Learning & development leaders must stay on top of the training requirements at the workplace to ensure workers can adapt. The solution is high-impact learning. This is not only fast-paced but also includes employee engagement, so your students are not only learning quickly but are also retaining and applying this information.
It is critical in learning and development to guarantee that your training methods are intended for higher intensity teaching.
Learn how our tips below would help you get better at learning outcomes, which will lead to better work productivity and greater income for your company. Make certain that your eLearning courses have a significant influence on the students’ ability to grasp and retain knowledge. Check out the key considerations for getting the most out of your eLearning investment.
Concentrate on key messages.
Live training sessions or popular and lengthy eLearning courses can be daunting for employees with busy and stressful deadlines and timelines. That is why, for high-impact learning, it is critical to concentrate solely on the main points. You can put this into practice by transforming your traditional coaching into microlearning. This strategy involves breaking down large amounts of training material into bite-sized components that only include focused training messages and information.
Even though lessons are brief, information is presented in a rich, engaging manner that is much easier to digest and retain. Microlearning courses, due to their versatile nature, can be completed in a couple of moments, as opposed to conventional courses, which can take hours or even days to finish. As a whole, a microlearning method makes your learning more understandable, interactive, and time-efficient.
Always begin with why.
To successfully launch a microlearning program, you must first recognize the purposes of introducing the program. Is there an issue that needs addressing? Why are employees in need of this training course? What are the desired results for the firm and the students?
To assess the answers to all these questions and recognize the needs of an organization, consider what is already in place versus what is still required. Some employee goals may already be highlighted by the company’s HR department or in personal growth plans. If these aren’t already accessible, you’ll need to evaluate training requirements to identify skills shortages.
Better understand Your Audience: Understanding your viewers and their requirements is a big part of the “why.” To fully understand them, you must examine their skills shortages, objectives, motivating factors, where they are in the buying journey, and where they have to be.
Recognizing what the public wants is a frequently overlooked aspect of audience analysis. What do you hope for your audience to gain from the course? If you don’t bother learning this, you may end up with a bunch of dissatisfied and disappointed students who are unable to start engaging with the material.
When you understand your target market, you can appropriately base your course on:
- Existing organizational requirements
- Addressing a talent gap or another issue
- Learning objectives and advantages
Creating m learning lessons based on the above points instead of training or trends is far more beneficial. All too often, businesses will prioritize training before contemplating whether it is the best choice for achieving the desired results, simply because it appears to be what everybody else is doing. Training that begins in this manner is almost always doomed to waste resources and time.
Gamification can be used to enable students to make learning more engaging.
Another high-impact learning tip is the gamification of microlessons to attract and keep the trainees engaged in their learning. The concept of gamification is that it transforms normal monotonous training modules into casual or productive games. Sequencing, drag-and-drop, matching, and other gamification examples. It’s the best way to tackle the boredom and lack of enthusiasm involved in learning job-related information. Gamified micro lessons have been shown to lead to higher completion rates than traditional eLearning courses when learning does not feel like just another basic task.
Align microlearning Objectives with Business Goals
It’s also critical to build on what we stated in step 2 by further aligning your learning objectives with the corporate goals and ensuring they work in tandem. Your learning objectives should be linked to a business or departmental requirement that has been recognized as relevant and important.
For example, if new technology exists in the market and expertise in that technology will enable your trainees to complete an aspect of their job quicker, training may be a feasible alternative. However, if the job it would speed up isn’t critical to the company’s overall goals or requirements, you may need to take a step back and reevaluate.
The Spaced Repetition strategy can help you overcome the forgetting curve.
According to Ebbinghaus’ Forgetting Curve, nearly half of the subject matter of a long and complex piece of info is simply forgotten within the first hour, and 70% of such pieces of data are lost within 1 day of the training completion. It emphasizes the significance of incorporating a spaced repetition approach into your training course to tackle the forgetting curve. To encourage effective learning outcomes and foster comprehension, and competence, key learning ideas are repeated at periodic intervals until the information is fully embedded in your employees’ long-term memory. Recollection and learning are intrinsically tied: the more frequently and successfully information is reaffirmed, the better learners digest knowledge.
Encourage friendly competition to boost motivation.
You can encourage healthy rivalry among learners to boost morale to strive for improved learning progress. Incorporate leaderboards into your training courses to demonstrate this plan. Professionals can rank on the board by earning points for microlearning activities such as finishing courses and passing evaluations. This tip encourages underperforming learners to enhance their efficiency to climb the ranks, while top-performing employees are motivated to sustain their performance.
Essentially, this cooperative work allows students to participate in their coursework. They communicate and gain knowledge from one another, ask questions and receive responses, share important videos and perspectives, and so on. Most notably, this is obtainable in a digital, portable format. So you can make your remote workers participate and enable them to learn when it is most convenient for them.