How to enhance corporate learning?

Corporate learning is being disrupted. People learn all throughout their lives and, generally, have a thirst for new knowledge. It isn't just about making workers more productive.
The image shows a smartphone with Get More Brain on its display. A perfect tool for mobile learning
Roman Schurter
Roman Schurter
+20 years educational content creation, Community Manager and Learning Designer at Get More Brain.

Cor­po­rate learn­ing is a big thing. As employ­ees learn and devel­op, they will become more pro­duc­tive employ­ees, but they will also be more engaged and more com­mit­ted to the over­all suc­cess of the busi­ness. And that’s a les­son every­one should walk away with.

The chal­lenge for HR and learn­ing pro­fes­sion­als is how to quench that thirst. In a phrase, learn­ing must be qual­i­ty, engag­ing, retain­able and (this is the big one) con­stant­ly and con­sis­tent­ly desired.

Get More Brain is the ide­al com­pan­ion for your learn­ing process. It pro­vides a con­stant flow of learn­ing con­tent and enables an ongo­ing exchange between coach­es and learn­ers.

The image shows a mockup of the Get More Brain App on a Smartphone and a Laptop. Get More Brain is the perfect platform for corporate learning.
Cre­ate cor­po­rate learn­ing con­tent in Get More Brain (with the help of bit­mark)

This arti­cle’s orig­i­nal text is writ­ten by HR Exchange Net­work. It’s the per­fect base to describe our vision of Get More Brain: “Let’s fix edu­ca­tion. Togeth­er.”

1. know your workforce

The over­all work­force is made up of five dif­fer­ent gen­er­a­tions.

  • Tra­di­tion­al­ists: 1928–1945
  • Baby Boomers: 1946–1964
  • Gen­er­a­tion X: 1965–1980
  • Gen­er­a­tion Y / Mil­lenials: 1981–1996
  • Gen­er­a­tion Z: 1997-tbd

➡️ Look­ing ahead to 2022, Mil­len­ni­als will make more than 50% of the work­force.

Despite the age dif­fer­ence between work­ers, each one is look­ing to grow and devel­op. That’s why it is crit­i­cal to con­sid­er the make-up of the work­force when imple­ment­ing a cor­po­rate learn­ing strat­e­gy. Con­sid­er the approach.

💡 Get More Brain is made for Mil­lenials and Gen­er­a­tion Z. It is mobile and allows learn­ing when­ev­er and wher­ev­er you want.

2 Define your coaching approach

Most com­pa­nies will fall into one of two cat­e­gories. The first approach is empha­siz­ing a uni­fied learn­ing approach.

➡️ regard­less of age and learn­ing pref­er­ences, learn­ers are grouped togeth­er and trained the same way. Boomers pre­fer this more formal/process approach to learn­ing.

Com­pare that to a Mil­len­ni­al who’s pref­er­ence is more casu­al and imme­di­ate.

➡️ tai­lor­ing learn­ing to the indi­vid­ual groups and deliv­er­ing it in a style that moti­vates each. Com­mu­ni­ca­tion is the focus.

💡 Get More Brain is designed to make indi­vid­ual learn­ing eas­i­er. It is based on a mes­sen­ger, which is at the heart of the Learn­ing Expe­ri­ence. But it also makes it easy to install a more for­mal learn­ing process.

3. check the learning-delivery

When con­sid­er­ing com­mu­ni­ca­tion, also known as deliv­ery, the focus must be put on iden­ti­fy­ing the goals of the com­pa­ny and employ­ee needs.

➡️ Use this check­list to deter­mine the deliv­ery method:

  1. Start by Iden­ti­fy­ing your imme­di­ate and long-term learn­ing and orga­ni­za­tion­al goals.
  2. Then, estab­lish your cri­te­ria for mea­sur­ing suc­cess.
  3. Ensure the option(s) you’re con­sid­er­ing will work well with any exist­ing and suc­cess­ful train­ing meth­ods you’re using.
  4. Think about which for­mat will be most con­ve­nient for your employ­ees and most like­ly to moti­vate them to com­plete the train­ing.
  5. Test out your train­ing deliv­ery choice with a rep­re­sen­ta­tive group of employ­ees to be sure it meets your goals before you roll it out to all par­tic­i­pants.

Get More Brain makes it easy to trans­form exist­ing learn­ing set­tings into new learn­ing expe­ri­ences. You can change the deliv­ery step by step.

4. choose solid technology

Learn­ing has to be urgent and on-point. It is increas­ing­ly used for lever­age in bring­ing in new tal­ent. It’s also used, through tal­ent man­age­ment, as a way to sup­port reten­tion. As a result, pro­fes­sion­als are being forced to find tech­nol­o­gy-enabled strate­gies to meet the learn­ing needs of a more diverse, multi­gen­er­a­tional work­er pop­u­la­tion.

➡️ They’re look­ing to pro­vide scal­able options that can pro­vide learn­ing that is eas­i­ly digest­ed, engag­ing and infor­ma­tive. When great con­tent is mixed with great tech­nol­o­gy, learn­ing can reach and meet every employ­ee where they are.

Com­mon tech­ni­cal inter­ests are:

  • Mobile Learn­ing
  • AR / VR
  • Video Learn­ing
  • Sim­u­la­tions
  • Gam­i­fi­ca­tion
  • Micro-Adap­tive Learn­ing
  • eLearn­ing
  • Design Think­ing

💡 Get More Brain is built on a sol­id tech­ni­cal foun­da­tion and receives reg­u­lar updates. Ideas and input from learn­ers are cen­tral to the devel­ope­ment.

5. make learning a daily routine

Learn­ing, gen­er­al­ly speak­ing, is not a nor­mal part of the day for the aver­age employ­ee. In most sit­u­a­tions, employ­ees have to devote a spe­cif­ic time or part of the day to learn­ing. If it’s embed­ded, it becomes part of the day-to-day activ­i­ties of the employ­ee.

➡️ This must change! Once learn­ing is embed­ded, it offers a real oppor­tu­ni­ty for employ­ees to learn through expe­ri­ence and reflec­tion, some­thing Casper Moer­ck, Head of Learn­ing Tech­nolo­gies and Dig­i­tal­iza­tion at Amer­i­c­as at Siemens, believes in firm­ly. In fact, that’s the strat­e­gy they take with­in his com­pa­ny.

I think for me, as a per­son who is into learn­ing tech­nol­o­gy, one of the things I’m real­ly hap­py to see is how we are lever­ag­ing cura­tion of dig­i­tal con­tent to real­ly pro­vide some good expe­ri­ences for our employ­ees.

Casper Moer­ck, Head of Learn­ing Tech­nolo­gies and Dig­i­tal­iza­tion at Siemens

💡 Get More Brain makes learn­ing a part of your dai­ly rou­tine. The app accom­pa­nies you through the learn­ing process and ensures con­tin­u­ous flow

6. use interactive content

Con­tent must be diverse, but it must also be rel­e­vant and assess­able when­ev­er and wher­ev­er the employ­ee needs it, can be learned at any pace, is opti­mized for shared and social learn­ing, can be used on-the-job and evolves with the learn­er.

➡️ Con­tent should be var­ied, mod­u­lar and inter­ac­tive. It should be a mix of text, images, video and audio. This ensures a last­ing learn­ing expe­ri­ence.

Get More Brain makes it easy to cre­ate inter­ac­tive quizzes and use them for learn­ing. Of course, text, images, videos and audio can also be part of the learn­ing expe­ri­ence.

7. embrace agility

As with every­thing, learn­ing is con­stant­ly chang­ing and that requires HR and learn­ing pro­fes­sion­als change with it. This is com­mon­ly referred to as agili­ty. Being agile means embrac­ing and embed­ding a vari­ety of train­ing modal­i­ties into the cur­rent learn­ing pro­grams.

What we’re focus­ing on, is tak­ing this blend­ed learn­ing approach, which did­n’t exist two years ago. When I came into walmart.comit was 600 Pow­er­Point slides. So we’ve already made some big changes, just by adding that blend­ed learn­ing and reduc­ing class­room time, in some cas­es from eight weeks down to four weeks. From that, we saw a shrink in the amount of time our cus­tomer care agents were on calls, our cus­tomer sat­is­fac­tion per­cent­ages go up, so we saw them return in our met­rics for those suc­cess­es.

Max­anne White­head, Senior Learn­ing Design­er with Wal­mart eCom­merce

Get More Brain makes it easy to adapt the learn­ing expe­ri­ence to chang­ing cir­cum­stances. The learn­ing con­tent is stored secure­ly and sus­tain­ably and can be used in dif­fer­ent ways.

8. use learners feedback

Feed­back should be solicit­ed from learn­ers.

Ulti­mate­ly, learn­ing lead­ers not only need this feed­back to deter­mine what is and what isn’t work­ing, but to help ensure learn­ing con­tent is sought after by the learn­er and received in the way that best meets them where they are in their cur­rent devel­op­ment jour­ney.

💡 Get More Brain pro­vides a con­stant chan­nel for exchange between coach­es and learn­ers. The mes­sen­ger makes it easy to have dif­fer­ent con­ver­sa­tions between peo­ple and in groups.

9. align learning with your business

Learn­ing must align with the goals of the busi­ness. In fact, learn­ing plays a huge role in sup­port­ing the busi­ness.

➡️ In order to do this, we sug­gest these six steps:

  1. Iden­ti­fy the strate­gic busi­ness objec­tives
  2. Define per­for­mance results nec­es­sary to achieve the objec­tives
  3. Iden­ti­fy roles, tasks and com­pe­ten­cy areas to be mea­sured
  4. Eval­u­ate gaps and set learn­ing goals
  5. Com­mu­ni­cate the goals to employ­ees
  6. Design and devel­op train­ing to meat the goals.

Get More Brain uses small, flex­i­ble learn­ing mod­ules which can be eas­i­ly and quick­ly adapt­ed to dif­fer­ent busi­ness envi­ron­ments.

This sto­ry was first pub­lished on LinkedIn (Decem­ber 29, 2021)