Millennials in the workplace. Love them or hate them, they are here to stay. And you have to adapt your ways of office training if you want to benefit from the sometimes surprising minds of the largest generation today. Because between a cat video and an Instagram post there can be a tutorial on how to create extended reports in SalesForce or any other video related to a tough task everyone else avoids to do. Video learning rocks!
The paradigm surrounding workplace training is that while everyone agrees upon its importance, almost nobody puts it on their high priority list. Managers know that their company’s competitiveness is directly related to employees’ skills development, yet L&D departments are often the first to be hit by budget cuts. Employees are perfectly aware that developing their skills directly contributes to their professional development, yet they always have something urgent to do and simply don’t show up at training sessions.
How can instructional designers destroy this “too busy” attitude towards learning?
It’s impossible to tell what features should have the perfect LMS. With so many types of organizations, multiplied with so many types of learning needs, this is a rather impossible task. But I’m pretty sure that most L&D professionals faced with the challenge of getting a new LMS know by now what they DON’T want in an LMS.
They say a picture is worth 1000 words. If that is true, how much is a video worth? One million words, maybe? Taking a step even further, what about an interactive video? Should we keep doing the math?It is probably invaluable, anyway. At least in today’s day of workplace learning and the strive for engaging learning materials.
Interactive videos in e-learning perform the best when it comes to emotional engagement, time spent on page, attention grabbing or later recall of the learned information.
Branching scenarios make your learners experience real world challenges and deal with real life consequences of their choices, all without real life risks.
They transform the learner from a passive observer into an active and involved participant. The unfolding of the narrative creates a memorable experience, thus helping the learner better retain the information. The consequences of their choices, especially the ones that led to failure, will stick to their minds and will determine them to make the right decisions when real life situations demand them.
Formal learning may count for just 10% of the learning that happens in the workplace, but that doesn’t mean at all that it is an insignificant part. This 10% is usually the basis of knowledge that supports conversations and social interactions, as well as the know-how of work performance.
Laura Overton’s 4 Tips for L&D leaders on how to make a lasting impact in 2016:
1. Focus on your business problem
2. Understand the learners
3. Think performance, not course
4. Equip your team
Gamification has proved its usability countless times, by improving the attitude towards learning, increasing learner engagement and motivation and boosting productivity. When done right, gamification can have great results in terms of revenue growth.
However, things are not always as easy as pie when it comes to designing and managing a learning strategy using gamification. Here are a few gamification mistakes that are more common than most e-learning professionals would want to admit. Take note and try to avoid them the next time you set to design gamified learning courses.
The market for online courses has witnessed an incredible growth over the past few years, and this is mostly due to all the technological advances in e-learning. It’s easier now than ever before to sell courses online, but this doesn’t mean that you can make money with just a few clicks and a play button. Before seeing any dollar from selling online courses, you need two important things: a great product (read course) and a significant amount of online followers.
Your company is just like an ecosystem; everything is interconnected. The success of your learning and development company strategy depends not only on instructional designers and their knowledge and ability to create training courses, but also on the coordination between them and your internal departments of HR, IT, Design or Marketing. A learning management system can support this coordination by providing the best tools and by hosting all the knowledge in one centralized place.