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QuoDeck is a learning product that allows you to create and deploy games to train, assess and manage learners. So you can create interactive learning experiences that learners will engage with, not because they are forced to, but because they want to.

Podcasts: Effective ways to train your sales team

Podcasts aren’t just entertainment, but also informative. We summed up a 3 minute write-up to explain how these mini audiobooks can affect your overall sales. Few things might surprise you. 

A podcast is  an audio/video transcription of information that can be downloaded and played anywhere and anytime—it’s like satellite radio, but in pre-packaged and time-limited format.  

  

Podcasts are recorded using certain software online recording programs, exported to a digital warehouse like Spotify, and then downloaded/streamed by anyone who searches for that topic or anyone who has a direct link to the podcast itself. 

The popularity of podcasts have exploded and are now considered a conventional mode of media, easily accessible to everyone. You have podcasts available for every topic under the sun, from gardening to mental health to project management. The ease and mobility of podcasts make it a perfect medium for conducting sales trainings.  

Sales professionals are usually exposed to a lot of content, sometimes too much. Yet, finding accessible and correct content to read can be struggle. Especially if you are an incentive driven sales professional, every second not spent on a deal could feel like a useless second. Apart from being incredibility popular among the current generation, podcasts are turning out to be an effective way for sales trainings. The 5 top reasons to use podcasting for sales training are listed below: 

  1. In most companies, sales professionals don’t have a stationary office job in-front of a computer or at a desk for most part of their day. Creating secure mobile podcasts can make it easier for the field sales teams to have access to the content on their phones, away from their office and home networks. Podcasts allow representatives to have access to the trainings offline, on the road, or anywhere they can multi-task. 
  1. In a podcast episode, business guru Tim Sanders says that our capacity to   understand information when reading text is 7% but increases to 38% in an auditory setting. This would mean that shifting from an email-based culture to an audio-based culture, would improve the understanding by almost 500%. For sales representatives, or anyone for that matter, this jump in efficacy is critical. 
  1. Mobile training methods for sales reps don’t just improve accessibility to content on the field, but are also a good way to generate quantifiable productivity gains. According to research, sales reps spend at least eight hours per month in transit. Extrapolate this number to all the sales representatives, and the company loses a huge amount worth of productivity every month. Mobile training methods easily engage the reps to continue learning, especially in the field, or even behind the steering wheel. Hence, this makes podcast trainings an exceptional choice to turn the wasted downtime into productive opportunities.  
  1. You can’t deny the fact that podcasting is already incredibly popular and has seen a sharp growth due to the pandemic. After the US and China, India happens to be the third-largest podcast market in the world, and the estimation states that the country would see 17.61 million people listening to podcasts by the year 2023. 
  1. Highly successful organizations usually provide its sales representatives with ongoing training throughout the year. This can become extremely easy with 5-minute daily/weekly podcasts in keeping the sales representatives up to date. The minimal effort required in the production of these podcasts, makes it an even easier tool to work with.

Podcasts are proving to be efficient micro-learning solutions as they produce bite sized episodic content which are short, information heavy and engaging. And although podcasting for training is still at an early stage, this could be the perfect time to initiate and experiment with it. 

BONUS READ 

How to Record a Podcast from your Mac 

1.) Open Garageband. Click on “Podcast” when it asks what to record. 

2.) Click the record button to record your voice. Click it again to stop recording. To playback, click the rewind button.  

3.) To add artwork, just select “Artwork” section on your podcast. Then, from the right sidebar, select “Photos”, pick one and upload.  

4.) Select the “Jingles” section on your podcast to add them. Then, from the right sidebar, select “Audio” and find a sample you’d want to use. Shorten it by selecting the track.  

5.) After you’re done saving, go to the top and under “Share”, click “Export Song to Disc”.  Now, you can upload the exported file to your platform.  

REMOTE WORKING: IS IT TIME TO GO DIGITAL ON LEARNING?

The outbreak of the Covid-19 pandemic forced nations of the world to go into complete (or partial) lockdown. As a result, industries worldwide either shut down their operations or switch to remote working. 

Organizations and people have struggled to stay productive while working remotely due to the lack of social life or personal touch. It is debatable if the new-normal will stay normal even after the lockdown measures are entirely lifted. However, there will be a significant fundamental shift in the work cultures of organizations across the globe

Remote Working: A Necessity

Remote working was desirable with the majority of the population even before the pandemic, though not most of them got it. Few companies were digitally ready to implement the work-from-home strategy as they used to practice it pre-pandemic. However, companies worldwide were forced to move to full-time practice of remote working and struggle.  

To stay functional and productive, organizations help their employees with all sorts of information and training, which is also done remotely. At least some of these practices will probably go on even after the pandemic is over. Fortunately, there are tools of digital learning that can ensure success. 

The Changing Mindsets 

Before the pandemic hit, most managers believed that it is impossible or way too challenging to achieve high productivity levels while working from home. For them, there were no two ways for it. However, they are now beginning to see a change in their long-held believes, as they see the results of the employees working at their own places. It is more apparent now that the employees will perform when they are trusted for responsibility. 

The managers can now see that any mandate of having all of the employees in one place together is pointless. People still work well when they do not see each other all the time. Besides, did we always meet everyone in the office on a daily basis? 

Although there are jobs that require people to meet and work together, we might not need to meet our colleagues or our teams daily. We may still gather, but not with the same people every day. 

Digital Learning: The key enabler 

For an organization to succeed at these fundamental shifts in an organization’s culture, the employees are at the core. The companies have to create a collaborative and learning culture for their employees to be efficient at these. On top of that, the companies need to change  the learning style from the one-size-fits-all format to a more personalized mode for the employees. Engaging learning integrated into the day-to-day work is even better. The rise of digital tools is making learning shift towards the concept of individualized learning. 

Traditionally, digital learning has been dull, even after being a revolution. One could not imagine oneself being involved in digital learning regularly, more so on a daily basis. A teacher in front of a camera, running through a series of PPTs, has been the norm. Fortunately, there has been much evolution in this area – game based learning and mobile learning. Learning is now interactive, engaging, at the learners’ convenience, and as a part of their day’s work. 

Few companies were enabled with the WFH model, and others were forced to adopt it. In both cases, the usual 9 to 5 daily office routine is likely to be disrupted with remote working becoming a part of the norm, if not the norm itself, with the employees demonstrating productivity at the comfort of their homes even more than they did being in their cubicles. The corporates will have to deliver the training that is personalized to the employees to keep their employees up-to-date, engaged, and skilled digitally.

5 Reasons Why You Should Implement E-Learning

In our previous blog, we discussed how onboarding training can boost efficiency and productivity in your organization. As new learning methods have grown in popularity, more and more businesses are realizing the advantages of e-learning. Although online learning can be costly to implement, it pays off every time an employee completes their courses. Virtual learning is not only less expensive than traditional learning, it’s efficient, and reduces instruction time significantly.

Here are 5 reasons that will help you understand how switching from traditional learning to e-learning can benefit your organization.

  1. Improved retention and consistency in learning

In traditional learning, you usually have an educator who has his teaching tools, methods, and approaches. Employees may find it hard to adjust to new learning methods while simultaneously absorbing the information educators share.

One of the advantages of e-learning is that it can provide important information in ways employees can understand easily, which results in improved retention. Content is simplified using podcasts and interactive modules. Employees can access their learning when their energy and focus are at their peak for retention. This nature makes it easier to retain the new concepts and, of course, to implement them in their work.

  1.  Providing new learning methods

Not everyone learns in the same way. Some people prefer to retain knowledge through videos, while others prefer written notes, and still, others require realistic opportunities for practice before they truly grasp a new skill. One of the most significant advantages of e-learning for employee training and development is the availability of a wide range of content formats. These new learning methods are engaging for everyone when it includes videos, notes, infographics, games, and other types of content. 

An increased engagement is a sure sign that employees want to finish their course. Apart from this E-learning enables you to update the material whenever necessary. This means the online learning courses can be adapted along the way as it is relatively simple to make changes to online material, particularly textual changes, online courses are always up to date, and employees are not provided with information that is no longer relevant to them.

  1. Gamification and interactivity

Some new skills require more than video notes. Active employee participation is required in learning new skills. The ultimate interactivity and practice can be provided through a powerful learning management system (LMS) that supports gamification, quizzes, branching scenarios, and surveys. Interactive e-learning courses enable employees to practice new skills in a secure place, so they are set up for success in real life. Furthermore, by using a variety of assessments such as quizzes and case studies, you can engage learners as they progress through the training.

  1. Collaboration and community building

Learning can be solitary, but social exercise shouldn’t be so because employees learn much more by interacting with their colleagues than by reading a book. New learning methods lead to discussions and discussions lead to innovation.

Online learning benefits the community and leads to collaboration. Including activities such as forums for discussion and live tutorials can be immensely beneficial. Commitment to other employees encourages collaboration and creates a team culture that showcases its benefits beyond the educational environment.

  1. Immediate feedback and acknowledgment

Another advantage of e-learning in the workplace is that employees have access to immediate feedback. Immediate results from online assessments assist employees in determining how well they are doing and which sections of learning material they may need to review before moving on. Furthermore, gamification features in courses such as leaderboards, badges, and certificates give employees a sense of recognition and achievement, which motivates them to learn. Timely and automated feedback is beneficial not only to employees but also to their managers and the business. This is due to the fact that it eliminates the need for manual feedback and grading.

Conclusion

Learning is an ongoing process and as time changes we all have to adapt to the new virtual learning. Online learning programs apply to every industry, business, and employee worldwide. These learning methods are convenient, easy to access, easy on the budget, and measure results while keeping a digital record for everything. E-learning is cost-effective, improves employee performance, reduces staff turnover, and boosts productivity.

Why Your Sales Team Needs To Be Mobile Ready?

Mobile apps have been seen to increase sales team productivity and efficiency over the years.  Sales reps should consider your clients’ schedules. The faster your clients can get the information, the better it will reflect on you and your company. In this scenario, it’s critical to leverage mobile sales enablement within your sales team.  One option for sales teams is to use a mobile learning system.

A mobile learning system is an application that can be accessed from any device at any time to help with the sales process. When face-to-face relationship management is not possible, these tools and sales app solutions house customer information and relevant, up-to-date content to engage prospects, allowing for accessible, fast, and convenient communication. Following are the reasons why sales teams need a mobile learning system:

  • It’s accessible, fast, and flexible

Whether your sales reps are connected or not, they can complete their work from any location at any time. Up-to-date marketing collateral also makes it simple to share content with the entire team in real-time. A Mobile learning system functions as a central “hub,” allowing quick and flexible access to all marketing content and CRM data. Sales and marketing executives, as well as sales reps, can input and syndicate content with great ease and flexibility from a single source that serves as an information repository.

  • Generate Sales Pipeline

Customer inquiries and concerns do not always occur during normal business hours, and schedules or locations may preclude sales professionals from meeting in person. Mobile sales enablement tools enable marketing and sales leaders to provide excellent management, allowing them to keep buyer conversations going while supplementing or even substituting live meetings and phone calls. Buyers can use mobile learning software with a mobile platform app to reach out with questions, and reps can respond instantly, whenever and wherever they want.

  • Increased efficiency

Your clients’ days are just as hectic as yours. The faster your clients can access the information, the better it reflects on you and your company. A mobile learning system will save time for both your clients and the sales team.  Your customers can access complete information at the touch of a button and for further doubts; they can contact the sales team. It saves your team time as they don’t have to answer trivial inconveniences, hence increasing their productivity. 

  • Data is easily accessible

One of the best practices of this system is that it collects information about orders, products, and clients. This information allows you to learn which products are the most popular when certain orders are most common, and so on. Having up-to-date information helps increase order efficiency and reveals your clients’ purchasing habits. This allows you to suggest more relevant products and expect the client’s next move, which increases trust between the client and sales rep.

  • Increases customer engagement

Mobile sales enablement provides one-on-one interactions with clients which establish trust and dependability. This strengthens the business relationship and speeds up the sales process. Clients can see orders being placed in front of them and make changes based on their requirements with immediate results. Involving the client in the process of selecting products and placing orders is the most effective way to build closeness and trust.

Conclusion

Sales representatives must be prepared for face-to-face interactions with customers, as well as the process that occurs before a lead is passed on to Sales, as well as the follow-up process. Mobile Sales Enablement helps sales reps get up to speed faster by delivering content that reinforces training directly from their mobile device. Mobile learning systems provide a unique customer experience. Mobile Sales Enablement raises the bar for the sales rep/customer relationship by providing real-time access to the right information to advance the sale process. Staying ahead of the competition necessitates the adoption of new technologies, and when it comes to customer engagement.

Sales Training Best Practices: Prepare Your Sales Team for Success

Sales training improves the performance of sales reps that has a direct impact on the bottom line, from product knowledge to sales skills. Therefore, sales enablement training is at the top of the list of areas in which companies invest.

Questions that most sales teams may want answered are:

  1. What will captivate your sales audience? 
  2. What will motivate your employees to complete your training and make sales?

Some of the most efficient sales enablement strategies we’ve discovered include keeping it short, providing learning at the point of need, and incorporating some friendly competition.

We’ve compiled a list of effective sales training practices and techniques from industry experts to assist you in developing compelling and effective sales enablement training programs.

  • Emphasis on essential soft skills

Soft skills are effective as it allows meaningful conversation with potential customers. Soft skills such as communication, persuasion, boost your marketability. 

The best salespeople are those who want to help their customers; they listen, are pleasant, and are upfront about whether a product or service will benefit their prospects. They cultivate relationships with their clients and get to know them. While some sales representatives are naturally good with people, it is critical to train soft skills such as listening, communication, and phone etiquette. Salespeople have a bad reputation for being pushy and abrupt. Including soft skills in your sales enablement plan will assist your reps in softening their approach, making them a pleasure to work with for both customers and you.

  • Training about customers perspective 

Sales enablement strategies emphasize product details and messaging, at the expense of explaining the buyers’ needs and challenges. Make the buyer’s journey a bigger part of your sales enablement training, both for new hire onboarding and learning reinforcement for your existing sales force. This can be accomplished by ensuring that buyer persona details, such as key business challenges, success metrics, and pain points, are included in your training curriculum (and then assessing your reps’ mastery of them). 

You should also outline effective ways for engaging buyers at each stage of the buyer’s journey. Share persuasion techniques that can assist buyers in moving through the decision cycle. Is the prospect sold on your solution and trying to persuade other decision-makers to buy it? Outline sales enablement strategies for shortening the time it takes to make a purchasing decision.

You can combine sales enablement training with coaching exercises that need representatives to think like buyers on the spot.

  • Highlight Trends in the Industry

It’s possible that your salespeople aren’t reading 30-page research reports on the state of B2B selling or your target markets. However, a 600-word blog post on current social selling tips is an excellent addition to your sales enablement strategies. Providing continuous education to your sales representatives is an essential part of sales enablement training. Incorporating outside perspectives into your training is critical because it reminds your employees that the profession is changing and encourages them to stay current.

For example, you can use sites like Quodeck, you could embed relevant research and news articles about target industries as required courses or attachments into training courses to ensure reps review them to complete their training. You could then include a knowledge-testing component that quizzes salespeople on key findings.

  • Focusing on one area of expertise

We all have our strengths and weaknesses. There is no one skill that always closes the sale. In reality, sales representatives tend to lean toward specific skills and turn them into strengths. Curating sales enablement strategies that foster a culture of ongoing support. However, encouraging specialization and promoting those talents is the beginning. Your team also requires training to further develop those skills and ensure that their weaker areas are addressed. Try Quodeck for ideas on what topics and specialties to focus on and to generate sales leads and grow your business.

Conclusions

In conclusion, there is no one-size-fits-all approach to sales enablement training for success. However, the underlying foundation should point to learning and training culture.

Consider what kind of post-training reinforcements you’ll provide your team to help them continue their journey, and empower your sales team to succeed by encouraging continued growth. Make it the real goal of your sales team to learn how to absorb and apply new techniques, make changes, and track their results.

5 Ways to Elevate Your Sales Rep Training & Onboarding

The onboarding phase, in general, is the preparation and integration of a new team member in the organization.

Sales representatives are taken on board through best practices such as revising and attending guidance sessions, and preparation elements to accommodate new salespersons more closely to their environment and responsibilities. According to research by Glassdoor, organizations with good onboarding programs increase new employee retention by 82% and efficiency by more than 70%.

Ways to Maximize Efficiency During the Training and Onboarding Process

  1. Have a Standard Process

According to Harvard Business Review, 22% of companies have no formal onboarding programs. A standardized program can help to have a clear image in your mind that is intended to be long-term. Questions such as, “What basic tasks would each recruit complete in the first week?”,“What training courses do they complete in the first month?”, and ”What do they expect to do in the first quarter?” need to be answered through the program. Therefore, analyze the current onboarding program (or the one you plan to introduce if your company does not yet have one) and define unique events that a new sales rep should go through, and make them the norm for all hires.

  1. Document it

According to a study Human Capital Institute, 58% of company onboarding programs are focused on procedures and paperwork. It’s always a good idea to have some tools and reference guides on hand so they can update their memory on the fly. Creating sales processes and intelligence documents will save the new reps a lot of time and effort during their first couple of months on the job. Of course, you should provide your new reps with a comprehensive set of phone scripts and email templates that they can use right away; these scripts should cover the majority of the touchpoints in a standard sales cycle. Most good reps will later tailor these to suit their style, but supplying them with these tools upfront allows them to get up and start running much faster.

  1. Set attainable goals and milestones for new hire

Consider the following scenario: you’ve just landed your dream job, but during the onboarding process, you find that the job goals are unclear and you’re unsure what is expected of you. When new employees enter the organization, they must understand the goals for which they are responsible. Provide them with insights into the company’s principles, priorities, and long-term goals. When you approach the sales onboarding program with a target in mind, you will be able to remain focused on providing workers with the right insights to keep them motivated and efficient. This approach will also help increase employee retention

Check-in every week 

According to a study done by Enboarder, 72 percent of employees, one-on-one time with the boss are the most critical aspect of any onboarding program. Nothing is more motivating for new reps than understanding that you, the boss, care for them and want them to succeed. A weekly five-minute phone call from you will do wonders for a new employee’s morale and effort. Simply get in touch: Inquire how he or she is doing and whether there is something you can do to assist.

  1. Practice makes perfect

The stereotypical cliché hasn’t stopped being real, at least yet. The sales method, like any other part of life, can be mastered with repeated practice. This is particularly true for sales representatives since they learn at a faster and faster pace with repeated practice. As a result, ensure that the program contains a sufficient number of real-world practice scenarios.

Anything that has the new hires doing what they’re learning (while they’re learning it, not months later when they’ve forgotten it) will boost sales training stickiness and rep trust.

Conclusion

These five tips will increase the chances of your sales reps’ success, retention rate, and increase sales. Having an effective sales onboarding program is critical not just for the new sales reps, but also for the entire company. It may appear to be a lengthy and laborious procedure — and it is, but when done right, it will yield profits that are several times over. Standardization also decreases the amount of time put into daily tasks, and so, having a solid onboarding program in place will be beneficial for all organizations.

On-boarding for a Job Role STACK

Unless you have been living under a rock through the last decade, you have heard of tech stacks. A tech stack is the set of underlying elements of a software application. These are the frameworks, languages, and software products that everything else is built on. Every developer who joins a tech team needs to learn his stack.

Similarly, I believe that every business role has a stack. A stack that has to be mastered by anybody looking to do that role.

Skills

Skills are what we all need to know how to do in order to our job effectively. There are two broad categories of skills – Soft Skills and Functional Skills. In the context of this framework, the “Skills” being referred to are Functional Skills only. Every role demands certain core functional skills, that are essential for the employee to function in that job.

Good examples of these are Javascript expertise for a ReactJS developer, Negotiation and Presentation Skills for a salesperson and Accounting Skills for a credit analyst. While such skills can be trained for, true expertise comes only from experience. This is why expertise in such core skills is typically evaluated during the recruitment process itself. And once in the job, organizations trust employees to progressively get better the longer they perform the role.

In the context of role on-boarding, there is very little that can be done in a short duration program to build up these core skills. Instead, what is recommended are skill assessments and quick refreshers. Essentially, just show them a mirror and jog their memory.

Don’t spend inordinate amounts of time (not more than 10%) on skill training during on-boarding.

Tools

Can you imagine a carpenter without a saw or a blacksmith without a hammer? A skill is useless without the tools that go along with it. Similarly, every job role typically requires an employee to use a set of software and hardware tools and systems to perform their jobs.

Good examples of these are IDEs for developers, Canva and Amplayfy for content marketers and Microsoft PowerPoint for salespersons. Apart from industry-specific tools like these, most companies also have their own company-specific ERP, CRM, LMS, HRMS, etc. that the employees need to familiarise themselves with.

In the context of role on-boarding, expertise on industry-specific tools is akin to having the core skills. It is not recommended that any industry-specific tool training be undertaken during the on-boarding program. Instead, it is recommended to focus on providing primers for company-specific tools. Most people are hesitant to learn new systems, and the on-boarding program is the best place to manage this trepidation through these introductions to the tools. Giving them access to manuals or help videos in a repository format will encourage deeper self-training at a later date.

Spend more time on training on tools (about 15%) over training on skills during on-boarding.

Attitudes

Attitudes are a mixed bag of soft skills, beliefs and habits that are required for working in a role. These dictate how well you can work or interact with others to form relationships, create trust and dependability, and lead teams.

Good examples of these are leadership abilities in team leaders, assertiveness in analysts and persuasiveness in salespersons. Beyond the role requirements, all companies have a clear set of values, principles and guidelines that they look to inculcate in their workplace. Every employee must learn, internalise and display these attitudes to fit into the company culture.

In the context of role on-boarding, such attitudes need to be communicated right up front. These are best done through meet and greets, icebreakers, evangelical sessions and value discussions with the employee. Given that these require significant face-to-face interactions, it is perhaps the most expensive part of an on-boarding program in terms of time and effort and might seem to have a lower direct benefit in role on-boarding.

However, attitudes are critical in integrating a new hire into the company on the whole, and deserve significant resource allocation (about 20%) during on-boarding.

Customers

Customers are the only purpose for existence of any business activity. Customers can be internal or external, depending on the nature of the job role. But in all cases, knowing about and understanding customers is critical to performing the job well. Such customer education is unique to role on-boarding, differing from organisational induction in its application.

Good examples of these could range from retailers for front-line FMCG sales, website visitors for SaaS inside sales teams and company employees for an HR team. A stakeholder mapping exercise would be a good starting point for identifying the customer for a role.

In the context of role on-boarding, the difficult question is determining the best approach for the customer familiarisation exercise. In the case of institutional sales, it could be one-on-one meetings with the clients and account planning exercises. In the case of B2C sales, it might be participating in surveys, focus groups and interviews. Attending reviews and meetings might be a good way to familiarise the employee with internal customers.

Customer familiarisation during on-boarding requires significant time expenditure (about 25%), but reduces the need for on-the-job training in the long term.

Knowledge

Knowledge required for a job role spans a matrix of Industry-Company-Employee and Information-Concepts-Expectations. This has been explored in great detail in the ICE Cube induction framework I and II which are linked here and here.

Good examples of knowledge needs are company background, regulations, company policies, business concepts, etc. A larger part of required knowledge are job role specific knowledge of concepts, processes, products, expectations etc.

In the context of role on-boarding, the knowledge requirement takes up the largest chunk of time. It is recommended that to the extent possible, the knowledge sections should be administered through e-learning and not instructor-led training. The knowledge content should be structured as a combination of course-ware and reference learning centers, with a focus on on-demand learning and personalization. Try and find ready learning resources on LinkedIn, Coursera, Udemy, etc. before starting to create your own learning resources.

Knowledge training forms the base of the entire role on-boarding program (about 30%) and needs to be planned smartly to manage time, cost and effectiveness.

* * *

The Job Role STACK approach integrates really well with competency mapping and organizational development. Ideally, we typically recommend getting veterans of each job role in the organization to define the STACK and its constituents. Post that, taking the common elements of multiple Job Role STACKs into a common company induction program becomes easier. The remaining STACK components then move into a relatively shorter role on-boarding exercise that finally gets integrated with on-the-job training and coaching.

Do let us know your opinions on job role stacks and whether you see them being applicable in your businesses. And if you are looking for an easy to use tool to create interactive content for such programs, do consider giving Amplayfy a spin…

P.S. This was first published on LinkedIn – Click here to see the original post

6 tips to integrate micro learning in your courses for rapid learning

Micro-Learning can be defined as a skill-based approach in education as well as training that delivers the information in small, ‘bite-sized’ chunks. This is useful as the learners can quickly assimilate the knowledge that they need to perform a particular task without having to spend long hours learning about it. Thus, it creates an opportunity for the learners to engage with the content exactly at the moment they need it.

In recent years, Micro-learning has supplemented and in many cases, even replaced the traditional method of learning which was time-consuming and primarily focused on theory. Microlearning, on the other hand, focuses more on the application and is largely self-driven, thus, producing effective and measurable results.

This is why many training programs are now utilizing the micro-learning principles to generate rapid learning and make the process engaging and successful.

Let us look at the 6 tips to integrate micro-learning in your courses for rapid learning:

1) Gamifying Learning Content-

Learner engagement is one of the most important aspects of any training program. Without effective engagement, content retention or recollection is not possible. Micro-learning principles can be utilized to create a game-based learning scenario that is interactive and interesting. Gamifying the learning content makes it visually appealing and engaging which can help the learners better understand and remember it. Incorporating gaming mechanics like compelling narratives, characters, badges, etc proves to be useful in making the entire learning process fun and effective.

2) Using Interactive Training Tools-

Using micro-learning principles in creating Interactive training tools like simulations and scenarios can effectively and rapidly teach a particular skill-set. Simulation, in particular, can be really helpful in creating a virtual situation where the learners can apply the knowledge they have gained to solve a problem or achieve a certain goal. Thus, focusing on the content application instead of theory can help increase its intake and retention. A time-based decision-making scenario is also helpful in testing the learner’s capability in handling work pressure. Thus micro-learning principles offer a unique experience in a training program that may not be possible by following the traditional way.

3) Creating Instructional Videos and Podcasts-

Instructional videos can be a great way to give information as they are engaging and brief. Micro-learning can be used to create short videos about a particular product or developing a needed skill-set, which can then be shared across a variety of platforms like the company’s website and Youtube. This is convenient as the learners can access it whenever required.

Similarly, educational podcasts make it easier for the learners to gain information from the comfort of their own house or while traveling, without taking up too much of their time during work hours. It makes the process more learner-centric as they have control over their learning and can easily set their own pace for receiving the necessary information.

4) Writing Blog Posts-

Micro-learning principles can be used to create something as simple as a blog post which can keep the learners informed about various topics. Blogs don’t take much time to read, and a large chunk of information can be easily condensed in the form of points which the learners can easily remember. Blog posts can also be easily accessible from any device and can be published on various platforms which makes it handy for the learners to read them as and when required.

5) Creating Self-Assessment Tools-

One of the most effective ways of using micro-learning principles is by creating self-assessment tools which can include online quizzes, questionnaires, puzzles, case studies, etc. They provide an excellent opportunity to gauge the level of the learner and quantify their progress and understanding. Instant feedback that is given, helps the learners in identifying knowledge gaps which they can then rectify. As the evaluation is quick, the learning also progresses at a rapid pace. Self-assessment tools are also helpful in judging the effectiveness of a training program as they test the learner’s understanding and retention of the content.

6) Using Multimedia Resources-

Micro-learning makes it easier to condense information into various multimedia resources to provide a variety in learning and make the process interesting and enjoyable. Online slideshows and presentations are a great way to deliver information in a few minutes as the learners can easily absorb the content. Micro-learning is also used to create infographics that provide a comprehensive overview of the subject in a way that the learners can quickly understand and recollect.

Thus, integrating microlearning into the regular courses is a great way to boost the productivity of the training program and generate rapid learning and better content engagement, involvement, and retention.

6 Reasons To Localize Your Global Training Program

 Digitization has resulted in a rising number of global marketplace where the company is no longer limited to a single geographical location but spans several cities, countries and even continents. This has led many organisations to conduct virtual training programs as a means to minimize cost and have a greater outreach.

 However, the assumption of one training content being sufficient for the global workforce is incorrect. For the training to be successful and effective, it must generate learner engagement and retention. This is impossible if the learners don’t connect or feel involved with the training program. Hence, it becomes imperative to localize the training process. Localization can be defined as the process of customizing the training content to a specific locale or market. There are many benefits of doing this.

     Given below are the 6 reasons to localize your global training program:

     1) Creating a Diverse and Inclusive Workspace-

 With digitization, an organization has better scope to diversify their workforce and advance globally. However, this can only be done if their workspace is inclusive to people and their cultural backgrounds and languages. Hence, it is essential that the training programs cater to this diversity by welcoming people from all over the world and imparting content that is not just informative but relevant to their social space and work culture. Translating the training program into the required language can also help people connect better with the course content.

 2)  Improving Engagement-

The training program is successful when it effectively engages people in the course content. However, if the program is not localized, there is a disconnect between the learner and the course material, as they do not understand and feel involved with the process, or feel the information to be irrelevant to their cultural context. In the absence of effective engagement, content retention is not possible.Therefore, global training programs should be localized so that the learners feel valued and invested in their own training process.

3) Cultural and contextual understanding-

Global training programs must take into account the culture and social systems while creating their course content. Using culture appropriate avatars or avoiding the use of images with people is essential in creating a program that connects with the learners.

 Certain colours and numbers are also viewed in a negative context, for instance, in Brazil and Thailand, the colour purple is associated with mourning. Likewise, the number 4 is considered unlucky and a symbol of death in China.

It is important that to achieve maximum results out of the training program, the course should be created with the cultural and contextual understanding of a demographic location. 

4) Achieving Performance Goals-

Localization is not just about translating but also about adapting the training course to a particular cultural context. This includes adapting their units of measurements, currency, idioms or expressions, tone of voice, images and symbols, etc. When the training doesn’t take these into account, it alienates the learners whereby they lose interest quickly. It can at times also cause dissatisfaction where they feel unwelcome or undervalued by the organization which can greatly affect their productivity. It is therefore necessary that the company localize its global training program to achieve their performance goals and develop their business at a steady rate.

5) Accuracy and Standardization of Content-

Localization is needed to maintain the accuracy and standardization of content. For instance, if the content is regarding Body Language for Sales training, simply having an image of two people shaking hands in greeting is insufficient, as this gesture may seem foreign to the native people of Japan who greet others by bowing. Thus the message may not be delivered accurately or at times can even be misinterpreted. 

Similarly, the ability to make the best decisions in regards to profit will only be possible if the learners understand cost, which can vary according to the country and their currencies. Localization trains the employees in these matters which can also help the organization standardize their global information and data. 

6) Complying with Law-

Lastly, some countries make it mandatory to have their business transitions in their native language along with English. Localization allows the companies to comply with the local law and conduct their training program in a smooth and effective manner. 

Localization is thus, one of the best practices with regards to global training programs because there can be no true global learning experience without localized training. It also effectively eliminates cultural differences and not only improves knowledge acquisition but also increases learner engagement and content retention.

4 Micro-Learning Strategies For Employee- Engagement

Micro-learning is a skill-based approach to learning that delivers information in small ‘bite-sized’ chunks. In today’s modern economy which greatly prioritizes speed, this is especially effective in generating greater knowledge absorption and better content retention. In recent years, micro-learning, with its emphasis on application and self-learning, has supplemented the traditional methodology which was time-consuming and primarily focused on theory. This transition has improved the learners engagement with the program and has produced effective and measurable results.

Employee engagement is an essential aspect of any learning program. In today’s fast-paced world, it has become difficult to focus on lengthy content for a long period of time. Micro-learning strategies, here, prove useful in delivering the relevant content at the required time in a quick and easy manner, using technology channels that are favoured by the employees.

Let us look at 4 Micro-learning strategies for employee-engagement :

1) Gamifying Learning Content-

Micro-learning strategies can be used to create gamified, scenario-based learning content which is not only visually appealing, but also interactive and engaging. Employee engagement is essential for the success of any training program because without effective engagement, content retention or recollection is not possible. Gamifying the learning content with compelling narratives and characters makes it interesting for the learners and hence they can better understand and remember it. Incorporating gaming mechanics like badges, awards,points and leaderboards can also bring out healthy competition among colleagues and peers, making the entire training process more engaging and effective.

2) Utilizing Multimedia Resources-

Utilizing multimedia resources can be a great way to enliven a technical or lengthy content. Micro-learning principles can be used to effectively condense information into various multimedia platforms like slide-shows and infographics which provides a variety in the learning experience. Online slide-shows and presentations can effectively deliver information in a short period of time and in a manner that the employees can easily absorb and understand.

Similarly, infographics are a great learning tool as they provide an overview of the content in a visually appealing manner with the help of texts and graphics. They are an ideal reference material and can easily cater to the short-attention span of the learners, thus, creating better content engagement and retention.

3) Creating Instructional Videos and Podcasts-

Micro-learning videos are one of the most effective ways to engage the employees as they do not require any expensive set-ups and are highly flexible in terms of time and place and can be shared across a variety of platforms like the company’s website and Youtube. They are tailored to deliver a specific set of information and hence are not only brief but also relevant. Videos create an immersive learning experience and hence are effective in employee engagement and retention ability.

Similarly, micro-learning strategies can be used in developing educational podcasts that can deliver information to the learners that can be easily assessed anywhere, without taking up too much of their time, especially during work hours. This makes the process more learner-centric as the employees have control over their learning and can set their own pace for receiving the required information.

4) Creating Blog Posts and Interactive eBooks-

Blog posts are an effective way of providing information in an engaging manner as they do not take much time to read and a large chunk of information can be condensed in the form of bullet points that make it easier for the employees to recollect and remember. They are also easily accessible from any device and can be published in various platforms which makes it handy for the employees to access them as and when required. 

Interactive ebooks with their appealing visuals and user-friendly navigation is another great micro-learning strategy to enhance employee engagement. They can also be made compatible with various formats like pdf, epub, etc., and across various platforms and devices which makes for a very convenient learning experience. These ebooks can also be complemented by worksheets, checklists, quick tips and other interactive exercises that make the training program more immersive and engaging. 

Thus, micro-learning strategies can be employed to deliver content that is appealing, concise and highly interactive. It is ,therefore, an effective way to engage the employees in their training programs which in turn can positively impact the overall progress and productivity of the organisation.