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7 Counterintuitive Tips for Crushing Your LXP

LXP is designed with an aim to provide a continuous and amazing learning experience. The article talks about 7 counterintuitive tips for crushing your LXP. 

Business organizations have been integrating LMS (Learning Management Systems) to enhance employee learning. Both trainers and learners need a comprehensive and powerful learning ambiance. This explains the popularity of LXPs (Learning Experience Platforms). 

LXPs offer a customized learning environment. In the process, the learners discover fresh opportunities to imbibe skills. These platforms pool educational content from different places.  

It also recommends the delivery of these skills through the latest technologies. These technologies include gamification, social learning, AI, and others. 

Key benefits of using an LXP in your organization 

1. LXPs enable team branching 

One of the prime benefits of using an LXP is its usability in different business units. Thus, various teams can use it without disturbing the learning process of others. 

Using this software, training managers can fix the number of learners in each team. They can also invite particular members or communicate with them. Besides, LXPs enable them to set individual learning paths and goals. By tracking progress, they can ensure better productivity of the employees. 

2. Learning on the go 

Many professionals love educating themselves on the move. LXPs provide a good platform with this feature, so that they can remain productive. They are compatible with different types of content and platforms, and this simplifies the learning process. The employees can learn at any time and place. 

LXPs have an advantage over LMS. The reason is, they help in upskilling employees. In the process, they can maximize the productivity of these employees. 

3. Intuitive and dynamic features 

The interface and architecture of LXPs are based on social learning. This strengthens its collaborative management, ease of use, and work efficiency. 

It brings you features like content sharing and receiving feedback. Moreover, your employees can display key benchmarks in their respective networks. 

The concept of LXP is like that of microlearning when employees are on the move. So, they can complete exercises on their handsets and take part in learning. 

Also, managers enjoy reduced administrative burden, thanks to the AI features. 

4. Great interface for users 

Employees find it easy to use LXPs, thanks to their seamless interface. It is easy to browse through the blog posts, lessons, videos, etc., through the search options. Besides, employees can come up with their own ways of learning. This includes other content for personalizing their experience. 

LXPs can also strategically track the progress of employees. The central dashboard present in the software helps the employees track the number of completed lessons and badges earned. 

5. Learning recommendations 

LXPs provide highly tailored recommendations to the learners. This ensures that employees don’t lose interest in the matter. In the corporate world, this is a key tactic to enhance productivity. 

In LXP tools, employees can find different customized learning styles. The AI integration further enables the employees to tailor content. These recommendations are largely based on their interests, profiles, and historical data. 

Therefore, employees can keep their staff fully engaged. The training process turns out to be interesting and makes the employees productive. 

6. Time management of employees 

Deploying an LXP enables employees to master their knowledge within their respective time schedules. They need not compromise with their working hours while imbibing fresh skills. With these tools, you can do away with the issues related to bite-size concepts of learning.  

This implies that an employee can engage in learning whenever he or she gets time during office hours. Reading blog posts or undergoing short tutorials would not take much time. Therefore, employees can gain skills without messing up their work schedules. 

7. LXPs are customizable 

Employers can quickly make changes in the learning paths in LXPs. This flexibility eases their operations, saving significant time. 

In the competitive environment, business firms need to stay productive. As the skill requirement is continually evolving, businesses need to come up with updated paths for learning. In the end, it contributes to the success of the venture. 

Conclusion 

With one of the robust LXPs at your disposal, you can significantly mitigate the financial burden. After all, you would be shelling out your money for exactly what you require. The intuitive interface allows the users to upload their content seamlessly for trainees. It makes sense to invest in a powerful LXP. 

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.

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.

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.

M-LEARNING TRENDS TO ADOPT IN 2021

The emerging technological innovations have certainly revolutionized the way learning is traditionally conducted. With the introduction of elearning and now, mobile learning, new trends are emerging in the market that can positively impact both young and adult learners.

Mobile learning or M-Learning refers to learning and accessing content in a variety of formats across multiple devices. It is quickly gaining popularity as it is cost effective,portable and allows for greater immersion and  interaction with the content.

Given below are some of the m-learning trends to adopt in 2021 –

1. Corporate Training:

Digitization of training within the corporate sector has become popular, especially in the current pandemic situation, with more people opting to work from home. M-Learning is highly effective in consolidating the content in a simple, clear and interactive manner which makes it easier for the information to be retained. It also allows flexibility, where the learners can set their own pace and choose the module they would like to complete first. Hence, a large percentage of companies are now utilizing mobile learning to train their employees and are seeing greater engagement, greater reviewing of completed courses and better completion results.

2. Collaborative Learning:

Learning is no longer an isolated activity. Most m-learning platforms are integrated to an app which is connected to different social media, where people can form groups and communities to enhance their learning experience. There are also open forums, where they can post their queries, share their experience and provide feedback on the course. This method of social learning positively impacts the learner as it allows them greater interaction with others and broadens their perspective on a particular content

3. Interactive Learning: 

M-learning provides an interactive and immersive learning experience using various strategies like gamified learning, virtual reality (VR), augmented reality (AR), etc. Instructional videos are also a popular feature of interactive learning modules. These techniques are especially used in fields of education, travel, real estate, fitness, healthcare ,etc. to provide for a tangible, rich sensory learning experience. Many learners prefer the gamified version of a content as it engages them, enables higher participation and retention and also allows for instant feedback

4. Personalization of learning experience:

Psychology proves that every individual assimilates knowledge in a different way and at a different pace. While traditional learning could not cater to this aspect, mobile learning allows for a personalization of the learning experience. Modules can now be created according to the proficiency and interests of the learner and they can set their own pace and choose their own learning path. It also allows people to utilize push notifications and update their app content easily. 

5. Microlearning:

Microlearning or small ‘bit-sized chunks’ of learning is gaining popularity among people. In our current, fast-paced reality, it becomes difficult to digest lengthy written content. Microlearning tailors that into smaller sections and utilizes videos, podcasts, infographics and other such media to convey it in a more appealing and interactive manner. Mobile learning leverages microlearning to enhance the learner’s experience by curating content and also allowing space for reinforcing the learning. 

6. Soft-Skills training:

People are recognising that formal, instructional training is not enough when it comes to the overall personality development of an individual. More organizations are acknowledging the importance of giving soft-skills training on communication, leadership, collaboration etc to their employees. Mobile learning is a great tool to enhance the learner’s  performance and bring about a behavioural change in them. It especially encourages self-directed learning which can greatly benefit the individual by informing, challenging and changing their perspective on a particular content.

7. Data-Driven learning:

Today’s society is largely influenced by data and statistics, which is now being recognised as an important part of the learning and development industry. Understanding data and designing courses based on them enriches the content and meets the learner’s individual needs. Data can also be utilized to track the learning progress of an individual and to analyze if a particular innovation has enhanced the overall learning experience. It can also give a fair idea of the demography of the learners and can assist the designers in creating content accordingly.

Thus, these M-Learning trends help in creating a rich culture of continued learning experience and should definitely be adopted in 2021

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.