There seem to be a million things vying for our attention during our waking hours. Family, work, friends, and hobbies all require bits of our time, and adding one more thing can be a challenge. So, how do you go about getting headspace with your learners? Below are three positive steps you can take to move through the cycle of learner success:
Get their attention. Period. If your training isn’t engaging, no one wants to take it! I have a strong opinion on this. Being a millennial myself and growing up in a stimuli-packed world, if something doesn’t grab my attention, forget it. Consider the following best practices to captivate a learner right away:
Make it aesthetically appealing
This may seem like a pretty obvious one, but so often its potential is cut short. Having great design will automatically tell your learners that you’re serious about this training. Eye-catching design also provides higher perceived value in the mind of your learners.
Lay out course expectations up front
Let your learners know what they can expect to get out of this training upfront–the “what’s in it for me” statement. That way, they have an understanding of exactly what is to come.
Once you have your learner’s attention, maintaining it is your next hurdle. Thankfully, if you’ve laid a solid foundation in the captivate phase, you’re well on your way to successfully motivating your learners. Keep these three things in mind:
Make your learning compelling
Give learners a reason as to how it will benefit them, not just why. Tie in real-world examples and emotions to help learners see the big picture.
Technology needs to be learner-centered
The average person checks their phone 150 times a day. It’s the go-to tool to look up anything and a great reason to make your learning mobile-friendly. Incorporating games, videos, and short, micro-learning interactions throughout the experience will aid engagement and meet learners where they are–and for that, we give you two thumbs up!
Personalized learning paths.
There is nothing more demotivating than taking the same course as everyone else year after year. Learners today want an experience that fits their unique roles, needs, and learning styles. Providing learning pathways that allow individuals to customize how they consume, retain, and apply your content is the future of learning (Docebo).
I know you haven’t worked this hard to attract and maintain your learners attention only to leave them uninspired and unchanged. You want this learning to make an impact and enable and affect change within your team, department, and organization. Here are ways to continue building a culture of learning:
Leverage social interactions where appropriate
Encourage interaction amongst learners and build social components into learning where possible. Peer-to-peer interaction is a great way to dive deeper into a subject and learn from others what is and isn’t working or where they have found success.
Measure training effectiveness
Now is the time to really see if your learners are picking up what you're laying down. Is there greater engagement and knowledge retention from employees? Have you seen a decrease in errors, complaints, or even compliance concerns? Based on your goals from the outset, the answer should be a resounding, "Yes!"
Rinse and Repeat
What’s relevant today may not be relevant tomorrow. Make sure you regularly check and update your content to reflect new product launches and updates, regulatory changes, and deployment methods. Going forward, you should be regularly assessing your learning content in order to provide the most value to your learners.
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