Category Archives: Micro-learning

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.

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.

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.

5 reasons to leverage mobile for performance support

Performance support, as the name suggests, helps the user by supplying the relevant information at the time of need. Research shows that a person will need the necessary information at five different moments, to perform a task effectively and efficiently. These five moments of need are- for first-time learning,for in-depth knowledge,for recall and application,for solving problems and for changing according to upgrades. Thus, it becomes evident why performance support is crucial for a given industry.

Since its conception, mobile phones have revolutionized the market. What was first conceived to be a device primarily used for communication, can now perform a variety of other functions including the ability to deliver relevant content and collaborate with others, especially experts when needed. Hence, it is not surprising that mobiles can prove to be indispensable when it comes to enhancing performance support.

Given below are the 5 reasons to leverage mobiles for performance support-

1. Portable and Versatile

Mobile phones are portable and can be carried everywhere. This makes assessing the performance support system, in times of need, easy because location and time are no longer an obstacle. It is very simple to operate and doesn’t take much time which makes it convenient for the user.

It is also versatile and can support various formats like text, image, audio and video which can be utilized to deliver and receive the relevant content.

2. Offline Storage

Online information would be of no use if it cannot be assessed in a place without internet facility. This is why mobile phones are useful as they provide offline storage. Thus, they function not just as a channel to gain information but also as a powerful computing device. It would therefore, be possible to gather the required data even in a remote location without network access, to solve a problem. 

3. Multimedia Usage

The usage of videos and other multimedia devices in eLearning and m-learning are constantly rising. Similarly infographics and other audio-visual tools are also utilized to enhance the learning experience. These devices are very popular because they deliver information in a brief and engaging manner, which creates a rich interactive experience for the learners. These multimedia tools can be easily accessed from the mobile phone, even without a good network connection. They can ,thus, be very useful in performance support.

4. Responsive design

One of the best features of mobile phones is their responsive design. The modern phone is designed in such a way that the software automatically senses and is able to adapt to the display of the device. This is important because it removes the need of repeatedly developing content to support different device types and allows a company to concentrate on creating engaging content without having to worry about restructuring and reinventing it for the different mobiles currently available in the market. This allows information to be shared and accessed across a variety of platforms and makes the mobile an indispensable tool for performance support.

5. Generating Feedback

Simply gaining access to information is incomplete without provisions for feedback. It is important, especially in regards to elearning and m-learning that the learner’s progress is assessed and tested to see whether they have retained the information provided through the learning modules. Mobiles can also allow access to information and experts in real time who can provide the assistance or feedback that is needed. It also makes provisions for bookmarking or saving a particular information for future use.

It is therefore evident that one must certainly leverage mobile for performance support as they are extremely useful in providing the required information at the right time in a very engaging and versatile manner.

How to build an Induction Program

A new job comes with all new experience, roles, challenges, and environment. A new employee is full of excitement, and nervousness, while joining even if the employee has worked at other places. It is essential for the employee to get acquainted with the new workplace. 

The first impression has a long term effect on the employee. Therefore, the first few days are very important for the employee, as well as the employer. The employee needs to be felt as a part of the organization, and should not feel left out. A good Induction program bridges this gap by working two-way, and is essential for the employee as well as the employer.

Induction is a process which aims to familiarise new employees with the organisation and their job. A well planned induction program will include information about the organisation, safety rules, general conditions of employment and the duties in the section or department in which they are employed. The induction program also introduces the new employees to the culture and values of the organization for which they are working. The process helps to welcome new employees to the company as well as give refresher training to employees within the organisation so that they are aware of all the policies, regulations, dresscode of the organization.

Many things need to be considered while making a good Induction Program, as it is necessary that the induction process is successful and brings expected result. 

The program should cover basic information such as orientation in the building, health and safety information and employment terms and conditions.

The details regarding the period of the process should be clear. This includes the tasks to be given in the first week, third week, then the next month and so on.

As soon as an employee accepts an offer with the organization, the employer should connect over a phone call, involve the employee in social activities and ensure that all relevant administrative and IT arrangements are in place.

The employer can link the induction program to the organisation’s objectives and strategy. This may include social meetings wherein the employee is helped or assisted by other employees.

Planning a mini induction during the first 3 days with an immediate supervisor is also an alternative.  A more comprehensive induction training session may follow during the first 3 weeks and then a review meeting after 3 months to check everything is going according to what is planned.

The employer must ensure that all the details are stated clearly. This includes the aims and objectives of the organization, the roles and responsibilities. The employee must not feel that he is given a work which is out of his knowledge or is different.

With all the rules and regulations, the employer must take care that the employee feels as a part of the organization. This improves retention.

To build a successful induction program the employers must take feedback from the employees after a certain period. This helps to keep a check if things are on track and employees too feel valued.

Effective inductions are timely, organized and engaging, and give a good first impression of a company. The induction process doesn’t end after a certain period. It’s the responsibility as an employer to make sure that the employees   grow into their roles. Successful employee induction is a continuous process! 

Reference-

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