actions have a direct impact on customer satisfaction.

In our experience, Microlearning nuggets work best for frontline employees, they are of short duration, task-oriented, have good repeat value, and can be administered as quick assessments. This, in turn, helps the frontline employee remember and apply the concept well on the job.

Instead of long courses, Microlearning aimed with a specific learning objective and provided in an interesting format such as a video or a game is taken up enthusiastically by the frontline employee. Due to their intrinsic value, Microlearning works well in application of knowledge to the work area.

Microlearning for frontline employees has the following benefits:

  1. Improve retention of the concept learnt
  2. Acts as just-in-time learning aids in the field or at workplace
  3. Acts as a positive reinforcement
  4. Provide additional information over and above the main learning content
  5. Provide tips to do a job or task in a better manner

Having seen the various benefits, let us look at a case study where Microlearning was implemented for a group of frontline employees.

Case Study

Microlearning nuggets to train the frontline employees of a hospitality service provider

The requirement was to create a short and engaging illustration-based video on the concept of hospitality followed by a short quiz. This Microlearning intervention followed an existing bigger course that taught the various concepts related to hospitality management.

In the hospitality industry, especially in resorts and hotels, several standard operating procedures that are taught to the frontline employees. They need to do it right and gain customer confidence.

We created short Microlearning nuggets that covered all the standard operating processes that the frontline staff needs to perform at the resort.

The employees used these Microlearning nuggets that were pushed to them at regular intervals and helped them remember the concepts well and made fewer mistakes.

Microlearning nuggets to train the frontline employees of a hospitality service provider

Conclusion

To conclude, Microlearning is one of the best modes to train frontline employees to reinforce key concepts that they need to be aware of to perform their day-to-day tasks better and delight the customers.

 

Source: https://tesseractlearning.com/blog/microlearning-to-train-your-frontline-employees-better.html

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How To Make Your Induction And Onboarding Training More Effective With Microlearning

Introduction

You may be wondering how can Microlearning be used to support the Induction and Onboarding training?

Microlearning can be used to reinforce the key aspects of company culture, code of conduct, products, and services.

In my experience, I have seen Microlearning working well for a variety of onboarding situations. In this blog, I will share some examples of using microlearning to make your Induction and Onboarding training more effective.

Overview

In one of my previous blogs titled “Use Microlearning To Train Your Frontline Employees Better” I mentioned the following:

“Microlearning works well when it is administered as reinforcement at specific intervals of a learning journey. This method, combined with providing additional remediation or support, is also known as spaced repetition.”

Microlearning As A Support For Induction And Onboarding

Induction and Onboarding is a very crucial time for an employee to understand the culture of an organization, the products and services, organization structure, policies, and so on.

There is a lot to understand and assimilate; employees can’t get a hang of everything. Sometimes, training is rushed and employees are expected to be on-board quickly.

However, as L&D professionals, we know that Induction and Onboarding is crucial for employees to feel at home and get the right perspective about organizational work practices. This lays the foundation for employee satisfaction and performance in the long run.

Microlearning is a great tool to reduce employee anxiety by providing them with the right knowledge at the moment of need.

Despite Induction and Onboarding training, there is still a lot to remember and understand. A standalone Induction Program is not sufficient since the forgetting-curve gets steeper within a couple of weeks of training. What is required is a constant reinforcement to help employees remember the key concepts of the ideas presented in the Induction and Onboarding training.

We have implemented Microlearning to support Induction and Onboarding training at specified intervals for organizations to help them onboard their employees more efficiently.

Microlearning As An Efficient Tool For Effective Induction And Onboarding

Microlearning can be implemented to create efficiencies at every stage of a training lifecycle. At the beginning stage of an employee’s journey with an organization, Microlearning can help them with key concepts and processes of the organization.

Microlearning is built with a specific learning objective and – if delivered in highly engaging formats like videos or games – helps employees to recall concepts easily.

Let’s look at a case study where Microlearning was implemented for an onboarding program.

Case Study

Impactful Microlearning Nuggets To Support The Induction And Onboarding Program

The customer wanted us to build their main Induction program as an eLearning course to replace their existing Instructor-led classroom sessions.

As the staff strength increased, the customer was having challenges conducting repeated classroom sessions.

We suggested building eLearning as well as a series of bite-sized Microlearning nuggets delivered at specific intervals to help employees recall key concepts of the Induction and Onboarding process.

The Microlearning nuggets were built using quizzes and games, thus were fun and engaging. While Microlearning nuggets helped employees recall key concepts, the quiz format helped them to reinforce them for better long-term memory retention.

We also created short Microlearning nuggets on the various Standard Operating Procedures (SOPs) that the employees need to adhere to while performing their daily tasks.

These regularly pushed Microlearning nuggets helped employees remember the concepts better while making fewer mistakes at their job.

The program succeeded in improving retention of learning, completion rates, and on-the-job application of the concepts learnt.

Induction and Onboarding with Microlearning Example

Induction and Onboarding with Microlearning Example

Induction and Onboarding with Microlearning Example

Induction and Onboarding with Microlearning Example

Conclusion

Microlearning is an invaluable tool that provides an unmatched mechanism to reinforce the key concepts that employees learn during the mandatory Induction and Onboarding programs.

 

Source: https://tesseractlearning.com/blog/induction-and-onboarding-training-more-effective-with-microlearning.html

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