Summary: Today, training your employees on digital platforms is a continuous commitment. When online training becomes routine, how do you ensure that your employees engage with it, become inspired by it, and acquire skills as quickly as possible? In this post, we address the 3 important factors which help you make distributed online and mobile training more engaging.
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There are so many moving parts in conducting mobile training programs. Add to it the need for continuous re-training to ensure that training concepts and information stick. You hope that all training programs are well received by your employees with maximum engagement.
You and I know how digital training planning begins. You formulate your mobile training strategy by choosing a learning management platform such as an LMS or a mobile app hoping this to be the silver bullet to solve all your training requirements.
Within a month you realize that the strategy leaves many of your training challenges unsolved. Like the police in a Hollywood action movie, you realize the shortcomings too late and try to fix it with the solution at hand. But, it won't work. What do you do now?
Worry not. We might have just the right antidote to this distributed mobile training engagement conundrum.
We started looking into our most successful customers to understand what they were doing well and analyze the elements which enable their mobile training programs to become huge successes.
We found three essential ingredients. Like how, all three legs are necessary to hold a bar stool upright, three essential components are required to enable digital training engagement.
Let me explain.
Researchers at the University of Illinois sought to understand the science of leadership, and what they came up with is a metaphor involving a stool. We are using the same metaphor.
The first insight we derived was that companies who are successful in extracting maximum engagement from their mobile training programs are breaking down training modules into small nuggets.
The content that was most successful in engagement was having a learning duration of between 5 and 8 minutes.
Hindsight might indicate that the present generation of employees are extremely familiar with and exposed to mobile phones, high-speed internet, and applications such as Shareit, WhatsApp, and TikTok - all of which enable super-fast exchange of information.
As a result, today's employees largely consume and engage with bite-sized, interactive content.
Another insightful trend is how often learners engage with mobile training programs on-the-go.
New learning nuggets are made available to learners 3 to 4 times in a week, and in some cases, everyday.
One-line summary: turn digital training programs into short, frequent learning nuggets. This empowers and motivates your employees to consume and learn skills in short bursts, thereby improving engagement.
The second insight we found was a cultural one. From emails, all-hands meetings, to banners and pop-ups placed across the companies' intranets, we saw that engaging and learning via mobile training programs were championed from the top-down - from the management to employees.
The leadership teams of these organizations set the tone and expectations through regular communication.
Operations and business leaders review the digital training engagement and performance metrics as part of their business reviews. This motivates the entire organization to make learning a part of regular work rather than treating it as something "extra" that needs to be done.
For example, the companies we monitored use region level or branch level leader-boards to reward the parts of the org that do well on mobile training metrics.
One-line summary: make digital training a part of regular work by giving it emphasis in business review meetings and getting leadership to reward and recognize top engaged and top performing learners and organizations.
We discovered that the most important insight of them all was to ensure that learning content was pushed frequently to learners, to help them accrue skills that can be applied on their job the next day.
These organizations understood that the value of digital training engagement is derived by making the right training content available at the right time. They ensure that the content that reaches an employee is perceived as being of immediate value.
Examples of some of the most successfully engaging content include - answers to questions that an employee is likely to face from the customer about a new product, specific comparison points with competition, training on changes done in the CRM system, etc.
One-line summary: your employees should feel that the learning modules that they are going through will help them in their job immediately.
While engagement is not the final metric, it is the most crucial ingredient for driving your training strategy successfully.
So back to the three-legged stool. What holds all these three legs of successful digital training engagement is the base of the stool - the training technology.
Do check out nittiolearn.com to find how it can help you with all that we talked in this post.
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