Employee engagement is your business’s secret weapon. Right now, 68% of U.S. employees feel unengaged, creating a silent drain on productivity, innovation, and morale. They’re dragging your organization down like an anchor, costing your bottom line and adding to turnover rates, while holding back potential growth.
There’s a reason engagement matters more than ever. When your people are plugged in, they’re there to contribute, innovate, and drive success. Studies show that engaged employees are 21% more productive and have fewer absences. Compare that to a disengaged workforce that shows up with little enthusiasm or focus, resulting in a workforce where “bare minimum” becomes the norm. It’s a dangerous cycle that can hurt your competitive edge.
So what’s the plan? In this article, we’re breaking down seven tested strategies designed to make an immediate impact on your team’s connection and commitment. From upping transparency to creating professional growth paths, these tactics will get your team engaged, motivated, and ready to give their best.
The Hidden Costs of Employee Disengagement
According to Gallup, disengaged employees cost the global economy an estimated $7.8 trillion in lost productivity. When employees lack motivation, the effects ripple across the organization, leading to decreased efficiency and low morale. Disengagement can even manifest in subtle ways, such as higher absenteeism rates, less accountability, and higher rates of turnover – all of which drain resources and add recruitment and onboarding expenses.
Organizations with high rates of disengagement face major losses in productivity, making it harder to keep pace with competitors who have invested in creating an engaged workforce. Gallup data suggests companies with strong employee engagement enjoy 23% higher profitability, 18% higher productivity, and up to 81% lower absenteeism. Disengaged employees don’t only show up less often – they show up uninspired, unmotivated, and unwilling to go the extra mile.
In addition, disengagement is contagious, impacting employees who start off engaged but become worn down by a work environment filled with low morale and minimal encouragement. Poor engagement is linked to a 60% increase in workplace errors, which can lead to cascading issues in customer satisfaction, brand perception, and even safety, depending on the industry. This silent problem can hold companies back from their potential.
7 Proven Tactics to Improve Employee Engagement Right Now
Engagement doesn’t have to be a complex, time-consuming project. Start with these seven proven strategies that yield measurable results:
1. Prioritize Employee Feedback and Act on It
Feedback is a two-way street. Employees want to feel heard, and when their feedback is acknowledged and acted upon, it fosters trust and commitment to company goals. Studies show that employees who feel their voices are heard are 4.6 times more likely to feel empowered to do their best work.
Actionable Step: Implement regular feedback loops, like quarterly surveys or one-on-one meetings, to check the pulse of employee satisfaction. Follow up with clear communication on how feedback will influence change.
Example: Instead of annual reviews, some companies have shifted to ongoing feedback sessions, improving engagement and productivity by focusing on real-time insights rather than outdated retrospectives.
2. Increase Transparency in Communication
Transparency builds trust, reduces anxiety, and aligns employees with the company’s mission. When leadership is open about company goals, financial status, and challenges, employees feel more invested and respected as contributors.
Actionable Step: Hold monthly or quarterly “All Hands” meetings where leaders share key updates on company health and invite questions from employees. Include project and team updates to keep everyone in the loop.
Example: Organizations that prioritize transparency by sharing metrics, goals, and company performance openly often cultivate a culture of deep trust and commitment.
3. Offer Flexible Work Arrangements
Flexibility is increasingly important to today’s workforce, with 80% of employees indicating they want to retain some form of flexible work schedule. Employees who can balance work with personal life are more likely to bring their best selves to work.
Actionable Step: Create guidelines around remote work, flexible hours, or compressed work weeks based on department needs, ensuring that policies remain consistent across teams.
Example: Many organizations are adopting a “Remote First” approach, where remote work is standard and physical spaces are reimagined as hubs for collaboration, boosting engagement and work-life balance.
4. Implement Microlearning and Professional Development
Today’s employees want opportunities to grow. Microlearning – small, digestible training sessions – allows employees to expand their skill sets without overwhelming them, while signaling that the company cares about their growth.
Actionable Step: Use a platform like Code of Talent to offer bite-sized training modules that employees can complete during breaks or slower periods, keeping development manageable and consistent.
Example: Companies with robust microlearning options, spanning technical and soft skills, report higher retention and productivity as employees upskill according to their own schedules.
5. Encourage Peer Recognition
Employees value recognition, especially from their peers. Peer recognition builds camaraderie, fosters respect, and contributes to a positive work culture.
ActionableStep: Create a simple peer-to-peer recognition program using tools like Slack, where colleagues can give “kudos” for a job well done or helping out on a project.
Example: Simple “kudos” systems where colleagues acknowledge each other’s work foster appreciation and a more collaborative culture.
6. Align Company Values with Employee Goals
Employees who see their values reflected in company goals are more likely to feel a sense of purpose. Aligning values fosters engagement by connecting individual efforts to a larger mission.
Actionable Step: Incorporate value alignment into goal-setting sessions, emphasizing how employees’ contributions drive the mission forward.
Example: When employees see their goals clearly connected to a larger purpose, they often report stronger loyalty and engagement.
7. Support Mental Health and Wellbeing
Wellbeing support shows employees that they are valued beyond their productivity. Companies that provide mental health support have more engaged, healthier employees who are less likely to experience burnout.
Actionable Step: Offer mental health days, access to counseling, and stress management workshops to give employees tangible support for their mental wellbeing.
Example: Companies that support mental health with counseling and mental health days see a healthier, more engaged workforce prepared to thrive.
An engaged workforce is a growing workforce, where each employee feels that their unique needs are valued and accommodated. By nurturing individual and collective engagement, organizations create resilient teams ready to tackle challenges and drive growth.
Improve your team’s engagement journey with tailored, AI-powered microlearning solutions from Code of Talent. Try our platform here.
Are you noticing a steady stream of top sales reps walking out the door within their first year? The reason might be hidden in plain sight: poor sales onboarding. When new sales reps aren’t given the tools, knowledge, and support they need right from the start, it leads to frustration, disengagement, and, ultimately, high turnover.
Consider this: 47% of sales reps leave their roles within the first 18 months due to ineffective onboarding. That’s a staggering number, especially when you think about the investment you’ve made in hiring, training, and developing them. New sales reps may leave due to unclear role expectations, lack of product knowledge, insufficient support from leadership, poor integration with the team, or being overwhelmed by too much information without proper guidance. These factors lead to frustration, disengagement, and ultimately, high turnover rates. The cost of losing just one talented sales rep goes beyond replacing them – it hits your bottom line hard. In fact, estimates suggest that it can cost up to 200% of an employee’s salary to replace them.
Moreover, sales team productivity takes a steep fall when onboarding is poorly structured. Studies show that 25% of new sales hires quit within their first year, citing lack of guidance and inadequate training. For sales teams, this means missed revenue targets, longer ramp-up times, and strained morale. With 60% of companies admitting that their sales onboarding programs are insufficient, it’s clear that businesses are losing out on significant growth opportunities.
But it doesn’t have to be this way. With the right onboarding strategy, you can turn this trend around, boost performance, and reduce turnover. This article lays out 11 proven strategies to help you craft a robust, engaging, and effective sales onboarding program that not only keeps your reps on board but helps them thrive.
11 Effective Strategies for the Best Sales Onboarding
By implementing these 11 actionable onboarding strategies, you’ll retain your sales talent while empowering them to become high-performers who significantly contribute to your bottom line.
Strategy 1: Design a Sales-Specific Bootcamp
Generic onboarding training is one of the biggest culprits behind poor performance and early exits. While covering company-wide policies is important, sales-specific training is vital to equip new hires with the tools and techniques they need to succeed in their role. Without targeted training, new sales reps may flounder, unsure of how to apply broader company principles to their specific job requirements.
Actionable Step: Create a one-month, sales-focused bootcamp that covers everything from product knowledge to sales techniques and CRM tools. This bootcamp should be intensive and hands-on, ensuring that reps aren’t just absorbing information passively but actively practicing their skills in real-time.
Example: Using Code of Talent, you can design interactive sales modules that include product knowledge, role-playing exercises, and customer relationship management (CRM) training. Incorporate role-plays where new hires practice common sales scenarios and then receive real-time feedback. This provides a safe environment for them to fail, learn, and improve before going live.
Strategy 2: Engage New Sales Reps Early and Often
Delayed engagement is a silent killer in sales onboarding. New hires who aren’t integrated into the team and engaged in their roles from the very start often feel isolated, leading to lower motivation and higher turnover. In fact, research shows that sales reps who feel disconnected from their team are 30% more likely to leave within the first year.
Actionable Step: Establish a comprehensive onboarding plan that includes frequent touchpoints from day one. This includes regular check-ins, interactive sessions with leadership, and mentorship programs.
Example: Set up a structured mentorship program through Code of Talent and start pairing new hires with experienced sales reps. Mentors can guide new reps through their first few months, providing not only advice but also a sense of belonging and camaraderie. Additionally, host team-building activities, both virtual and in-person, to strengthen team bonds early on.
Strategy 3: Use Real-World Simulations
Traditional onboarding sessions – endless PowerPoints, static learning modules – often fail to capture the attention of new sales hires. A better approach is real-world simulations that mimic the challenges reps will face on the job. Studies have shown that employees who train in simulated environments retain up to 70% more knowledge than those who undergo traditional training.
Actionable Step: Incorporate simulation-based learning into your onboarding program. Simulations provide a dynamic, real-time environment where new hires can apply their knowledge, learn from mistakes, and fine-tune their strategies.
Example: Code of Talent’s AI-powered simulation tools allow you to recreate real-world sales scenarios, where new hires can practice pitching, handling objections, and closing deals. By receiving instant feedback, they can refine their approach and gain confidence before making actual sales calls.
Strategy 4: Set Clear, Incremental Performance Goals
Sales can be an overwhelming environment, especially for new hires who are still trying to get their footing. Without clear, step-by-step goals, new hires may feel like they’re floundering, leading to frustration and early exits.
Actionable Step: Break down performance goals into bite-sized, manageable milestones that new hires can achieve progressively. This helps them stay on track and also builds their confidence as they meet and exceed expectations.
Example: Use Code of Talent to create a milestone calendar with specific, measurable weekly and monthly goals. For example, week 1 might focus on mastering the CRM system, while week 2 could focus on delivering a pitch. As each milestone is achieved, celebrate it with recognition, reinforcing their progress and motivation.
Strategy 5: Leverage Analytics for Continuous Improvement
Without data, it’s impossible to know where your onboarding process is thriving and where it’s falling short. Analytics offer valuable insights into the effectiveness of your training, helping you make real-time adjustments that can lead to better results.
Actionable Step: Collect data at each stage of the onboarding process and use it to continuously refine your approach. Track performance metrics like engagement, completion rates, and sales performance post-training.
Example: Code of Talent provides robust analytics tools that allow you to track new hires’ progress, engagement levels, and knowledge retention. By analyzing this data, you can pinpoint bottlenecks in the onboarding process and make immediate changes. For example, if a significant number of hires struggle with CRM modules, you might adjust the content to make it more user-friendly.
Strategy 6: Foster a Collaborative Learning Environment
Sales is often thought of as a competitive environment, but collaboration is key to long-term success. New hires can benefit enormously from the collective experience of their peers, especially in a fast-paced sales environment where quick adaptation is important.
Actionable Step: Create an environment where new hires feel comfortable learning from their colleagues and sharing their own experiences. Foster a culture of collaboration, not competition, during the onboarding process.
Example: Implement peer learning groups within Code of Talent’s platform, allowing new hires to collaborate on problem-solving tasks and share insights on sales techniques. For example, you could assign group projects where teams of new hires work together to solve real-world sales challenges.
Strategy 7: Integrate Gamification into Training
Training can often feel like a chore, especially when it involves repetitive tasks or complex systems like CRM platforms. By gamifying the learning process, you can make training more engaging and fun, keeping new hires motivated and focused.
Actionable Step: Use gamification elements such as leaderboards, badges, and rewards to incentivize learning and create a sense of competition among new hires.
Example: Incorporate gamified elements within Code of Talent’s modules, such as interactive quizzes with badges for top performers, or a leaderboard that tracks progress through the onboarding process. This approach keeps new hires engaged and taps into their competitive spirit, encouraging them to complete tasks faster and more effectively.
Strategy 8: Personalize Onboarding Content
A one-size-fits-all approach to onboarding rarely works, especially when it comes to a diverse sales team with varying levels of experience and expertise. Personalized learning paths ensure that each new hire receives the content and support they need, when they need it.
Actionable Step: Tailor onboarding content to each new hire’s background, experience level, and learning style. This personalized approach helps ensure that new hires receive the right training at the right time.
Example: Use Code of Talent’s AI-driven personalization features to create unique learning paths for each new hire. For example, more experienced sales reps might skip the basic modules on CRM usage, while newer reps focus heavily on those areas. This prevents unnecessary repetition and keeps learning efficient and relevant.
Strategy 9: Encourage Self-Paced Learning
Rigid schedules can overwhelm new hires, especially when they’re trying to juggle learning with the demands of their new role. Offering self-paced learning within a structured timeline allows new hires to absorb content at their own speed, without feeling rushed or overwhelmed.
Actionable Step: Implement a self-paced learning model that gives new hires the flexibility to complete training on their own terms while meeting key deadlines.
Example: Code of Talent’s self-paced modules allow new hires to progress at their own speed, giving them the freedom to take extra time on more challenging topics while moving quickly through areas they’ve already mastered. This flexibility can lead to better retention and less burnout.
Strategy 10: Track and Celebrate Progress
Recognition is a powerful motivator. Tracking progress throughout the onboarding process and celebrating small wins can go a long way in boosting new hires’ morale and keeping them engaged.
Actionable Step: Create a system for tracking progress and celebrating milestones during onboarding. This could include public recognition, certificates, or even small rewards for completing certain tasks or hitting specific goals.
Example: Use Code of Talent’s progress tracking tools to monitor each new hire’s advancement through the onboarding process. When a new hire hits a key milestone – like completing their first sale or mastering a key skill – celebrate it with a shout-out in a team meeting or a small incentive like a gift card.
Strategy 11: Create a Feedback Loop for Continuous Improvement
An often-overlooked aspect of onboarding is collecting feedback from the new hires themselves. They’re the ones going through the process, so their insights are invaluable for making improvements.
Actionable Step: Create a structured feedback loop that allows new hires to share their experiences, challenges, and suggestions for improvement. Use this feedback to refine and optimize your onboarding program.
Example: Leverage Code of Talent’s feedback features to gather anonymous input from new hires at various stages of the onboarding process. For example, after each module or milestone, ask for feedback on what worked, what didn’t, and what could be improved. Use this information to make data-driven improvements that ensure your onboarding process continues to evolve and get better over time.
Leveraging Code of Talent to Create an Effective Sales Onboarding Experience
Code of Talent’s AI-powered microlearning platform revolutionizes your sales onboarding by providing a structured, scalable, and customizable solution that ensures new hires receive the support and training they need to excel in their roles.
Here’s how Code of Talent helps you:
Compliance: Ensure new hires understand sales policies and regulatory requirements.
Clarification: Clearly define job expectations, sales targets, and KPIs.
Culture: Seamlessly integrate new hires into your company’s sales culture.
Connection: Build strong relationships between new hires and their teams or mentors.
Check-back: Regularly assess progress and provide constructive feedback.
Capability: Equip new hires with essential sales skills and product knowledge through interactive learning modules.
By leveraging Code of Talent, you can provide a tailored, efficient, and engaging onboarding experience that aligns with both your company’s goals and the unique needs of each new hire.
Conclusion
Don’t let an ineffective sales onboarding process drain your resources and talent. By implementing these 11 strategies and using Code of Talent’s advanced platform, you can ensure your new sales employees are well-prepared, motivated, and ready to drive results from day one. Take action now, and watch your sales team’s performance – and retention rates – skyrocket.
Ready to transform your sales onboarding process? Experience a personalized, high-impact onboarding journey with Code of Talent here.
Is your team struggling with communication, problem-solving, or adaptability? You’re not alone. According to a recent study, 89% of hiring failures are due to a lack of soft skills, such as teamwork, flexibility, and communication. Soft skills aren’t just a “nice to have”; they are essential for collaboration, innovation, and leadership. Without a solid strategy to teach them, your team could be drowning in inefficiencies that damage morale, lower productivity, and drive turnover through the roof.
But here’s the good news: by using proven strategies, you can develop essential soft skills in your employees and avoid these costly inefficiencies. This article will outline actionable methods for successfully teaching soft skills that will help your team excel in the modern workplace.
1. Identify Critical Soft Skills Relevant to Your Business
Not all soft skills are created equal, and teaching the wrong ones can be a waste of time and resources. Every industry and role requires different competencies, so your first step should be determining which soft skills are most valuable to your team.
Actionable Step: Start with a thorough analysis of which soft skills will bring the highest return on investment for your company.
Example: Let’s say you run a customer service center. The top soft skills you need are empathy, active listening, and problem-solving. Start by creating a list of potential soft skills and conduct surveys or hold focus groups with department heads to pinpoint which skills will have the greatest ROI. A company like Zappos, famous for its customer service, prioritizes empathy training to ensure every employee can connect with customers on a deeper level. Align your training with skills that will lead to measurable results in your sector.
Once you know which skills matter most, you can build targeted training plans that don’t waste time on irrelevant areas.
2. Integrate Soft Skills Training into Daily Operations
Training employees in soft skills once during orientation and expecting them to improve is wishful thinking. Soft skills need continuous reinforcement and opportunities for real-world application. If training happens in isolation, the learning won’t stick, and inefficiencies will creep back into your daily workflows.
Actionable Step: Embed soft skills development into everyday workflows instead of limiting it to one-off training sessions.
Example: At Google, leadership incorporates role-playing into team meetings to keep communication skills sharp. In your company, you could start using role-playing scenarios in meetings to address common challenges. For instance, before a big client pitch, create a mock scenario where the team has to negotiate tough points with a “challenging” customer. Doing this regularly will make employees comfortable with applying their soft skills under pressure, and it transforms meetings into interactive training sessions.
3. Leverage Interactive, Practical, and Gamified Learning Solutions
Traditional training can feel more like a chore than a valuable learning experience, leading to disengagement. Interactive and gamified learning methods, on the other hand, keep employees engaged, making it easier for them to apply what they’ve learned in real-world situations.
Actionable Step: Focus on education, exercise, and experience by using practical, scenario-based exercises and interactive modules.
Example: At Deloitte, they used microlearning modules, where soft skills were taught through real-life scenarios and gamification. Employees navigated real-world challenges, from managing difficult conversations to fostering teamwork. The module included feedback loops, where employees could immediately see the impact of their decisions and how well they handled specific situations. This made learning more engaging and memorable.
Gamified platforms, like Code of Talent, can also track progress in real time, allowing managers to see which employees are excelling and who may need additional support.
4. Foster a Feedback-Oriented Culture
Soft skills aren’t something you master once, they need constant refinement. A lack of feedback can stunt the growth of these skills, leaving inefficiencies unaddressed. Your company needs to build a culture where regular, constructive feedback is the norm, not the exception.
Actionable Step: Create regular feedback loops through instructed-led approaches or peer evaluations.
Example: At Netflix, feedback is part of everyday life. Managers hold regular one-on-one meetings with team members where they give feedback not just on hard skills, but also on soft skills like communication, collaboration, and leadership. Adopting this approach can lead to quick improvements in soft skills, as employees constantly adjust based on real-time insights.
A key tip here is to make feedback two-way – employees should feel empowered to give feedback on management’s soft skills as well. This creates an environment of continuous improvement.
5. Promote Peer-to-Peer Learning
Employees are often more comfortable learning from their peers than from formal trainers or managers. Peer learning not only helps spread soft skills more naturally but also fosters a stronger sense of team cohesion and collaboration.
Actionable Step: Implement peer mentorship programs where experienced team members can mentor new hires in specific soft skills.
Example: At Airbnb, cross-functional collaboration is built into their culture. When a new hire joins, they’re paired with a mentor outside of their immediate team, which gives them a broader view of how different roles interact and what soft skills are valued. By promoting peer reviews and collaboration, your employees will organically pick up on soft skills like conflict resolution, negotiation, and adaptability just by working together.
Peer-led learning is effective and cost-efficient, leveraging internal knowledge to upskill your workforce without the need for expensive external trainers.
6. Measure and Reward Soft Skills Development
What gets measured gets managed. When you track the development of soft skills, you can identify which employees are excelling and who needs additional support. Plus, when employees know their efforts are being recognized, they’ll be more motivated to continuously improve.
Actionable Step: Establish clear metrics to assess soft skills and tie rewards or recognition to progress.
Example: Implement a soft skills tracking system where managers assess employees’ communication, teamwork, and problem-solving abilities on a quarterly basis. Offer recognition programs or incentives for employees who demonstrate significant improvements, such as a “Soft Skills Champion” award, fostering a culture of ongoing learning and improvement.
Leveraging Code of Talent for Effective Soft Skills Training
At Code of Talent, we understand that developing soft skills requires more than just traditional learning methods. Our AI-powered microlearning platform is designed to keep employees engaged, motivated, and on track with their soft skills development by offering:
100% tailored training programs: Customize content to meet the specific soft skill needs of your team.
Interactive modules: Incorporate gamified learning and real-life application to ensure retention and effectiveness.
Performance analytics: Track progress in real-time and use data to continuously improve your training strategies.
Continuous feedback: Provide employees with real-time feedback, fostering an environment of growth and development.
By leveraging these features, Code of Talent empowers you to elevate your soft skills training initiatives, ensuring that your employees are fully prepared to excel in any situation.
Conclusion
Inadequate soft skills training is a ticking time bomb for any business. Without these essential abilities, you risk poor communication, inefficient teamwork, and lost productivity. By implementing the strategies outlined in this article – and integrating Code of Talent into your training program – you can ensure your team has the tools they need to thrive in any challenge.
Ready to revolutionize your soft skills training? Start your customized journey today with Code of Talent and experience a transformative impact on your team’s performance. Experience a tailored training journey for your team here.
Photo: Pexels
It is no secret that job requirements are more dynamic than ever. The world is changing, and it is changing fast. Technological innovations are disrupting most sectors, while the very nature of work has shifted significantly in the past decade. From automation and artificial intelligence to digital collaboration tools, the way we work has experienced a momentous transformation.
According to LinkedIn data, skills for jobs have changed by 25% between 2015 and 2020. This figure is expected to jump to 40% by 2025. The abilities that are demanded by each industry are changing at breakneck speed. Some skills that used to be in top demand a decade ago have become almost irrelevant today. When industries are changing at such a pace, upskilling is a matter of urgency.
Employees are more than on board
Recent research shows that employees understand this urgency. And they have the possibility to upskill at the top of their minds when seeking a new job.
For some employees, the desire for self-development can reach surprising levels. According to the The American Upskilling Study conducted by Gallup and Amazon, young workers see upskilling as more important than paid vacation or sick leave. This featured as the third top priority for workers aged 18-24, behind only health insurance and disability benefits. So much for the stereotype of an idle and entitled new generation.
Despite the intense focus on self-improvement from recent labor market entrants, all demographics show a keen interest in upskilling. The same study points out that of the 15,000 US workers of all ages surveyed, more than half of them (57%) say they are “extremely” or “very” interested in participating in an upskilling program.
Just having some courses is not enough – they need to be relevant
Make no mistake – this desire from employees to upskill isn’t only indicating that they are hyper-motivated to gain new abilities. It also implies that if your company fails to make adequate learning opportunities available, they will seek them elsewhere.
According to the Workforce Trends Report published last year by the ManpowerGroup, employees are ready to upskill themselves if their employer is not making such courses available. Of all employees surveyed across Western Europe and the US, 57% said they are already pursuing training outside of work. The respondents suggested that this is because company training programs don’t teach them relevant skills, don’t advance their career development, or don’t help them stay competitive in the marketplace.
Skills change fast, and the complexity of each task increases with this. L&D programs need to be updated to reflect this reality.
New developments in L&D can help you keep up
In the current fast-changing environment, just making some courses available is no longer enough. They have to be insightful, accessible, and updated to the latest changes in your industry. This is a lot to think about at once, but fortunately, recent developments in L&D can help you in this mission.
The rollout of AI platforms tailored for the needs of the corporate learning community provides an essential support in this challenging context. Upskilling programs need to always be up to scratch with the cutting-edge realities of your sector. Offering anything less would defeat the purpose of an upskilling programme.
But when so much changes so quickly, how can your L&D department have the resources to both monitor every change and input the latest learnings into your employees’ programs? Depending on the role responsibilities and sector-specific developments, updates can occur monthly or even weekly. Fortunately, you can now let the AI take care of that.
The latest L&D generative AI platforms can generate new courses at the snap of a finger. This can be done either by feeding relevant documents into the program, or by simply writing specific prompts that could guide your AI assistant to design and create a tailored course which is up to date with the latest changes. Generative AI can slash significant amounts of time that would traditionally be spent on writing and designing the course. This can leave your team to focus on the industry- and role-specific big picture and the strategic aspects of their L&D work.
Once you tick the relevance box, focus on the learning experience
Another area where generative AI can help revamp your employees’ learning experience is by designing more interactive and accessible courses. The switch towards microlearning and gamified programs is not such a new development anymore, but many companies are still yet to pick these features up at scale.
Microlearning courses allow your business to present complex information that is broken down in clear, approachable units. Several studies have shown that spaced learning can be more effective than traditional methods where people are exposed to information delivered in bulkier learning slots. A microlearning study experience greatly increases information retention by giving people the chance to maintain razor-sharp focus in short time intervals and take breaks to let the information sink in.
Beyond this, the gamification of study materials is another development that will improve the quality of your L&D programs. By tasking your employees to complete “training missions” you can get them to test their knowledge in an interactive fashion through a variety of methods. This will help keep the learning experience interactive and engaging, and in turn further enhance the learning experience and your employee’s satisfaction with the upskilling opportunities offered by your company.
Digital learning has evolved by leaps and bounds in the last decade. More teams than ever are turning away from conventional training methods and updating their old content – and for good reason.
As technology evolves, e-learning has followed, leveraging learning analytics to help instructors track, measure, and visualize learners’ progress.
Learning analytics are largely powered by artificial intelligence and are immensely beneficial in transforming old training content into something more valuable. AI-powered analytics provides data about your training content and helps learners engage with the material by creating personalized experiences and opportunities for growth.
Introducing AI capabilities into your training methods is an excellent way to transform and update old training content, identify the strengths and weaknesses of individual trainees, and save you a lot of time and money.
If you’re looking to develop a new microlearning curriculum that’s more in tune with the times, there’s no better place to look than AI. Not convinced? Here are some of the most valuable benefits of embracing artificial intelligence in employee learning materials:
1. Help Trainers Review Responses
AI-powered tools analyze large amounts of data to identify patterns and trends in training content – much faster and more accurately than a human ever could.
With AI, it’s now possible to automate the entire process of reviewing responses to your microlearning training program. Whether this involves the grading process or providing personalized feedback to learners, it helps trainees identify areas where they need more support.
For example, an AI-powered system can analyze all written responses to a training quiz or microlearning video almost instantly. This saves a lot of time for trainers who would otherwise need to manually review responses and provide individual feedback. This time is better spent on creating more microlearning content.
AI can also be leveraged in developing microlearning content. Manually developing a high-quality complex training module takes a lot of time and human resources. According to a survey conducted in 2017, it takes an average of 42 hours to create one hour of passive training and a staggering 142 hours to develop one hour of complex learning. AI can cut this down significantly.
In terms of modernizing and streamlining legacy content, AI can also provide new avenues. For example, transforming old Powerpoint presentations into interactive digital modules is usually a long and cumbersome process. It requires authoring tools, apart from the actual creation of new and fresh interactive content.
With AI, it’s now possible to transform legacy content more efficiently. This technology can be used to create content in fun, engaging ways, such as rewarding trainees who complete tasks or achieve specific goals.
What’s more? It’s easy to develop this content in multiple languages that learners are proficient in using. With the pressure taken off reviewers to individually assess responses, this is an empowering tool for global companies working with a number of remote employees.
2. Provide Automated Assessments
Transforming traditional content to digital formats requires a great deal of software expertise and continuous innovation in the medium in which the training is delivered. Before trainers start worrying about whether learners are responding to the content, it’s important to know if the curriculum is functioning as intended in its new digital space.
To get feedback on this in software terms, trainers need to carry out continuous automated tests or assessments. This refers to the use of tools and scripts to check your training methods for defects or errors. This would require a large amount of expertise and manpower if done manually.
Fortunately, of the many uses of AI, the latest trend in quality assurance is test automation. AI-powered tools can mimic real-world user behavior to ensure your microlearning training content works as intended and meets your organization’s quality standards.
By using automated testing tools that can assess a large number of cases accurately, AI can generate reports and provide insights into the performance and reliability of any software that you are using for digital learning modules. This will save time for your training and IT teams while ensuring that all desired quality standards are met.
3. Give Necessary Feedback
Training content can always be improved. Older or outdated modules often have a more traditional method of delivery and must be refreshed. As you begin to transform your old training content with AI and personalize it for trainees, you need to create specific, detailed feedback for improvement.
Usually, this would involve a lot of tedious back and forth between several reviewers. With AI-powered tools, it’s a lot easier.
When relying on an artificial intelligence curriculum, you can quickly get feedback on several training elements, including, but not exclusive to:
User engagement: To understand how engaging your training content is.
Learning outcomes: To assess whether your training methods work.
Performance improvement: To assess if the training helps trainees grow professionally.
Overall effectiveness: To identify what works best and what doesn’t.
Need Help Revamping Your Old Content?
The most common fear associated with artificial intelligence is that it’s coming for our jobs. The truth is that right now, AI is simply making complex tasks easier to complete and streamlining the way we work – including how we meet training needs.
In terms of winning training programs, relying on an artificial intelligence curriculum minimizes tedious, manual work and gives us more time for more creative microlearning content.
Companies like Code of Talent have developed powerful AI tools to take training content to the next level with very little effort. When transforming old training content, CoT can help make learning more fun and bite-sized, change the behaviors of your trainees, drive professional development, and track the team’s progress in real-time.
Browse the Code of Talent website for a free demo and transform your outdated training modules into something fresh and modern that your trainees will learn from and engage with.
We’ll cut straight to the chase: we’re still in a global “Great Resignation.” Unusually high numbers of employees are leaving their jobs in many countries – and companies are readjusting their training and engagement strategies accordingly.
One of the biggest changes we’re seeing is the transition to microlearning modules. Employers and corporate trainers are adopting bite-sized, manageable training programs to increase employee engagement.
Microlearning should be quick and painless – both of which are crucial attributes to 2022 employees. If companies are going to retain their best workers and bring on new talent efficiently, they need training that actually (1) teaches, (2) engages, and (3) transforms into actions.
Looking for ways to get started with microlearning in your own company? Here are six essential tips to keep in mind.
1. Begin By Assessing Your Challenges
We usually advise trainers to consider their biggest hurdles first. Before you launch into designing and implementing microlearning missions, ask questions such as:
Who exactly is the targeted audience?
What do these participants need to learn?
How is their current training subpar or ineffective?
How do we want them to change/ what do we want them to achieve? – something along this line to relate to concrete, measurable actions/ outcomes
The most effective microlearning strategies are customized and adaptive to specific teams’ needs. Therefore, you’ll need to plan challenges that are unique to your industry and/or employee population.
Hot tip: consider working backward from your core objective. This can help you better understand what guidance, examples, tips, and support learners will need to pass their various challenges.
2. Create Incentives for Learners
Almost 86% of employees say that training is important to them – but you can’t always expect employees to want to learn just for the sake of self-improvement or personal interest. You need to make sure participants realize what’s in it for them as they begin their learning journey.
That’s why we recommend gamifyingyour microlearning missions through incentive programs. These programs could:
Award points or badges for completed courses
Create friendly competitions between co-workers
Reward employees who submit valuable training ideas/content
A recent survey from Great Place to Work found that “employee recognition” was considered the most important to 37% of employees. When done correctly, incentive programs aren’t just bribes to increase engagement – they’re opportunities to recognize and reward hardworking people.
3. Break Things Down into Milestones
When you think microlearning, think “bite-sized.” These learning journeys should break down big core objectives into more manageable, less-intimidating pieces for employees.
However, you shouldn’t get so wrapped up in breaking things down that you forget to implement milestones for big accomplishments. You need to celebrate how far learners have come to keep them engaged and moving forward.
Every ten challenges or so, build in a milestone that marks a certain status level or success. Even better: give employees the chance to share their accomplishments via social media, team chats, or leaderboards.
4. Play Around With Different Media
Your microlearning missions should be short and specific, and that means staying away from long (tedious) blocks of text. We always recommend balancing out written content with fun:
Videos
Charts
Infographics
Quizzes/polls
Podcast episodes
Games
By mixing up your use of media, you’ll create a multisensory learning experience that keeps users fully engaged. People get tired of reading and clicking through lessons, but if you spice things up, they’re more likely to keep going.
Another hot tip: use a microlearning platformthat makes incorporating multimedia easy. You need customizable software that lets you quickly (and simply) embed great content for your learners.
5. Revamp Ineffective Content
Don’t waste your time reinventing the wheel. Most companies already have a massive repository of training materials – both digital and physical. As you get started with your microlearning missions, consider revisiting (and updating) your old content, rather than starting from scratch.
Furthermore, as you begin to implement your microlearning strategies, don’t be afraid to redesign what isn’t working. If employees are reporting confusion or boredom during training, don’t just nix the module. Instead, find out what isn’t working and adapt.
How do you find out which training tactics are ineffective? Send out polls. Schedule follow-ups with trainees. Talk to employees about their opinions on the program. You’ll be surprised how much feedback you can gather quickly.
6. Make Your Lessons Easy to Access
Lastly, don’t forget that people need to be able to use microlearning missions and resources from anywhere – including cellphones, tablets, and laptops. As remote work becomes increasingly common, an emphasis on accessibility is crucial.
Think about how your team will engage with the content via their various devices. Mobile-friendly learning options have never been as important as they are today, so focus on optimizing your content for phones and tablets starting on day one.
Additionally, we recommend considering how your trainers and leaders will manage the microlearning software. Can they easily access the content, control approvals, and track competitions? If not, your microlearning journeys might cause some headaches.
Need More Help Getting Started With Microlearning?
More than 60% of L&D professionals agree that microlearning is most successful (or quite successful) in supporting their organizations. If you want to engage employees quickly and effectively, you need updated training that meets their short attention spans.
That’s what we’re here to help with. Code of Talent is an award-winning SaaS platform that allows employees to embrace microlearning and employers to reduce training time and costs.
If you’re looking for ways to kickstart microlearning in your own company, contact us. We’re more than happy to give you a tour of our platform and help you create a plan for transforming learning into action.
Microlearning. If you aren’t familiar with the term, it can sound like a gimmicky trend in the L&D industry – a buzzword of sorts. Of course, this connotation is only perpetuated by some of the far-reaching misconceptions about the concept.
In its briefest of definitions, microlearning is an educational strategy that breaks down complex topics into bite-sized bits of information. It was developed to fit the short attention span and evolving expectations of the modern learner, and the strategy has come to play an integral role in corporate training.
The truth is that many companies abide by microlearning rules and definitions that simply aren’t accurate. Don’t let the following popular myths prevent you from using a great microlearning platform to help your team.
Myth #1: Microlearninghas a Time Limit
Many people see the “micro-“ in microlearning and assume that microlearning modules must be limited to a specific time limit. They might think that if a module is over 3 minutes long, it is too long to achieve the desired result.
Most microlearning missions can be considered “short and sweet,” but it doesn’t mean they all are. There’s no rigid limit when it comes to length, as long as the content is engaging and relevant. You can make the mission lengths work for your specific needs.
The truth is that microlearning should be brief, but the key to an effective mircrolearning module is focus. You want a mircolearning module to include all the needed information, with no fluff. If 3 minutes is long enough to cover the topic at hand, then your module should be that long. A fun, engaging module could last longer. However, it should not be any longer than necessary.
Ultimately, microlearning platforms aim to strategically educate users with insightful, easy-to-digest content. This can mean keeping things brief (under five minutes), or it can mean tackling one high-level concept as effectively as possible – however long that may take.
Myth #2: Microlearning Should Be Video-Based
When many people think of quick educational content, they think of video learning. However, video isn’t the only effective medium for technology-based learning.
There are numerous other ways to create bite-sized training content. SurveyMonkey found that 65% of employees cite watching videos most often when they can choose how to learn, but that leaves nearly a third of employees who prefer other forms of media.
Don’t be afraid to incorporate brief news articles, social media posts, charts, graphs, and even games to increase your trainee engagement. If you limit yourself to the belief that microlearning only works across video content, you limit your reach across your audience.
The most important part of a microlearning module is the content. The goal is to develop material that serves your core purpose. Video is a strong tool, but don’t forget all the other options you have available.If the journey you build is well-structured and requires learners to apply what they’ve learned, it will be effective.
Myth #3: You Need to be a Tech Whiz to Create a Strong Microlearning Program
Getting started with microlearning might seem daunting, but the process is actually quite simple. Unlike SAP implementation, which can be intricate and time-consuming, a microlearning environment can be up and running within just a few days.
The truth is you don’t need to know skills like video production or coding to make the most of microlearning. The best microlearning platforms will make it easy for you to take your existing collateral and turn it into an engaging set of lessons.
When you’re evaluating microlearning platforms, be sure to schedule a demo and don’t be afraid to ask lots of questions. The right platform for your team will be one that is accessible for both learners and those who are building out lessons.
Myth #4: Microlearning is a Fad That Will Come and Go
The first documented use of the term “microlearning” was in a book called The Economics of Human Resources, which was published in 1963. While this does make microlearning a relatively new term, it is far from a passing fad.
Microlearning has staying power because it is strongly based in science. As we have learned more and more about how the human brain functions, we have also learned more and more about the best ways to learn. Microlearning has come to the forefront because of what we now know about how people best process and retain information.
Microlearning is an important innovation that is changing the way we learn, and missing out on it means ignoring what we know to be true about the human brain and cognitive function.
Myth #5: All Microlearning Platforms are the Same
There are many options available when it comes to microlearning platforms, but they’re not all equal. Part of creating a successful mircolearning experience for your organization is picking the right platform.
Overall, you should look for a platform that is:
Agile
Participant focused
Collaborative
Easily customizable
Instructor assisted
Able to offer real-time reporting
The best microlearning platforms will also make use of AI to provide guidance, insights and recommendations for both learners and facilitators. It will be behavior-driven, and easily tie knowledge to action. You should also look for a platform with comprehensive training and excellent customer support. For example, at Code of Talent, we have just launched a new AI feature that lets trainers transform their own content into engaging learning journeys in no time. It takes your training in any format (pdf, ppt, Word etc.) and it breaks it down into various microlearning missions, for you just to check and update.
To Wrap It All Up
Despite microlearning’s popularity, there are still numerous myths circulating about how to use it – and we’re working to dispel those. Microlearning should be a flexible, custom solution that companies and trainers can optimize for their specific needs.
Looking for the right tools to build a microlearning journey? Code of Talent equips corporate trainers and professionals with an award-winning microlearning platform.
To schedule a free demo, contact us online. We’re more than happy to give you a quick tour of our technology resources and discuss your training needs.
It’s no secret that attention spans are changing. Employees now have more distractions than at any other point in human history – with no signs of slowing down. To give you an idea, Microsoft found that the average human attention span dropped from 12 seconds to 8 seconds over the past two decades. While these numbers certainly sound bleak for training programs, there is a solution to navigate the changes: a microlearning strategy.
Microlearning is one of the most effective ways to create behavioral change – and one that employers need to keep on their radar.
What is Microlearning’s Role in Behavioral Change?
Behavioral change requires a change in mindset and thought process – which involves altering a multitude of micro-behaviors. This isnt something that happens overnight or after a long seminar. Microlearning accommodates this by tapping into a cognitive science that leverages a proven retention-boosting methodology to break down concepts into smaller pieces.
A microlearning strategy works to drive behavioral change gradually by focusing on each attributing micro-behavior in short bursts. These “bursts” usually last around seven to ten minutes, rather than multi-hour sessions.
One of the biggest advantages of microlearning is it allows employees to master one micro-behavior at a time. With adequate spacing between lessons, employees are efficiently working to drive significant behavioral change – and maximizing every minute of their time.
The underlying goal of a microlearning strategy is to keep learners present in the material – as well as increase the chances of retention and application. This, in turn, is arguably the most efficient way to create behavioral change.
In this post, we want to dive deeper into the biggest microlearning benefits and how they may create behavioral change in an organization. Let’s get into it.
Breaks Down the “Big Picture”
Humans get distracted for many different reasons. Being overwhelmed is one of the most common ones.
We’ve all been there: You have a test coming up and you’ve got to review everything from the past semester. Scrolling social media for a few minutes or watching an episode on Netflix seems like a good way to de-escalate the stress. A microlearning strategy breaks this mold and makes the process more meaningful and engaging.
Changing workplace behaviors is no trivial task – and often requires big shifts in an employee’s mindset. The best employees exhibit a handful of common behaviors, including (but not limited to):
Active listening
Candor
Adaptability
Resilience
Creativity
Empathy
Personal agility
Self-awareness
Adopting these behaviors and skills is not something that can happen in an afternoon. More importantly, facilitating these changes in workplace behavior requires a great deal of emotional intelligence, reflection, and a deep understanding of how to drive action.
The best way to make a monumental behavioral change is with strong, concentrated baby steps. A microlearning strategy does this by going beyond the big picture.
For example, a big picture goal may be to make an employee more resilient in managing setbacks. Making this behavioral change as a whole may seem like a high mountain to climb. Microlearning strategies break down the journey into feasible chunks – or create manageable routes up the mountain, so to speak.
The goal is to zero in on the smaller details and make sure they are sinking in properly.
Targets Specific Behaviors to Change or Cultivate
Workplace behaviors are the result of many different micro behaviors. Micro behaviors are tiny, subconscious things we do and say that influence the people around us. These behaviors are crucial in how an organization creates employee engagement, boosts morale, as well as increases the productivity and quality of the work.
A microlearning strategy for ongoing professional development works to identify these and generate change – without overwhelming the employee. Let’s go back to our example of learning resilience in the workplace. On the surface, this sounds like a monumental personality change. If it’s being viewed like this, it is.
Microlearning strategies are about examining the attributing micro behaviors to understand the path for internal change. Here’s what a microlearning strategy might look like to usher in this behavioral shift:
Phase One: Analyze what it means to be resilient in the workplace.
Phase Two: Look at common examples of when resiliency is needed.
Phase Three: Learn strategies to become self-aware of negative and positive micro behaviors.
Phase Four: Developing internal strategies for managing stressful situations.
Phase Five: Understand how this behavioral change impacts the organization.
The most important ingredient in a microlearning strategy is context. Unlike a large, generalized textbook, microlearning puts the employee in a situation where learning can help them facilitate change. The lessons are specially designed around their daily scope of work – and how they can navigate common obstacles with their behavior.
Bonds Behaviors to Motivation
At the end of the day, microlearning strategies are about motivating people. This is one of the toughest tasks within organizations. According to behavioral psychologist BJ Fogg, humans ride “motivational waves”. In a nutshell, this means that what we are motivated by constantly changes.
The good news is these motivational waves can be predicted by certain triggers. These triggers are meant to open “motivational windows” within employees – sparking a willingness and excitement to learn.
Motivational windows can last a few minutes to a few months. For example, if an employee is preparing for a big meeting, they may be motivated for several hours to make sure they are ready. Or, maybe an employee has a motivational window of a few months as they take on a new role.
Organizations must be able to capitalize on motivational windows before they close. This is the best time to facilitate behavioral changes. Now, the margin for error is very thin here. A microlearning strategy is the best way to create an impact in these situations – without compromising motivation.
By serving up shorter learning experiences when a motivational window is open, organizations don’t have to force employees to engage with the material. Motivation can be the hardest part of sparking behavioral change. If organizations can strike while the iron is hot, they will likely see better results.
Over to You
The benefits of microlearning can revolutionize employee engagement. But knowing where to start – or how to make it work – is not always crystal clear. A microlearning strategy is not something that can be designed and implemented in an afternoon. This process requires a delicate approach and deep analysis of your organization.
Our mission is to make this process simple and achievable. Code of Talent’s award-winning microlearning platform is designed around today’s learning needs. The platform lets you create learning environments around employees’ needs, measure success, and integrate them into your digital ecosystem.
Have questions about facilitating behavioral change with microlearning? Get in touch with our team to learn more!
A strong L&D strategy is vital for any growing enterprise. You want your team to offer their best to the business, but they can only do that with the right learning and developmental support from the upper management of the company. Thankfully, with the rise of e-learning software, it’s easier than ever to build the right L&D strategy.
However, the way in which hybrid work has now become the norm means that building the right L&D strategy is more challenging than ever. You need to find ways to create training strategies that work for people working in the office, as well as people who are working from home.
We’re going to talk today about what you can do to create the right L&D strategy while keeping in mind the needs that arise as a result of a new hybrid way of working. So read on to find out more about microlearning strategies.
A Focus on Productivity and Wellbeing
Finding a way to focus your L&D strategy on individual working patterns and how to remain productive is a good idea when dealing with the new hybrid work format. Productivity levels have been shown to drag when people are working from home and don’t have the direct oversight that comes with the office environment.
As well as looking at productivity training exercises, you should also place a focus on wellbeing. This is something that many businesses find important and its wellbeing and healthy practices in the workplace have really shot up the agenda in recent times.
Every business owes a duty of care to its employees, and it’s important not to overlook this just because more of your staff members are working from home. It’s too easy to take out of sight, out of mind mentality but that’s something that can be very damaging. That’s why you should take wellbeing and health into account when training your team and managing them from day to day.
Strong Coaching from Managers Will Help Onboarding New Recruits
Good management and strong oversight is really important when delivering training and completing day-to-day tasks in a hybrid work format. People need that extra communication and they need to be made to feel part of the team. That’s something that can start to suffer when people are working from home.
The training and learning resources you provide to new recruits will be really important here as well. You want to make sure that new staff members are onboarded and made to feel at home early on. And that can be tough to do when everyone is working remotely.
Onboarding can be tough at the best of times, but with the help of strong coaching from the management team, there’s no reason why your newest staff members can’t be given the introduction they need. The learning just has to be configured for in-person and remote delivery, depending on the situation of each individual recruit.
Microlearning Strategies
If you’ve never explored microlearning before, that’s something that should change sooner rather than later. Microlearning is valuable as it enables staff members to gain education and learning experiences in small bites, allowing for constant learning and progress over time on the job.
There’s e-learning software that can help to deliver these training experiences directly to staff. And the great thing about it is it can be completed by the individual remotely. And you can then follow up in person, or vice versa. It offers the kind of L&D flexibility you’re looking for when operating a hybrid work format.
Microlearning is also useful because of how it can be personalized and tailored to the individual learner’s needs. And if you’re not sure how to make that happen, you only need to turn to companies like Code of Talent who can offer these services and deliver them to your staff for you.
Digital Collaboration
One of the biggest challenges you’ll face when you have a team of people working from home is digital collaboration. Having everyone working together as a unit and pulling in the same direction can be tough to orchestrate. And that’s why it should certainly be a part of your L&D strategy.
Helping your team to work effectively as a unit despite the physical distance that’s between them will be vital for the smooth running of the business going forward. Knowing how to convey ideas through presentations and understanding how to work as part of a remote team are two things you should try to work on.
Putting the right software and technical solutions in place that will enable your team members to work together with one another smoothly will certainly be important, so don’t forget to plan for that. You don’t want digital collaboration to be hampered by a lack of software solutions or a bad approach to tech.
Discussion-Based Learning
Discussion-based learning is something that your team should try to work on and get better at. Engagement is something that you’ll quickly find is important and sometimes hard to come by when your team members are working from home. And that’s why active discussions can be so useful.
Asking people to learn and complete training by simply sitting at a computer in a solitary way often doesn’t work. And that’s because they’re not really engaged; they’re bored or they’re distracted by the other tabs open on their computer screen. Finding a way of engaging them is, therefore, very important.
Discussion-based learning helps because it ensures that people are engaging in the learning process. They’re having to play an active role, and they have to communicate ideas and learn via that interaction. None of that happens when they’re completing learning or training processes in a solitary manner. So find ways to introduce this kind of learning into your L&D strategy.
If you’re looking for new ways to enhance your training programs, it might be a good idea to create a hybrid format to bring employees up to speed. In this highly digital world, it is vital to keep your company current, which means doing business virtually. Many companies allow staff to work from home while other, more hands-on employees might work in the office. Either that, or employees will split their time between working from home and working in the office.
Creating training programs that are suited to this new reality and alternative way of working can be tricky. Using Code of Talent to design such training programs is an excellent way of ensuring your participants get the training they need while responding to the hurdles that are created by the new hybrid context. And the great part about our programs is that they are customized to your specific needs and programs.
That being said, we’ve compiled a list of tips and tricks that are ideal for anyone looking to create training programs in the hybrid context. So read on now and learn all about them and some microlearning strategies, as well.
Create Live Training Sessions
In a hybrid working environment, you’ll have the chance to offer training programs in person at least some of the time. So when those in-person opportunities arise, you should make the most of them. For example, when adding products or services to your company “menu”, you would definitely want to discuss that live, where questions can be asked and answered. Where you can showcase these new features to each and every employee, at the same time.
This way, these training experiences will maximize that in-person, live factor. If they don’t, you’re missing an excellent opportunity for team training and growth. Running a hybrid work environment should mean knowing and utilizing the potential of what both of these working environments have to offer. That’s where your focus should be if you want to create a hybrid training program.
Creative and team-based training can be done when you’re together in the office, for example. A live training program gives more opportunity for fun and learning through activity than would be possible in a solely digital context, so try to keep that in mind. And, of course, how you prepare your live training sessions will depend on your particular goals and desired outcomes.
And Then Complement Them with a Digital Follow Up
Your live training sessions aren’t the end of the road. If you want to capitalize fully on your hybrid work context, you should carry out those live sessions in person and then carry out follow-ups on the digital realm. When you do that, you can make the most of e-learning software and possibly use microlearning strategies too.
These digital follow-ups should, in some way, complement and expand the knowledge horizon of the time-constraint of the original in-person session. The follow-up sessions might build on the lessons that were covered in the original session, or they might build on those by adding a new dimension to them or offering some sort of challenge for employees to complete.
If you are looking for a learning experience platform (LXP) to help you with creating a customized hybrid training journey, you can read more in our ultimate guide to choosing a platform. At Code of Talent, we have years of experience in creating engaging digital learning journeys, complete with the custom features needed, to optimize your hybrid training environment. For example, a digital follow-up program built on our Code of Talent platform can enable you to build knowledge retention and ensure post-training engagement with the subject, while replicating in the digital realm the ingenuous interactions learners have in the live training.
If you’re going to use e-learning software to deliver part of your training programs for when your team is working remotely, you should try to make the most of microlearning strategies. These strategies are ideal for training delivery because of their overall ease of use and individual adoption and because they bring the vital need for flexible learning within the individual’s work flow.
Microlearning is also useful because it helps individuals to process information faster and that’s always important. People don’t want to be overwhelmed by information because that’s not a healthy or accessible way to learn. With the use of microlearning, those kinds of problems can be completely overcome.
It offers the kind of convenience that people are looking for today and precisely the kind of convenience that makes working from home or remotely so appealing for so many people as well. So it’s no surprise that microlearning is already seeing great results for lots of businesses and their teams.
Ensure Workers Have the Same Training Opportunities Regardless of Where They’re Based
As well as making the most of strategies such as microlearning, you should also find ways to establish training programs and procedures that offer parity between those working at home and those working remotely. This is something that can be hard to do because those are two very different ways of working.
But you don’t want people who are working from home to receive a lower standard of training compared to those who are working in the office. That kind of split isn’t healthy for the business and it’s not healthy for the individuals involved either. If you want people to work well and collaborate, they need to be getting the same standard of training.
This is particularly important when it comes to the onboarding process for new recruits. Those working at home need good coaching and guidance from experienced managers to ensure they can hit the ground running and start performing for the business right away.
Share Information Consistently
The way in which you share information is another thing you’ll need to think about when you’re creating training programs for the hybrid work environment. The way in which information is shared, whether it’s related to training or general work-based communication, needs to be kept as consistent as possible across the board.
There’s a real danger of miscommunication or some people not getting the information they need if you don’t put that consistency in place. This is another example of how important it is for you to ensure no gap and disparity emerges between those working at home and those working in the office.
Try to put in place procedures for sharing information and keeping everyone on the same page, regardless of where they might be working from on a particular day. Getting this right will ultimately serve the business best going forward.
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Feel free to close this window and grab a coffee while we’re working on it. You’ll receive an email with your login details in just a few minutes.Între timp, te invitam să închizi această fereastră și să iei o scurtă pauză de cafea ☕.
