The Outbreak of Covid19 has created social devastation and economic disruptions in the country. Pretty much all the workers across various sectors are in lockdown, and some are self-quarantined. The concept of Work from Home has therefore become an essential part of most organizations.
You need some proactive strategies and tools to create social bonds, connections and motivate employees that are working from home. So here are some pointers on how to do this effectively:
- Set Clear Expectations: Flexibility in schedule is an advantage for working from home employees. But if you want your employees to be present and more responsive at a certain time, you need to communicate this to them in advance. Encourage employees to maintain a calendar to know their online and offline availability.
- Communicate and Stay Connected: Try and connect with your employees over phone or video/audio conference. Your voice and tone will typically communicate your thoughts much better than emails.
- Recognize: Recognize the efforts made by the employees and reward them with praise, whenever appropriate.
- Create a visual scoreboard: You can create a visual scoreboard for the week and ask employees to tick each and every pointer on the scoreboard. This will help the employee understand their goals, progress and potential on an ongoing basis.
- Convert Phone calls/Conference to Video conferences: Use technology to the utmost. Organize Video Conferences instead of phone calls to have a stronger connect with your employees. Agenda of what will be discussed in the meeting should be sent well in advance to allow the employees to prepare themselves. The call should always start with small talk by the Manager to make the employees feel connected.
- Use Gifs: While chatting or on a group chat, in order to praise and congratulate, you can use gifs to make employee feel more connected. After all, comfort of the employee is most important. Often having an informal conversation with employees can be constructive.
- Group Breaks while you work from home: Whenever you take a break, consider connecting over video conferencing with other employees to have an informal chat. Be as creative as much as you can with your team.
- Have a Development Plan: Make sure you have a development plan for each employee for one week. Have video conferences every day. Here are some points you can discuss as per the day:
- Monday: Cover the following stock-taking and planning points:
- Did we finish and meet the deadlines of the last week?
- What are the new tasks for each employee this week and how are they planned to be done?
- How can we help each other in the tasks?
- Who should improve and in what areas?
- Tuesday- Thursday: Have a conversation with each employee (if possible) or have a conference with small groups to help the team tackle the tasks and any problems they face. This would help in increasing coordination among the employees.
- Friday: Friday should always focus on Reflection. Here the manager should ask about how the team felt while doing tasks, what problems they faced, etc.
While there are many advantages to working from home, managing employees over the wire presents unique challenges. While the work environment has completely changed, the goals are no different from the traditional workspace because you require the same results as what you needed at the office workspace. Remember, a little planning, help and praise for hard work can go a long way in keeping your team motivated while working from home.
Imagine you are the CEO of a company and have worked hard to build a successful organization. Over the years, through ups and downs, you are proud to say that your company has grown tremendously.
But what would happen to your organization if you retire? Or heaven forbid, something unfortunate happens to you? Would your organization still function properly? Would your business still be able to attract potential customers? What will happen to your employees if the business fails?
There are so many questions to be answered to run a successful business even after you retire. Hence building a Business Succession Plan is crucial to giving security and assurance to your organization as well as your other stakeholders.
A business succession plan makes sure that even after you pass away or retire, your business would still run smoothly. It is very important to create a document, step by step, that instructs your co-workers and employees on being well prepared for the event. The earlier you start to plan, the better it would be for the organization.
Selecting an appropriate candidate for your role can be a tricky thought. The key here is to be confident of the people you are hiring and knowing their strengths and weaknesses.
Succession planning is a process and not a particular event. It takes years of careful decision-making, iterations and finally selection. The selection process should not be biased and it should have the buy-in of all the senior members in your management.
After you have selected your candidates for the potential roles, it’s important to train them for the job. Similarly, the current senior employees need to be made responsible for the next generation of employees to take over the business roles from them. Once the selections are done, give clear instructions to the future candidates on how the structure should look like after the migration.
The other important part of succession is the funding and the financial management of your organization. Potential stakeholders of the company are vital to this decision process. You have to define a specific strategy on how the cash flow of your organization would take place. A legal agreement of buy-sell takes place which decides who will buy the shares of your business, the selling of the shares after you retire, and the value that would be paid for the shares.
In Small business or Family business, succession planning provides a significant improvement to the business fundamentals and improves the chances of survival in the long run. However, it’s very common to see relatives being hired for the post, which could create jealousy and disputes within the organization. To mitigate this issue, it would be wise to take the decision as an organization and generate consensus in selecting the right candidates for the job.
The bottom line is that by having a successful succession plan, you would be prepared for any eventuality that might take place. This plan would reduce the stress of your co-workers and your loyal employees and the organization will have a strong response. Also, knowing that you have selected the right candidates for the job, your business would run smoothly for long years.
As the Mobile Learning solution becomes a “must have” from a “good to have” solution, the focus shifts to what measures you should adopt to maximize its impact.
Look no further—our Infographic on Mobile Learning Trends for 2019 provides precisely the pointers that you can use to enhance your online training delivery.
With this adoption, this is the impact that you will see:
- Higher learner engagement.
- Better completion rates.
- A sticky learning experience.
While gamification has been in use for corporate training for several years, there is still a lingering doubt on its impact. In this article, I share 7 gamification techniques for corporate training that work!
What Gamification Techniques For Corporate Training Still Work?
Gamification techniques use elements and principles of gaming to create an engaging learning experience. Some of the associated gains are:
- Higher learner motivation (to participate and complete).
- Higher engagement levels.
Gamification techniques can be effectively used to:
- Have fun and learn.
- Apply their learning on the job (by providing them practice zones featuring scenarios, similar to what they will handle in real life. Here, the learners can practice and hone their skills in a safe environment).
- A longer-term implementation of gamification techniques can influence behavioral change.
So, How Can You Make Gamification Techniques Work In Corporate Training?
Let’s take a step back and identify what the expected gains are from any learning strategy.
Your list is likely to read that it should be:
- Relevant and relatable (preferably personalized)
- Create sticky learning
- Facilitate the application of learning
- Provide room for practice and proficiency gain
- Provide reinforcement to ensure the “forgetting curve” does not step in
- Trigger behavioral change
How You Can Use Gamification Techniques For Corporate Training To Influence Each Aspect
- Step 1
Identify barriers (intrinsic or extrinsic) that might be hindering the required changes and thereby improve the learners’ motivation levels.
- Step 2
Generate interest in learning by providing relevant and personalized learning paths.
- Step 3
Create effective learning experience using scenarios, simulations, and challenges.
- Step 4
Provide feedback for performance improvement that can help learners pause and think or recalibrate their way forward.
- Step 5
Use rewards and recognition to sustain the learners’ momentum and motivation, and ensure that learners walk away with a sense of accomplishment.
- Step 6
Implement repetition and reiteration for successful change in behavior.
What Is the Impact You Will See If You Apply the Right Gamification Technique For Corporate Training?
Through the right gamification technique, you can:
- Create a sticky learning experience
- Provide reinforcement (to offset the “forgetting curve”)
- Ensure the successful application of learning on the job
- Influence or trigger the desired behavioral change
How Can This Value Be Delivered?
At EI Design, our gamification practice is nearly 5 years old. During these years, we have created successful corporate trainings that have leveraged on gamification techniques at several levels, including:
- Partial gamification (to enhance traditional eLearning courses)
- Gamified aids to support ILT
- Gamified learning path
- Game-based learning
- Gamified portals
Our Next Gen gamification techniques build up from the success of the current approaches. For instance,
- Instead of just having simple badges and leaderboards for each challenge, you can put the learner through a more complex narrative that can truly challenge him or her. The narrative is selected based on the content type, learner profile, and is aligned to the learning goals.
- Personalization holds the key to the learner’s attention, engagement, and motivation. You can use mobile apps for learning to offer a personalized learning path that is aligned to the learner’s goals. Thereby, it is relevant and more engaging.
- You can use a combination of learning strategies to gain higher impact. For instance, the usage of immersive techniques like a Virtual Reality (VR)-driven learning path that is gamified will surely multiply the impact and help you meet the learning goals.
You can opt for the following 7 Next Gen gamification techniques for corporate training and achieve your mandates successfully:
1. Longer-Term Gamification
Behavioral change requires the use of gamification over a long period of time. You can use this longer-term learning path to have milestones over successive weeks/months/quarters.
2. Periodic Checkpointing Of Learners’ Progress
Alongside, plan for a periodic assessment of learners’ progress (against the required outcomes) that can range from learning acquisition, its application, or a behavioral change.
3. Multiply The Impact
To make the learning journey more engaging, you can add immersive approaches like Virtual Reality or wearable tech in your fold.
4. Leverage On Microlearning-Based Gamification
Give the learners a “bite-sized” gamification experience.
5. Personalized Gamification
Offer personalized learning and gaming paths for learners.
6. Social Media-Based Gamification
Let the learners collaborate with peers or experts and address challenges or solve problems, much the same way they need to in real life.
7. Invest On Niche Gamification Portals
These can be designed to offer customized learning paths and elements of gamification, microlearning, and social learning.
This Seems To Be Too Good To Be True; Is There A Catch?
Over the years, I have seen several views (or misconceptions) associated with gamification techniques for corporate training.
I share 5 myths and contrast them with facts to highlight how you can make gamification techniques effectively work for corporate training.
Myths And Facts #1
Gamification in eLearning doesn’t really help learners learn.
Gamification is not just about having fun. Much like traditional eLearning, it can be used to meet specific learning outcomes.
As I have highlighted, you can map the learning goals to a gamified approach to gain better engagement. It also creates a far more sticky learning experience. The use of gamification techniques over a period of time will influence learner behavior as well.
Myths And Facts #2
Gamification cannot drive learner performance.
Several aspects of learning, including retention, an application on the job, as well as behavioral change can be influenced by gamification.
The Next-Gen gamification techniques for corporate training (highlighted earlier in the article) show you exactly how this can be achieved.
Myths And Facts #3
Gamification doesn’t provide real value to learners and businesses.
Both learners and businesses see value in this approach at several levels.
Learners love it as learning is fun, challenging, and rewarding. L&D teams find value in it on account of its wide application across varied corporate training needs. The correct gamification technique can help them deliver their goals (learning, its application, or behavioral change).
Myths And Facts #4
Gamification can’t drive learning.
Gamification can provide an effective approach to drive learning.
This is on account of its inherent features that resonate with learners and help them perform better.
Myths And Facts #5
Gamification appeals only to Millennials.
The correct usage of gamification techniques will ensure that it will be well received across the multi-generational workforce.
I hope this article will help you use gamification techniques extensively for your corporate training and my 7 gamification techniques for corporate training will help you make it work well for you.
The Most Prevailing Trends In eLearning
eLearning is a new era in the learning industry. It provides an individual with the flexibility to learn based on their own time, pace and availability. There are already many number of successful e learning platforms all over the internet like Udemy, Udacity, Teachable etc. or you can even create an e learning
platform from various custom eLearning development companies. The worth of the eLearning market was measured at $2.5 billion in 2013, $7.8 billion in 2016 and, according to numerous predictions, the number will likely grow into $15.72 billion by 2021. These figures show a huge financial contribution to the distance education field, which shows the huge potential of the eLearning market. As the eLearning industry is growing among the new generations, there are many pros and cons. Let’s have a look at those:
One of the main advantages of eLearning is that it is flexible. It helps us to cope up with our busy schedules by letting us take the courses in small sections whenever we want.
It’s something that’s more useful in our busy schedules. In eLearning, we are able to learn from any location, such as a park, a bus, train, etc, instead of a confined classroom.
In eLearning, we don’t require trainers’ fees or equipment, so it becomes more affordable. While the cost of traveling is taken into account, eLearning is a cheaper option.
The performance result after the end of each topic and module are portrayed statistically on a dashboard. It enables learners to self-assess their overall performance and improve themselves. The instructor is able to monitor their performance more easily than in traditional, offline education.
eLearning can never replace the need for a human instructor. Even if eLearning is useful in many ways, computers are able to complete all tasks due to:
Lack Of Focus
Both learners with poor concentration and those who are poorly motivated may quickly fall behind the online course. Without a fixed time schedule or a routine, it’s difficult for learners to meet specific deadlines or goals.
Lack Of Social And Cultural Interaction
In eLearning, peer-to-peer communication is minimal, which makes it challenging for some of the learners.
Learners May Feel Isolated
Without interaction with the outside world, there is a probability of feeling isolated.
Even though there are many cons as regards eLearning, there have already been many successful eLearning platforms all over the internet like Udemy, Udacity, Teachable, etc. you can make great use of. Learners engagement is of prime importance to the success of eLearning platforms. These can be effective only if they present something that catches the learner’s attention for more than just study materials, such as:
A powerful discussion forum which revolves around the course will probably be the first option that makes eLearning interactive and much more engaging. On the other hand, simply having comment boxes on the article is unpleasant and difficult for the learners.
Having questions asked after each session as a module assessment and an overall quiz for topic assessment are always interesting.
Make Iit A Visual Treat For The Eyes
The use of slideshows and various multimedia gives learners the ability to stay on the task and be easily pulled into the topic.
What The Current Trends Are In eLearning
As in every sector where changes have occurred, eLearning has also undergone some. Therefore it’s high time we discussed what the current trends in eLearning are:
For the last few years, adoption of mLearning or mobile learning has been on the rise. It is flexible, the courses provided are responsive; i.e. it can run seamlessly on desktops, laptops, tablets, and smartphones. The other main advantage of mLearning is that you can learn from wherever you are and whenever you want.
It deals with the short-term learning activity. The course that lasts for 60 minutes can be split into more bite-sized courses. It can be easier and more affordable to produce such courses and as well as to maintain them.
It employs gaming elements so as to improve user engagement. It is a technique of transforming learning into a game. In this way, you can create a high impact and immersion.
Learning through videos will continue to maintain its own appeal. As a consequence, the way interactive video turn the passivity of regular videos into rich interactive experiences will see a rise and will be utilized for formal training, too, in addition to performance and support.
While there’s a need for formal training that meets specific learning outcomes, there should be an increase in programs for casual or social learning in which students can network, discuss, collaborate, and exchange thoughts on problem-solving.
This article was first published on : eLearning Industry
Creating training videos is one of the most effective ways to develop your team, both in terms of cost and engagement. This Video highlights 6 reasons why Videos for employee training is important for their development.
Video-based learning has become an important part of corporate training delivery today. In this article, I share pointers that will help you identify what training videos would work best for your employees.
Choosing The Right Kind Of Video For Your Employee Training
Using videos for training employees has been around for a while. Of late, there is an acceleration in their usage. This is on account of the wider adoption of mobile learning and microlearning as they both leverage extensively on video-based learning.
Video is an immensely high-impact medium and when used as training videos for employees, they offer:
- High engagement quotient
- Sticky learning experience leading to higher retention and recall
The value of using training videos for employees lies in their ability to offer:
- Formal training which can be consumed “on the go”
- Instant job aids that are within the learners’ workflow and can be accessed at the moment of their need
- Informal learning
- Social learning
How Can You Use Training Videos For Your Employees?
You can use training videos for employees to supplement your corporate trainings and step up their impact. Some of the key trainings that can leverage on videos for employee training include:
- Induction and onboarding
- Soft skills training
- Product training
- Sales training
- Application simulations training
- Compliance training
The flexibility of training videos enables you to use them for:
- Formal training (online)
- Support Instructor-Led Training (ILT) or Virtual Instructor-Led Training (VILT)
- Performance Support (learning aids/job aids to support formal training)
- Social learning
This is not all. The true power of videos for employee training lies in their ability to contribute beyond learning or performance support intervention. They can contribute to other levels of the learning and performance ecosystem, notably to:
- Create a buzz or awareness (before the launch of the training program)
- Support crucial change management initiatives
- Continue the connect with the learners (post the training program)
Are There Any Drawbacks Or Limitations That You Should Be Aware Of As You Opt For Training Videos For Employees?
As I see it, there are a couple of aspects that you should note:
From The Development-And-Cost Perspective
The cost of video-based learning for formal training or as Performance Support is higher as compared to traditional eLearning development. You also need to be aware that any updates or enhancements do entail significant costs and lead time.
From The Learning-Impact Perspective
Even though video-based learning offers an immersive learning experience, the video does have an intrinsic limitation of “passivity”. It allows learners only to start/stop or pause.
This can impede the learning impact when you have long run length videos.
Additionally, you cannot track the learners’ progress as they go through videos for training.
What Kind Of Video Formats Can You Opt For In Order To Create Training Videos For Your Employees?
You have wide-ranging options that you can offer as training videos for your employees:
- Teaser videos
- Context-setting videos
- Explainer videos
- Scenario-based videos
- Story-based videos
- Complex decision-making branching simulation based videos
Are There Other Interesting Approaches That Can Enhance The Impact Of Training Videos For Employee Training?
Here are 3 interesting options that you should certainly consider:
1. Interactive videos
This is a Next Gen approach that creates highly interactive and immersive video-based learning solutions. It includes:
- Learning interactions that are similar to traditional eLearning (Hot spots, Click and Reveal and so on)
- Quizzes and assessments
- Learning paths that branch to different tracks based on learners’ choices
- Gamification elements
- Unlike traditional videos, interactive videos allow you to track learner performance, and they also offer SCORM output
2. Microlearning videos
These short, focused, bite-sized videos use rapid development approaches. They are particularly useful as a social learning tool. They are designed to be available within the learners’ workflow so that they can access the relevant bite exactly at the time of their need.
3. 360-degree videos for VR and AR
These can take your user engagement and stickiness of learning to an all high level.
What Kind Of Training Videos Would Resonate With Your Employees?
Modern learners face challenges of distractions and multi-tasking, and they certainly do not want to carve out a block of time for training. They want the training to be flexible, short, focused, and available on the go. So, as you opt for videos for your employee training, match it with their lifestyle and accordingly, craft the learning journey.
Here is a list of my top 5 strategies you should adopt as you offer training videos for your employees:
- Create the buzz or awareness and establish WIIFM (What Is In It For Me)
- Set context or teach concepts
- Offer learning followed by practice, application, and summaries
- Checkpoint learners’ progress and understanding
- Reinforce and keep the “Forgetting Curve” at bay
What Would Be The Impact Of Using Training Videos For Your Employees?
You would see:
- Higher engagement
- Better completion rates
- Better retention and recall
- Better performance support leading to better application of the acquired learning
- Increased focus on informal learning
- Higher ROI on your training spend
I hope this article gives you great ideas that you can use as you implement training videos for your employee training. If you have any specific queries, do contact me or leave a comment below.
As microlearning-based training moves to center stage, I outline what is driving its rapid adoption. In this article, I also share microlearning trends in 2019, and how you can leverage them to boost employee performance.
Discovering All About Microlearning Trends In 2019
Microlearning consists of short, bite-sized learning nuggets. Although short in run length (between 2-5 mins and, typically, not exceeding 7 mins), each nugget is action-oriented and is designed to meet a specific learning outcome.
In the last couple of years, microlearning has moved from being a player on the side to center stage and for good reasons.
In a world that is full of distractions and diminishing attention spans, it is critical to have sharp, focused learning nuggets. Only then do you get the learners’ attention, and they invest in completing it. This is precisely what microlearning-based training delivers.
Learners love microlearning-based training as:
- It is short and focused.
- It can be taken on the go.
- It is available in the learners’ workflow and can be accessed at the moment of their need.
- It is designed for multi-device support and provides control to learners on when and how they want to consume it.
- It uses high-impact formats (notably, videos) that are engaging and immersive.
L&D teams see value in microlearning on account of:
- Its ability to engage the learners across profiles, that is today’s multi-generational workforce.
- Its ability to provide a sticky learning experience.
- Its high completion rates.
- Its capability to push acquired learning to the application on the job.
- Its concept of learning paths or learning journeys that can help learners gain proficiency as well as trigger the required behavioral change.
- Its innate strength to offset the “forgetting curve” and convert it to the “retention curve” through ongoing reinforcements.
Based on our long experience in developing Microlearning based training, and what we see in the near future, here is my view of microlearning trends in 2019.
Microlearning Trend #1 In 2019
Microlearning will be used for a wider spectrum of corporate training, specifically for:
- Change management
- Awareness programs
- Formal training
- Just-in-time training (Performance Support Tools or job aids)
- Informal learning
- ILT support aids
Microlearning Trend #2 In 2019
Microlearning will leverage mobile learning further—particularly, apps for learning: Building on the wider adoption of mobile learning in organizations, it will be the mode L&D teams would prefer for varied corporate trainings.
It will leverage particularly on formats like mobile apps for learning where a personalized learning path with microlearning nuggets can be offered to learners. This approach can be used to provide both formal training as well as just-in-time learning aids within the learners’ workflow.
Microlearning Trend #3 In 2019
Microlearning will use personalization techniques to offer highly customized and relevant learning to each learner.
Microlearning Trend #4 In 2019
Microlearning will capitalize on Artificial Intelligence (AI) and analytics to offer support and personalized learning paths. Furthermore, its capability to offer recommendations to learners will ensure that they come back for more even after completing the prescribed training.
Microlearning Trend #5 In 2019
Microlearning will continue to use video-based learning as a significant design strategy. However, it will see an increase in the NextGen format, that is, interactive video-based learning.
Microlearning Trend #6 In 2019
Microlearning will be used in formal training in conjunction with successful, engaging, and immersive strategies like:
- Virtual Reality
- Scenario-based learning extended through a master narrative or story-based learning
- Complex, branching simulations for decision making
Microlearning Trend #7 In 2019
Microlearning will be used extensively in content curation to provide “learning as a continuum”. This will help organizations create a better learning culture and facilitate informal learning.
Microlearning Trend #8 In 2019
Microlearning formats will also help in promoting collaborative or social learning.
Microlearning Trend #9 In 2019
Microlearning will continue to the preferred format to offer just-in-time training (Performance Support Tools or job aids).
Here, most of the established formats will continue. These include the popular and effective ones like:
- Interactive infographics
- Interactive PDFs
Microlearning Trend #10 In 2019
Microlearning will support ILT trainings and VILT trainings by providing online resources:
- Pre-workshop prep material
- In-workshop exercises, role plays, simulations and so on
- Post-workshop handouts
Impact Of Microlearning In 2019
Microlearning-based training is no more a buzz. It is a technique that has transformed the online training format and is here to stay.
NOTE: The usage of microlearning does not mark the demise of macrolearning or what is termed as traditional eLearning format. For instance,
- This would still find its place in programs that need longer seat time, as breaking them into too many nuggets can create a disruptive learning experience.
- For certain programs like compliance, several organizations will continue to use the more traditional format.
On the other hand, there would be a rapid adoption in programs like:
- Induction and onboarding
- Sales training
- Leadership training
- Professional skills training
I hope this article throws light on the possibilities of using microlearning in 2019 as a significant part of your online training delivery or to support your Instructor-Led Training.