Unlocking the Future of Learning for Employees

With new technologies upholding learning prospects, businesses have the unique opportunity to offer out-of-this-world learning experiences to their employees.

Just think back to the times when managers needed to organize learning sessions, which were difficult to align with different work schedules.

These days, eLearning and mLearning are accessible to anyone with internet connectivity and they can be performed anywhere, anytime.

However, with new tech taking rapid strides, learning trends are changing as we speak. And these can apply to anything from field service job management to understanding how to use spreadsheets and other software. We’ll hereby discuss present learning trends, but do keep an eye on the developments!

Extended Reality Learning

Extended reality (XR) learning blends virtual reality (VR), augmented reality (AR), and mixed reality (MR). All of these simulate the actual reality via digital materials and provide an interactive multisensory environment.

Augmented Reality Learning 

Augmented reality (AR) learning is here to stay, it would seem.

AR is a mixture of a computer-generated environment and the surroundings. AR apps interact with the users, meaning they provide a different experience to different people.

AR apps integrate with other technologies and are typically being accessed via smartphones. However, the trend is temporary as there are already many breakthroughs disrupting the trend (e.g., AR glasses).

Basically, AR training adds interactive elements to a real-world environment with the help of technologies such as image recognition, object recognition, and plane detection.

Virtual Reality Learning 

VR training uses an environment made up of 360° VR (pre-recorded video) or full VR (full simulations).

360° VR places learners in a fixed position and uses recorded video. Full VR deploys a digital environment where learners can move freely (virtually) and interact with objects. 

Mixed Reality Learning 

MR uses both AR and VR to create a virtual environment where learners can interact with objects in real-time.

They can also watch video materials and view pictures. 

Gamified Learning

Gamification can be deployed to create state-of-the-art training methodologies employees will love.

People love games, after all. When combined with a balanced training plan, gamification can pique learners’ imaginations and inspire them to learn more about the target topic all on their own.

So, what is gamification?

In the most basic sense, the term portends the application of game elements in other contexts (in this case, training). It focuses on providing game-like activities to be used for solving problems.

Gamification is not a novelty. In fact, it has been since humankind learned to speak. The military has been using it for training personnel for decades. It’s just that nowadays, it has expanded to other industries.

The three aspects of gamification that have been set as a kind of standard are meaningfulness, conditioning, and communication. It has been determined that gamification projects missing these elements don’t stand a high chance of success.

Also, the basic premise of gamification is to ensure engagement through extrinsic motivation. In plain English, these would equal appropriate external rewards.

Businesses should determine how to merge these elements into their gamification training programs for the best result.

Elements of Gamification

Gamified training programs may (and should) differ greatly depending on the scope, topic, and learners’ interests.

However, what all of the programs have in common are the game-like elements mentioned above. These include:

•                 Points —identify progress
•                 Badges — display achievements (milestones and similar)
•                 Leaderboards — provide rankings

Additional elements may or may not include progress bars, incentives (recommended), rewards for the milestones achieved, a narrative, feedback, and interaction elements (comments or forums for learners to discuss ideas).

Microlearning

Microlearning serves short pieces of content (typically, 3 to 5 minutes). However, many experts claim that microlearning shouldn’t be time-bound. Instead, it should be as long as it needs to be, which obviously depends on the learners’ capacity.

The approach is rather popular, as it helps prevent stress and burnout and is gaining popularity rapidly.

Create Tailored Online Courses

Tailored online courses are never a bad decision. However, this option may be costly and time-consuming.

This option usually comes up when company priorities cannot be served by generalized training. Online courses come in various shapes and may use a slew of elements, including gamification and extended reality learning.

Knowledge Management

Learning doesn’t end with providing appropriate programs. A rather crucial issue is knowledge management, given that technology is advancing so fast that it’s literally impossible to keep up.

That’s why documenting knowledge and making it accessible to everyone (think in terms of new hires) is paramount. However, traditional approaches can only manage to document ca. 20% of organizational knowledge.

That’s where knowledge management systems (KMS) come in handy. Modern knowledge management systems usually take the form of a platform combined with processes that collect and store information in a central location.

The practice provides a streamlined learning experience and allows everyone to access information when and where needed.

Teach Engagement

Employee engagement is a typical missing link that prevents businesses from overperforming regularly.  An engaged workforce performs better and actively contributes to initiative sharing.

That’s why every business should adopt employee engagement initiatives and, preferably, include them in their training programs.

For such an initiative to be successful, it needs to take into account the usual employee engagement elements, which include:

•         Strategic alignment —enables employees to understand the business’ priorities and long-term goals
•         Processes in place — enforce collaboration and make sure that employees don’t feel isolated
•         Transparent communication — establish communication channels and pioneer clear communication
•         A clear understanding of processes — create a sense of purpose and track employee performance and progress
•         Help employees achieve goals — establish an HR team that will help employees identify prospective career opportunities
•         Set up an anonymous feedback system and apply changes to uphold employee expectations

The Future of Corporate Learning

There are already many new approaches to learning and training and what the future may bring we can only guess at.

New tech is changing both workplaces and employees and a balanced approach is needed to prevent burnout.

There’s nothing wrong with microlearning, as long as employees show progress.

Overall, stick to a balanced approach and consider setting up a KMS to ensure corporate knowledge isn’t lost.