Tag Archives: elearning

5-step guide to kick-starting your digital strategy for sales training


Digital learning is a shift that sales trainers need to get behind as quickly as possible. Designing a good digital strategy can make a big difference to whether your sales training program succeeds or not. Let’s talk about how to get started with implementing a great digital sales training strategy

Every sales trainer needs to have an effective digital strategy for reaching and training their workforce. In the sales segment, this is even more important, because every day that salespeople physically spend away from the field being trained, means another day that sales are not being done. So, reaching them through digital means can ensure that they are focused on what matters to the organization – generating business.

Most sales training follows a blend – a combination of classroom training, mentoring & coaching and digital learning. If you already have a mobile learning strategy in place, then your digital strategy can be delivered right into the hands of your learner. Earlier, the blend of 70:20:10 between these strategies was recommended, however, because modern audiences are much more digitally savvy, this blend has been moving more towards 50:20:30. This means 30% of your workforce’s learning hours will be spent on digital learning that you need to put out.

Is that a terrifying thought? It shouldn’t be! Let us take you through these simple 5 steps to kickstart your digital sales training strategy. 

  • Find a digital delivery platform – A good digital delivery platform is half the battle in your digital strategy. Look online and you can find some pretty exciting platforms that can help you rocket your digital strategy to the stratosphere. The criteria you need to be judging them on are the mobile experience they offer, how easy it is to update and put out your content and how data gets tracked. Check out Docebo, QuoDeck, Grovo, and Litmos.
  • Collate your existing content to get started – You don’t need to create content from scratch to launch your digital strategy. Get started with your presentations, documents, existing videos and even audio podcasts and put them out on your digital platform. You can create as you go along, but to begin with, your existing material should power your first month of learning, so that you can focus on driving consumption.
  • Launch with a mandatory program – The most important milestone when you launch your app is getting your learners to download it. It’s always a good idea to start with a mandatory test or course that your learners are required to go through. Remember to launch with content beyond your first course, so that if learners finish the course and want to go through something else, there is content for them to consume.
  • Fresh content every day – Make sure that you have something fresh to send out every day on your platform. Even if it just a quick 5-question quiz or a nugget of information in the form of a social post, make sure that there is activity on your platform every day. If you can keep this up long enough that your learners get into the habit of checking into the platform every day, you are home free.
  • Track data to understand what your learners like – Your digital platform can give you data on what your learners are consuming more of. Track the kind of courses or media that are most popular. You can figure this out by checking two data points – the amount of time spent and consumption levels across your learner base. If any of your learners like this kind of content and they spend a lot of time on it, it’s a good sign that you should do more of it.

Once you’ve kick-started your digital strategy, and gained some momentum, start leveraging your digital platform’s content creation tools to put out more interactive content like games and story-based courses.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

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What is Micro-learning?

Micro-learning is learning presented as short and focused nuggets of content. Content can be in multiple forms including text, images, videos, etc. Micro-learning presents only as much content as required for learners to achieve a specific learning outcome. With today’s workforce comprising of Generation Z and millennials, it is particularly valuable in corporate learning.

Micro-learning solves learning problems that plague today’s workforce

The training that your learners experience, whether in the form of workshops, ILTs or online courses on your LMS, are mostly long-form. As a result, learner gratification usually happens only once on course/workshop completion. Also, because the attention span of the audience you talk to is short, as little as 5 minutes, their interest in long online courses often wavers causing understanding and retention to suffer.

With the help of micro-learning nuggets, you can attack both these problems. These provide gratification in shorter intervals and prevent learner demotivation. Also, since their length is usually kept below 5 minutes, learner attention does not waver either.

Benefits offered by micro-learning

Apart from just solving problems for the learner community, micro-learning offers multiple benefits to individuals who own learning or training of teams.

a. Just-in-time learning

Micro-learning can be accessed on mobile phones, LMS permitting, without using up too much data. With content being available on their handiest device, your learners can access it on-demand. These micro-learning online courses can thus act as ready reckoners and prove helpful on the job.

b. Autonomy

Millennials needs more autonomy than any other generation. Allowing them to consume relevant content, as and when they choose to, drives motivation as well as interest. Additionally, this gives them the feeling that they can chart their own learning paths. Learners thus apply their learning in their daily lives and often look for content that they can consume. This reduces the pressure on learning managers as content does not need to be pushed as much as earlier.

c. Varied forms of learning

Micro-learning principles demand concise and to-the-point information nuggets with focused and compact objectives. Using various forms such as games, videos, infographics, eLearning and m-learning, it can help create specific content with effective training outputs. Along with this, micro-learning content also helps achieve content interactivity and learner engagement.

d. Advantageous for small teams

Micro-learning offers key advantages to small teams, groups or departments. Given their small size, setting up a micro-learning mobile app is easy and affordable. This can be used for achieving smaller but important milestones that a department may have set for itself.

When should you use micro-learning?

It is important to consider two aspects while applying micro-learning strategies – business aspect and learner needs.

Here are some things to consider while using micro-learning:

a. What technology will you use?

Micro-learning’s success largely depends on how easy it is to access. If a learner cannot easily and quickly find content that she is looking for, it is likely that they will not spend any effort to access it again. Not all LMSes handle micro-learning well. It is important that your LMS deploys these courses easily and tag the learners to help them find what they need. The LMS needs to be accessible on mobile as well.

b. Who are your learners?

It is crucial that you know your learner profile before you design a micro-learning course. While micro-learning can be effective across all generations, younger learners or learners who are more technologically savvy may be more comfortable using these than those who do not use digital devices frequently.

To conclude, micro-learning is the best learning strategy for the Gen Z and millennial workforce. Not only can it be engaging and effective, with the right approach to creation, it can be entertaining too.

By Shruti Shinde, Head- Enterprise Origination at QuoDeck

7 Instructional design principles for professors and teachers looking to create effective eLearning modules

As teachers and professors, was today begin incorporating eLearning as a key part of their curriculum, what are the instructional design principles they must keep in mind to make learning most effective?

Teachers and professors who are talking to Generation Z students in their classroom, cannot afford to only depend on conventional pedagogy. They must incorporate eLearning and mobile learning into their curriculum to ensure learner engagement and retention. It is important to note that instructional design principles for these new-age teaching techniques may be slightly different from what is conventionally used.

If you are not well acquainted with these principles already, here is a list of instructional design principles that you can use when setting up your eLearning courses.

Principle 1: Grab your learners’ attention and don’t let it go

Your content should be structured such that it is interactive and requires learner participation. Methods to do so include:

  • Use storytelling in your content. Quests, treasure hunts and journey of a hero are some examples of stories that are simple and yet, engaging
  • Intersperse content with questions that act as knowledge checks as well as those that seek the learners’ opinions
  • Use interactive content templates that reward the learner for an action that he takes. For example, make learners click on an image to learn more on what the image depicts
  • Offer visual relief through the usage of image-based content or videos. Ensure you include videos of about 5-7 minutes in every hour of content you put out. Use visuals in every 1 of 3 slides.
  • If your LMS offers the use of forums or social learning, make sure you facilitate their usage.

Principle 2: Provide learners with a clear set of objectives that the course will meet

Imagine playing soccer without a clear goalpost or basketball without a hoop. Ridiculous, right? People respond better when they are aware of the end-goal that they are looking to reach. Once you provide objectives to your online course, the learner becomes aware of where she is and how far she needs to go to meet them.

Things to do to provide objectives include:

  • Before providing any instructions, define what the course/ module will achieve and what topics and sub-topics it will cover
  • Do not forget to mention why the course topic is important and how students can apply learnings
  • Clearly put down what the minimum required performance for the online course is. This will include the percentage of content slides that need to be consumed and the minimum score that the learner must get in the assessment associated with the online course/module

Principle 3: Stimulate recall of prior learning

Help students comprehend new information by relating it to something they already know or that they have already experienced.

Methods for stimulating recall include:

  • Use anecdotes that help create analogies between what is being taught in the course and real-life scenarios
  • Ask questions to remind users of things they know where they use the concepts being taught. For example, when teaching Newton’s third law, show a visual of things hitting each other and moving back and ask learners why they think this is happening
  • Ask students questions that assess their understanding of previous concepts. In this case, if a learner is unable to answer a question correctly, she will tend to go back and brush up on her knowledge

Principle 4: Present the content in logical consumable blocks

Use strategies to present and cue lesson content to provide more effective, efficient instruction. Organize and chunk content in a meaningful way. Provide explanations after demonstrations.

Things to make content logical and consumable include:

  • Follow a simple pattern for content presentation – Definition, Description, Explanation and Evaluation. To explain any concept in eLearning this 4-step process works very well. You may sometimes choose to play around with this flow but always include all 4 steps.
  • Before getting into detailed understanding of content, include an index of key terms. This will help your learner comprehend the content better
  • Use examples generously to facilitate better understanding and retention
  • Present multiple versions of the same content. You can bolster concepts covered in decks using video, reference documents, interactive content, voice over media, etc. This addresses different learning preferences for different learners

Principle 5: Provide feedback

Provide immediate feedback of students’ performance to assess and facilitate eLearning.

Types of feedback include:

  • Confirmatory feedback – Informs students they had done what were supposed to do. For example, you could thank them for answering a survey question
  • Corrective and remedial feedback – Informs students of the accuracy of their response to something. For example, informing them that they had answered a question correctly
  • Remedial feedback – Directs students in the right direction to find the correct answer but does not provide the correct answer
  • Analytical feedback – Provides the student with suggestions, recommendations, and information for them to correct their performance

Principle 6: Assess performance

In order to evaluate the effectiveness of the instructional events, you must test to see if the expected learning outcomes have been achieved. Performance should be based on objectives that have previously been stated.

Methods for testing learning include:

  • Conduct a baselining exercise with a pre-test before exposing the learning content.
  • Conduct a final assessment at the end of the online course. The average score on this will be higher, for well-presented and consumed content, than the average pre-test score. This score can also be looked at on a stand-alone basis to assess the student’s mastery of the subject
  • Embed questions in the content through individual questions or small quizzes
  • Include objective or criterion-referenced performances which measure how well a student has learned or understood a topic
  • Identify normative-referenced performances which compares one student to another student

Principle 7:  Enhance retention

To help learners develop expertise, they must internalize new knowledge.

Methods for helping learners internalize new knowledge include:

  • Use games to get learners to engage with the learning content/questions repeatedly. Try and use simple game mechanics such as those used in slot-machines or snakes and ladders
  • Use metaphors
  • Create concept maps or outlines
  • Create job-aids, references, etc. that the learner can use outside of when she is accessing the online course

Help us add to the list if you think we’ve’ missed out on any points in this article.

By Yashodeep Talele, Software Developer at QuoDeck

How to use games to market your learning program?

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.

Using Games To Market Your Learning Program

Getting your employees interested in your learning program is a herculean task. You won’t find a lot of people coming up to you and asking about your next eLearning course. Why should anyone? It’s not the next iPhone. Or the next Avengers movie.

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

Teaser 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.

Trailer Videos

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.

Quiz Contest Using Learning Game

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.

Giveaways

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!

By Deepak Gawas, Head- Partnerships at QuoDeck

(This article was initially published on elearningindustry.com)

Why training does not get consumed and what can you do about it?

If you’re putting out learning that doesn’t get consumed, it may be because you’re making some very common mistakes with your learning content. Knowing what these are can be half the battle won, as you drive for higher consumption and adoption of your learning.

Ask most learners, and they will say that they don’t consume eLearning because it is snooze-worthy. Most e-learning is boring, not because trainers set out to make it that way, but because it’s not really built to appeal. Today’s audience is more fussy, discerning and can see through almost every learning gimmick that is thrown their way. In such a scenario, how does one appeal to modern learners?

If you’re training a modern workforce, then they are comprised increasingly of Generation Z and millennials, groups that were born into a digital world. These consumers have a glut of digital content, and in as many formats as they want. Content, on a topic that excites their curiosity, is a few clicks or just a search away. There are even apps that serve up a constant stream of entertainment just to ensure consumers can entertain themselves in the few moments that they are ‘bored’.

Smartphone users spend an average of 4 hours a day on their devices, but not on your content To be able to address the problem, let’s try and understand your audience. Estimates put usage of mobile phones among modern audiences at an average of 4 hours per day (eMarketer Research). The challenge you have is stealing mindshare from apps such as Facebook, Twitter, Instagram, YouTube, Snapchat, Pinterest etc., where users spend close to 80-90% of their time, with the rest spent emailing, texting and using WhatsApp largely.

Your learners need a compelling reason to move away from these platforms and spend time on your online courses, even if these do benefit them ultimately.

So, what are some of the common mistakes that trainers make with eLearning content, that puts off their learners? How can you give learning a compelling reason to consume your content?

Long duration courses do not work anymore

The world has moved to consuming short-form content or microlearning content. Consumer research has shown that 55% internet users read a long-form post or content for less than 15 seconds.

Anything beyond 15 mins and your learner’s attention has wandered to thinking about the latest picture on Instagram or the latest post on Facebook.

Our suggestion: Break your existing content into short nuggets, more in the form of “Did you know?” or “7 ways to make a great sale” to make them appealing to your audience.

Zero to no interactivity puts off learners

Users today need interactivity to keep them engaged. If your content is not interactive and only requires your learner to click the ‘next’ button periodically, then you will lose them very quickly. Ensuring that at least 30% (or 1 in 3 screens) are interactive, is a start to keeping your learner engaged. Interspersing content with games and interactive titbits will not only keep learners talking to your content but will also increase retention.

Our suggestion: Insert a question format every third screen quizzing your learners on what they just learnt.

Absence of multi-media content

Consumers are being engaged across multiple senses today. With the advent of video, just text and visual content does not appeal as much. Therefore, your eLearning content must be peppered with multi-media formats, such as audio, videos, games, etc. Even simple podcasts with a static image will hold learner attention better than plain text. We know it’s expensive to create media-rich content, but there are a lot of tools out there that will allow you to do this for a fraction of eLearning content creation cost.

Our suggestion: YouTube has a lot of free content on various topics. Find short videos that can benefit your learner and include links to these videos in your eLearning content. You can even record 1-minute audio clips and upload them. These can improve your learner’s experience using these tips.

No learner contribution makes for a ‘switched-off’ learner

The world has become a lot more digitally social than before. Consumers engage most when they are asked to contribute to an experience. Reflect to when you obsessively checked your latest post to see the likes, shares and comments it generated. However, most trainers ‘talk at’ the learners rather than have a dialogue with them.

Our suggestion: Have a survey at the end of every course that takes feedback for things like process changes, the online course itself, organization survey, etc. This will provide your learners with a voice.


By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

4 most effective corporate applications of micro-learning

Everyone knows what microlearning is, it a more focused bite-sized learning to achieve specific objectives.  But often, micro-learning is incorrectly implemented leading to undesirable outcomes for the course. The best fit cases for microlearning in a corporate environment are

Product Training: Product manuals are very large and typically contain too much information. The learner will find it hard recognize key take ways and forget them in days following his learning session. No one really wants to go through the entire document or video to recollect a few key features. Micro-learning can help break cumbersome courses in smaller portions, each containing 5-10 key take ways that you want the learner to remember. This will increase retention and easy recollection for the learner.

Compliance Training: Given the integrated and fast-changing world we live in, the legal, compliance and regulatory policies are changing all the time. You need to ensure the relevant stakeholders are regularly trained. Micro-learning will help deliver the key content in a continuous and easy to assimilate fashion.

Induction and HR Policy training: Ok, so you hold a weeklong Induction training for new joinees running through your company history, ethos, and HR policy. You can be assured that they would have forgotten most of it within two weeks of the course completion. HR policies regarding Sexual Harassment, Employee benefits, and Whistle Blower policies need to be delivered on a regular frequency to reinforce appropriate behavior from your employees.

Negotiation and Objection Handling: You can only organize and run so many case studies, live demonstration or use cases in a two-day workshop. You will have to keep sending short new use cases or simulations to all your learners throughout the year to maximize learning.

By  Venkataraman Ananthakrishnan, Head- Online and Global Business at QuoDeck

3 essential tips to maximize the ROI of training off-roll & temporary employees

In functions such as Sales or Customer support, outsourced, off-roll employees constitute a significant portion of the workforce. In addition, L&D managers are faced with high attrition rates and constant changes in the products and regulations. The following tips will help you maximize the ROI on the training.

Go Mobile: It is financially unviable to provide desktop training to a distributed or off-roll workforce. Mobile & Tablet browser/App based training platforms, will eliminate the cost of conducting the training at any physical location and allow the employees to complete the course on-the-go. Create courses that are mobile friendly.

Keep things simple: Create courses and journey that are easy to navigate and operate under low bandwidth conditions. You want to reduce queries regarding Content or the System, given the sheer volume and geographical spread of your users.

Use SaaS LMS: SaaS LMS are the best tools for training your employees at an affordable cost. They can be deployed across most devices and operating systems. They are hosted by the product creator on cloud, hence do not require any infrastructure spend or extensive IT Security approvals, allowing your user to access the platform at her convenience.

By  Venkataraman Ananthakrishnan, Head- Online and Global Business at QuoDeck

How can professors use technology to boost learning?

An overview on how much technology professors use while delivering education, and how they can mitigate their unsolved needs using available product solutions.

Last week I paid a visit to my engineering college, just so that I could reminisce about the good old days. It had been a decade since I had last visited my alma-mater. I expected things to have changed – both inside and outside the classroom.

Outside the classroom, new structures had been built where the old buildings stood. There were new amenities in the campus, the likes of which I would have only dreamt of as a student. Expecting teaching methodologies to have changed as well, I sat through a couple of lectures. Strangely, the classroom continues to function the way it used to.

In the age of mobile learning and eLearning, professors continue to follow head to head classroom learning using pen and paper. In today’s world that runs on technology, where an assessment can be conducted through online courses, I saw students writing assessments on paper and submit them offline. Instead of using a learning management system (LMS), professors only depend on the content that they deliver offline. Instead of using mobile instructional design principles, they use chalks and blackboards.

What do professors need?

Let’s put down a simple list of features/facilities that would bolster their teaching process.

  • A platform or LMS that will enable them to transform existing offline learning into eLearning modules, to enable them to deliver content from any place in the world, to a student who is located at even a remote location
  • A mobile learning system that will enable them to deliver the content on not just the desktops, but via mobile learning. This need not be different from the aforementioned LMS
  • A system that will enable them to incorporate gamification and game-based learning to enhance the student’s experience – provide a fun to do way of learning.
  • A system that will enable easy creation or upload of content eliminating dependencies on third party software products for content authoring.

Is there a solution available? Yes, there are multiple platforms available that professors can use – Docebo, QuoDeck, etc. Some of these are available for free on the internet. Give them a try today to see how

By  Yashodeep Talele, Software Developer at QuoDeck

3 types of games for Corporate e-Learning

There are many games available based on the eLearning objective of the organization. The 3 most effective games are

Simulation:

The complexity of these games varies widely. You can set up an entire business ecosystem with competitors, lenders, shareholders and customers, simulation of customer negotiation & Objection handling or in simulating Lab results for R&R.

Virtual/Augmented Reality:

While these are applicable to all companies, they become a necessity in manufacturing, Oil & Gas, Defense etc., where the cost of physical training is very expensive.

Casual Games:

These are best suited for organizations, where product, compliance and regulatory training must be imparted continuously. These games have a high ROI due to their simplicity, low cost of deployment, ease of embedding new content and use of existing infrastructure such as desktop/mobile devices

By  Venkataraman Ananthakrishnan, Head- Online and Global Business at QuoDeck

How should team-leaders use Micro-learning to train their team?

Why micro-learning?

Research says that assimilation of content is higher when it is presented in a concise and interactive manner. Traditionally, learning comprises of long classroom sessions and large documents or videos in their online avatar. As a team leads, your aim of training your team should be keeping your learners engaged, emphasizing on key take ways of the course rather than the entire course and making it fun for them to improve adoption. Therefore, micro-learning proves to be an effective way of imparting learning to your team.           

“As a team lead, your aim of training your team should be keeping your learners engaged.”

Case Study

Let’s look at a case study and understand how you as a FMCG team lead can use micro-learning for your team.

You are a team leader and want to train your sales team of 350 people spread across various regions. You have an option of doing classroom training and have a couple of videos, documents, and PDFs. You have used various options, but you see that the learners are not engaged and do not retain what they have studied. You recently learned about micro-learning and want to apply its principles to training. How will micro-learning help you?

How can micro-learning help you?

Micro-learning comes in many forms and has elements of short to-the-point videos, interactive interface, quizzes and assessments, gamification and infographic representation of information. These help in knowledge retention and skill development. As these elements are short and concise, reviewing information is an easier task for the learners.

Elements of micro-learning and explanation in brief

Videos: Traditionally, long videos of recorded sessions were used in training courses. However, with the advent of micro-learning, the approach to video-based e-Learning has changed. Short videos of not more than 3 to 6 minutes with the relevant information focused on the subject matter can help better retention and save time. Whether your training content is regulatory, on-boarding and induction related or new policies, videos can engage your employees and can be interactive as well.

Interactive Interface: We always think that a lot of content means a lot of information. However, large chunks of content in the form of long PDFs just become too frustrating for the learners to read also leading them disconnected with the material. One of the easiest ways to train your learners with engaging content is an interactive interface which can consist of small and short learning modules. It becomes self-satisfying for the learners as completing smaller modules but too many of them give a sense of accomplishment to them.

Quizzes and Assessments: You always want your learners to learn more along with higher retention. It is a great idea to use quizzes and assessments at the end of each topic or course. This helps learners retain better and gives you an idea of how much the learners have retained for designing your further courses. You can also use quizzes and assessments as contests while you launch content courses and give rewards to your learners. This suffices both your aims – retention and reward.

Gamification: It is important for your learners to come back to your courses and use them as refreshers to the topic. Gamification will help you do this. With games, your storyline becomes engaging for them and playing small games instead of going through plain quizzes keeps them on their toes. Your customized learning module can allow your learners to collect points, atop the leaderboard and level up continuously. Giving them a feeling of accomplishment helps keep them engaged.

Infographic Representation of Information: We all know about infographics. They just make your content look simpler, engaging and effective at the same time. Data in the form of graphics and charts make a unique experience for the learners. With infographic information, you can focus on key takeaways of data and statistics that a learner needs to know.

Start using micro-learning and help your team retain better!

By Shruti Shinde, Head- Enterprise Origination at QuoDeck