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.
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:
- Start by Identifying your immediate and long-term learning and organizational goals.
- Then, establish your criteria for measuring success.
- Ensure the option(s) you’re considering will work well with any existing and successful training methods you’re using.
- Think about which format will be most convenient for your employees and most likely to motivate them to complete the training.
- 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 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
- Micro-Adaptive Learning
- 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 in learning technology, one of the things I’m really happy to see is how we are leveraging content 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.com, it 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:
- Identify the strategic business objectives
- Define performance results necessary to achieve the objectives
- Identify roles, tasks and competency areas to be measured
- Evaluate gaps and set learning goals
- Communicate the goals to employees
- 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 (29. December 2021)