Workplaces and the way we work have changed at a breakneck pace in recent years, and it's time to rethink the methods of corporate training. With so much information flying around us, it's obviously becoming increasingly difficult to maintain attention. We need to think in smaller steps, in doses. Annual block training does not adequately support continuous development. In addition, company training has traditionally strived for uniformity, but due to our different learning styles and needs, this is no longer really viable.
However, with modern, accessible tools, new approaches, and much more colorful, dynamic content, learning can not only be more effective but also more attractive and much more fun!
Learning is most effective when we are motivated to acquire new knowledge. What drives this motivation can vary greatly, but the joy of play and the thrill of competition are high on this list.
In corporate training, the possibility of earning points encourages employees to set individual records and compete with each other. Milestones can be tracked more easily, and colleagues can gain additional motivation by earning badges, for example. Quizzes are particularly good tools for employees to apply their acquired knowledge in a fun, competitive setting.
Storytelling techniques can help with emotional engagement, which is also a strong motivator. To maintain interest over the long term, it is also worth applying storytelling techniques in training materials. We can present situations (e.g., occupational safety training) with specific cases, experiences, and videos – so that the information is much better retained. The framework from challenge/problem to solution is also a typical storytelling method in education – this way, employees can be more involved.
Learning alongside work can only be successful if it can be easily integrated into everyday life. It is important that employees do not feel overwhelmed, so the training material should be divided into smaller units. In addition to providing the material to be learned in short, digestible chunks, this can also make repetition and practice more targeted and easier.
To effectively acquire new knowledge and new skills, the ideal is to put together small doses of very specific, key knowledge in the training material. If the employee experiences that they can make significant progress with minimal time and energy, their motivation will also increase.
Micro or bit-sized learning brings more regularity into corporate training. Instead of one annual block course, employees can learn in small steps but continuously.
Mobile-optimized, digital training and online learning make it possible to learn at your own pace, regardless of time or place. This is an innovation in corporate training that, if not utilized by the employer, can quickly lead to a competitive disadvantage.
Employees will be more enthusiastic about starting to learn if they can go through a few minutes of training material, fill out a test, etc. on their smartphone while commuting or waiting for their child at school. Moreover, it can also be very helpful if they receive notifications on their phone reminding them to go over a short chapter, watch a half-minute training video, or practice.
Digital content can be made much more enjoyable and colorful with videos, images, and animations – and multimedia elements also make learning easier. Information will be more memorable and easier to recall.
As users, we are familiar with how we receive recommendations for content that adapts to our habits and needs. The possibility of adaptive learning brings exactly this personalization into corporate training, when we use artificial intelligence, well-developed logical systems, and algorithms for this.
Training material can be dosed according to the employee's individual performance and pace of progress. Parts that require repetition and practice can be recommended more specifically, and the difficulty levels can be adjusted more finely and individually.
On corporate internal digital platforms, the effectiveness of e-learning can also be measured. We can get real-time data on how an employee is progressing with a training course, what areas need improvement, or where they are performing exceptionally well.
The effectiveness of corporate training programs no longer depends on how well the knowledge was transferred on a given day or whether the employee can spend hours on the weekend studying. If the training material is easily accessible, simple to complete, and the format is also entertaining, employees will learn more willingly and effectively.
