The app focuses on making things simple, so companies that have never done learning before this can also get started in no time.
Game-based learning platform QuoDeck has announced the launch of learning app builder QuoDeck Express.
Targeted at small and growing businesses, including startups, QuoDeck Express allows these businesses to participate in the mobile learning revolution that the industry has witnessed over the past few years. The company aims to sign up over a million users within the next 12 months.
“We observed a significant increase in demand from small and growing businesses, as training has become a critical function for business growth,” said Kamalika Bhattacharya, co-founder of QuoDeck. “These companies need to leverage technology to impart training and connect with their employees,” she added.
‘Express’ was conceived as a product to help companies become better places to work. “Learning is often cited as one of the reasons people move between organizations, so there is a tangible benefit that products like Express can drive for small and growing businesses -from higher productivity and revenues to lower attrition and faster onboarding,” she said
The app focuses on making things simple, so companies that have never done learning before this can also get started in no time. Not only can they add their existing content through presentations and videos, but can also use games and themes to make them interesting.
QuoDeck is currently supporting learning at over 35 global companies including Unilever, Star India, eBay, SBI Life, Aditya Birla Group and Axis Bank, and has close to half a million learners on its platforms. The Express platform offers nearly all the major functionalities of a full-fledged LMS – Design customization, story creation system, learning games library, quizzes, and surveys and reports.
The global e-learning market, valued at over $200 billion, has seen a couple of large shifts that have led rapid growth, – a shift in device to mobile and a growing proportion of millennials and generation Z in the workforce. In India alone, this trend is evident with over 45% of the workforce being between 25-39 years of age, providing a huge opportunity for the right training product.
One of the major challenges HR and L&D professionals face is getting the employees to get interested in the learning programs. Games or rather game-based learning can help here. This article will focus on how a company can market its so-called boring learning programs and make them interesting.
So, the solution here is not just creating the most engaging course ever, but also making it sound like it is as interesting as the next iPhone or the next Avengers movie.
Now imagine these 2 scenarios:
Scenario 1: You’re standing in a meeting room and you say this—Raise your hands if you want to go through my next eLearning course!
Scenario 2: You’re standing in a meeting room and you say this—Raise your hands if you want to play my next learning game!
Which announcement would generate more curiosity? A game would definitely have the upper hand. As a planet, we play 3 billion hours of games every week. Why not use this to transform your training program into the next iPhone!
Games As A Medium For Marketing
Games have been used for marketing for years now. Go to the Play Store and search for ‘Justice League games’ and you will know what I am talking about. Games are exciting, competitive, and provide an immersive experience.
The first thing you should do is move to game-based learning. Stop thinking about your course in terms of a presentation with images and tabs. Think of it as a game, where the learner must find the hidden treasure or kill the demon, and the learning content will help him achieve this objective. Add a storyline and let the assessments appear in the form of learning games. Now you have an engaging and exciting game-based learning course ready. Is that all? Target achieved? Not at all. This is just the beginning.
Think Like A Marketer
Stop thinking about your course as a learning manager and start thinking like a marketer. You’re no longer marketing a course, but an exciting game. Get your marketing department involved as well. How would you go about it? Plan your marketing campaigns in 2 phases:
Phase I – Pre-Launch Campaigns
Start with a teaser campaign with catchy copy, like ‘The Lost Treasure. Coming soon!’. Send out emailers or put out posters with cryptic messaging. Plan this for a week or two before your course launch and start attracting eyeballs. Make sure you use game-related visuals or theme to put this out. They have to connect back to your game so your audience can relate to it when you reveal your course.
Have you seen these short videos featuring the characters from the popular game—Clash of Clans? Here’s one of them. These entertain you and generate curiosity about the game. Create short videos like this and share with your employees. These will help you with the much-needed virality. You don’t have to create rich animated videos like this, but you can create simple ones. There are a lot of tools out there which can help you get these created or one of your training partners can help you with this.
A lot of products offer samples to provide a first-hand experience to the customers. It is one of the most effective strategies. Create a quick learning game which you have used in your course and plan out a quiz contest using the same. Reward the top players with vouchers or certificates to encourage word-of-mouth publicity. Plan this as a trailer and inform your players to watch out for the larger game.
Phase II – Post-Launch Campaigns
Leaderboards And Rewards
Once your learners start playing your course, monitor it, and look out for the early adopters. These are the first ones to access your course. Reward them for this feat. Do create a leaderboard featuring the top 5 or 10 players. Share this within the organization to recognize the top players.
Have you ever bought a happy meal from McDonald’s? Remember the free toy which you got? It is one of the major reasons why people buy a happy meal. Giveaways have a huge recall value and do encourage virality. See if you could plan for a small giveaway, like a keychain or coaster which features one of the characters from the game.
Remember, just because you have put a lot of effort to create the best eLearning course, does not mean others would be interested in it as well. You have to communicate it in a way which your audience would find it interesting. So, put your marketing hat on and get started!
If anything, it is low. The key promoter should typically be holding 60-70% prior to external equity infusion. A 40% stake will dilute him down to indifference levels with any kind of funding coming in.
Let me also make a thought clear on this. The key promoter is not one who gets his position for coming up with an idea. He had to be taking maximum risk in the business. In terms of lower salary, efforts put on a daily basis, leading fund raising efforts, ability to do multiple roles and above all promoter responsibilities including being responsible for statutory risks like being legally accountable for things like permissions and liabilities. Ideas are cheap, living them expensive.
Advice aside, here is some hard number feedback for you. The employee pool at 20% is high. The norm is 6-9% typically. Also, 10% is too high or too low for business alliances, depending on what kind of alliances you are talking about. Provide for a 15% investor pool instead for some angels, if you are looking to tap them.
Typically, such complicated equity distributions are done once you have a business which is operational so my advice would be to not burn much additional time on iterating it. Rather think about the business. If it succeeds, 5% is a huge amount to own.
Both share great insights on life as an entrepreneur. The setbacks, the fun, building a team. Getting out of the comfort zone. Management styles, Quitting corporate life after 15 years and how they first met! So please enjoy the show.
Most startups work towards the one thing which matters most – Survival. In the crucial early years, startups are consumed by solving critical challenges like getting their product/service off the ground, creating differentiation with consumers, hiring the right team and raising capital. Most times this leaves no bandwidth for anything else and lower order priorities like training usually take a backseat – and, rightly so. Most startups can do without structured learning for a very long time, and instead, driving a culture of ‘figuring it out’ and self-learning can help teams remain cutting-edge and current. However, if you are a particular type of startup, then learning is actually quite critical to the success of your business model.