As remote working
became the norm in recent times, L&D professionals have taken the
opportunity to evolve their learning experiences to suit the digital era.
Now, with most
organizations preferring a hybrid work arrangement, L&D is looking at
offering learning and development that is relevant to the diverse audiences based
in remote locations as well as office setups. Given that majority of the
workforce comprises of Millennials and Gen Z who are digital natives with a
deep understanding of technology, it’s imperative that their learning follows suit.
In this article,
we will look at some of the techniques that L&D teams can use to create
engaging and impactful learning experiences for their people.
1.Offer Just in Time Learning
What’s in it for
me? This is one question all learners of today ask and rightfully so. If they
are dedicating their time and energy for learning amidst busy schedules, they
deserve to get something seminal out of the whole experience.
Moreover, in the
absence of live face-to-face training and development sessions, it’s necessary
to make digital learning experiences as attractive and interactive as possible.
This means learning programs have to be just-in-time, relevant, fun and easily accessible.
2.Harness the Power of Mobile Learning
Mobile learning is
a tried and tested solution that is known to drive engagement. It is also a very
useful mode to deliver effective, easy to consume, short nuggets of Microlearning
videos. By harnessing the power of mobile, you can meet the learning expectations
of Millennial and Gen Z learners as well as other cohorts in the workforce.
Your LMS app or
mobile LMS need to be design-responsive so that learners can easily use and navigate
it. The focus should be on creating a learning experience that sticks and enables
learners to perform their daily roles better.
3.Leverage Social Learning
One of the most
effective ways of creating learner engagement is by offering a space to learners
where they can share their insights with their peers and experience a support
culture within the organization. Several LMSs have in-built social networking tools
to support peer-to-peer learning, coaching and more.
Social Learning is
an important part of the learning strategy especially as people return to work post-Covid
because they are likely to feel lost and confused. Social Learning helps
provide a community of support.
4.Use Visual Mode to Catch Attention
Video and audio
modes are proven ways to increase learner attention, engagement and retention.
At a time when binge-watching video content is common, it helps to use videos
for learning as well. Small, entertaining videos that are in easily digestible
format can be sent to employees which they can access on their mobile devices
Videos are also
useful tools for sharing small how-to/instruction steps or short demonstrations
as performance support tools to employees. They are great ways to convey
information especially in remote work setups.
5.Focus on Knowledge Retention
experiences do not have to end with a course. Instead, the focus should be on
how the knowledge can stick and can be retained long after the course is over. The
idea should be to build a culture within the organization that encourages continuous
learning that is relevant to job performance.
After all, successful
corporate L&D programs should drive business goals to justify their value. In
addition to regular coaching and mentoring, you can keep delivering refresher
content or additional resources as needed to provide ongoing support.
In order to create
engaging experiences, L&D needs to adopt a wholesome approach that is not
focussed on a single modality, but looks at holistic learning. Learning
experiences need to be continuous, organic and should be a part of the flow of
work. They need to be ingrained in the minds and hearts of learners so they are
always actively learning.