Although learning is often associated with school, the fact is, people learn throughout their lives. This is true more than ever, as new technology is constantly being introduced. In the business world, companies need to train new hires and keep employees updated on the latest advances. The science of knowledge retention is worth studying, as it helps you design more effective training. When you need to teach something, you need to understand how retention works and how to address the needs of different types of learners.
Learning Retention in Adults
When you create online courses, you’re not simply creating a school for grown-ups. It turns out that there are important differences in the way children and adults learn.
It’s been widely observed that children learn many things more quickly than adults. For example, a child picks up a second or even third language fairly easily while adults struggle at memorizing vocabulary and rules. Children also tend to learn sports, how to play musical instruments, and other tasks fairly quickly. In a blog for Gottesman Libraries Teachers College, Abdul Malik Muftau explains that in adults, the prefrontal cortex of the brain is more developed, which makes adults see things in a more fixed way. However, that’s only part of the story.
Adults are Self-Directed and Motivated
One of the main differences in teaching adults is that they need to be self-motivated. Christopher Pappas, in the eLearning Industry, explains some key characteristics of adult learners. While children tend to absorb things naturally, adults need to make a conscious effort to learn something new. Adults’ fixed mindset makes them less open-minded and more resistant to change, which is why they need to understand the relevance of what they’re learning. For example, if they’re learning how to use the software, it helps to explain exactly how online training will benefit them.
Adults Relate New Knowledge to Personal Experience
While children have less experience to draw upon, adult learners tend to connect new knowledge with what they already know. When you teach adults, you aren’t dealing with a blank slate, but with minds that are already full of facts and experiences. This can work in the favor of eLearning, if trainers are able to leverage new information by relating it to common experiences.
Doing and Teaching Improves Retention
As we’ll see below, people have different learning preferences. However, almost everyone will retain more information if they repeat out loud and actually do what they’ve been taught. One influential learning model, the Learning Pyramid, postulates students retain only 10% of what they read but 75% of what they do and 90% of what they teach to others.
How to Increase Learning Retention in Online Learning
The way adults learn has important implications for online learning. The following are some key points to keep in mind when developing an LMS or online course.
- Emphasize relevance. Since adults are self-directed, it’s not enough to present information in a purely abstract way. Emphasize how it will be put to use. Some learning, such as a type of process or software, helps employees do their jobs more efficiently. Other types of knowledge, such as policies on workplace discrimination and sexual harassment, can have serious consequences for employees’ careers. In all instances, pointing out the major benefits of learning and possible negative consequences of failing to learn, can help improve retention.
- Use analogies and connect new ideas and processes with older, familiar ones. Since adults are always processing new information in relation to what they already know, it helps to bridge ideas.
- Have learners practice and repeat what they’ve learned. This gets back to the above statistics about learning retention. It’s much more effective to have someone perform a task than to simply learn it by reading or hearing about it. That’s why the most effective learning management systems use technology such as gamification and interactive video.
- Use chunking. The chunking technique involves taking small bits of information and combining them into groups. Finding connections between items and categorizing them makes it easier to remember. A simple example is how we remember long strings of numbers such as phone numbers or social security numbers. Rather than remembering each digit separately, we group them into sets of 3 or 4, as in 123-456-789.
- Use frequent assessments and quizzes to measure progress. It’s essential to track learners’ progress as often as possible. The very act of taking a quiz or assessment helps to reinforce knowledge. It also lets you review the course and make adjustments in your approach.
eLearning to Meet the Needs of Different Learning Styles
We’ve looked at some general principles concerning the science of learning retention and adult learning. It’s also the case that people learn in different ways. When creating a course or an online training program, you have to meet the needs of diverse learning styles. Let’s look at some ways you can design a course that accomplishes this.
The Primary Learning Styles
- Reading Prefer the traditional method of reading material.
- Visual Learn best by seeing.
- Auditory Retain more of what they hear.
- Kinesthetic Need a hands-on and experiential approach.
People don’t necessarily fit into one single category. However, it’s common for learners to have a preference for one or two of the above modalities.
Provide Coursework in a Variety of Formats
With today’s technology, it’s possible to create courses that incorporate multiple learning methods. The material can be presented in a variety of formats, such as text, audio, videos, and interactive games. When the information is presented in diverse formats, it’s better able to meet the needs of different types of learners.
A personalized approach to learning lets individual learners make choices about how they learn. Even if everyone needs to reach the same goals and perhaps pass the same assessments, they don’t necessarily have to get there by the same path. Knowledge Anywhere’s LMS, for example, lets you create custom learning paths that are designed to meet the needs of individual learners. We also have a large focus on branded content and personalization.
Keep Looking for Ways to Improve Retention
The science of learner retention is constantly evolving. Results also depend a great deal on the environment and motivation for learning. For example, employees who know that training can help them advance in their careers tend to be more motivated learners than those forced to undergo annual compliance training. Yet all types of learning can be presented in a way that optimizes retention by emphasizing the benefits and meeting the needs of diverse learning styles. Testing your results and making changes when appropriate allows you to observe which methods provide the best knowledge retention for your needs.
Organizations face the challenge of providing continuous education for personnel. eLearning has become a powerful go-to method of accomplishing this goal across many industries and enterprises.
For learners to participate and acquire new skills and knowledge, there are two methods of online training to pay attention to; synchronous and asynchronous eLearning. Let’s take a closer look at both of these methods now.
Most of us are familiar with different types of eLearning from enrolling in classes and seminars that utilize virtual classrooms. Here’s a few ways that training can occur: via webinars, video conferences, webcasts, application sharing, and live chat. In synchronous eLearning, the presentation occurs at specific times for the group to participate in the training which is led by a professional online instructor.
Benefits of synchronous eLearning include the following:
- Instructors can deliver course material and answer participants’ questions live, which improves the quality of the program.
- Instructors can receive instant feedback about the class to put to help improve future classes.
- eLearners realize cost savings since they are not required to travel to offsite class locations.
- Collaborative and interactive training is delivered in a virtual classroom through tools such as whiteboards and screen sharing.
- Large groups of eLearners are reached simultaneously, which conserves time that can be used to schedule other classes and attend to other tasks and projects.
However, synchronous eLearning does have some disadvantages:
- eLearners must adhere to a set schedule and are unable to access the content at their convenience.
- Some participants may get lost in the shuffle if there is a large group participating. Questions may go unseen in chats if others are “speaking” over them.
- The speed of the presentation may be too slow or too fast for some participants.
- Technical problems can arise which may interfere with the live class. This could include anything, from losing internet access to having audio difficulties. Advanced technical know-how is often required on both ends to help solve unexpected issues.
In asynchronous online education, eLearners do not gather simultaneously in virtual classrooms. Instead, presentations are pre-recorded and digital materials are delivered via email, discussion boards, social networking, and collaborative documents. Commonly used delivery methods include recorded audio, video presentations, and discussion tools. This type of eLearning offers the following advantages:
- Greater flexibility for eLearners to access curriculum at their convenience and from any location.
- Discussion forums help reinforce learning through discussions with peers. This aids in the reinforcement and retention of the curriculum.
- Learning can take place over time which can help eLearners practice and apply the material.
However, this type of learning may not suit all, because:
- Some eLearners may feel isolated in attempting to understand the material without a live instructor.
- The lack of live communication means expressions and tones of an instructor are not present to hold interest.
- This approach requires eLearners to be self-disciplined, motivated, and not easily distracted to progress through the material.
- The limited contact with the instructors and other participants may be frustrating for some.
- Clarification and support may not be as easily accessible in self-paced courses.
A combination of learning tools can be used in either approach. For example, while live webinars are intended to gather participants together at the same time, they are also recorded for viewing later on. This also applies to texting to ask questions about the materials. The conversation is synchronous if the recipient is online and can respond immediately. However, it becomes asynchronous if the question is not answered until later.
Blending Asynchronous and Synchronous eLearning
A third option in eLearning is to utilize tools from both approaches. A Learning Management System (LMS) provides a blend of tools to support both types of presentations. These can combine videos, downloadable files, live sessions, discussions, and texts all in one platform. The blended approach offers invaluable social interactions while providing flexibility in presentations. Users have the flexibility of viewing lessons on their own time while real-time support is provided by instructors as needed.
Interactions In Both Approaches
Both asynchronous and synchronous learning approaches require participants to mentally process the material individually as well as have the option to socially interact with others.
In the asynchronous approach, interacting with the content is a way to ensure the material is understood. An example of content interaction would be a series of multiple choice questions following a presentation. Another tool would be an online interactive activity, such as using the application that was taught. For example, a lesson on how to use PowerPoint could be followed by an exercise where the user creates their own slideshow with the application.
Social interactions are just as important in either eLearning approach. Using the above lesson example, a participant with a question about adding graphics to a slide, can either instantly message an instructor (synchronous) for the answer or post the question to an online forum (asynchronous).
Without valuable social interactions, it is difficult to have access to different points of view and gain new insights. Instructors accessing eLearner forums can also see what points are more confusing and make clarifications accordingly.
Choosing the Best Solution
When building courses for eLearners, the following factors must be considered when deciding on asynchronous, synchronous, or a blend of both approaches.
- Who and where is the target audience? Participants with varying skill and experience levels who are located all over the world may benefit most from asynchronous learning. A selection of courses at various levels can be provided to accommodate skill levels. Time zone differences would also not be an obstacle. If the course content is highly specialized and complex, synchronous learning is the better option. Instructors can then instantly address questions and clarify concepts during the presentation.
- Internet and Wi-Fi accessibility. Most participants will normally have access to 24/7 high speed internet without any issues. However, inclement weather can cause extended downtimes and must be considered when planning and presenting synchronous learning courses.
Our powerful and versatile Learning Management System (LMS) at Knowledge Anywhere can help you deliver and manage course content in several ways. Our centralized learning platform provides a variety of methodologies to build and manage content with access to virtual learning, webinars, assessments, and instructor-led training. Whether you select synchronous, asynchronous, or a blend of the two presentation methods, our experienced team will help to ensure that your courseware is immersive, engaging, and informative for your eLearners.
Contact us to schedule a demo of our LMS and learn how our platform can help you build an effective training and development program.
We’ve added a lot of new and exciting features to our Learning Management System this fall! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.
Course Auto Renewal Intervals
This new tool allows Administrators to set course renewals, for repeating a course after a certain amount of time. This is useful if learners are supposed to retake courses. On the user side, this will show up as “Course History” underneath the courses that have been taken multiple times. For Administrators, reports on renewed courses are located under Reports – Course Details - Course Renewal/Iteration filter option. To see the Renewal/Iterations, this option can be added under Content – Courses.
Renewal Course History
Learners can now see their course history on courses that have implemented the auto-renewal feature and have been taken multiple times. Includes the potential for progress report, date taken, score, and certification if available. Viewable under Learner Side LMS – My Courses, within course cards that have multiple retakes.
“Due Soon” Banner for Courses
Learners will now see a teal colored Banner, with “Due Soon” text for courses that will expire within the next 30 dates. This will be located in the Learner Side LMS under “My Courses,” as well as “Transcripts.”
What is a training timeline and where are learners within it? In this blog, we’ll explore how to identify the different stages of the training process and discuss how to move forward from each point.
Training is not a single event - instead, it’s an experience that has multiple stages and lifecycles. A training timeline shows these different cycles and shows how training can occur at multiple, but very different points in a learner’s journey. Once you’re able to understand where learners are within this cycle, you can use this guide to continue online training by moving on to the next stage.
Onboarding is usually the most first type of training that comes to mind, since the learner is new and knows nothing about the organization’s process, products, or rules. A vital stage, updated and engaging onboarding is a surefire way to ensure new employees understand how to best do their job.This stage can be customized depending on role, rule, or product. For example, Knowledge Anywhere has resources that can tailor specifically towards onboarding product training for sales representatives. This kind of attention to detail will only help employees clarify how they can succeed within your company.
Free Online Training You Can Use Immediately We’ll teach you how you can start by showing you best practices so you can get the process going as quickly and painlessly as possible. There are also links to free PowerPoint and PDF templates, which can expedite the creating quality training content process.
- Industry training Which would cover areas like retail, finances, technology, manufacturing, or healthcare
- Workplace-specific training, dependent on office environment This could include safety courses, compliance, or sexual harassment
- Product training For those who need to mechanisms or selling points of an item
- Role-based training Tailored to separate departments such as sales, human resources, or external partner training
- Skills-based learning Including employee relations or soft skills
The key here is to sit down and think about how each kind of training could elevate employee knowledge and company wellbeing. Once the correct approach is identified, get started on implementation!
Re-Engagement & Check-Ins
- Figure out WHY learners aren’t engaged
- Evaluate your learning materials
- Create need and make it urgent
- Launch an internal marketing strategy
Refresh & Renew
The biggest mistake trainers can make is assuming that they’re done after a course has been completed by learners. In truth, there is no “end” to training - it’s a continuous cycle of lifetime learning, which should be refreshed and renewed often. To stop training is like saying there’s no more to learn!If you find yourself not creating or managing any training at the moment, rethink where your organization’s training fits within this cycle. If you need some inspiration here’s a few starting blocks to help: what can you do to make it more relevant to users? How can your company be improved by enhanced employee skills? Are all certificates, information, and products up to date? Is your compliance training refreshed and up to date? Have you created a 1 year LMS check-up?
Learning is an ongoing, lifelong process. Your training should be no different! Check in with your learning platform constantly, for optimization and improvement. The goal is to think of corporate training as less of an event, and more as an experience. For any questions about eLearning, talk to an expert for free today!
When your team has to learn, you’ll want to have a reliable training program in place to support and accommodate all types of learners through a multifaceted learning approach.
That’s why the strongest organizations tend to have a strong training ecosystem to support their employees. But what is a training ecosystem, and what are their main components? And how can you build the best training ecosystem possible to accommodate the learning your team needs to accomplish?
A Training Ecosystem: Definition
First, a definition: a training ecosystem is all the training materials available to learners within an organization. These can come in a variety of formats, but it includes all learning and educational content employees are responsible for mastering. A training ecosystem represents everything within an organization dedicated to employees’ learning and growth. But why use the term ecosystem and not “training program?” Think of any ecosystem in nature. No matter what type of setting, they all have one thing in common — they’re made up of many parts that interact with each other to create the whole. A forest has trees, rivers, and animals that all have a specific role within that ecosystem. In a training ecosystem, each component plays a different role, relying on the others to function effectively. A training ecosystem serves as almost a living organism — adapting, evolving, and thriving based on the content, platforms, and people who contribute to it. A jungle isn’t just made up of trees - the same can be said for training systems. Not only do you need one piece of the puzzle, but many that work together to create a whole system, set up for employee success.
But what are these different components that make up the training ecosystem?
Different Components of A Training Ecosystem
Each component in your training ecosystem plays a different role. Let’s take a closer look at a few:
- Mandatory or legally required certification or training
- Policies and procedures
- Emergency response and business continuity plans
- Job-specific guidance
You can have content that your entire organization needs to learn, or content specific to teams or individuals. This resource can be developed internally or externally, depending on your level of comfort creating content or outsourcing it.
No matter what, you’ll want to vet and regularly update content to ensure it reflects the accurate and updated information you need your organization to understand.
Platforms & Channels
Other components of your training system include the platforms you use to convey the information to the learners. This includes the technology you utilize to take advantage of these platforms. There are multiple types of learning systems — the important thing is to have one (or many) that fits different types of learners within your team. Cutting edge technology is always emerging. Instead of being conducted in a classroom setting, not almost all corporate training has moved online. Here’s a few great channels/platforms that an organization can use to stay current and interactive:
- Video role-playing
- Learning Management Systems (LMS)
- Gamification or badges
- Podcasts and audio
- Virtual lectures
- Full courses
- Blogs or articles
- Assessments or exams
- Self-taught research
- Virtual Reality training
- LinkedIn Learning
Learners & Administrators
The learners in a training ecosystem are the people tasked with consuming content. Understanding this group and how they learn best is critical to selecting the content and platforms that enable the highest retention levels. The administrators in a training ecosystem are the people responsible for assisting with the transmission of information from the content to learners. In the past, teachers would operate in a classroom setting. Now? They can represent:
- The learner themselves, as many online courses are self-guided and self-taught
- Whoever’s responsible for developing the content, whether that is an internal department or external expert
- Educational coordinators meant to address questions about training content
Finally, your company’s educational culture is also part of your training ecosystem. Your culture is not just the sum total of all components in an ecosystem; it’s also the values and mission of your organization. Your culture will guide what kind of training your organization will take part in. For example, let’s say one of your company’s primary values is taking an ethical approach to work. It would then make sense to develop an ethics training course for everyone in your organization to complete. Think of your company’s culture — both the overarching values and your educational goals— as the guiding force for the direction in which your training ecosystem moves. Your overall brand should be reflected in your training content, emphasizing your culture’s various aspects.
How to build the strongest training ecosystem possible
Now that you understand how a training ecosystem functions and what the different components of it are, it’s critical to understand how to build the strongest one possible. The first thing to remember about building a strong training ecosystem is that each piece is interconnected. No single aspect of your ecosystem operates in a vacuum; each one relies on all other components to be successful. That’s why when you’re defining and developing each part of your training ecosystem, consider all parts. When you’re developing content, consider who the specific audience is, who will develop the content and whether they’re qualified to do so, what platform you’ll use to distribute the content, and how the content supports your overall organizational mission and goals. Your content should be communicated in a way that respects the audience and is convenient for them to access and understand.
Cultivating a training ecosystem best suited for your specific organization involves thinking strategically, planning each component in concert with the others. It also involves making changes when necessary. As new technologies and online learning systems are developed, you may find yourself needing to adopt new strategies. Listening to your staff and monitoring their progress using your platform is also critical to a healthy training ecosystem. Ensuring workers are capturing and retaining the information is the difference between successful and unsuccessful training.
In short, envision your training ecosystem as a machine. It has multiple parts that all require attention and forethought to operate effectively. If you’re thinking of elevating or improving any aspect of your training system, you’ll want to partner with a knowledge provider who can give you the best tools for the job. Let Knowledge Anywhere be that trusted partner. For more on how we can help your organization, contact us today.
No matter what industry you’re in, you’re bound to face the challenge of a skills gap at some point. A skills gap is when a gap exists between the skills of a team member and the skills required for their position. The problem here is fairly obvious: if an individual doesn’t possess the prerequisite skills needed to fulfill their daily responsibilities, they may do a subpar job in their role.
So how do you, as an organization, mitigate this? One of the best ways to help address skills gaps is through online training. Let’s take a closer look at when skills gaps occur, what industries they occur in, and how online training can help you manage and overcome them.
When do gaps in skills occur?
There are several scenarios in which your organization may encounter skill gaps. While each situation can be remedied, it’s important to understand how and why you may come across each one:
Technology evolves faster than expected
There are so many ways the modern workplace is evolving. One major area is technology. Looking back 15-20 years ago, work was radically different from today. Now, much of the communication that was done in person is now performed digitally. Whether it’s the use of laptops and mobile devices, cloud computing, and cybersecurity, these are all concerns of the modern employee.
These systems come with skill sets that need to be addressed. One example is cybersecurity. Employees need to be made aware of cybersecurity threats and best practices for managing those threats. Not understanding how to properly identify or respond to a phishing email scam could lead to a malicious actor compromising your organization’s network or data security.
Technological skill gaps will continue to appear and evolve as new technologies are developed and implemented.
Policy or regulation changes
If a new law comes into effect, it may lead to regulatory requirements your staff needs to uphold. These skills could apply to a wide array of your employees or a specific subset. Either way, policy changes can mean your organization’s responsibilities permanently shift. To adapt to this, it may mean adopting new skills. Failure to do so could potentially lead to legal issues, penalties, or loss of reputation with your customer base.
Free Online Training You Can Use Immediately We’ll teach you how you can start by showing you best practices so you can get the process going as quickly and painlessly as possible. There are also links to free PowerPoint and PDF templates, which can expedite the creating quality training content process.
One of your team members lacks a specific skill
Let’s say you come across a candidate for a position that has all the positive attributes you could look for in a candidate — qualifications aside. They have a positive attitude, are a fast learner, and are generally the type of person you want to become involved with your company. You may hire that person even if they don’t fit your job requirement perfectly. This can be a great way to think outside the box and add talented, motivated people to your team even if they don’t have the exact requirements you set out to find.
That said, there still may be skill gaps you need to manage. You may have team members that are eminently qualified in some areas and lacking in others who you hire despite this shortcoming. They may have skill gaps that will need to be addressed during onboarding.
What industries have the biggest skills gaps?
Generally speaking, skills gaps can affect almost any industry. Industries like healthcare and finance have constantly changing technical and legal developments. Conversely, industries such as office administration can also have evolving requirements such as ethics or harassment training that need to be consistently reviewed and updated.
There’s also the question of skill gaps as they pertain to softer, less technical skills. Think about someone staffing an IT help desk. That individual may know everything there is to know about managing computer hardware. But if they don’t have the customer service and communication skills to effectively work with your employees, they’ll be ineffective at their job.
The answer to the question of, “Which industries are most affected by skills gaps?” is a simple one: all of them.
How does online training mitigate skills gaps?
No matter what the reason for the skills gaps you may be facing, it’s critical to develop a plan for dealing with them that ensures you’re addressing it in a way that allows your existing employees to effectively retain the information and that you have a system in place that will work for future employees who may need to use it.
Online training is the best way to mitigate skills gaps for a number of reasons.
Online training enables you to provide your employees with an educational platform that works for them. Online training appeals to all kinds of learning styles.
Your team members can also take courses and exams at their own pace on their own schedule. You may have multiple team members who all need to partake in the training to add a new skill. Scheduling this kind of training session can often prove difficult, as everyone may have a busy calendar. With online training, you don’t have to worry about this. Everyone can learn the new skill when it is convenient for them. This is especially helpful for remote or part time workers.
You can easily customize and update it
Every industry faces changes and challenges. Your team members will no doubt need new skills in five years they may not need now. That’s why online training works: you can easily customize your learning system to fit your current needs. You can also provide updates for any new developments you’ll need to account for. With online training, you can tweak your training systems to keep up with the demands of your particular sector. You can build a system targeted at a specific group within your company or opt for training that can be cross-departmental.
It can be used for a variety of skills
Because online training is so versatile, you can apply it to a number of different skills and disciplines. For the majority of skills you may need your team members to add to their repertoire, online training can likely accommodate it.
The bottom line? Skills gaps have the potential to negatively impact your organization, but online training can help you navigate around them reliably and effectively. You can provide your employees with the tools they need to do their job in a format in which they can easily retain information.
The key to developing a solid online training program is having a trusted partner with you on the journey. Knowledge Anywhere can be that partner. For more on how we can help you mitigate your skills gaps, contact us today!
Most organizations have training programs for their employees, which aim to equip them with the skills they need to perform their jobs and grow in their particular field or profession. Mostly, one hears about how this benefits company efficiency or the bottom line. But how does it help the learners?
In this blog, we’ll explore why employees should WANT to take training, outside of company profit.
Internal Career Progress
Training programs can help employees achieve internal career growth by equipping them with the skills they need to take more responsibilities at work, including ones required to perform in senior positions. For instance, corporate training programs can equip employees with the leadership skills preferred in managerial roles.
Most organizations have comprehensive leadership development programs that facilitate succession planning, and a Learning Management System with great data analysis features will show administrators who is completing training sessions and how well they’re preforming on them. This can become a great bargaining skill for learners during raise or promotion negotiations - they will have a viewable track record to Human Resource professionals that demonstrates high potential via such online training programs.
If a recession hits or hard times are ahead, employees who embrace constant learning and development may be retained when others become redundant. Such employees are also adaptable to changes in organization policy and governance structure. Moreover, such employees may be able to serve in different roles or switch to jobs that align with a new company strategy.
Training Increases Employability
Training is one way of enhancing an employee’s value to any organization, not just their current one! If an training platform has the ability to export data or show proof of training publicly, this will make it much easier for learners to market themselves as great potential employees. For example, let’s say you’re in marketing and have taken multiple courses about SEO, Google Analytics, and Product Management. If you’ve completed the courses and obtained a certificate, you could add these employable skills to your personal resume. The next time you look for a job, you’ll be able to prove how this training can help the new company, not only the old one!
If an LMS has the ability to integrate with LinkedIn, this is even better! Knowledge Anywhere is a LinkedIn Learning LMS Integration Partner, which allows us to upload and update all LinkedIn Learning content directly in Knowledge Anywhere’s systems, providing a streamlined experience for companies, administrators, and learners, alike. Our platform also allows learners to post their certificates directly into their LinkedIn profile and allows them to show off which training was completed, who assigned it, and when it was done. interviewers often check the online presence of interviewees when deciding on a new hire. By completing training and making it available to the public eye, it’s now possible to benefit from the fruits of your labor!
Training helps employees increase their knowledge and skills, leading to improved performance. Employees who understand their job and the resources they can use to enhance effectiveness are more productive than those without such training. Below are just a few examples of skills that learners can improve through training:
IT and Computer Skills: Most employees lack competency in IT and basic computer skills required to complete different tasks. Research indicates 82% of all the office jobs in the modern workplace require knowledge of computing and digital communication skills. Training programs can bridge these gaps by teaching them how to use different software applications and internal communication networks. Training programs also help workers learn the latest updates on the existing software, which can be used to improve the quality of their work.
Communication and Interpersonal Skills: As simple as it sounds, many employees are hired without the necessary soft skills needed to thrive in the workplace. Training can help bridge this gap to improve employee communication skills, enabling them to interact with others politely and avoid unnecessary conflicts. Communication training will also improve their ability to collaborate with others and work in teams when completing different tasks and projects.
Training programs provide an opportunity for employees to find mentors who can coach and guide them on their career. It is during training that employees encounter senior staff and consultants who specialize in different fields and professions. Employees can use this opportunity to get contacts, utilize mentors, and join professional networks. Exposure to such people helps employees benefit from their insights and experience on the corporate scene while creating powerful bonds. Word of mouth and networking are some of the most effective tools in career progression - training can give you the rare professional opportunity to have this power.
Increases Job Satisfaction
Training gives employees the skills to complete their work with minimal supervision, which increases autonomy and confidence in their work. Such employees feel more valued by the organization and more free without a micro-manager breathing down their back. As such, training linked to career planning is a great way of increasing the satisfaction of workers. When employees gain new skills and have strong bonds with mentors, this results in an improved perception of the organization and contentment with their work. Such employees are likely to be motivated to do their jobs and grow their career with the organization.
Let’s be honest - sometimes, workplaces can be boring, especially when employees feel that they lack focus and inspiration to complete their work. Part of the disillusionment results from the feeling that the employer is using outdated technologies and workplace practices. ELearning can improve employee engagement by upgrading their skills and serving as a way to modernizing the organization with the latest technologies and practices. Such initiatives will enhance employee engagement leading to improved productivity and commitment to their jobs.
A New Form of Empowerment
Training also helps employees avoid anti-social practices such as sexual harassment and know how to protect themselves from workplace bullies. Training helps them identify the forms of language and sexual advances that may be considered as harassment. Employees also learn about the types of offensive language and hostility that can be classified as harassment or bullying.
Employees will in a position to identify various forms of harassment such as racial profiling, gender-based hostility, religious intolerance, and age-based intolerance. They can report such incidences to the management for further investigation. Empowerment is an effective way of reducing workplace stress.
Training has real-world implications that can increase job performance and safety. Employees who undergo company training are likely to be aware of the risks posed by their job and heed all the safety precautions while reducing accidents and injuries at work.
For workers in high risk professions such as engineering and healthcare, training helps create a safety culture that ensures that everyone complies with strict protocols. Employees will be in a position to identify safety hazard early and take necessary measures before accidents happen. Workers also need to undergo regular training to acquaint themselves with the latest policies and industry standards.
While training is great for corporations, it’s important to see how it can have positive effects for the employees in their own right, and when these perks are communicated properly, it can help with engagement and personal buy-in from learners.
Technology continues to advance at a fast pace, including the evolution of eLearning, which is constantly adapting to the market demands. Gone are the days of rigid training outlets with tight schedules and unnecessary travel. If you are just starting your eLearning journey, you may face a few challenges as you try to navigate into your preferred mode of study. To help you out, here are some types of eLearning that you will come across, alongside their definitions, as well as pros and cons.
Types of eLearning
1. Fixed eLearning
Fixed eLearning is one of the older versions of online learning. It refers to a learning process that uses a traditional structure of passing down information to students. All learners receive the same type of information as determined by the instructors. Since the learning materials rely on the instructors, fixed eLearning is rigid and does not adapt to the students’ preferences. Such a type is best suited to environments where learners have similar schedules and skills. Traditional grade school classes in need of eLearning can, for instance, adapt this type of structure.
- Fixed eLearning works well when the learning depends on a time-sensitive completion schedule involving fixed curriculums.
- It may be easier and more time sensitive for trainers to implement a one-sized-fits-all strategy, with less variation.
- Due to its rigidity, it would be hard to adapt to the current diverse eLearning needs.
- Its traditional training approach also lacks real-world elements.
- It is a generalized form of learning that fails to consider each student’s individual learning abilities.
2. Adaptive eLearning
- Adaptive learning is flexible, allowing you to take courses based on your individual needs.
- Since adaptive eLearning is tailor-made for each student, instructors planning it face setbacks trying to meet the enormous number of eLearning schedules on a wide-scale level.
3. Asynchronous eLearning
- This type of eLearning takes into account the need for flexible individual schedules, allowing personalized and individualized learning time frames.
- Learners at different geographical areas also benefit from the same learning tools available to their peers.
- Asynchronous eLearning can lead to isolation, creating a ripple effect in complacency while studying. Some learners require constant evaluation and interaction with their peers to keep pace, which lacks here.
4. Interactive eLearning
- The open form of communication gives rise to a seamless process of learning, for both learners and teachers.
- Open communication also strengthens independence in learning for students, since you have a say in the learning process.
- Not suited for large numbers of online learners, as it leads to confusion (mainly for the instructors).
5. Individual eLearning
- Individual eLearning helps students learn based on personal attributes such as goal achievements rather than relying on their teachers’ and peers’ standards.
- It restricts all forms of communication, resulting in isolation. Here, you are required to learn solely on your own and complete your goals by yourself. Due to the lack of follow-up, individual eLearning can only work in highly specialized situations where learners are highly motivated and skilled.
6. Collaborative eLearning
- Promotes communication and teamwork among the students, an aspect that is often lacking in online learning.
- It also develops critical thinking that is needed to accommodate different students’ views during the learning process. Due to its collaborative design, it can work well with learners from different backgrounds and cultures. It is an effective learning process that helps to build awareness and harmony among people from diverse groups.
- Collaborative eLearning can give rise to over-dependence by some students. Due to reliance on combined effort, some learners can opt to take a back seat and let others do the work for them. This can seem unfair to some learners, dependent on the work load of each student.
To design the best possible online training, trainers must be able to see the experience through the learner’s point of view. Is the process easy to navigate? Is the platform going to teach people the right skills at the right time? To answer these questions before they become problems, it’s best to create learner profiles to walk through learner’s training journeys with.
Not all learners are the same, and training needs to reflect those differences and adapt. During this process, we’ll create backstories of how three profiles found online training, what their role in the company is, what they need training for, and potential eLearning solutions for their goals. By showcasing three potential learner profiles using multichannel mediums, we can understand how they navigate differently through a Learning Management System, and why training needs to be designed with these profiles in mind.
Identifying and Creating Learner Profiles
To start off, let’s look at a sales representative going through sales training, as this is a common scenario in many organizations. Here’s his quick background: He found training when he Google searched “online training sales,” and came across this website, and his goal was simple - to find and use sales training in order to complete more sales. With this information, we can cater potential eLearning solutions to him. This could include:
Because salesman may be travelling to meetings with perspective leads, mobile access to a learning system may be more important than in other roles. This will also allow them to have accessibility to learning anytime, anywhere.
By breaking information into smaller, bite-sized portions, salesman can quickly receive information within the natural flow of their workday. There are many ways to make microlearning interesting, including just in time training, quizzes, short videos, infographics, or eBooks.
Human Resources Representative
For our second profile, we’ll explore an HR representative, who has a diverse team with different skill sets and has been referred to this training by her coworker. She is looking for an engaging, virtual onboarding process that works remotely! Her experience in eLearning could look something like this:
Full Courses and Assessments
To properly onboard members remotely, a course set with check-in points is essential. These segments could be any type of format or lesson, but should thoughtfully cover how key elements of jobs are to be done. Here are a few basic onboarding ideas, to help get started:
- Company overview and background
- Basic job processing
- Teaching specific technologies or systems, if necessary
- Product training, if applicable
- Compliance/ethics/diversity training
Scoring, Badges, or Certificates
Gamification is a great way to engage learners. This could come in many forms, but common ones include leaderboards, badges, or certificates. This is a great question to ask during a demo of an LMS system, and is a good example of making sure you know what to look for before buying!
Multi-Formatted Training For Different Types of Learners
While most of the population are visual learners, it’s important to cater to all types of learners, in a blended approach. This means making sure that your training has multiple different formats and is able to engage different parts of the brain. No one wants to watch a 3 hour video, or listen to a long lecture - provide different options, such as exams, videos, one-on-one chats, live sessions, quizzes, eBooks, podcasts or audio tools, role playing, and more!
Lastly, a Safety Officer who needs safety and compliance help, and saw our training solutions through an eBook website promotion through social media. Below are just a few ways that training could be tailored specifically to them, in order to help them reach their goals.
Virtual Reality (VR)
Some jobs can be dangerous - the role of a safety officer is to identify and reduce risks. One great way to do this is by accepting Virtual Reality as part of the curriculum. With it, learners can practice real-world problem solving and minimize training risks. Give your workforce an immersive VR training experience that establishes a mock environment where your employees can practice jumping over realistic job hurdles. To talk with an eLearning expert about VR in a workplace training environment, you can schedule a meeting here.
Visual and Easy to Understand Courses
Simplified concepts, clear visuals, and easy takeaways - this is the trifecta for easily understood courses! The more fun and simple it is, the more likely learners are to engage and learn the desired information.
Multiple Attempts at Learning Concepts
While retention is important for all types of training, you really want safety training to be remembered, because it could save workers (and potentially clients) from injury, and save the company lots of money on legal and medical bills. To make sure the information transfers over to long term memory, make sure there are multiple ways to test learners on the course. Are you sure they have the key takeaways? Drive the point home by rephrasing and retesting, to make sure it sticks.
Role Play & Real Life Scenarios
Since safety and compliance training is all about real-world scenarios, role playing is usually necessary for these trainings. This allows employees to interact in a realistic way, without the risk of an in-person try. Through video role-playing, these situations can be better anticipated and learned. Experienced online mentors walk trainees through a scenario that puts them in the right mindset to respond appropriately. Trainees learn faster and more effectively in this type of active environment.
Industry-Specific and Customized Courses
Usually, jobs worrying about safety training are industry-specific, such as a healthcare/medical field, or manufacturing. This means that training cannot be a one-size-fits-all; tailor your approach in order to fit the learners! Work with a training company that has experience in multiple fields, with the ability to customize training solutions.
Timelines & Training Journeys
Because each of these profiles needs different solutions, it makes sense that they choose to train at different times. The graph below is one potential example of how different roles may access corporate learning at different points in their journey. For example, the sales rep may not look towards training until they’re going out for a meeting, using the LMS’s mobile features, or until a point of need. This could result in a “feast or famine” timeline, with big ups and downs.
This could be a heavy contrast to HR’s onboarding. Look at the yellow line below - this is an example of how onboarding training could go; the learner joins a new team, studies up very hard, and then eventually training decreases as they get more and more used to their new role. Lastly, our safety officer shows as a flat line. This can be explained by constant and ever-ongoing safety training at all times, as new systems emerge and new challenges arise. Of course, none of these lines are set in stone. The point of creating learner profiles and training journeys is not to accurately predict all possibilities; it is to walk through different potential experiences, so you can design a marketing strategy, product features, and training solutions that can apply to all types of learners. This will make sure your training is not a one-size-fits-all, but is customizable and varied!
Some of this information was pulled from our partnership with Knowbly, experts on course authoring. With them, Knowledge Anywhere users can sign up here to get a FREE demo, a 21-day trial, and a discount. Happy training!
While remote work is a wonderful and inevitable development, it also features inherent challenges. For example, think of when your team needs to complete a mandatory training course. In the past, you’d have to schedule a meeting, make sure everyone was able to attend, and reserve a meeting space in which to hold the training. For companies with remote workers, this has been rendered just about impossible. Enter microlearning.
Microlearning is the practice of providing instruction in smaller, manageable portions as opposed to longer lessons. It’s a format particularly well-suited for employees that telecommute. Let’s take a closer look exactly why microlearning is the answer for training your remote teams.
Benefits of using microlearning for remote worker training
You can engage a global workforce
With the onset of remote work, you can place team members all across the globe. Less important than your team members’ physical locations is the skill set they bring to your company.
Microlearning allows you to engage your team members no matter where they work. By keeping your information in smaller units of information, you can distribute it via email or some other shareable form of IT platform (i.e. SharePoint or GoogleDocs). With more traditional forms of in-person training, you’d have to deliver the information when you had your entire team gathered together. With remote workers consuming it according to their own schedule, microlearning allows for more flexibility.
It can accommodate different time zones
As noted above, your team isn’t going to be conducting the training at the same time. You could have a team member in New York, California, and London all responsible for learning the same content.
Microlearning is better for teams in varying time zones because it’s dependent on the user completing it as opposed to the user being available at a set time.
It can accommodate different languages
When your training courses are organized in larger chunks of content, it may be difficult to translate to accommodate your team members who speak different languages. This gets a lot easier with shorter courses. It’s less of a hassle to configure when the information is stored in smaller chunks.
Shorter courses allow learners to easily complete them around working hours
Your team is busy. Along with your training, they also have a set of daily responsibilities to complete. With smaller-sized courses, it makes completing your course during their normal work day much more manageable. Longer courses may impede the flow of work. With the shorter courses, they can budget their time to complete it throughout the assigned time period.
Free Online Training You Can Use Immediately We’ll teach you how you can start by showing you best practices so you can get the process going as quickly and painlessly as possible. There are also links to free PowerPoint and PDF templates, which can expedite the creating quality training content process.
How to use microlearning to improve remote worker training
Identify training goals
Before you begin your training period, it’s important to have your team’s goals in mind. Microlearning helps you create more manageable goals for them. For example, with a longer course, you may have to give them a single deadline to complete one long block of training requirements. With a series of short courses, you can create a series of deadlines that allows your team to continually hit any training milestones.
Create complete and cohesive courses
Once you’ve identified your goal, you’ll need to craft a training course to help you and your team meet it. Microlearning is a perfect format for creating a comprehensive course with multiple components for remote workers.
With a single course, you run the risk of packing too much information into a single session. That decreases the chance your team will retain the information and use it effectively going forward. With a series of shorter courses, you can cover more information without creating a mental burden on your team members. They can pace themselves as to how they process the information, thereby allowing them to learn more over a longer period of time.
Make content easily accessible
By including less information in a higher number of courses, you make the content more accessible. Having the content in bite-sized portion increases the odds your team will know where to go to find the information for reference. When your content is buried in a longer, cumbersome module, reaching back for it after the fact may prove harder to do.
Using a Learning Management System
Microlearning is a great format for your training courses, and using an LMS to execute your microlearning courses will allow you to create personalized training path for each member of your team.
Not every team member will learn at the same pace or with the same training style. In fact, not every team member may want to take your training courses in the same order if the order isn’t regulated for a specific reason.
With microlearning, you can create a customized training path for each member of the team depending on how they learn, how fast they work, and precisely what training course they’re responsible for completing. You can also tweak the metrics for each team member - certain members may have differing training requirements. Because microlearning allows you to break the training up into smaller pieces, it’s easier to substitute different components depending on what’s relevant to that particular team member.
Additionally, having a personalized training path will help you keep your remote workers accountable. You’ll be able to track the completion of their training path when you’re not able to check in with them every day at the office. If they are ever stuck on a certain part of the training, you can follow up to see where they have questions to help push them to completion.
The bottom line is that microlearning is a flexible, customizable training format that suits remote workers perfectly. When your team members are in disparate locations, they can process the information in your training courses - included as part of a personalized plan tailored to their needs - in shorter bursts that are less mentally draining and time-consuming than longer, traditional courses.
We’ve added a lot of new and exciting features to our Learning Management System this summer! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.
Password Strength Meter
Users now have a password strength meter to check the security strength of the new passwords they create.
Site Message Images
Admins can now add images to their site messages! Personalized toaster messages. Added ability to add image, and customize text formatting. Located under Admin LMS – Site – Site Messaging.
Shows list of certificates completed, and for each, it will show course usage, status (active, inactive, in progress). Can also show what the certificate will look like, and will allow you to adjust and customize (color, font, size, centered/justified text, add background images, etc.). Located under LMS Admin – Content - Certificates.
“Copy Link” button added to documents
Administrators can now easily link documents for learners by using the “Copy Link” button. This link can be inserted in various places within the LMS including course descriptions, site messages, and homepage text. Once a user clicks on the link a new tab will open and the link will automatically download to their device.
Edit Agreement for Terms & Conditions
Ability to edit agreement for Terms and Conditions or FAQ. Located under Admin LMS – Site – Manage Content.
Quiz Report Improvement - Processing and Filters
Adjusted and improved processing, and can now filter by a specific course. You will also be able to see differences of quiz results over time, to see if people are answering the versions more or less accurately. Located under LMS Admin – Reports – Course Reports - Quiz Details.
Businesses across the world have heard the call to step up their game to improve in-office training and gain an edge on competitors still lecturing to bored groups of professionals. Of course, the art of engaging and fast-paced learning isn’t static. A single upgrade isn’t going to be the magic feather of effective training. Learning is a technology, and like all technology, it is constantly evolving. If your organization has eLearning, it’s time to upgrade again as the possibilities for corporate learning continue to improve. There are now dozens of high-tech training options and we’re about to list our favorites to help you choose which cutting-edge approaches will work best for your industry and company culture.
1. Online eLearning Classes
2. Virtual Reality Scenario Training
Virtual and augmented reality has had a hard time finding footing in gaming, but in the business world, the useful applications are surprisingly numerous. For occupations that involve a certain amount of risk like mining, manufacturing, and labwork, virtual training allows employees to get used to a risky environment and make their first few mistakes without putting themselves or their coworkers in danger.
If your company has been looking for a way to new-hire mistakes, virtual reality training can give your professional students their ‘first day’ from the safety of the training room where mistakes can be gently corrected and quickly learned from.
3. Cognitive Computing
On the cutting edge of eLearning technology lies cognitive computing. This computerized, digital system is meant to mimic human brain function to come to conclusions using a mix of artificial intelligence, neural networks, machine learning, natural language processing, sentiment analysis, and contextual awareness. By quickly studying patterns and analyzing a problem or process from many sides, cognitive computing is meant to replicate humans, while expediting the process and helping make decisions.
Although this is exciting technology with many applications, we have yet to see it truly take on it’s own potential in most businesses. However, early reports are promising. As an example, Towards Data Science shares a few real work applications.
“With the help of IBM Watson, Royal Bank of Scotland developed an intelligent assistant that is capable of handling 5000 queries in a single day. Using cognitive learning capabilities, the assistant gave RBS the ability to analyze customer grievance data and create a repository of commonly asked questions. Not only did the assistant analyze queries, but, it was also capable of providing 1000 different responses and understand 200 customer intents. The digital assistant learned how customers ask general questions, how to handle the query and transfer to a human agent if it is too complicated.”
4. Interactive IoT Learning
The Internet of Things, Smart Home, and Smart Business innovations are changing the landscape of modern business tech quite significantly. Companies across the world are replacing their light bulbs with color-changing LED alternatives, installing WiFi security cameras, smart programmable coffee pots, and decorating the office with self-watering plants. However, where IoT really shines is in business automation, especially when combined with the voice controls of the smart “home” hubs.
Any process that can be automated can also be voice-activated, meaning you can significantly streamline repetitive tasks to be completed in an almost conversational way with a computer or smart home hub. Naturally, you can also configure IoT integrations to effectively help teach systems to new trainees. Simply having an infrastructure that responds to voice and mobile app commands can help professional learners gain a stronger grasp on company procedures.
5. Paired Learning with a ‘Pen Pal’
It has long since been found that training works better for most people if they do it in a collaborative way. Working together with at least one other person allows trainees to share the information they’re working with and process more thoroughly by explaining it to each other and discussing the lessons. One way to bring collaborative learning to the workplace even when you’re only training one employee in a facility is to give your employees a training pen-pal, someone who works in another facility but is either also learning or can teach the subject in question.
Paired learning can either by going through online training materials while partnered with another student in a different location or it can be used to pair your individual trainees with a mentor when the pair will be in two separate locations. This allows collaboration and interactive learning without anyone having to learn away from home. Video chat is usually considered the best way to do paired learning though, of course, email gets a fair workout during this process as well.
6. BYOD Mobile Training
Some companies believe the highest possible technology for modern training techniques is going mobile. It’s true that the mobile app has come great leaps and bounds in the last ten years going from very simple small-memory applications to full-sized pseudo-VR video games. A mobile training platform allows you to train equally well in the office, on the go, and to hook up remote hires with the same training that everyone else receives. Of course, the usual question is then what mobile devices to use.
While some companies are still focused on getting everyone a company cell phone, with the reliable capability of most modern devices, the new trend is Bring Your Own Device (BYOD) when it comes to mobile training and interactions both in and out of the office.
7. Cloud-Collaborative Project Learning
Many business positions are not for an independent role, but part of a team. This means each new hire must not only be well-versed in the software, but a good team player that can handle collaborative efforts. There are hundreds of software options that allow for collaboration and version control, but the most reliable are all now based on the cloud. The cloud, unlike software that relies on your local network, ensures any project is not only accessible to remote employees, but is also backed up and safe from malware attacks on local systems.
There are two ways to use cloud-collaborative project learning in your training methods. The first and most popular method is to coordinate a group of fresh recruits to work on a test project together using your collaborative software solution. This gets them all used to the process of saving, making notes, and working together without interrupting workflow. The second option, often implemented later, allows you to slowly introduce new team members to the collaborative projects currently being worked on by the teams they are about to join.
8. Gamified Skills Assessment and Training
25 years ago, business stood by the concept that work doesn’t have to be fun. As it turns out, we now know that people work harder, are more committed to results, and are more loyal to a company when they are having a good time. This has encouraged business training leaders to design new eLearning solutions that are built to entertain as well as educate.
Gamification was introduced. With the use of animations, scores, and game-like features to convey the training material, trainees will strive to become better at their job tasks partly just to beat their own high scores while incidentally absorbing and actively using the material that was important to teach.
9. Video Libraries for Self-Guided Training
Let’s not forget self-directed learners, who prefer to explore a library of knowledge on their own. Traditionally, companies have built up libraries of dry explanatory materials and old reports. However, with new video recording and sharing technology, it is now surprisingly easy to both record training videos and make them available to both new hires and current employees pursuing in-line training. If stored online, even your remote employees can gain the benefit of the video training library.
How is your company currently handling onboarding and online training? If you’re still holding classes in the old lecture fashion, it’s high time to look into what modern technology has to offer in order to speed, up, streamline, and increase the engagement of your office courses.
Staying on top of the different learning systems online can feel like a full-time job. So what exactly is an LXP is and how can it fit into your business plan?
LXP and LMS Definitions
A Learning Management System (LMS), is the software necessary for building and publishing online courses and trainings. They have a wide variety of uses and are naturally administrator driven with a closed platform, great for compliance training, onboarding, corporate training, and certifications.
A Learning Experience Platform (LXP) manages online learning experiences for employees, primarily at large corporations, and can provide learning resources that encourage employees to invest in the learning culture of the business. An LXP is ideal for online learning environments designed to facilitate employee choice, collaboration, and promotions within your organization.
To leverage this, set up your online learning system so employee-level users have the ability to create their own course and manage them afterward. Also ensure learning assessments are designed so employees are able to quickly set up assessment instruments, instead of a system that requires course teachers to do manual grading. An LXP often integrates with multiple types of LMSs. If your business has multiple learning environments, you can use an LXP to pull them all together.
An LXP has been used recently in the eLearning industry as a catchy, exciting phrase to use at conferences. However, it’s important to clarify the difference between an LXP and LMS, as they are often used recklessly and interchangeably.
Administrator vs Employee Driven
While an LMS is controlled by a teacher or administrator, an LXP is a platform that enables more granular user controls for educational systems. This allows employees to design and publish their modules and courses within the learning environment. This gives trainers less control of the content, but opens up possibilities for user generated lessons.
Closed vs Open System
Because of the nature of a platform, an LXP is an open learning environment and a traditional LMS is a more closed system. Businesses able to use an open LXP system provide employees the ability to build out learning systems for team-training or cross-team communication. This open system improves the ability to create growth from the learning systems.
Certifications vs Employee Growth
When you need to create a course that demonstrates a specific level of proficiency, an LMS is ideal because you are able to track learning and engagement and control the information within the course. This type of platform is preferred for certifications or courses to prove compliance with governmental or industrial standards. If you want to give your entire business the ability to grow together or in smaller teams, an LXP provides a platform for growth.
Static vs Dynamic
An LMS is focused on content and is administrator-driven; therefore providing a static and structured framework. An LXP is focused on dynamic courses and employee-driven content, meaning course creators are able to quickly swivel and change.
LMS vs LXP: Which One Should We Use?
An LMS is ideal for delivering learning content; an LXP is ideal for creating the platform an LMS works within. It is not really a choice between an LMS and an LXP, but of when to extend one with the other. Since they both offer unique tools and environments, they can work together to provide a more robust online learning system.
While an LXP is exciting and new, it has major drawbacks. Because it’s evolving, it does not have the LMS’s advantage of being a tried and true product, with verified strength in a proven platform. To see which is right for you, talk with an eLearning professional about your organization and its specific needs.
About Knowledge Anywhere
Knowledge Anywhere is mostly focused on our LMS platform. However, we do have some elements of an LXP, including intuitive user experience, rich content, data collection and analysis, personalization features, mobile friendly learning, and integrations. We are currently looking to expand our system to include more beneficial elements of an LXP!
At Knowledge Anywhere, we’re always looking towards the latest training trends. That’s why we often consult eLearning experts about where they believe the industry to be heading. In a recent talk with Josh Bersin, we asked “what technology do you think will have the most significant impact on corporate training and performance support in this decade?” His response was an unexpected one, saying
“Tools that facilitate what I call “learning in the flow of work.” These include VR and AR tools that show new procedures and interventions, chat and text based learning solutions, and micro-learning and modular designed programs that let people learn continually without having to leave their existing digital environments.”
So what exactly is learning in the flow of work, and what does it mean for online training? You’ve come to the right place to find out!
Definition & Importance
In essence, learning in the flow of work means learners are able to extract information they need, when they need it, without having to interrupt their process. Ideally, this would mean learners could be on the job, learn a skill they need, use that skill quickly, and then move on to their work as before. This involves microlearning, which allows learning in multiple, short forms, improving memory and employee engagement. Instead of formally training workers for hours in a lecture hall, learning in the flow of work uses design and strategy to meet learners where they are in a digital platform.
By feeding employees information naturally throughout the workday when they need it or have time, this process has the potential to increase efficiency, and cut down on time, while shrinking the skills gap.
Now that we know what it means, let’s delve into how organizations can practically utilize learning in the flow of work within Learning Management Systems (LMS).
Recommended Resources Based Your Past Behaviors
Netflix is the most obvious example of this tip, but lately, sites such as YouTube, Amazon, Spotify, and many others have caught on. By providing choices based on relevant behavior, companies can add value to their customers by effectively anticipating their needs. So how does this work in the world of eLearning? Say you’re in an LMS and have taken three safety training courses, along with a compliance course a few years ago. Based on just this information, the system could be able to provide “Recommended Courses,” which could include a certification or badge based on safety training and an ethics course reminder, to re-up the old one. This would allow a learner to continue learning, without having had to navigate or search for courses that could potentially apply to them.
Chatboxes, Feedback, and Contacts
Let’s say I am doing research on a company as a part of a larger project. Instead of filtering thorough multiple website pages, chatbots and messaging boards provide a quick way for me to talk with someone about specific questions, instead of doing all of the work alone. Allow for many different, clear ways for people to make contact with your organization. Not only will this help them in their journey, it will allow you to show off your customer service skills and provide real feedback as to what people want.
Make Content Easily Accessible
This may seem like a no-brainer, but if learners cannot find helpful resources, they can’t use them easily and quickly. Make sure blogs and articles are tagged and try to have a clear layout, filters, or search functionality bar that will help people get to where they want to go.
Knowledge Anywhere has created a tool designed to promote learning in the flow of work. With Knowledge Mark, users can now put any external site info into their transcripts - simply drag and drop into your bookmarks, find the external site you wish to upload, and click the Knowledge Mark bookmark! It will automatically download in the user’s LMS. This allows learners to track content accessed outside of the LMS, and integrate it seamlessly, without having to navigate off the page or switch browsers.
While learning in the flow of work is not yet incorporated into every company, it is an up-and-coming tool gaining traction. Understanding and incorporating the basics of this concept will only help your organization train, teach, and learn better!
What Are Potential QuickQuiz Use Cases?
What is QuickQuiz? As a fast recap, QuickQuiz is an eLearning tool that is accessible on Slack. It allows anyone to create, manage, and deploy quizzes quickly and easily. Now that we’ve summarized the tool, how can you actually, practically use it? Below are just a few real-world examples of how QuickQuiz can fit into your training toolkit.
Test to see if your team was listening after meetings
After a meeting, send a Slack quiz to the group, asking for basic recaps of what happened. Not only does this clearly define the key takeaways; it pushes the information back up to top of mind. It’s a less painless equivalent to studying flashcards; the more you see information, the more you retain it! After meetings end, it’s easy to go your separate ways and get sucked into other work. Push your agenda up to top of mind with this simple tip.
While you can use this tactic anytime, it’s especially useful while people work remotely! Although people may be signed into a virtual meeting, it’s difficult to tell engagement level if there is no face to face communication. With this trick, you can know who was paying attention and how successful the meeting was!
Remind people with a pop quiz
Employ microlearning with a pop quiz in Slack! Every once in a while, check to make sure everyone’s on the same page. New product roll-out? Ensure the sales and marketing departments understand the messaging. For technology and customer support teams, this could be a great way to re-enforce company policies and procedures. It can even be used company-wide to make sure employees know about new directions, benefits, or trends.
Onboard new employees easily
During the hiring process, some large corporations have hundreds or even thousands of applicants. This can cost HR reps time and resources to sort through. In the first few stages of interviews, companies can use QuickQuiz to evaluate serious candidates, with questions about how they would approach situations, company histories and policies, or use it to automate boring but necessary legal questions, such as citizenship, work permits, necessary certifications, or mandatory language requirements.
This tool can also be used during onboarding, when new hires need to learn and retain new information quickly. Save company money by leveraging eLearning tools and get them up to speed as fast as possible!
As the world changes rapidly, the importance of acquiring and retaining high-quality talent stays constant. Whether you are exploring remote work possibilities, expanding the business, reeling in new employees or simply trying to stay ahead of the competition, comprehensive training is on the agenda.
Let’s explore several reasons why HR needs comprehensive training solutions today.
1. Employee Satisfaction and Retention
Keeping employees happy is high on the list of every HR department. A satisfied employee doesn’t make plans for leaving the company, keeping turnover rates low. Happy workers are more productive and loyal. They help increase revenue and improve the work environment.
One of the highly important factors that contribute to employee satisfaction and retention is proper training. Many workers complain that employers demand the output they can’t provide due to a lack of information and training. More often than not, this happens due to a substantial workflow and a lack of time.
Effective online training solutions allow the workers to train when and where they need, without being dependent on a manager. Such an approach can improve employee satisfaction and reduce turnover rates.
2. Efficient Onboarding and Orientation
In many industries, onboarding is a complex, costly, and time-consuming process. The time a new employee spends on training and orientation can mean lost money for the employer, not to mention potential travel fees for in-person, traditional training. During the training process, company is essentially paying salary to employees who aren’t contributing to the work process. Meanwhile, designated orientation supervisors can’t execute their responsibilities in full force since they are busy bringing new employees on board.
Online training solutions can substantially improve the onboarding process by giving new employees an opportunity to train as they go. By creating an interactive online training program, it’s possible to reduce the orientation time and take the pressure off the supervisors.
According to BambooHR’s report, more than 16% of employees quit during the first week. Many of them list “not enough training” as the reason. A well-designed online training program can improve new employee satisfaction rates and take some stress out of the onboarding process.
3. Remote Education
Today, more and more companies are opting to have their employees work from home. A year ago, Upwork predicted that by 2028, 73% of all teams would have remote workers. With COVID-19 ravaging the planet, the number of remote workers is growing much faster than expected, and it pays to be prepared with a remote learning plan. HR departments that implement them before emergencies hit look like training heros!
Remote workers need education and training just as much as on-site employees do and online corporate training is an integral part of their development. By taking advantage of comprehensive learning solutions, an HR department can increase work efficiency tremendously while providing a flexible schedule for both the worker and the organization.
4. Quick Compliance
In many industries, new work process requirements and codes appear on a regular basis. Keeping up and staying compliant could be an issue for HR departments. Ensuring that all employees are following the new rules is often time-consuming. Delays could lead to fines and other unfortunate consequences.
By taking advantage of just-in-time comprehensive training solutions, companies can make sure all employees get appropriate compliance training quickly.
5. Improved Output
The main goal of any training is to improve employees’ output. Employees don’t just get a new sense of purpose while acquiring new skills, they are eager to apply them. Proper training boosts the workers’ confidence and provides extra stimulation. Comprehensive training solutions also reduce duplication of the effort in the workplace, thus cutting costs. The time employees spend correcting mistakes due to improper training can be channeled into boosting the revenue.
6. Cheaper and Easier Staffing
From the HR department’s point of view, developing internal talent is the easiest way to fill the company’s roles. It’s usually cheaper to source skills internally. and the costs of recruiting junior positions are always lower than for senior positions, which is why moving employees from junior to senior positions within the company can cut costs.To achieve a smooth transition between the company ranks, proper comprehensive training is required. Generally, homegrown senior specialists perform better than external hires, mostly because of the increased loyalty to the company.
Even though it’s easier to bring an existing employee up to speed rather than train a new one “from scratch”, without proper training techniques, the effort may be futile. Online training solutions can help HR move employees up career ladders while saving money for the company.
7. A Powerful Attraction
Top-notch learning opportunities at the workplace is something that new talents consider when choosing a workplace. By developing comprehensive training solutions online, an HR department makes the company an attractive place to work in, thus simplifying the search for new talent. According to LinkedIn, 59% of employees join a company for better career paths or more opportunities. Working on training solutions allows the company to attract new talents by appealing to their desire to develop.
With substantial resources available to help employees develop new skills, the company turns into a powerful talent attraction force.
Take Full Advantage of Online Training Solutions
If you believe that comprehensive online training solutions can help your HR thrive, you can take advantage of Knowledge Anywhere services. We work hard to bring you a variety of e-learning solutions, such as the Learning Management System, Virtual Reality Training solutions, and Course Creation services. To take full advantage of our offers, please contact us at any convenient time.
As we move into a new decade of the 21st century, some are apprehensive about the role of technology in the workplace. Rather than be doubtful of our new future, however, organizations should welcome the potential for progress and view the oncoming years as a chance for more learning and growth.
Companies will continue to incorporate more and more technology into the workplace, all of it designed to help the workforce do their jobs better while improving efficiency. This presents a tremendous opportunity for employees and leadership alike to alter the way they look at learning in the workplace. By integrating elements of our future technological world into an organization’s training systems, you give your team the chance to increase their skill set and adapt in a way that sets them up for future success.
How technology might change the workplace
There isn’t an industry or sector that won’t be touched by technological improvements in the future. Just a few technologies and concepts that will impact the workplace include:
- Artificial intelligence (AI) and machine learning
- Continuing advancements in mobile devices
- Cloud computing
- Big data and how it is managed
These systems may seem intimidating as if they exist to replace the workforce. But all these technological developments mean is that organizations must pivot to ensure employees get the opportunity to learn more about them. When they do, they’ll understand that technology isn’t a restricting force. It’s a tool to help make our lives - and jobs - easier.
But how can you, as an organization looking to share information with your team - enable your workforce to incorporate this new reality into their skill set and knowledge base?
How you can help your employees adapt to the new technological reality
There are a number of ways you can use the way you train your employees to help them stay up to date on technological developments and use these to their advantage. You can also use training and education to help them develop new skills and branch out in new roles. Below are a few ways in which you can freshen your team’s training materials and practices to help with this:
Focus on microlearning
As the workforce becomes more digital and more information is made available to us, there will be a lot of new data for your team to process. The workplace will evolve faster than you can seemingly keep up with. That’s why training needs to evolve right along with it. By focusing on implementing microlearning - or offering education in small, manageable chunks - you don’t overwhelm your team. You can also maintain learning as an ongoing process by implementing just-in-time training, which will provide employees with skills as they encounter obstacles within the workplace. By not overloading them with too much information at once, you also increase retention of the information.
Encourage your team to tackle new skills technology can’t replace
Your team members may have specialized skills, but in all likelihood, you hired them because you appreciated the employee from a holistic perspective. You understand the advantages of working with smart, capable, well-rounded, and hard-working people.
Those same qualities that led you to hire your team members should lead you to train them with skills technology can’t replace. Skills such as leadership, conflict resolution, and client and customer management require a human touch, which is unlikely to ever change.
This gives your employees the opportunity to expand their soft skill set and widen their career prospects in ways that technology has yet to replicate. You’re not just making them better suited for your workplace; you’re setting them up for any potential future jobs or future careers they may have. Your team will appreciate that and will value their new skills, becoming more effective members of your enterprise. When given the opportunity, don’t just act like a boss. Act as a steward of your organization’s mission, a mentor, and a coach. You can do this by adapting your training to make your team members better all-around employees.
Foster a culture of curiousness
Your workplace will change over the course of the next decade. It’s inevitable. That’s why it’s important to foster a culture of curiousness within your workforce. They may ask about changes in the systems or devices you’re using, even beyond their own responsibilities. Incorporate knowledge of these new systems into your company training. When you show that you’re responsive to your employee’s questions, you strengthen employee engagement in your overall organization.
As new technological advancements develop, your employees may want to know more. Encourage them in this and constantly review your training to account for these developments.
Encourage your employees to ask questions. Consistently review your company training and course development to include the answers to their questions. A curious workforce will be better equipped to adapt to technological advancements. To assist them in their quest for knowledge, develop online courses that give your team information on the advancements and how they can use those advancements to perform better in their day-to-day roles.
Maintain an adaptable Learning Management System
By maintaining online training and a Learning Management System (LMS) you can easily update and adapt your training in a virtual classroom. Interested in hearing more about how you can build an adaptable, customized LMS meant for your organization’s specific needs? Contact Knowledge Anywhere for more information. As new technology becomes available, we can give your team the training tools to ensure your entire organization doesn’t just survive, but thrives!
Alongside Scormify and QuickQuiz, Knowledge Anywhere is releasing the beta version of our newest product, Conveyor! Conveyor is a Learning Content Distribution System (LCDS), which will allow organizations to manage training content from a single, central location and easily share access to courses with third-party systems.
Right now, we’re rolling out our beta program before our full launch sometime later this year! Become an insider and be amongst the first to try Conveyor for free!
What Are Potential Conveyor Use Cases?
You know the description of Conveyor - but how can you actually, practically use it? Below are just a few real-world examples of how Conveyor can fit into your training toolkit.
A training manager wants to show off their newest course creation
In this scenario, a training manager may want to share their training material with others, whether that’s a potential client, a new business partner, or as a portfolio during an interview, as proof of work. Whatever the case, Conveyor allows them to share content without giving up their data to a third party. Because the sender can choose who accesses the course, they have complete control.
Conveyor also allows senders to keep their content up-to-date, even after it’s sent. Instead of tracking which version went out to who when, senders can be confident that only the latest versions of their work are released.
An organization that uses multiple Learning Management Systems
There are many reasons some corporations have multiple LMSs they use to train employees. Whether it’s because of the size of the corporation or how they choose to train separate departments differently, multiple LMSs can quickly become complicated. Conveyor is an easy way to consolidate all the information in centralized place. This can make a manager’s job a lot easier, as they can manage user training with less stress and track analytics from sent courses.
A distrustful HR rep that wants content in multiple places
Don’t want to consolidate and put all training material in one place? Scatter your content with Conveyor, so you never have too many eggs in one basket. If you don’t trust your Learning Management System to host your content, this is a great option.
If you don’t have an LMS with Knowledge Anywhere? Don’t worry, Conveyor works as with all LMSs, not just ours.
An international businessperson sending courses abroad
Through the power of the Internet, we are in an increasingly globalized world. Most businesses have at least an element of internationalism in them, and being able to send content around the world is important for any training system. Luckily, Conveyor has the ability to grant access to courses around the world in the following countries: Australia, Austria, Belgium, Canada, Denmark, Finland, France, Germany, Hong Kong, Ireland, Italy, Japan, Luxembourg, Netherlands, New Zealand, Norway, Portugal, Singapore, Spain, Sweden, Switzerland, United Kingdom, and the United States.
The world has never been more connected. Make sure you’re keeping up with the times, and making yourself accessible to people around the globe.
Knowledge Anywhere recently participated in INSPIRE’s week-long online event! For the nearly 300 participants who attended our webcast, it was great to talk with you! If you missed the session, don’t worry. We’ve got you covered with a recording, available here, as well as below.
To ensure maximum impact, HR professionals must adapt with the ever-changing world. Today, as training becomes more virtual, it’s imperative to stay relevant. Because of increased globalization, new technology, familiarity with old systems, and current events, online training is a necessity for any modern business. Knowledge Anywhere can help HR with more effective training. With over 22 years in the corporate training industry and over 3 million global learners, we can provide industry advice and best practices or create customized solutions to make training work for you.
Key Takeaways From Knowledge Anywhere’s Webcast:
Interactive Digital Tools
The best teacher is experience. Instead of talking at you, in this webinar, we went over ways to make online training more engaging, and taught participants how to use tools to their advantage. In this recording, you’ll see how we utilized the following to interact with live participants:
Traps To Avoid During Webinars
1. Forgetting the personal aspects - In person, we’d never forget to greet people at the start of a meeting. However, online it can sometimes be hard to forget. Make sure you’re still connecting on a personal level, creating relationships. Just because training is virtual doesn’t mean it shouldn’t be personable.
2. Zoom fatigue - Zoom fatigue is a real thing! Sitting in front of a camera can be distracting and exhausting. In in-person meetings, your colleagues don’t stare at your face from 18 inches away, nor can you see yourself constantly. To make the situation more manageable, here are a few ideas:
- Feel free to grab coffee or shift positions. You’d do it in a real meeting, so why not a virtual one?
- Do everything in your power to make meetings below 1 hour. If they go longer, suggest a quick minute break, so people have the opportunity to stretch, go to the bathroom, look at their phone, or grab a snack.
- Video can be an amazing tool, but be wary of overusing it. If it’s a one on one, mix it up with a phone call instead, so employees don’t feel as if they have to constantly “preform” in front of a camera.
3. Poor content - Content is king. Making sure yours is up-to-date, accurate, and engaging will only help your online training goals.
4. Failed technology - Sometimes, technology fails us. When creating training or a webinar, stick to tools you know and trust. If you’re looking for new technology, make sure you’re asking the right types of questions during a demo, and checking on it’s reliability and security before migrating to a new system.
5. Lack of engagement - Being lectured at via a computer can turn boring incredibly quickly. Instead of talking at learners, keep them involved by leveraging engaging tools and forcing them to pay attention.
Webinar Best Practices
While each webinar is different, there are some overarching tricks that can make any virtual presentation run more smoothly. In our full recording, you can learn how to use these following tips, and why they will make your operation a success.
- Don’t use a tool you have never used
- Know your audience’s technical level
- Provide instructions beforehand
- Leverage the tools’ features
- Always have a practice session
- Include a facilitator
Types of Learners and Blended Learning
People learn differently. Make sure your training covers different varieties, channels, and avenues to learn. Below are some types of learners, as well as examples of how to tailor your approach to accommodate all of them.
- Visual learners - ex: badges, certifications, gamification, PowerPoint, videos, infographics
- Auditory learners - ex: recordings, calls with trainers or mentors, podcasts, lectures, videos
- Reading/writing learners - ex: PowerPoints, eBooks, articles/blogs, assessments, online forums
We’ve added a lot of new and exciting features to our Learning Management System recently! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.
Located under Admin LMS - Site - Personalization - Images.
Forced Password Change For Individual Users
Located under Admin LMS - Users - Account Settings.
The Covid-19 panic is lifting and people around the world are beginning to cautiously exit quarantine. But after the initial socialization and eating at restaurants subsides, it’s time to prepare for the return of businesses and figure out how to move on.
Now, returning from social distancing may mean businesses are back to physical work. However, this does not mean business as usual. As consumer behavior adapts to the new economy, businesses must also evolve with them. Find your first, go-to steps for life after quarantine with this handy back-to-work business guide!
Gather the Troops
Let’s start with basics - Communication 101. It may have been a while since all employees were in the same place. Your first stop to ensuring success is making sure internal business workings are running smoothly. Check in with employees to make sure they are supported during this time of transition, and communicate the company’s needs, so everyone is on the same page.
Support Small Businesses
While a small percentage of the current population has lived through the Great Depression, the majority of us have never been faced with such a sizemic economic shift. Some small businesses did survive this fallout, but they are at a disadvantage when compared to large corporations. Make sure you support them! Not only do small businesses help your community and the economy, but they are eternally grateful and usually are able to give you personalized and caring customer service in a way that’s difficult for big business to achieve.
As we head into hard economic times, make sure your organization prioritizes ROI, and do everything in your power to become recession-resistant. This means auditing your spending, and seeing what you can afford to not have. In some cases, this requires some creativity. For example, how much are you paying for traditional instructor led courses or travel expenses for training purposes? Go digital to remove those barriers and simplify your spending.
Increase Marketing Efforts
While it’s great to cut some non-essential costs, make sure you increase your marketing and sales efforts, as that’s what will allow your business to gain new customers. If people have never heard of you, they cannot buy from you. So while “cutting costs” is great, make sure you’re not absentmindedly budgeting things that help your business succeed.
Health and Safety Training
Many industries don’t feel that safety training is for them. However, it’s become clear that every organization needs to be vigilant about their health, as society itself is so dependent on it. Play it safe by inviting health training into your regular work hours, regardless of what industry you’re in. Not only will it show stakeholders, employees, and the public that you’re serious about the well-being of the world, it will also help prevent more future outbreaks and hopefully will keep your business running for longer.
If you have healthy employees, you’ll also being paying less in sick leave and have boosted productivity from those who are at work. Studies also show that workers are more loyal to companies that take care of them with respect. Increase public health, employee retention, and lower turnover in one fell swoop!
Make the Move
In elementary school, children learn how to act in case of a fire and plan fire safety drills. Similarly, businesses must create remote working plans for their workers, in case something comes up. Because of the uncertainty during Covid-19’s reign, it’s understandable that organizations were hesitant to implement new systems during the height of the crisis. This would be the equivalent of buying a fire extinguisher during the fire; one should already be set up and in place before an emergency hits. Make the move to a comprehensive learning solution, such as a Learning Management System (LMS) or Course Creation services.
It’s imperative you to do your homework before choosing a system, and make sure you choose one that’s right for you. Ask key questions during demos and prioritize systems that are known for great customer service, no matter what is happening in the world.
Spring is here, but that doesn’t mean you have to keep all your eggs in one basket.
A Learning Management System (LMS) allows for a simple and centralized way to access all of your courses in one place, but that isn’t the only way to train. With so many all-in-one training tools being marketed, we wanted to flip the script, so we teamed up with course content specialists Knowbly to show the merit in keeping your course content in other locations, outside of your LMS.
3 Pros of Keeping Content Separate From Your LMS
1. Instructional Design Management
Many companies use Instructional Designers to create and update their content and validate content changes. Providing access to an authoring tool rather than a full LMS suite ensures access without worrying that an invalidated change is pushed to your active learner base. By keeping your content separate, you can be certain that content in your LMS is exactly what you want learners to see. Conversely, if you have content that rarely requires updating or layers of review prior to activating, it makes sense to keep your content with a platform that enables you to create and deliver in one location.
2. Control over the content
When using a centralized training system, the platform where you hold your content has a lot of power. Sometimes, this can be a great thing, since LMS companies can have years of expertise, customized customer support, or secure sites. However, sometimes keeping all training content in one place can be dangerous. How much do you trust your current provider? If they’ve experienced large data breaches, technological problems, or are slow to respond to your inquiries, it can be scary to place your business and trust in their hands. If you think your corporation is better equipt, hosting training content separately from an LMS could be the right call.
3. Choice in delivery functionality
Keeping your delivery separate from your content means you can enhance your content with different functionalities, which are available within different delivery tools. This way, you can shop for the best delivery products, fully knowing what their capabilities are without being dependent on your tech provider’s current system, which may not fit your needs.
Keeping your content separate from your LMS means you are able to quickly and easily update a single source and push to your preferred delivery tool. You can also use that content again quickly and easily and deliver to another tool as needed.
There is no one-size-fits-all strategy when it comes to business investing. More often than not, your investment choices will vary in multiple factors, such as the niche you are working in, your investment goals, and your financial resources.
This is why it is particularly challenging for most businesses to find the appropriate investments that would yield higher revenues and fewer risks. Data from the Office of National Statistics (ONS) revealed that the business investment market fell by 0.5% in volume in the final quarter of 2019.
While investment risk and losses are inevitable, there are a few ways your company can help mitigate negative returns. Perhaps the most important means of improving the balance between risk and performance is through the diversification of your financial resources across multiple investment opportunities.
By diversifying your portfolio, your business will not only be able to reduce the consequences of a wrong forecast but also increase your investment success odds. Moreover, diversification also allows you to ensure maximum utilization of the existing capabilities and resources as well as provide a room to grow for your business.
Outlined in this article are five investment opportunities your company can take to ensure stability and minimize the risk of an adverse event taking out your entire portfolio. Whether you are interested in investing in an eLearning platform or your IT infrastructure, these investment ideas will help you smooth out the returns while achieving growth and reducing the overall risk on your portfolio.
Efficiency and advancement are becoming extremely important to businesses today, and many organizations are turning to online learning platforms to save energy, money, and time. Trends show that the advent of artificial intelligence and cloud computing will power the 8% Compound Annual Growth Rate (CAGR) of the e-learning market between 2020 and 2026.
One of the integral parts of the eLearning design and development process is a Learning Management System (LMS). In general, an LMS works in helping you administer, document, report, monitor, automate, and deliver training courses and development programs to your employees.
Investing on an LMS website is a low-cost high-reward venture that will enable your organization to view training reports and data to monitor the growth and development of your employees. It will also help you better understand the relationship between their performance and training and intervene if extra is required for the employee to grow.
Besides employee growth, you could also use eLearning tools to store all of your training modules and learning information in one streamlined location. While selecting the most appropriate LMS takes a great deal of time, you must read Learning Management System comparison articles to assess or re-adjust your strategies.
Actively investing in your Information Technology (IT) environment will naturally contribute to higher revenue and profits that could lead to it becoming among FinancesOnline popular list of 20 biggest remote work companies. Occasionally, top review site FinancesOnline publishes companies using essential remote work tools to speed up their processes.
2. IT Systems and Personnel
What is more, investment in IT systems lets your employees work remotely and collaborate with their colleagues, which is vital to achieving streamlined processes and more efficient projects. By unifying communications within your IT environment, your business becomes more agile, increases productivity, and expands your storage capacity as it grows.
Other than spending financial resources on your IT systems, investing in your IT personnel can also do wonders and enable you to create a more engaged workforce. An excellent way to start is to consider a list of online learning platforms that would improve their technical skills and abilities.
This enables you to achieve employee satisfaction and retention, which are common key performance indicators for business success. Furthermore, this also leads to your employees feeling a greater sense of autonomy, confidence, and value.
3. Marketing Training
The importance of investing in marketing is becoming more apparent, with organic social post strategies declining at lightning speed. In most cases, businesses that do not have a digital marketing strategy in place could find it challenging to stay in touch with seasonal trends.
Your business becomes more trustworthy and responsive by having a robust online presence, which is critical when it comes to reaching new audiences and acquiring your customers. A well-thought-out marketing plan will allow you to build and maintain a strong brand presence, which is critical to gaining a competitive market edge.
Besides the technical aspects of marketing, you can also allocate your financial resources to provide your employees with the ability to train at the best online learning platform to polish their digital marketing skills. Training your employees to become better digital marketers allows them to leverage relationships and maximize opportunities when connecting with your audience.
This is because marketing courses will bridge gaps and empower them to become data-driven and aware of the most innovative digital twists and turns. On top of everything else, the best online learning platform will guide your team in launching and optimizing marketing campaigns that generate a higher return on investments (ROI).
4. Learning SEO
Search engine optimization (SEO) is integral in the business world, yet it is also much misunderstood. As a business startup, you might find contradicting views of SEO confusing, which is why it is vital to learn optimization techniques from online learning systems.
By learning SEO, you can define the audiences you want to reach online and subsequently communicate to search engines where you want to meet these individuals. SEO also lets search engines know precisely your content, so it appears in front of the right people, giving you a better chance of selling to someone already interested.
An excellent SEO strategy would consist of seeking online customer reviews, securing backlinks from authoritative sites, posting informative articles, and maintaining a strong social media presence. Through a successful SEO strategy, you will be able to pull in thousands of prospects to your business and increment transformation rates by conveying the exact solutions for the issues they are confronting.
SEO can also help you accelerate your branding campaign and make you memorable by ranking your website high and pulling in a surge of web traffic. Best of all, it is cost-effective and proceeds a long way past the time you put into a campaign.
5. Invest in Yourself
Above all things, it is vital for your business that you find ways to improve yourself in subject matter expertise. Online classes on basic business operations and management can be invaluable to enhance your skills for managing different functions of your services if you do not have a formal business background.
A key advantage of taking online classes is that you can complete most of the training according to your schedules. Webinars, written content, recorded lessons, and other online training content of an eLearning platform makes it easy for anyone with an internet connection to access everything they need.
This makes it perfect for busy business owners who need the flexibility of learning at their schedule in a fast-moving, evolving subject matter, and environment. Acquiring the necessary concepts and understanding processes and developments empowers you to employ the right person for a job you might need to fill.
Online business coaching can be helpful, especially if you are unsure about developing a strategic plan. By investing your time with these online professionals, you will not only be able to create an effective business strategy but also gain guidance on executive leadership and better handle conflicts between employees.
There are many ways to find success as a business manager, but regardless of the path you take, it is vital always to keep learning. By making a lifelong commitment to growth and education, you will become more motivated, hungry, and stay relevant, which are all necessary for a cutthroat business environment.
Knowledge Anywhere is a dynamic learning management system that enables you to organize, handle, and assign all your online and in-person training in one place quickly and easily. It specializes in providing online courses to industries, particularly finance, technology, hospitality, manufacturing, and healthcare.
With a worldwide pandemic, organizations without online training in place are scrambling. And while a Learning Management System (LMS) is a great way to access all of your courses in one place, it requires some time and resources to get up and running. The world is going through rapid changes - with workers remote or long distance, it’s best to prioritize quality online training. We can help you get your instructor led material online, as well as any other content you have, so your audience can see it from anywhere.
In this blog, we’ll be teaching you how you can start getting your training online today, by showing you best practices so you can get the process going as quickly and painlessly as possible.
The Quickest Ways to Create Training Content Now
Create Your Own Courses
Even if you are not a professional trainer, anyone can put up a course online. And doing it yourself is surprisingly inexpensive! In fact, most companies already have sources of content available, which they can reformat to use inside of a course. Here are a few ideas:
- Upload PDFs, videos, and documents you’re already Using
- Record live lectures and classes
- Record all webinars and online classes
Once you create or find the content to upload, make sure your content is SCORM-compliant. In short, SCORM is an eLearning industry standard, but if you’d like to learn more, you can check out our article, “What Is SCORM and Why Is It Important?” There is an instantaneous, convenient way to convert your content into a SCORM-compliant eLearning material: Scormify. Scormify meets all SCORM standards so that your content will work in any LMS and is a great option for trainers that have a live audience and need new content now.
Off the Shelf Courses
If you need to train people quickly, you can access a library of pre-made courses, which have (almost) every training topic conceivable. These courses hit on major training topics almost any organization needs, such as compliance training, safety training, sales training, ethics training, and more!
Expert-Made Custom Courses
Sometimes, it’s best to trust the experts. For tailored approaches that take your company in mind, custom courses are a great option, that outsources training to the professionals that live and breathe it. They’ll know best practices, mistakes to avoid, and can get it done and out in a timely manner. Through our partnership with Knowbly, Knowledge Anywhere users can sign up here to get a FREE demo, a 21-day trial, and a discount on course authoring systems.
These are just a few ways to get your courses up and running as quickly as possible. Whether you do-it-yourself or consult an expert, this is a great time to get training started. If you have any eLearning inquiries, Knowledge Anywhere is here for you. What do you need? We can help point you in the right direction - schedule a free call with us today!
During global quarantine, it’s a tough time for the world. However, this can be an especially trying time for juniors and seniors in high school, as well as college students looking for work. It can be a scary time for younger generations - in their lifetime, they’ve seen a housing collapse, a global pandemic, multiple recessions, and are facing unprecedented amounts of nationwide student debt. Many worry about getting internships and apprenticeships during this time to build their resume and set themselves up for future career. With Covid-19, those plans have been put on pause, leaving students to question “what now?”
Luckily, there’s hope, with great online programs that teach students real skills and provides opportunities for job hires and career advancement. New Ford Tech’s Ford Automotive Career Exploration (ACE) is a partnership program between Ford Motor Company, Ford/Lincoln dealerships, and secondary and post-secondary educational institutions. The intent of the program is to raise awareness and increase interest in career opportunities within the automotive industry, ultimately as a trained service technician.
They’re able to do this through Knowledge Anywhere’s Learning Management System (LMS), which uses the same technology to teach certified professionals, as well as students signed up for the program. This is intended to shrink the growing skills gap and train a new generation in the automotive industry, using the same platform as bonafide professionals. In the last year, the program grew 80%, with over 140,000 total course completions as of May 2020.
Advantages to Students
- Gain Skills and Bulk Up ResumesGraduating with more than a school on your resume is powerful - it shows real world experience and know-how. This program gives students the means to get hands-on with subject matter not covered in traditional classrooms
- Get CompetitiveIt’s difficult to hire interns right now - companies are preparing for a recession, working virtually, and cutting costs. The fact that ACE is still up and running via a comprehensive online platforms means that these internships and apprenticeships just became that more valuable, and will set participants apart from the crowd when they complete the program or want to start job hunting in the future.
- Network, Network, NetworkIt’s not just about learned skillset. According to GreatBusinessSchools.org, networking is the most effective of all employment sources, with 46% of people getting their current position through networking. It’s never too early to start meeting people and making connections.
- Potentially Receive Future-Resistant EmploymentRight now, there’s a lot of uncertainty in the job market. Global viruses and automated technology has most people fearful for their job security. And while we can’t know what’s coming next or how it will impact everyone, there are a few jobs that have more security than others. Covid-19 showed us that trade school workers are the backbone of society, and are considered essential. Job security holds real power, and can be a proven investment.
Knowledge Anywhere is excited to spotlight the success and benefit of our partners at New Ford Tech. To learn more about the program, visit https://www.newfordtech.com/ and you can also follow them on Instagram, Twitter, and Facebook at @newfordtech.
Check out if your school or local dealership qualify you for these career opportunities, as details and offers may vary by location.
Knowledge Anywhere doesn’t just provide courses and platforms - we like to be involved with multiple levels of eLearning! One great microlearning tool we’ve created is our Slack app, QuickQuiz. With QuickQuiz, you can easily create and distribute quizzes to members of your team via Slack.
Lately, we’ve been making some major improvements! Check out our latest changes below.
Mobile Input Improvements
We’ve changed our coding to ensure that you can easily use quizzes the same way on a phone as on a computer.
Channel/User Assignments Revamp
A more explanatory walk-through for quiz admins.
Better connections, leading to less dropped quizzes and potential duplicates.
- /quiz stop, for learners who’d like to start a different quiz
- Adding number of quizzes to results and channel assignments
- interactive text, such as /quiz start “Quiz Name”
Stay tuned to see what we do next!
Recently, Knowledge Anywhere hosted a sold-out, joint webinar alongside InSync Training, with Charlie Gillette and Jennifer Hoffman. In case you didn’t get a chance to be there, don’t worry! We’ve created a post-webinar blog, so you can learn about how to leverage blended online training through virtual learning and eLearning. Keep reading for session highlights and resources to begin effectively blending virtual classroom events and eLearning components for seamless blends.
To see the full recording of the webinar for free, you can visit this website!
Transitioning from the traditional face-to-face classroom training model to a more dynamic, personalized digital model can seem overwhelming. To help clarify where to start with a training transition, Charlie and Jennifer focused on answering common questions like:
- How do I design blended learning programs?
- In what ways can I leverage digital learning?
- Which digital learning pitfalls should I avoid?
- What does good blended learning look like?
3 Session Highlights
1. “Bad training can make you stupid.”
Have you ever had the misfortune of discovering after a class that you really did not understand the material? Jennifer points to that feeling as a consequence of ineffective learning design and claims it’s more dangerous than not having learned the information at all. In the workplace, employees should not invest time in a training event or blended program that provides false confidence. Rather, it should equip them with necessary skills and access to on-demand resources and job aids they can utilize on the job when faced with informal moments of need.
2. “Blended learning allows us to apply information to real work.”
If you come to a six-session virtual learning program, the facilitator can give learners something to do between sessions related to your real work. For example, in InSync’s Virtual Classroom Design Mastery Series, learners design exercises for their internal training programs between live online learning sessions. This real work element truly gives people the chance to do something instead of just listening passively. It moves the training beyond, “Oh! We might have some examples for you later” to “Go practice this skill, come back and share how it went, and we can provide feedback and direction.” This ability sets blended digital learning apart from other training options (in the best way!).
3. “One of the most common pitfalls to avoid when creating a blend is duplicating content.”
We’ve all been there – we receive an email detailing the pre-work required before attending a virtual session. You read the article, or watch the video, or complete the eLearning module. But when the live session starts, the facilitator spends the first thirty minutes re-explaining the information you learned in the pre-work! Why does this happen? This phenomenon boils down to an uncertainty that learners won’t do the self-directed portions of a digital blend. When curating and designing a blend, make sure to use language about the components that defines the importance of each element and make the content easily accessible.
1. Watch the recording of Get Your Digital Learning Act Together.
Benefit: The recording offers the next-best experience to having attended live. Listening to expert advice directly from the source provides not only information, but also context and a real-world example of how digital learning components can contribute to an engaging experience.
2. Read the blog posts highlighted during the webinar. Posts include:
- Defining the Modern Learner Experience
- Comparison Guide: Find the Right Type of Course
- How to Select the Right LMS Provider for Your Organization
- LMS Pricing Guide: Which Model Works Best For Your Organization
Benefit: Creating great blends involves a thorough process, which a single one-hour session cannot completely define. Reading these posts allows you to more fully understand some of the conceptual material at a higher level.
3. Download related complimentary toolkit.
Benefit: Because all learning exists in a blend, Jennifer and Charlie created a robust toolkit that builds on the information included in the session. Inclusive of content like eBooks, tools, and more, the bundle helps you apply concepts from the session to your work.
A big thank you to InSync Training for their work with the webinar and for putting together the post-webinar resources! We look forward to more collaborations in the future.
Knowledge Anywhere LMS Pricing FAQs
What is an active user?
An active user is any user that has registered or logged into the LMS in the past month
What if I want to change my tier plan?
You can change your tier whenever you’d like. If you consistently change tiers too often, a fee may apply.
What if I need more Administrators?
Each pricing tier comes with a certain amount of Administrators - if you’d like more, you can switch tiers or speak with your training implementation specialist.
What does a Branded Interface look like?
A Branded Interface allows your organization to upload its logo to the LMS, as well as optional further customization, such as modifying text blocks, adding alternate images, adding a background video for the login screen, and more. To understand these customizations, a Knowledge Anywhere specialist will train you on how to make these changes. From there, it’s up to you what you choose to do with it!
Will you help us get started?
Yes - we want to make sure that you feel good about using our LMS from the get-go. That’s why we include a few personalized, one-on-one complimentary hours of training for your system administrators with the purchase of our LMS. You’ll also get access to our video tutorials and Knowledge Base that has answers to your most common questions.
Is there a set-up fee?
Yes. The one-time set-up fee for the Express and Professional tiers of our LMS typically runs between $2,000 - $3,000, dependent on the complexity of your set up. Each is done by a case by case basis.
Do you have nonprofit pricing?
Add-Ons to Take Your LMS to the Next Level
Want to get your LMS off the ground running as fast as possible? Choose from a library of pre-made courses on popular training topics for every division of your company. Pricing is based on volume of courses.
Your LMS is not an island. Make sure it doesn’t become one by connecting with your favorite business tools like Salesforce, ADP, Zapier, and Zendesk (just to name a few). Want to integrate with something unique? No problem, just ask us. Pricing is based on type of integration.
Professional Services Packages
Need help transitioning your existing LMS to ours? Want extended training on how to optimize the use of your new LMS? Need help pulling reports? With our Professional Services Package you can tap into the knowledge of our eLearning experts to get the most out of your new training platform. Contact us to create a custom plan that works best for you. Pricing based on type of services desired.
Make your LMS your own with the ability to fully customize the User Interface so that it mirrors your brand. Or, start from ground zero and build a training program that is totally unique to you. Pricing is based on the type of customization and program design desired. *Express excluded.
As Covid-19 continues, more and more organizations are being forced into difficult circumstances. Some face unemployment, while others go virtual. The question circulating within the eLearning industry persists; what will Covid-19 do to corporate online training? While no one can know for certain, we’ve compiled opinions from some of the experts in the field, as well as reasons why we think that this will spur more companies to step up their online training in the long-term.
As certain industries struggle under work-from-home orders, we predict this pandemic may momentarily hurt the eLearning sphere, but ultimately, it will spur industry growth as organizations begin to realize the value of online training platforms, as well as the risks of not having a virtual learning plan in place.
This hypothesis is backed by industry leader Craig Weiss. Craig, who is the founder of the Craig Weiss group, as well as FindAnLMS, foresees a negative short-term effect on the eLearning industry, as “budgets will be tightened in the Learning & Development, Training, and HR departments,” as the economy prepares for a recession. This may make “landing new clients quite slow for some [eLearning] vendors,” as the world struggles to readjust with the new predicament.
However, Craig also predicts a positive shift in the industry moving forward, especially for companies who had the foresight to buy online training before a crisis. In his words, “more webinars and virtual training sessions will occur, and the usage of the systems should be higher. If the client has quality content contained within their system. Customer training should be solid, and if it happens to be software training, it is likely to be strong.”
Ways eLearning Remains Imperative During Covid-19
Tracking Progress and Efficiency is More Important Than Ever
Teaching employees and partners how to work remotely without losing efficiency is no small task. According to a recent Forbes article, “measures and outcomes such as deadlines and production schedules, work quality, and customer satisfaction will need to be tracked and evaluated” during this time. While tracking progress should always have been present in an organization, these recent events have made it a necessity. Making sure workers remain engaged and efficient during these times will keep businesses afloat, even from the couches of worker’s homes.
Travel is Restricted
Traditional in-person training and instructor led courses has been combating modernized eLearning for years. However, this recent pandemic has exposed the organizations caught flat-footed. With travel bans in place without a concrete end date in sight, it may be hard to bring in outside instructors or move employees to a physical training location. That means companies will need to tap into virtual arrangements, which can help cut costs associated with sending employees to a training site. It can also allow them to avoid spending money to bring an instructor to their facility. This will surely force training to go online, to accommodate our shifting society.
Engaging Content Is Imperative
If done correctly, online training platforms can have ability to use interactive content. Let’s face it - remote working employees have so many distractions that they may not have in a formal office. To combat those distractions, keep your online training both instructive and engaging, with visuals, certificates, badges, quizzes, videos, assessments, and more.
Flexibility is King
During this time, schools are out and the kids are home. Whether you’re a working parent or you live with others, working remotely has changed how corporate employees work daily. This situation lends itself to a need for flexibility, which eLearning can help with. Instead of separate spaces for work in home, the lines between work and home become blurred and a strict 9 to 5 no longer makes sense. With online training, employees can pick up where they left off and make deadlines while choosing hours that make sense for their ever-changing, individual lives.
Adapting to Survive
Schools aren’t the only ones that are going online - as organizations try to stay afloat, digital learning is becoming a new standard within business. There is much uncertainty about the state of our economy, but one thing’s for sure - this has caused a huge shift in the way organizations work. Founder of Knowledge Anywhere Charlie Gillette states, “I believe eLearning will become the new normal, where folks will look first to virtual options for training, even after [Covid-19] passes.”
The Future of Training
As a Harvard Business Review article states, “Covid-19 is not a one-off challenge.” While we can’t predict the next big thing, events like these highlight the importance of remote learning and online training.
Even before the coronavirus response, companies were increasingly favoring remote and telecommute options. It’s the reality of the moment: online platforms are what works best for most employees and their current remote-friendly setup. This global pandemic encourages companies to get creative and problem solve how they handle training and online work. Thankfully, an eLearning system enables them to do both. Contact us today to talk about how our training can work for you!
It’s been a wild few weeks for many industries, with the onset of COVID-19 and its impact on the workplace. Companies have been forced to pivot to a remote work-friendly environment while looking for creative ways to encourage productivity and learning for employees in disparate locations. They’re also dealing with a likely recession, making cost-efficiency more important than ever.
While eLearning is an effective model for online training regardless of the circumstances, it’s particularly well-suited to a tough economic environment. To better understand how eLearning will help, we can look at situations where eLearning can help companies that are succeeding, as well as how it can help companies that are struggling.
Why eLearning is ideal if you need to train workers quickly
As we head towards an economic downturn, not every industry is having problems. There are some, in fact, that are thriving due to increased demand for their products or services.
For an example, you don’t have to look further than your local grocery store. With the forced quarantines and lockdowns - not to mention closing of local restaurants and bars - grocery stores have never been busier. In the coming weeks and months, that may mean they’ll need to add staff in the front or back of the store. Meanwhile, they may need to hire (and therefore train) more employees due to higher demand.
The same could be said for product delivery facilitators like Amazon, who will also see an uptick in the need for their services. In fact, Amazon is set to hire at least 100,000 new employees in response to this crisis. This is the time that eLearning becomes imperative for these types of businesses. It can give them a versatile platform to train a high volume of workers on the various practices and procedures they’ll need to be onboarded quickly and modernly.
In times such as these, employers who need training have two options:
- Option one: Change nothing about your organization’s training
- Option two: Adapt and optimize training for a remote world
Although training solutions may have an initial cost, the option to do nothing is not really an option, for any business that wants to stay afloat and productive during these tough times. No matter what industry you find yourself in, eLearning less of an option than a necessity now. Tap into eLearning to help make your company’s online training recession-resistant.
Why eLearning helps if your industry is struggling at the moment
Unfortunately, many businesses and companies are hurting economically right now. It’s a direct side effect of the quarantine and social distancing efforts in place across the nation. One sector that’s likely to experience issues is the travel and hospitality industry. Since everyone’s essentially sheltering in place, recreational travel is basically non-existent. Hotels are, for the moment, being left largely unoccupied. While businesses in that space won’t necessarily need training services at this very moment, they will need a plan for when things return to normal.
This epidemic serves as a very clear wake-up call - if you don’t have a plan for how to work remotely or how to train from anywhere, you need one! Using a personizable eLearning platform is how you can prepare for that time frame. Having a versatile online training platform helps keep your company’s approach to training agile and ready to meet your employees where they are. That’s something you’ll already want to have in place once the crisis calms down.
While the ongoing response and recession are unprecedented, there’s hope on the horizon. There will be another side of this emergency, and companies will have the ability to come out of it stronger and more resilient. There’s no reason eLearning can be a major component of their enhanced resilience.
Interested in developing an eLearning platform that can keep your team educated while dealing with the realities of a recession? Look no further than Knowledge Anywhere. We can help you build a Learning Management System (LMS) built for your specific training needs. For more on how we can help, contact us today!
We’ve added a lot of new and exciting features to our Learning Management System recently! Since our releases are done in waves, if you are a Knowledge Anywhere customer and do not yet see these changes in your LMS, don’t worry! They are coming soon. Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.
- Admin ability to filter data by group and by site
- World map
- Added KPI’s, including learner count for instructor lead courses and popular courses
- Ability to reset/restore original dashboard
- Ability to add panels and rearrange
Setting Up Saved Reports - Update
Allows Admins to add course sets and groups, without blanking the rest of the form. This feature also permits Admins to edit a saved report without running it first. Located under Reports – Saved Reports.
Mark Users Complete
Super Admins now have the ability to set courses as complete, change the score, as well as the start and end dates. Located under Content – Mark Users Compete.
User Bulk Upload Improvement
Originally, the template was a flat file, but now it has the ability to show custom fields. Located under Users – Import Users.
SAML Settings Improvement
Bug fixes to help onboard customers that have Single Sign Ons (SSO). Locate under Site – SAML Settings.
Admin Control Over External Completions
Admins can enable or disable learners ability to upload External Completions via toggle Located under Admin LMS - Site – Personalization – Other.
Distinguish Learner vs. Admin Transcript Upload
Distinguish Learners versus Administrator transcript upload, so Admins can tell who uploaded the training content. Located under Admin LMS – Users – Manage Users – Transcript – External Completions.
Formatted Email Translations
Formatted email notifications are now available in the following translated languages, as long as your LMS already supports them: German, French, Spanish, Japanese, Chinese (Simplified), Chinese (Traditional). Located in Site - Notifications.
Enhanced Quiz Detail Design
Quiz details visible with enhanced design for easy navigation. Admins can now see which answers their learners are getting correct and incorrect! Located under Admin LMS - Reports - Quiz Details.
Customize Social Media Links
Admins can now designate social media button links to your own organization’s pages, down to the microsite level. Located in Admin – Site – Personalization – Options.
Customize Site Messaging
Customize site messaging, with a modified version of HTML and ability to insert links. Ability to personalize by site, microsite, and group, so you can choose who receives the message. Located in Admin - Site - Site messaging.
Added “Date Submitted” Field
Added a “Date Submitted” field, so Admins can sort by date. A client-requested feature, great for self-learning systems and keeping track of all documents! Located in Admin – Content – Documents.
Search Users By Administrative Roles
Admins can now search users by Administrative roles. Located in Admin LMS - Users - Manage Users.
Course Report, New Multi-Select Drop Down
As part of a client-requested feature, we’ve changed course status from single select drop down to multi-select options. Located in Admin LMS - Reports - Course Details.
Knowledge Mark (xAPI)
Users can now put any external site info into their transcripts with Knowledge Mark - simply drag and drop into your bookmarks, find the external site you wish to upload, and click the Knowledge Mark bookmark! It will automatically download in the user’s LMS. Located in the user drop down menu, top right hand side of the LMS screen.
Admins Can Approve User Comments
Found under Administrator LMS - Content - Comments. Also will show up as a pop-up toaster reminder in the top right hand corner of the screen upon first log-in.
Admins can now run or edit reports, without executing them, with the added option to tweak and save as a new report, instead of overriding your old one.
Admin Course Character Counter & Visibility Settings
New automatic character counter and option to add information on the course and/or a certificate. Located in Content - Courses.
Image Editor: Easily Darken or Lighten Images
Admins Can Now Directly Assign Courses To A User
Located under Users – Manage Users - Transcript – Directed Learning. From there, choose a course and assign!
Drag & Drop Group Sets
Ability to search group names in the Groups page
Admins can now search for groups in the Groups page. Located under Admin LMS – Users – Groups.
Users can now share their course completions on LinkedIn!
Located under User LMS – Transcript. Admins simply enable this feature by configuring their Personalization options.
Basic HTML Features
Admins can now use basic HTML when personalizing their LMS. Located under Admin LMS – Site – Personalization – Text.
Users Can Upload External Completions
Coming soon, users can download and edit their user achievements, and can upload external completions on their own lifetime learning record. Located on the bottom of the User Achievement page.
Personalize LMS Homepage Text
Admins will be able to easily edit text, which users will see on their LMS homepage. Located in Site - Personalization - Text.
Toggle Abilities for Admins
Admins will have the ability to change the settings, so they can easily toggle optional or mandatory fields. Located in Site - Personalization - Fields.
New Content Tools Directly in Admin LMS
Access to Knowbly, our course authoring partner (includes a free demo, trial, and discount for Knowledge Anywhere users) and Scormify, an instantaneous SCORM conversion tool. Located in Admin - Content - Content Tools.
Sometimes, an unexpected occurrence makes it difficult to work in-office. Don’t let it stop your productivity or impact your career! Instead, save your vacation time and use your remote work to your advantage. Let’s create a virtual plan that will allow you to continue your work, wherever you are, whenever you need it.
An Effective Work-From-Anywhere Plan
Keep Your eLearning Pantry Stocked
It’s the same reasons schools have emergency exit plans, boats have life vests, and storm cellars have supplies - although it sounds dramatic, you need to create a similar preparation plan, in case you cannot work in-office. If you provide training in your organization, cover your bases and stock your eLearning pantry with plenty of resources.
Ensure you have enough courses within your training system to keep your learners productive. These could include:
Check System Access
Make sure all learners know which versions and devices work best with your personal online training system - depending on the provider you use, this answer will change! By knowing your own system, you can prevent technical issues before they arise. Similarly, make sure you use internal marketing to alert all employees about the training, as well as remind them to use their correct accounts, logins, and passwords.
To keep everyone honest while working virtually, it’s helpful to define clear and SMART goals. Within a training program, this includes:
- Deadlines: These can be set up in your LMS by an Administrator, and will make certain that learners know what is expected when. With this time management tool, you’ll be able to clearly define duties and stay on top of your work.
- Tracking Usage: Keep track of all learners, regardless of when and where they work with up-to-date analytics and data.
- Training Accolades & End Points: Even long distance, Admins can reward good behavior and Learners can show off their accomplishments. Certificates and badges are highly valuable in this aspect - not only is it a validation of work well done, it’s also an achievement given to learners who have completed their tasks. Utilizing these features encourages indirect communication within an LMS and gives a virtual pat on the back.
Communicate With Coworkers
Once you decide to work remotely, it is imperative you communicate with others you work with. This could include:
- A home phone or mobile phone number
- Which email address you check most often
- What your new working hours will be, or when you’ll be offline
There are many reasons you may want to work from home, including sickness, family responsibilities, long commutes, or other external factors. Whatever your reason, you can find a solution! Knowledge Anywhere provides an excellent Learning Management System (LMS) and we’ve partnered with Knowbly to provide top-of-the-line courses. Sign up here to get a FREE demo, a 21-day trial, and a discount on course authoring.
There are so many reasons a Learning Management System (LMS) can help your organization by serving as a portal for eLearning. However, there is an often overlooked function; it can reinforce your company’s brand.
What is your brand and why is it important?
At it’s core, your brand is what you do, your company values, your audience, and how you communicate with the world. All these components combined are what defines how your audience (customers, employees, stakeholders) experiences and engages with your organization. Your brand is much more than it’s looks, but it may be externally reflected in how you look across all your platforms, which may include a logo, colors, and specific symbols or signs that represent your company and the work that you do.
The different materials you develop for your brand should reverberate across every platform your company is present on. For example, your website and social media profiles should share color schemes, content types, and designs. So why should the same not be true for your internal strategy? You want to maintain a consistent look and feel across both your company’s online and physical presence.
Why should you opt for a personalized LMS?
Your brand should be reflected via your LMS platform. If your team - or any external partners - use your LMS to conduct eLearning, you’ll want them to feel as if that education is a part of their experience working with you. This is particularly important if you offer training across departments within your organization.
Think of your online training platform as an extension of your brand and your company. It sends a very clear message to any users you send to your LMS. This training is a part of the larger experience of working for or with your company and it creates the perception that your company is organized and has all its materials aligned.
It also perpetuates your current marketing strategy and re-reminds users of your brand. Let’s say, for example, part of an eLearner’s role is sending emails to customers. They are more likely to remember your company’s unified and defined tone of voice, fonts, logos, and colors if they see it on a day to day basis, across all channels within your organization.
Internal branding guidelines gives you an opportunity to develop content that’s infused with the intangible elements of your brand - your mission, values, and main company objectives. This allows you to explain how the various aspects of the training are integrated with these elements.
Why customers want your LMS to be branded
A branded LMS emphasizes consistency on the platform. Visually speaking, it creates a unified look for the material and serves as a constant reminder not only of why your users are there, but the purpose of their partner training.
As an added benefit, personalization makes the training feel like less “cookie-cutter.” Your audience may have taken similar pieces of training with other companies on similar topics in the past. Customizing your LMS helps you stand out and differentiate the knowledge you’re trying to pass on to your users. It gives the training a unique and distinctive flavoring, enabling users to escape the monotony they face from other LMS training they’ve experienced in the past.
How your LMS can reflect your brand
1. Your company’s colors
This is one of the simplest ways you can integrate your brand into your LMS. Every company has a few signature colors that customers associate with their brand. Using your company’s colors gives a consistent feel to the experience that reminds the user of one of the key visual elements of your company’s brand.
2. Your logo
Having your company logo as a part of your training serves as a reminder to the user what company they’re working with at the moment. It can be subtle - a logo in a header or at the beginning or end of the training course. But having it included somewhere is critical for increased brand recognition.
3. Your mission and values
Your actual training content can also allude to your brand’s mission statement and your company’s values. Whatever purpose your training has, it ties back to your organization’s overarching goals in one way or another. Make sure you clearly outline how that is in the content itself.
There are multiple ways you can incorporate your branding into your LMS to make it a personalized eLearning experience. The above options are simply how your LMS can show your brand. Below are just some of the ways that Knowledge Anywhere can incorporate your company’s colors, logo, and values into our learning platform:
- Personalized email formatting
- Personalized badges, with customized naming
- Image placement, cropping, and color edits
- Homepage personalization (logos, colors, messaging, etc.)
Having a branded LMS emphasizes the traits of your company’s branding on your eLearning platform. This helps establish consistency with your stakeholders while reminding them who is behind the training they’re participating in, while associating your brand with the information they’re receiving. This will hopefully lead to better retention of the information and make it more effective. Many LMS’s don’t have this option, so make sure you ask about personalization capabilities when trying any eLearning demo! Even experts ask for this help - Knowledge Anywhere enlisted Northbound‘s branding expertise when designing and editing our own site, because we recognize the importance of usability, branding, and consistent marketing.
Interested in developing a customizable LMS? Looking to bring a more personalized look and feel to your eLearning platform? Partner with Knowledge Anywhere! We can guide you through the process of building an LMS that isn’t just customized for your brand but also for your end user’s virtual training needs. For more on how we can help, contact us today!
What is Zapier?
Zapier is a platform that allows you to connect apps you use daily to automate your work and be more efficient. With over 2,000 apps and integrations, it’s potential is endless! With an fast set-up and user-friendly application, it’s easier than ever to connect.
How Can I Use This Integration?
Simply find Knowledge Anywhere LMS’s page on Zapier and connect it with another application of your choosing. With thousands of options, you’re sure to find something valuable! Here are just a few of the most popular integrations:
- Communication Gmail, Microsoft Outlook, Slack
- Social Media LinkedIn, Instagram, Twitter, Facebook, Pinterest, Tumblr
- CRM Hubspot, Salesforce
- Human Resources ADP, Clockify, BambooHR, Workday, Indeed, BreezyHR
- Support Zendesk, Intercom, FreshDesk, LiveChat, Help Scout, Drift, Jira Service Desk
- Payment Paypal, Vimeo, Splitwise, Stripe, Recurly, Square, PayPro, Chargify
- Storage GoogleDrive, Google Docs, Google Sheets, Dropbox, Google Slides, Box, Stash, OneDrive
- Marketing Mailchimp, ActiveCampaign, Hootsuite, ClickFunnels, ConvertKit, EventBrite, Drip, Meetup, Bitly
- Project Management Clickup, Trello, Prodpad, Pipefy, Monday, Redmine
eLearning platforms can sometimes include many working components, which may seem confusing at first. Knowledge Anywhere has recently partnered with Knowbly, course creation specialists, to provide you custom training content. With just a few simple steps, they can create beautiful, engaging courses and publish them quickly, even adding them to your Learning Management System.
Save time and money
Although there are ways to use your current content in a course, creating online training internally can cost your company lots of time, and therefore money. By allowing trained professionals to handle your content creation, you will have more time to spend elsewhere.
Personalize your content
Some have the impression that hiring an off-the-shelf course leads to cookie-cutter, dry content. Not anymore! Now, course authoring experts have the ability to create responsive and interactive learning tailored to your organization’s needs. For example, you can request training to be tailored to specific industries, topics, goals, media types and more!
Trust the experts
Chances are, your company and staff are not experts in course authoring. Instead of learning an entirely new field, conserve your energy and resources by trusting the people who already live and breathe eLearning. Course authoring companies have first-hand experience in the field, and know how to make user-friendly, beautifully designed courses that are engaging for all types of learners. Here are just a few tools you can choose to leverage within your digital learning strategy through course authoring:
- Audio recordings
- Image editing
- Interactive quizzes
- Role playing scenarios
Integrate it with your current training platform
With flexible content delivery, you’ll be able to safety and easily transfer Knowbly’s courses into any Learning Management System (LMS). All multi-formatted courses, modules, and raw data can be reused and refreshed to fit your needs as they change.
Although a worthy pursuit, there can be so many potential barriers in creating an online course. Skip the hassle entirely by using trusted professionals. Through our partnership with Knowbly, Knowledge Anywhere users can sign up here to get a FREE demo, a 21-day trial, and a discount on course authoring systems.
A robust Learning Management System is a vital component of employee training across many industries, from healthcare to manufacturing. The advantages that a well-designed LMS can bring are numerous, including:
- Consistent training for global workers
- Streamlined and improved service on an organizational level
- Enhanced effectiveness in content quality and delivery
Many organizations invest a lot of time and resources into their LMS. But there is a unique challenge that occasionally arises: how can companies convert written or visual content (such as PDFs, videos, etc.) into functional eLearning courses? Are there any standards or guidelines for the transference of educational content from one platform to another?
The answers to these questions can be answered by SCORM.
What is SCORM?
SCORM stands for “Shareable Content Object Reference Model.” It is technically not a single set of standards; SCORM is a collection of standards and specifications for eLearning technology, and serves as a guideline or reference point for how developers can successfully use different standards in combination with one another.
The SCO, or “Shareable Content Object” in SCORM defines the smallest possible unit of training in an online course. This could be a module or page, and is technically considered the smallest piece of content that is both reusable and independent within the context of a lesson or training program. Each LMS generally lists the SCO as separate items in the course’s table of contents, and tracks them as distinct entities.
Moreover, SCORM defines both communication methods between client side content and the LMS’ host system, as well as how content is packaged into ZIP files known as “Package Interchange Formats.”
Since its launch in January 2000, SCORM has come packaged in 3 basic versions:
- SCORM 1.1. Considered by many developers as the “prototype” version and is not widely adopted today.
- SCORM 1.2. Launched in October 2001, fixed many of version 1.1’s bugs, and gained acceptance across the board. It still is supported by every major LMS, and vendors continue to supply material that meets the guidelines set out in 1.2.
- SCORM 2004. A partial extension of SCORM 1.2, which also includes S&N (Sequencing and Navigation) guidelines. S&N standards allow for a wider range of content interaction types, and an increase in SCO reusability.
How Does SCORM Work?
At its core, SCORM is concerned with regulating two vital aspects of a Learning Management System: content packaging and data exchange.
Data exchange is often referred to as Run-Time communication. It defines and regulates how the content within an e-course communicates or “talks” with the LMS itself as the program is running. For example, data exchange protocols allow the LMS to track a user’s score for a particular module by communicating the number of correctly answered questions compared to the total number of questions delivered.
SCORM’s data exchange capabilities allow for a wide variety of rich interactions between the learner and the delivered content. Of course, SCORM 2004 offers more capabilities in this regard than the earlier versions of the model.
Why is SCORM Important?
SCORM is an important tool for developers and vendors of eLearning content for a variety of reasons. Some advantages from utilizing SCORM’s methodology include:
- Flexibility. SCORM’s flexible, yet solid framework allows for a variety of formats to successfully operate across different LMS platforms. In addition, learners often are given the freedom to bookmark their progress when they need to take a break, and navigate to applicable modules when a specific need arises.
- Reusability. SCORM allows course developers to create content one time, and then reuse that content in several applications without heavy modification. This ability to “plug and play” content is helpful on multiple levels: for instance, within an organization there may be several eLearning platforms that differ from one another according to location.
- Consistency. The very nature of SCORM constrains learners to follow a fixed pathway throughout the e-course in question. In addition, SCORM-based content can ensure the legitimacy of test scores and prompt learning facilitators and managers to focus further training on specific gaps in learner knowledge. This ensures a consistent learning experience for all workers. In turn, this promotes consistency on an organizational level, whether in the realm of customer service, manufacturing processes, or other business operations.
What Should I Ask My Course Provider?
- Are the courses published in a SCORM compliant format?
- What version of SCORM?
- Are the courses developed with HTML 5 (ie not in Adobe Flash)?
- Are the courses mobile (tablet and phone) friendly?
- Can you send a sample course to test?
How Do I Make My Content SCORM-Compliant?
Now that you understand the necessity of using SCORM as a foundational element for eLearning coursework, the next logical question is: “How can I make my educational content SCORM-compliant?” While there are several options from which to choose, the good news is that there is a instantaneous, convenient way to convert your content into a SCORM-compliant eLearning material: Scormify.
- It meets all SCORM standards so that your content will work in any LMS
- It offers responsive design so that your e-courses will look their best in any browser or device
- Allows you to style your courses as you see fit via CSS and SaaS
The path to improved productivity and employee satisfaction begins with an enjoyable, fulfilling training platform. Without a robust learning system in place, your business is more likely to lag behind your competitors and experience long-term problems. From increased turnover to brand confusion, the red flags of a lackluster training strategy are dangerous and should not be ignored. Below are seven warning signs your business needs a proven learning system today.
1. Your turnover rate has skyrocketed
Few things are more devastating to a business than a high turnover rate. In addition to hindering productivity, a revolving door of employees can damage your company’s reputation. Millennials are especially likely to leave employers prematurely, highlighting the need to devote increased attention to retaining them. The good news is that there are some simple steps you can take to help retain millennials. Here are a few:
- Train millennials in a way that makes the content meaningful to them
- Set clearly defined goals and reward goal attainment
- Personalize their learning experiences
A new Learning Management System (LMS) is a solution that allows you to achieve all three of these goals simultaneously. Whether you are still using traditional training methods or your old learning system is outdated, you can migrate to a new LMS with ease. Within a matter of hours, you can be well on your way to a more enjoyable learning process and a more engaged, loyal workforce.
2. Your onboarding process moves at a snail’s pace
A person’s first experience with a new employer should not be slow or unpleasant. Unfortunately, it often is. And few business owners realize just how detrimental a lackluster onboarding process can be. Results of a survey conducted by HR tech platform Hibob show that 64% of employees are less likely to stay at their new jobs if they have a poor onboarding experience.
Creating a more efficient onboarding process is vital to boosting retention and helping employees grasp your company’s mission. And it also helps control costs. The Society for Human Resource Management (SHRM) notes that a sound learning system with an organized online portal is an effective way to jumpstart onboarding and help employees hit the ground running right away.
3. Your customer reviews have plummeted
Your online reputation can have a major impact on traffic and revenue. With customer reviews serving as the building blocks for your reputation, it’s up to you to take the necessary steps to improve your reviews. Here are a few ways to help you turn around an online reputation that is less than stellar:
- Train employees on appropriate ways to respond to complaints and angry customers
- Ensure that your learning coaches are armed with the latest customer satisfaction trends
- Designate a member of your team to monitor your online reviews and respond accordingly
The Harvard Business School studied the impact of a one-star increase in a restaurant’s Yelp rating and found that it led to a five to nine percent increase in revenue…This implies that a restaurant with $1 million in annual revenue stands to lose $180,000 every year due to a poor online reputation.”
- Jonas Sickler, Marketing Director at Reputation Management
4. There have been several “close calls” due to safety or compliance lapses
Few things are more frustrating than accidents or “close calls” that could have been prevented with proper training. The best way to reduce the number of close calls is to create an effective online compliance program for your employees. Online training platforms that feature quizzes and engaging material can help make dull compliance topics more relevant and interesting. Additionally, an LMS can help training managers spot employees who are struggling with compliance concepts.
5. Your brand awareness is dropping
Brand confusion is dangerous. It can stunt your company’s growth by reducing consumer trust in your products and presenting conflicting values. Sometimes brand confusion is so pronounced that even your employees are unable to articulate your mission or values.
The journey to improved brand awareness begins with a winning customer service training program that emphasizes your company goals and mission. Creating an outstanding customer experience should be a top goal for every member of your organization, regardless of their job title. For example, if you train your receptionist to say, “Thank you for calling Avante - your one stop shop for medical equipment,” then you should train all of your employees to answer the phone the same way. This can be especially relevant for franchising, where the same brand may be geographically dispersed.
6. Your employees are dissatisfied
Employee dissatisfaction can lead to declines in productivity, increased absenteeism, and a host of other problems that can damage your company culture. Preventing employee dissatisfaction is critical, and here are some ways to achieve that goal:
- Seek employee input Ask your employees for suggestions to help you improve your training course development
- Reward their efforts Certificates, colorful badges, and gift cards can all help motivate employees to master their jobs
- Know the signs Poor performance, disengagement, and negativity are all behaviors exhibited by dissatisfied workers
7. Sales for your newest products and services are sluggish
Launching an innovative new product or service should be exciting for your employees. And when properly marketed and promoted by sales representatives, your latest product offerings should give your bottom line and industry reputation a welcome boost.
Unfortunately, the opposite can occur when employees are unable to quickly grasp key features and benefits of a product. Without a keen understanding of these selling points, your staff will feel less comfortable promoting your latest and greatest products and services.
Preventing this pitfall is best achieved by integrating just in time training into your eLearning system. With just-in-time-training, employees have immediate and easy access to the information they need to become familiar with your latest innovations. The end result is improved engagement and healthier sales.
The Bottom Line
The single best way to avoid the problems outlined above is to seek the guidance of an expert in the online learning industry. The online learning experts with Knowledge Anywhere are available to listen to your learning challenges and help you introduce a five-star Learning Management System. Contact us today to discover the many ways we can help transform your employee learning experience. We look forward to putting your organization on the fast track to improved employee satisfaction and retention!
If you’re reading this blog, chances are you’re a manager, supervisor, or HR professional trying to get all your employees trained or cross-trained. With varying schedules and actual work to get done, we know it can be a challenge to get all your staff together under one roof, much less all in one room to finish training. By investing in training, you’re investing in your people, and ultimately your entire operation. We know quality training will improve staff confidence, boost their output, increase sales, and keep quality talent at your organization longer.
But what if you have the eLearning tools available, and employees aren’t taking advantage of them?
- Is your staff too busy or pressured to learn right now?
- Have they lost interest?
- How can we re-capture their interest in better training?
With this article, we’ll help you re-engage those employees who aren’t taking full advantage of your eLearning tools. We’ll be giving the nod to your marketing department, who you might tap for assistance. Essentially, you’ll be doing in-house marketing to your organization. So put on your marketing caps, and let’s get this done.
4 Steps to Employee Training Re-engagement
1. Know Your Employees
Your marketing department would call this “knowing your audience.” Everyone is an individual, but look closely at employees who have been lackadaisical about completing training as a group. Ask your HR department questions such as:
- Is your organization currently understaffed?
- Are these employees overburdened?
- Has something upset their morale?
Know the difference between extremely busy employees and those who have lost interest in training. Many situations within an organization can upset employee morale like:
- Loss of a valued customer to the competition
- Loss of a respected leader
- Changes in shifts, wages, hours or duties, etc.
The reasons your employees have lost interest might come in handy later, as you launch your re-engagement campaign.
2. Evaluate Your eLearning Materials
Once you have a more thorough understanding of the dynamics happening among your employees, review your eLearning materials. Quality course development is crucial! If it’s been a while since you implemented a specific training system, sit down and take the courses. As you progress through the training module, ask yourself:
- Is this course too technical, too complicated, or too dull? Employees aren’t excited about boring material.
- Is your material too basic? Staffers don’t like to be patronized.
- Upon completion, will your employees feel like they’ve used their time in a valuable way?
This last question is arguably the most important. Quality talent generally doesn’t like to be micro-managed. As leaders, we know our best employees are self-starters who can re-prioritize, by themselves, throughout the workday. Which begs the question, what is more important to them? Finishing a training module or “putting out fires”?
- Your best employees will aim to squash problems first, then move on to lower-level issues.
- Training that makes “putting-out-fires” easier is valuable to self-starters.
- Employees will be more motivated to learn if they feel the material is valuable to their career overall.
If your eLearning platform is engaging, and the tone is set just right, it becomes a matter of creating a need among your employees to get through more training. If not, consider re-working your training module before continuing to step three.
3. Create Need and Make It Urgent
The best way to create a need for more training is to look at the issue from your employee’s perspective and ask the ultimate question: “What’s in it for me?” Urgent tasks get done first. Make training a high priority among employees. Consider these perks:
- Money - Let’s be honest; employees are at work to earn a living. Is it possible to offer raises or a small bonus for completing challenging training programs? Be careful to include the staff who have already completed training. You wouldn’t want to damage their morale.
- Non-cash incentives and goodies - Not every company can swing a raise or bonus for every employee, and that’s okay. Would your employees enjoy an afternoon off? How about a trip to Starbucks? A lunch, or a harmless and professional office bet?
- If cash is tight - Consider titular advancements. Explain to staff that their progress is important to you and consider offering select titles to employees who finish more difficult training topics. We all love to be recognized for our expertise, and having a team of recognized in-house experts will boost their confidence and performance. In short, titles matter!
4. Launch Your In-House Re-Engagement Campaign
By now, you’ve done your research and have identified which employees need more training. You’ve reviewed your modules and tweaked them, and you’ve brainstormed some ideas that will motivate your employees. Now we need to make them aware of the benefits to them!
It’s time to launch an inside marketing campaign among your staff. Tap your marketing department if you have them, and that you want inter-organizational materials aimed at promoting your eLearning training modules. Whether you have access to a marketing department or not, consider these ideas to market the new training perks to your staff:
- Broadcast emails and CC users about new training modules, and goodies or advancement for completing them.
- “Advertise” the training opportunities in your break rooms, on whiteboards, and around offices with fliers.
- Include a note in payroll envelopes about new training topics and the perks for completing them. Explain benefits both to the organization and the employee.
- Acknowledge employees for completing training topics in front of others. Perhaps this is simply a note in an email, a quick thank you at your next team meeting, or a “Learner of the Month” section in your employee newsletter.
- Set up social media groups for your company’s new “experts,” and encourage them to discuss training topics, research those topics, and advance new ideas.
- Mention the new training modules in meetings, and make those meetings FUN! Offer refreshments, and keep the tone lighthearted.
- Set up a friendly competition among shifts or departments. Whichever team finishes the most training modules in a month gets a reward. Rewards don’t always need to be cash-based - the winning team could get a small trophy on their desk, or throw a pizza party, or create their own non-monetary, fun reward!
The key takeaway: employees do their best work when they’re well trained and motivated. Would you like to learn more about training course design or implementation? Get in touch with Knowledge Anywhere. We’d love to share our ideas and help you train that team.
How do you improve the employee experience if you don’t understand the employee? Millennials are looking for companies they can believe in and for companies that make personal growth part of the culture. They want to know they matter. What better way to show they do than by employee engagement?
As an employer, your employee training can focus on how your company works. You can give employees extensive training on how to perform their jobs, but if you don’t show an interest in helping them grow, you won’t be able to engage them. Without engagement, employees leave. Below, we’ve outlined how eLearning can empower the employee experience.
Engagement begins with the hiring process, regardless of if prospects use an Learning Management System (LMS). Individuals get a glimpse at the corporate culture as they navigate the interview process. If potential employees don’t engage at some point in the hiring process, odds are they won’t engage once they are hired.
Employees involved in the hiring process need a training program that reflects the corporate culture and its employee experiences to ensure the candidate is a good fit. Consistency is vital in finding the right people, and training is key to that consistency.
You have promised an engaging environment to a seemingly smart and dedicated newcomer; now’s the time to follow through. You’ve hired the perfect employee and after a week of onboarding, that perfect employee doesn’t seem as enthused. Nothing dampens the spirits of a new hire more than an onboarding process that is decades old. It is hard to be enthused about uninspired compliance material.
When was the last time you looked at your onboarding process? Unless you’ve made a conscious effort, most onboarding processes haven’t changed much. What if you could dramatically improve that experience?
Why not let the employee choose what to learn first? Aside from a few “must complete” forms, does it matter if a new hire is trained on how to use your Intranet before taking a tour of the facilities? Likewise, does it matter how they learn the information, as long as they are engaged and learning from it? Mix up your onboarding process by allowing for a variety of learning styles and utilizing all types of eLearning techniques, such as virtual reality, video role-playing, lectures, webinars, quizzes, and more.
The main takeaway? Identified critical information every new hire needs and give them the flexibility to access it in the way that it makes sense to them. With the right learning management system (LMS), you can track employee activity to ensure that the information has been accessed.
The so-called honeymoon phase is over and your prospect is now an employee. How can you improve the employee experience day after day? Provide tools and training that are designed to entice and engage, and techniques that value employees as people.
Nothing is more frustrating than not having access to the needed information. A learning management system can help organize information so employees can find what they need when they need it. If the LMS can deliver the information on multiple devices, employees can find what they need on their phone, a tablet, or a laptop. More importantly, they can find information where they need it - in a meeting or during the customer’s journey. A less frustrating experience for everyone. Effective collaboration means listening to other people and organizations to learn how to work towards a common goal. It means having a repository of information that all members of a team can access. Sharing knowledge is what makes collaboration work. Collaboration creates a sense of community, making the workday experience more meaningful.
Where are you keeping crucial information? If your employees are unable to access information when they need it, what is the point of having it? With the right LMS, subject matter experts (SMEs) can update information. The information can be curated before publication. What better way to show employees you value them than letting them share their expertise.
Management needs to show an interest in employees from day one. Whether it is taking a moment to meet with the new hire or sending a personalized email, that initial contact is essential. Another way to show interest is to track their training and provide encouragement as they make progress. Managers need to continue employee involvement beyond the onboarding process. If you don’t take the time to interact with employees, they become less engaged.
Learning shouldn’t just be about the job at hand. It should encompass areas of growth for each employee. With the right LMS, you can create customized learning plans that show employees that you care about their specific growth. If you support their growth, employees will believe in your company. They will want to contribute to your company’s growth.
All of these employee experiences build trust. Trust builds loyalty. Loyal employees don’t leave. Companies with a positive corporate culture retain employees more than those who ignore their corporate culture. In fact, companies that focus on the employee experience and a positive culture have a lower turnover rate. Who doesn’t want to increase employee retention?
The right Learning Management System is a crucial part of engaging and retaining employees. Knowledge Anywhere, an elearning company, understands the need for flexible, employee-focused solutions. Our experience and customer support enable our users to create a positive corporate culture to drive corporate growth.
Leading a cross-departmental training isn’t easy. You have to coordinate between multiple teams with differing schedules, differing locations, and differing learning styles. But regardless of these discrepancies, there’s some information that needs to be mastered at a company-wide level.
Having an eLearning platform can help promote cross-departmental training and make it much easier across your entire enterprise. Let’s take a closer look at the many ways it can do just that.
An online platform is versatile no matter where your team is located
With any organization, different departments tend to move to the beat of their own drum. They have disparate meeting schedules and plans for how and when they achieve their own specific missions. While everyone’s goals should hopefully align with the company’s overarching mission, the method, location, and schedule with which they work towards that mission may differ greatly.
With a Learning Management System, you don’t have to worry about getting different departments in the same place. You don’t even have to worry about getting them to show up virtually at the same time. An LMS gives you the capability to allow different departments to take an eLearning course at their leisure, no matter their different work schedules.
It’s also a great option because often different departments are located in different physical spaces. With an LMS, that’s no longer an issue. Now you can have your remote teams logging in to take the same training wherever they are. All you have to do is give them a deadline and let them work it into their own schedules.
You can tailor departmental training to a specific audience
Your entire company may need to learn and retain the same baseline information. But each department is tailored for a purpose and will need training for different reasons to fulfill their daily responsibilities. For example, HR, accounting, and sales will apply the same information their own separate ways.
That’s why having the capability to create custom courses is so crucial to a better training experience. By creating custom courses, you can tailor similar information to a variety of audiences. You can omit any information one audience doesn’t need to do its job while adding in additional items for another audience.
Your departments may also learn in different ways using different skillsets. Marketing and IT, for example, cannot be expected to learn exactly the same way. To ensure that both groups optimize the way they learn, you can create custom courses to appeal to those diverse employee bases.
You can achieve SCORM compliance
You can expose the entire company to a more immersive training experience
Older training modules involve text-based examinations. Some more modernized versions may include audio and video components. While these can be effective for some, teams and individuals with different learning styles may succeed or suffer depending on the type of training you opt for. This can prove problematic when you’re leading a training meant for the entire company.
But with state-of-the-art training modules that incorporate next-generation technology such as Virtual Reality (VR), you can create new, immersive learning experiences for your employees that appeals to a wider group of individuals. You’ll leave all employees - no matter the department - feeling as if they’re actually there as they go through their training.
VR training goes a step beyond reciting memorized data. It allows them to walk in the footsteps of your company’s ideal team member, helping them visualize what a high performer looks like. This is something all of your departments can benefit from, as it aligns multiple sectors of your business to understand the core mission they’re all charged with accomplishing.
Integrate your training into existing Slack channels
Coordinating cross-departmental training is never easy. But it can be simplified with the right eLearning platforms and tools. By making the learning process easier and more enjoyable. Using these mechanisms, you can increase the likelihood that they’ll retain the information by teaching them in a fun, convenient way that can be applied across all your teams.
To talk more about Knowledge Anywhere’s suite of eLearning tools and services, schedule a discussion with one of our reps today!
Giving a constructive performance review is an art. While you want to encourage employees to strive for higher levels of success, you also want to point out where they can improve. Test out these tips and tricks for giving the best possible performance review in your next one-on-one!
Tip #1: Choose the right timing.
Many companies choose to give reviews on an annual, twice annual, or quarterly basis. While these reviews are an excellent opportunity to connect with your employees and provide feedback, they probably shouldn’t be the only time you’re giving performance reviews. For many companies (and their employees), the best time for a performance review is right after each completed project. This accomplishes several things:
- It ensures that the content is fresh in the individual’s mind.
- It allows you to give project-specific examples in a way that is current and relevant.
- It ensures that you are able to build a culture where feedback is prioritized. When your employees know that feedback comes regularly, they might become more comfortable with the entire process and less likely to experience stress concerning those reviews.
Tip #2: Be direct in addressing problems.
When you know that an employee is having problems, whether with a coworker or with a specific aspect of their job, it’s important to address the concern directly. If you want the performance review to have a constructive outcome, you need to clearly define the problem. Try this:
- Let employees know what problem you have observed using clear, concise language.
- Provide concrete examples. For example, “I noticed that you had a hard time hitting deadlines on this project. You were late with X and Y, and Z was very close to the wire.”
- Listen to the employee’s feedback. Sometimes, you may discover that the employee had a good reason for why they performed a task the way they did.
Tip #3: Point out what employees are doing well.
Yes, a performance review is an amazing opportunity to help employees improve their regular job efforts - but that doesn’t mean you want to spend the entire review offering “constructive feedback” which thinly veils critiques. Instead, take the time to build a positive connection! Find the things that the employees is already doing well and make a point of commenting on them. You’ll find that when an employee knows they are well regarded for something they do right, they will take more pride in it. Afterward, they may show better efforts than before. By building employee engagement, you can often achieve a greater willingness to work on any problems that come up during a review.
Tip #4: Brainstorm solutions together.
You’re the boss. That doesn’t necessarily mean that you have the perfect solution for every problem your employees face on a daily basis. In order to make the most out of a performance review, brainstorm solutions with the employee - especially for ongoing problems. Coaching isn’t just about throwing your opinions out there. It’s about working with your employee to decide what to do next.
Consider this scenario: an employee is habitually late to work because they need to drop off a child at school before work. The employee confesses that the child often drags his feet, causing the tardiness. You might suggest that the employee arrive at work fifteen minutes later and tack those fifteen minutes on at the end of the day, if that works for the office schedule, or you might be able to offer suggestions that can help streamline the morning routine.
Tip #5: Avoid language that could be perceived as a personal attack.
When you address a problem that an employee is dealing with, talk about the situation, not about the person. For example, “I’ve noticed that you arrive late most Wednesdays,” addresses a situation. “You’re the latest person in the office!” is a statement that the employee may perceive as a personal attack. When an employee feels attacked or threatened, they may be less likely to address the behavior, and they may have a poor opinion of you and the company as a whole. Instead, deploy soft skills and try:
- Using neutral language
- Discussing potential solutions together.
- Addressing concerns, not personal issues with an employee
If you’re worried about offering feedback to an employee that you don’t get along with well, consider bringing another employee into the office while you have your discussion. The presence of another person can help smooth out those jagged edges, and that individual may be able to offer a little feedback about how you’re handling the situation.
Tip #6: Build on current feedback sessions.
It’s not just about immediate progress—you also want to be sure that your employee is making steady progress over time. Remember, growth doesn’t happen overnight! The fact that you’ve addressed a problem once doesn’t mean that the employee will immediately correct the behavior. Make a note of your current feedback in the personnel file so that you can come back to the discussion again in the future. Talk with employees about both the progress they have made and the areas in which they still need to improve.
Tip #7: Create a quantifiable way to measure success.
When you ask employees to make big changes, you need a way to measure them. As part of your performance review, create a way to measure the employee’s progress. Create SMART goals that are both measurable and attainable: setting them too high could have employees struggling to reach those goals! Consider building in a rewards system that will allow employees to see their continued progress toward their goals. You might offer more flexible working conditions, extra time off, or small rewards as your employees reach each new goal.
Effective performance reviews take effort, but if you put in the work to make a professional relationship with your employee, you will often discover that you can more effectively handle these challenges and help both of you achieve success.
Using Knowledge Anywhere’s eLearning system, NewFordTech’s ACE program has grown about 80% in the last year. So how did Ford get so much growth? To find out, let’s meet the players and the situation….
Ford ACE Program
Ford Automotive Career Exploration (ACE) is a partnership program between Ford Motor Company, Ford/Lincoln dealerships, and secondary and post-secondary educational institutions. The intent of the program is to raise awareness and increase interest in career opportunities within the automotive industry, ultimately as a trained service technician.
An eLearning solution, Knowledge Anywhere helps train over 2 million learners worldwide through Learning Management Systems (LMS), Virtual Reality training, course development, and specialized training tools, including QuickQuiz and Scormify.
With over 482 involved dealerships and 556 schools, how can Ford effectively and consistently train students, while there is increasingly shrinking labor force?
“Through access to our custom-tailored content and training, young adults find that a career as an automotive technician can be exciting, challenging, and rewarding. In today’s world, the percentage of young adults that are aware of career opportunities in the skilled trades has been shrinking. ACE provides these individuals with that information and the opportunity to begin a career with the local Ford or Lincoln dealership.”
- Paul Peters, ACE Program Coordinator
This partnership has created a Win – Win – Win – Win solution, helping Ford Motors, Knowledge Anywhere, ACE students, and Lincoln dealerships all around North America.
While the program is ongoing and numbers continue to incline, we’ve already seen massive advancements in the ACE program. To see the stats, check out our infographic below, and to learn more about the program, go to https://www.newfordtech.com/ and follow them on Instagram, Twitter, and Facebook @newfordtech.
We’ve added a lot of new and exciting features to our Administrator Learning Management System recently! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center, or through the Bell on the top righthandside of the menu on your LMS.
New Image Cropper
Create A Custom Course Field
New Formatted & Customizable Email
Beautiful and customizable email formatting for new user registration, auto-filled with your company’s logo, your name, new user’s name, and option to “revert to default.” Found under Administrator LMS - Site - Notifications.
Users - Uploading External Completions
Drag and Drop Group Sets
Coming soon, you can now order the group sets by dragging and dropping them in the order that you’d like! This option will be available under Admin - Users - Groups.
Similarly to purchasing your first LMS, switching to a new LMS can be a daunting and complicated task. With various components to consider, it’s important to understand how the migration process works with your new LMS provider, so your employees can spend more time learning.
The most important factor to keep in mind when migrating to a new LMS is to migrate to a better platform.
Different does not always equal better.
You need a platform that supports your long-term organizational goals. Do your homework before you leave your current LMS provider because it will immensely help the transitional process.
Here are the top 4 tips for migrating to a new LMS.
1. Migrating Content
Migrating content is the first priority. You have built or bought custom courses for your learners, so it’s important to transfer that information over in an easy, streamlined process.
Questions to ask yourself:
- What types of courses do you own?
- Consider every type of training course you have created. This can include SCORM, classroom, and several others. Ask your new LMS provider what the process is for transferring over the courses and how long it will take.
Do I need all of these course transferred?
- This is a time to update and renew. Know which courses are necessary to transfer over and which ones are outdated.
2. Migrating User Information
The next area to consider is migrating all of your users over into the new system. This includes all of the personal information on their learner profile.
Over the years, your organization may have accumulated many user profiles that are no longer being used, so this is a perfect time to decide who should be transferred over. This could include all of the active users in the system, everyone who has ever used the system, or a mixture of the two. Again, it is important to ask what the process will look like for transferring all of this information, how long the process will it take, and will there be any extra chargers.
3. Migrating User Transcripts
With your previous LMS, learners completed course, earned certificates, and are most likely in the process of completing more courses. This means that migrating user transcripts is very important to consider.
Questions to ask yourself:
- What information do you need transferred?
- Do you want all of the user transcript information to be sent over? Is there a cutoff period? Over the years, courses have come and gone, meaning that information about courses that are no longer available could be useless to transfer over. Carefully consider what is necessary and what is cluttering up your system.
4. Migrating Integrations
The final area to consider is migrating over integrations you previously used with your old LMS. With your previous LMS, you may have been able to seamlessly integrate SalesForce or Google Analytics into your system. Make sure that your new LMS provider can easily integrate with the programs that are necessary for your organization and have the ability to add new integrations.
As your organization moves forward in migrating from one LMS to another, make sure that you are thoroughly communicating to your employees about the new platform. This will ensure that your employees will be excited and start using the new platform right away.
About Knowledge Anywhere
Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.
Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.
Introducing New Knowledge Anywhere LMS Dashboard
LMS Administrators now have access to a newly designed, easy to use dashboard, which features analytics such as:
- # of courses
- # of active users
- # of new users
- # of users that haven’t started training
- # of user logins
- # of course completions
- Time spent in courses
- Breakdown of where your users are from
- And more!
To answer questions quickly or tackle tough tasks, employees cannot only rely on traditional training methods. Learners need to have the resources and support to solve problems quickly and effectively.
With just-in-time training, learners can face new problems and solve them instantly due to the accessible and relevant information this type of training provides.
What is just-in-time training?
Just-in-time training is the concept of supporting employees by providing avenues for immediate learning, allowing them to acquire the knowledge they need, when they need to know it.
“A lag between learning and application causes a loss of knowledge and skill.” - Shift Learning
With the advancement of technology, we are now using just-in-time training in everyday life. Through tools like Google and social media, we are able to instantly gather and learn new information at the tips of our fingers.
Benefits of just-in-time training
Just-in-time learning comes with a host of benefits, including:
- Saves time With up-to-date information that is easily accessible, learners perform their job duties faster and more accurately, leading to fewer mistakes.
- Accessible training With just-in-time training, your are offering your modern learners the “moment of need” support they require, allowing them to refresh their knowledge and skill sets whenever from wherever.
- Increased engagement Just-in-time training produces confident and engaged learners because with instant access to the information they need, employees will have the ability to solve their problems quickly and easily.
Since just-in-time training is currently being used everyday, the modern learners expects this type of learning to translate over into the workplace. Thus, it is important to meet those expectations by implementing just-in-time training into your eLearning program.
How to implement just-in-time training
When implementing just-in-time training, there are three important aspects that make it effective and successful for learners.
1. A library of short-form content
Just-in-time training is effective when the content is short, informative, and to the point.
Short-form content is often called microlearning. This type of learning is perfect for when a salesperson is about to conduct a demo call and they need a refresher on a product’s function. Or when a prospect is on the phone and the reps are asked a question they don’t know the answer to.
2. Online Platform
Even the best content won’t help your learners if they can’t find it when they need it.
Businesses need an organized and easily accessible library of content for learners to use when they encounter a gap in their product knowledge, allowing them to fill it quickly and with minimal effort.
There are many online platforms which can store an organized library of content for your business. One popular tool is a Learning Management System. This tool can be used to store just-in-time content, as well as all of the training materials needed for employees.
3. Spreading the word
Take the time to thoroughly communicate to employees about the platform and the value it will bring to them in their daily jobs. Additionally, make sure learners feel completely comfortable using the platform by providing them with resources, onboarding, and support contacts.
Implementing just-in-time training helps employees learn and retain the information needed to increase productivity and produce greater results. Start incorporating just-in-time training to build an engaged and well-equipped workforce that will succeed.
About Knowledge Anywhere
Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.
Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.
Content is an essential element of any learning management system. A company can purchase the perfect LMS for their organization and learners, but it’s success still depends on the content.
Because of the overwhelming amount of choices that are available when looking for a new LMS, it is easy to forget the importance of training content. Most businesses focus their time and energy on finding an LMS with the perfect combination of features and user experience not thinking about, or budgeting, for the content they will inevitably need.
Creating content should be a priority before or during your pursuit of the new software
Why not wait until the implementation of the LMS to turn your attention to content?
There are a couple of important reasons to not wait to start on creating content.
- Content is valuable to your company any time. There is no reason to wait for the purchase of an LMS to use great training content.
- Creating content almost always takes longer than expected. A head start on planning and creating training courses is never a bad idea.
- Budgeting in the cost of training content will be more accurate and easy to do if content creation is already in the planning stages, or in progress.
Starting on content can be intimidating and sometimes it is hard to know where or how to start. Here are a couple of focal points to help get your organization moving forward on its training content:
- Identify the team that will be spearheading the content effort
- Nail down what type of content you should create with your budget and timeframe (PowerPoints, professional videos, off-the-shelf courses, PDFs, quizzes, lectures, scripts, etc.)
- Write down all of your content needs, then prioritize them
- Use content you already have
- Outline your content
Although you might not be able to fully complete the creations of your training content before the implementation of your LMS, any progress made will help you down the road. It will specifically add value with budgeting, as well as helping your organization get a faster return on investment.
About Knowledge Anywhere Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce. Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.
Many organizations use partners as an important part of a company’s sales strategy. In order to have a successful partner program however, your organization needs to establish effective training for these partners. One of the most effective ways to train your partners is through a flexible, mobile, learning management systems (LMS).
What is partner training?
Partner training helps your business’ partners understand the features, branding, and selling techniques for your products.
Implementing partner training through an LMS can introduce a huge competitive advantage to your organization.
With an LMS, partners will:
- Require less support
- Be trained quicker
- Receive the same quality of training
Through utilizing an LMS, your organization will also be able to easily scale a partner program, ensuring that your partners are up to speed with new brand and product information.
This article will discuss 3 valuable LMS features that can help enhance your organization’s partner training.
A Learning Management System (LMS) is a cloud-based software that organizes and automates training for learners.
Hosting partner training on an LMS is great for several reasons, including ensuring that every partner aligned in understanding your brand, product features, and how to sell your product.
Here are three of the most valuable LMS features that enhance effective partner training.
Through using the extended enterprise feature of an LMS, the training, branding and administrators will be unique for different partners. Extended enterprise enables organizations to create specific, separate online training experiences for each of their partner organizations while using one LMS.
A mobile friendly LMS gives partner training even more flexibility on when and where they access their training. It opens the door for just-in-time training. For example, if a salesperson wants to brush up on product details before meeting with a potential customer, they could quickly access a training video on their mobile device.
Using an LMS for partner training has a lot of advantages. When it is coupled with advanced reporting, it becomes an even more powerful tool, allowing you to analyze and optimize your training. Advanced reporting will also enable you to understand and report on the value that the LMS partner training is bringing to your business.
Partner training is an effective way to increase sales in your business. Implementing your partner training program on a mobile friendly LMS with extended enterprise and advanced reporting features will bring even more value to your organization.
About Knowledge Anywhere
Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.
Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.
Formal learning experiences (i.e in-person lectures or online course modules) account for only about 10% of the ways students actually learn. The remainder of learning occurs through interactions with mentors and peers (about 20%) and experiential learning (about 70%).
Historically, this limitation has been a source of frustration. Now there’s a way businesses can track as much as 100% of learning experiences.
It’s called xAPI.
What is XAPI?
xAPI allows for deeper tracking of learning. This application is able to track the information learners seek whether that be through the elearning content provided by a company or outside information on the internet. xAPI also makes it easy for learning and development teams to see self-directed learning in action.
The “x” in xAPI stands for experience and represents this software’s ability to capture learning experiences which was not always possible. “API” is short for application programming interface which indicates that xAPI will seamlessly integrate with your learning management system.
xAPI, when integrated with your learning management system, provides a more comprehensive assessment of learning because it is able to track more than conventional AICC- and SCORM-based online experiences. Among other things, xAPI will enable you to track not only classroom learning, but also participation in online communities, the use of support tools, and performance assessment results.
How is xAPI different from SCORM?
SCORM, which stands for Sharable Content Object Reference Model, is a useful tool that enables e-learning courses to communicate directly with the LMS. The data it collects is useful for recording traditional learning activities such as whether learners completed courses, how much time they devoted to each course, and the scores they achieved.
However, SCORM is limited to the 10% of learning that formal learning can provide. xAPI adds in the other 90% of learning because it can track learning that occurs outside of an LMS. The substantially larger volume of data that xAPI provides gives a more comprehensive picture of what users actually learned.
What are the benefits of xAPI?
xAPI effectively tracks a wide range of online and offline learning. It substantially enhances your analytics capabilities, makes integration into any learning management system easy and intuitive, and supports more learning experiences, like gamified, social, and group learning.
Three important benefits to highlight, include:
1. Access a wider range of learning activities: xAPI allows for the interaction with a wide array of objects because it is not limited to tracking just elearning content within the LMS.
2. Enhance analytics capabilities: xAPI creates activity stream data, enabling deeper tracking capabilities. Due to tracking occurring both online and offline, more meaningful learning outcomes are produced and stronger eLearning courses are offered.
3. Track mobile learning: xAPI will track mobile learning experiences, including all learning stats and data. The ability to track mobile eLearning activities substantially enhances the scope of eLearning behaviors and outcomes.
How to use xAPI
Because xAPI has the ability to track a wide range of learning activities as well as collect important data, it is critical to understand how to correctly use xAPI.
Although there are many ways it can be implemented into your eLearning program, two important ways to use xAPI include:
- xAPI is able to track the information learners seek, whether that be through the elearning content provided by a company or outside information on the internet. XAPI makes it easy for Learning and Development teams to see self-directed learning in action.
- Example: A sales representative browses through LinkedIn and reads an interesting article about sales training. If their company is using an xAPI enabled LMS, then they can read the article and add it to their LMS learning records for their manager to see.
Assign external material
- Often, managers want employees to perform research and be up to date on new trends in their industry. xAPI allows for managers to track if their employees complete assignments and examine if anyone is going above and beyond their assigned tasks.
- Example: A marketing manager wants their team to research the latest product updates on competitors sites. With an xAPI enabled LMS, marketing team members can track their research and add it to their LMS for their manager to review later.
How is Knowledge Anywhere using xAPI?
Knowledge Anywhere has created an xAPI bookmarklet that allows learners to have a button in their internet browser that records selected pages in their LMS transcript.
Knowledge Mark is an xAPI bookmarklet that allows users to track the learning they do outside of the LMS. Learners can consume a piece of material on the internet and use Knowledge Mark to easily add it to their transcript.
Here is a short video explaining xAPI capabilities and Knowledge Anywhere’s new xAPI bookmarklet called Knowledge Mark.
xAPI represents a significant step forward in the deployment of eLearning course offerings and assessment of learning outcomes. Although xAPI is not standardized or widely adopted quite yet, LMS professionals and LMS companies alike are excited about the possibilities it brings.
About Knowledge Anywhere
Getting approval for an LMS can be a challenging process. There are so many tools and technologies out there that managers can be wary of approving yet another tool for your organization.
The video above gives you three valuable strategies for successfully gaining approval to move forward with implementing an LMS into your organization.
The video starts by suggesting not to use the acronym, “LMS” when discussing the software with your higher-ups. Instead, use more recognizable terms, like “training software,” “learning software,” or even the full name of “learning management system.”
The second tactic is to collect as much data as possible on the effectiveness of your organization’s current training and development program, as well as fully understanding LMS software and what it can do to improve your organization.
The third strategy covered in the video is being able to communicate specific benefits an LMS can have on an organization. We highlight five of the most commonly shared benefits companies see while using a learning management system.
Watch the video above to get a full picture of the three strategies to use to get approval for an LMS.
About Knowledge Anywhere
When the search for an LMS begins, it quickly becomes apparent how many choices are available. One of the first challenges that many of the people researching learning management systems face is trying to nail down the cost of an LMS.
What should be budgeted for the new learning system? What goes into the cost of an LMS? What should be asked so that there are no surprises in the pricing?
In the video above, we answer all of these questions and more while providing an overview of what goes into determining the cost of implementing an LMS.
To summarize the video, there are four main buckets of cost associated with implementing an LMS:
- Maintenance and Support
- Content Curation and
Watch the video to learn about what percentage of the total LMS cost each of these buckets represents, and how to plan for their cost.
If you are searching for an authentic, knowledgeable LMS partner, feel free to reach out to us at Knowledgeanywhere.com.
About Knowledge Anywhere
The benefits of online training have been well established. And yet, not every organization achieves these benefits. In fact, as cited by the Harvard Business Review, a recent study found training and development to be among the daily areas employees are least satisfied with.
Simply offering this type of learning environment is not enough. It is vital to ensure that online training actually accomplishes its goals in educating and benefiting your teams.
Consider these 3 ways to evaluate the effectiveness of your online training.
1) Gather Online Training Feedback
Make sure that, as your teams go through the training modules, you get their initial feedback on content as well as the areas that could be improved to help them with their performance.
Ask your learners exactly how the courses are working, through these three mechanisms:
- Surveys: Allows you to get snapshot answers and general quantitative ratings.
- Focus groups: Both in person and online focus groups help you get in-depth answers and insight into greater themes of what works and what does not.
- Interviews: Interviews provide the deepest and most comprehensive way to get qualitative information on your training and its effectiveness.
Each of these options bring awareness to a different dimension of your training. Do not just rely on one of these methods. Instead, use a combination of all three to make sure that you get both the information to see obvious improvements and in-depth suggestions for more effective options in the future.
In addition to giving you the insights mentioned above, gathering feedback makes your teams feel that their opinions matter. Training and learning will become more collaborative because it is shaped by each of your employees.
2) Assess Your eLearning Results
At its core, evaluating your training effectiveness is about tracking if employees learn new skills, increase productivity, and grow professionally. This is a complex goal that is best attacked by breaking it down into components.
Those components are your key performance indicators, or KPIs. One commonly used framework is the Kirkpatrick Evaluation Model, which breaks down the success of any type of training into four levels:
- Reaction: Based on whether your participants find the training useful, engaging, and relevant.
- Learning:The degree to which your employees get the skills and knowledge intended from the training.
- Behavior: How participants translate the training to the actual work to be done.
- Results: Measuring the degree to which the training influences performance of the employee and the organization.
Ideally, KPIs are oriented against these four levels but are more specific to your organization. They should be measurable, and within a specific time horizon, making it easy to assess the outcomes of the training.
Defining your KPIs is only the first step in assessment. Once identified, a 3-step process tends to be most beneficial in making sure your participants learn what they need to.
- Pre-Training Evaluation: Test your participants’ knowledge before the course rolls out. A simple survey, for instance, can help you uncover the strengths and weaknesses in the knowledge base of your learners, which helps you initially build more effective content.
- During-Training Evaluation: By measuring how learners engage with the content, you can identify any participation issues and where engagement tends to drop off or pick up.
- Post-Training Evaluation: Create a post-training survey that directly compares to your pre-training evaluation. By examining these results, you will have answers to the following questions: Have participants increased their knowledge? Have their strengths and weaknesses changed? How do they plan to implement that knowledge in their daily work life?
Each of these steps should be built directly around your KPIs. That way, you have a specific picture about the effectiveness and success of your training, enabling you to make the necessary adjustments as needed.
3) Leverage Social Media Metrics
We currently live in a social media-rich environment, so why shouldn’t we use social media to aid corporate training? Training modules integrated with social components tend to outperform their counterparts, and the same medium can also be effective in evaluating your training effectiveness.
Social media already tends to be an integration within the learning management system. Here, you can set up online discussions or social media groups to engage users. You can also get feedback on various modules or overall learning objectives in an informal, casual manner. The insights you gain here can be significantly different from the more formal surveys or focus groups, which is why it is so important to include when evaluating your training’s effectiveness.
Closely related are webinars, which often feature live Q&A sessions at the end which allow for similar information gathering opportunities. If your modules already include these webinars, it’s easy to formalize a couple questions related to the training and its objectives in order to get audience responses. As with social media groups, the more informal and spontaneous setting can lead to insights that tend to be evasive in more formal channels.
Casual as it may be, a plan still needs to be in place. It’s important to know what to look for (KPIs once again come in handy here), and what information your participants are willing to give you. By using the above evaluations with intention, you can dig deeper into what works, what doesn’t, and where your training efforts can improve.
It’s no simple feat. Building an online training program that accomplishes all of its business goal is a complex task, and continuous evaluation has to be a core part of that effort. But of course, difficult does not mean impossible.
How to Evaluate Your Online Training for Greater Long-Term Success
It’s no simple feat. Building an online training program that accomplishes all of its business goal is a complex task, and continuous evaluation has to be a core part of that effort. But of course, difficult does not mean impossible.
If you know how to reach your participants, what KPIs to focus on, and how to integrate social media, you can build an evaluation mechanism that continually analyses training effectiveness and achieves long-term organizational success.
About Knowledge Anywhere
If you and your team are considering purchasing an LMS (Learning Management System), it’s important to choose what is the right model for your organization. The price of an LMS is could be the deciding factor for which vendor you choose to partner with, so the ultimate question is what pricing model works best for your organization?
Spoiler alert: There is no solution that is ideal for every business.
Each pricing model has its pros and cons. This is why it is so important to understand which model works best for which organization, so you can determine the correct fit for your business.
The 4 most popular LMS pricing models include:
- Pay Per User System
- Purchase Structure
- Free Options
Let’s take a closer look at these four LMS pricing models.
1. Pay Per User
The pay per user system involves paying for each person that uses the LMS. Usually, this is a cloud-based service, meaning that the LMS vendor hosts the LMS platform. Regular updates and upgrades are provided through this service which allows you to focus on developing and executing online training content for your audience rather than spending time maintaining the system.
A pay per user system may be based on either registered or active users. The pay per learner model means you incur a charge for everyone who registers for the system. Pay per active user, on the other hand, means you only pay for those who actually use the system. This is an important distinction as people in an organization may register accounts without using the software very often.
- With the pay per active user model, payment is only required for employees who actively use the system, not the total number of employees in your organization.
- Enables mandatory learning requirements to be met, such as regular compliance training.
- Optimal for a company which has a relatively stable number of employees because it is easier to accurately predict the costs of training.
- Less economical for organizations with a large number of employees, many of whom may not need the training or seldom use it. This may lead to payments for employees who register but rarely log onto the system.
- If your employee count frequently changes, your costs will be hard to predict.
Who It’s Best For
Pay per user is a simple and straightforward billing model that is worth considering for small and midsized companies with obligatory training. If you want to avoid the issue of paying for non-users, look for a model that bills you based on active users rather than registered users. On the other hand, if your employees are highly motivated or compelled to log on, the pay per learner option is also a viable option.
2. Annual Licensing
Under this model you buy a license, typically on an annual basis, from an LMS vendor. There are usually several tiers based on the features you want to access. Depending on the company, costs may also be based on the number of users.
- Great model for forecasting because you pay a set fee.
- You don’t need to worry about the number of active or registered users.
- Not flexible: While it’s reassuring to pay a fixed price, this also means you have to pay this amount even if usage is lower than you anticipated.
- Carefully consider the features needed, so you choose the most appropriate tier. It can be expensive to upgrade, and a waste of money if you are not utilizing all of the features.
Who It’s Best For
The annual licensing model is a good choice for large companies with many employees who need training. This model also works best if you are clear about the features that your organization needs. Make sure to do your research before purchasing a license from an LMS provider.
3. Purchase or Perpetual License
This is another variation on the licensing model; however, rather than paying a monthly or annual fee, you purchase a permanent license and have complete ownership over the LMS.
- Simple pricing option: one-time upfront cost.
- Since you own the software, it allows for more customization, scalability and integration with other hosted applications.
- Price range for perpetual license can range from less than $500-$20,000.
- Usually need to pay for upgrades.
- In general, you need to download the software. If you prefer the convenience of a cloud-based LMS, this is a drawback.
Who It’s Best For
As with the annual license, this is a good option for large organizations as you don’t have to pay per user. Before you purchase a perpetual license, however, you should do plenty of research. Not only does the price for purchasing the software greatly vary between provider, this option also involves the greatest commitment. If you decide later on that it’s not the ideal choice (beyond the refund period, if any), the investment will be a total loss.
4. Free Options
There are two main free options for LMS plans: freemium and open source. While free sounds appealing, keep in mind that there are certain limitations or hidden costs involved with any type of free software.
With freemium, the LMS provider allows you to access basic services for free. For example, the system may be free for a certain number of users or may come without any support services. Ultimately, the hope is for businesses to eventually upgrade.
With open-source software, you can access the LMS regardless of how many users you have; however, this usually requires some tech experience. You may have to pay IT specialists to install and configure the software because it will require programming and HTML knowledge.
- You save money by not having to pay for the LMS.
- With open source LMS, you can have unlimited users and still incur no charges.
- Under the freemium model, limited access to features might mean not getting the full benefits of the software.
- With open source, the time and expense of configuring it may make it less economical than it first appears. SearchITOperations.com provides some useful guidelines for estimating actual costs of open source applications.
Who It’s Best For
The freemium model is a great fit for smaller companies who want to start off with a free LMS. This can provide a good introduction to an LMS. At some point, however, you may want to upgrade, so you can access a greater number of features.
An open-sourced LMS is best for companies that have a large IT team because the system will require a great deal of tech experience. Consider the time and costs of configuring and updating the system on your own before making a decision.
Choosing the Best LMS Pricing Model
When choosing an LMS, you have to take into account many factors, and the pricing model is always a serious consideration. You need to contemplate both your budget and the features that are essential for your organization. Calculating the price of an LMS can be trickier than it first appears. But with a good grasp of the standard LMS pricing models, it should be easy to decide which pricing works best for your organization, so you can implement the best training within your company.
About Knowledge Anywhere
There are two main challenges that often keep managers from spending more of their time coaching.
- Most managers report that the number one challenge they face when trying to coach is a lack of time. No doubt, there are a lot of demands placed on today’s managers – by their organizations, by their bosses, and by the people they are hoping to coach. That said, managers who see the value in coaching will always find the time to coach.
- Managers often say it can be a struggle to get their teams – the “coachees” – to take an active role in their own development. A lot of managers find themselves in the role of “Problem Solver in Chief” – a title that extends to coaching and professional development.
As surprising as it may sound, there is a way to address both of these challenges by integrating Actionable Coaching into the way you and your managers coach. In this article, we will discuss what Actionable Coaching is, how an LMS enables it, and what is needed to utilize this effective type of coaching in your workplace.
Actionable Coaching and the BASICS of Coaching
According to research conducted by Echelon Performance, Actionable Coaching is one of six criteria associated with quality coaching provided by top managers.
These criteria – known collectively as the BASICS – include coaching that is: Balanced, Actionable, Specific, Immediate, Continuous, and Specific. All six of these coaching BASICS are important to effective coaching, but in this article, we’ll be diving deeper into Actionable Coaching.
Actionable Coaching occurs when a manager asks their “coachee” to address identified gaps in performance on their own time.
An effective way to do this is through the utilization of your company’s learning management system (LMS). LMS’s by definition, are designed to help managers and their teams gain access to the training, tools, and resources employees need to extend learning beyond the classroom and drive professional development.
Once managers can identify the areas they want their coachees to “own” and couple that with easily accessible LMS resources, coaches can save time and get coachees to take a more active role in their development.
A sales manager using their LMS with Actionable Coaching might sound like this, “Samantha, we talked a lot about closing today. Please go to our learning management system and review the training module on gaining commitment. We can talk about it during our next one-on-one or virtual coaching session.”
What Is Needed To Utilize Active Coaching
The challenge faced by many managers is that they don’t know what content, tools, and resources are on the organization’s LMS and/or how they can efficiently access them.
Bridging the gap between a manager’s current comfort level with the LMS and their ability to leverage Actionable Coaching can be achieved through this three-step approach.
- Step 1: Take Inventory – Managers need to take inventory of what LMS content is available to them and their team at least every three to six months. As part of that inventory, make sure managers are giving feedback on how the LMS can be even more useful during the coaching process.
- Step 2: Communicate – Although manager and coaches should be familiar with the LMS, it is vital that regular communication about the tool and its content are sent out. Providing quarterly or even monthly updates to managers is a great way to keep the LMS and its contents top-of-mind. Think of it as marketing the LMS to your managers.
- Step 3: Purge – It is important to assess if any resources in the LMS are outdated, if content should be refreshed, and if the organization of the content still makes sense. When a company’s LMS is full of meaningful, up-to-date content and your managers know about it, they are more likely to use it.
Following these three steps will create an environment where managers understand their LMS and get value out of the tool through their Actionable Coaching. If you’d like to read about how to build an effective coaching program, we have another article addressing that issue.
Both coaching and using a learning management system are great ways to improve employee engagement, productivity and knowledge in an organization. Combining these two resources through actionable coaching creates tangible results for both managers and employees. Employees will have more of an active role in their development, while managers will have more time to coach.
About Knowledge Anywhere
This week, Knowledge Anywhere released badges into their learning management system.
This new gamification feature allows LMS Super Admins to easily assign badges to learners for the completion of a single course or courses.
Admins will be able to track how many badges were earned and by whom through the User Reports and Transcript pages of the LMS.
Learn more details about Knowledge Anywhere LMS badges and how to set them up here.
According to RNR Market Research, the Global LMS Market size is expected to grow from US $9.2 Billion in 2018 to US $22.4 Billion by 2023. This indicates that in five years the LMS market size is expected to more than double in size. So the main question is why are so many companies making this switch to online training?
Short answer: Online training has huge benefits and saves your company money.
Online training, also known as e-learning, is a form of education that takes place entirely over the internet. This type of training allows for your team to receive a high standard training, ensuring that your company is ahead of the game. The training is self-paced and can be customized to fit an individual’s learning needs and schedule.
As an employer, you can continually create or purchase as many courses as your team needs. Employees can then access the training courses anytime and anywhere making the creation of development opportunities simple.
5 Benefits of Online Training
Online training introduces flexibility to a training and development program. Not all learners are able to easily attend in-person training and not all employees learn best in a classroom-style environment. Online training provides an option for learners to participate in training and development at their own pace, and at a time that works best for them.
Today, the available online courses are configured to a wide variety of devices. Online training is accessible on devices such as laptops, tablets, and smartphones, giving trainees the option of mobility instead of being stuck in a classroom.
3. Consistency and Accuracy
With online courses, organizations can be sure that each employee receives the same content, which means that everyone will walk away with the same new knowledge and information.
4. Custom Learning Paths
Different professionals have varying training needs which can be difficult and overwhelming to organize and maintain with in-person training. Online training allows organizations to create all the training they need and match and assign certain job roles to certain courses. With an LMS, custom learning paths can be automated to make this process even easier.
5. Engaging Material
Not every person learns best from in-person training. Online courses can utilize different types of content including: videos, infographics, articles, and audio. This type of training can also come in different forms including, microlearning which consolidates and delivers bite-sized information to the user. These interactive courses provide learners with active learning, which goes a long way in helping boost retention of the material learned.
On top of all these advantages of online training, there is the added factor of how cost-effective it is.
3 Ways Online Training Saves Your Company Money
Online training saves you money in various forms, but most importantly, the benefits spread to your employees, management, and customers of your business.
Reductions in travel costs
An e-learning platform renders geographical location irrelevant for training. With online training, employees can access their courses from anywhere, eliminating the need to pay for employees to physically attend training, as well as the need to pay for a professional to travel to your offices to train your employees
Reduction in lost productivity
When employees have the ability to complete their training according to their work schedule, they can still accomplish their office responsibilities meaning your company’s productivity will not be affected due to training. Also, the fact that they will not need to travel to learning centers further raises their productivity. Offering online training engages your staff, resulting in a spark that boosts their feeling of value, creating growth for the employees and in turn, for the organization.
Onboarding new employees can be time-consuming, repetitive and stressful for managers. Automated, online onboarding keeps the manager’s role in onboarding to only the most important and needed elements of the process. This saves the organization money by helping managers stay out of the unneeded elements of onboarding.
Online training takes the paperwork, Excel spreadsheets, disorganization, and stress out of training and development programs. Compliance training, annual training, or specific job training courses can be set to automatically assign and track participation. This allows managers and administrators to spend less time tracking and making sure that each employee gets the training they need. It also means that if someone asks if your organization is in compliance with certain training, you can very easily verify that you are, saving time and avoiding possible fees.
The faster your customers can understand how to use your product, the more satisfied they will be. Providing an easily accessible library of training allows customers to quickly understand your product and how to start getting value out of it. This will start their relationship with your organization off right from the very beginning.
Creates a positive relationship
Online training is an efficient way to connect and train your customers about your product. By providing customers with accurate and up to date information regarding your products and services, you create a positive relationship based on trust. This improves how your customers interact with the product or service you provide, which will go a long way in customer retention and in turn, increase and maintain high revenues.
Ready to make the switch?
Online training is now becoming a necessity for every business. Moving from in-person training to online training can save your company a great deal of money, but it can also be quite difficult to execute. Implementing a Learning Management System allows for all of your online training to be in one place, making it easy for your employees, customers, and external partners to access the training.
About Knowledge Anywhere
Knowledge Anywhere specializes in providing organizations with a variety of elearning solutions, such as their Learning Management System, Virtual Reality Training solutions, Course Creation services, as well as elearning tools such as QuickQuiz, an elearning Slack App, and SCORMify, an app that turns videos and documents into SCORM compliant courses.
Today, employees consistently want to be engaged at their workplace while having the opportunity to develop their professional skills and keep up with fast-moving technological advances.
In a LinkedIn Learning Survey with 2,000 Gen Z workers, it was reported that
43% of Gen Z workers prefer learning based entirely on a self-directed approach while only 20% of L&D professionals plan to offer Gen Z learners this level of self-direction.
This difference in expectations between Gen Z and Learning and Development professionals could cause employees to disengage. However, 74% of L&D professionals are ready to make changes to their training programs in order to accommodate employee needs.
This article discusses how to create a self-directed learning environment for Gen Z workers and four tools that will encourage self-directed learning among all employees.
What is Self-Directed Learning?
Self-directed learning (SDL) is the act of independently assessing learning needs, creating goals, identifying ways to learn that information and taking the initiative to learn about that topic. According to the Towards Maturity 2017 report, 96% of L&D professionals top priorities are to increase self-directed learning. Why is this such a high priority?
Because employees want to learn!
In a Deloitte study, 85% of participants cited learning as being highly important to them in their job.
SDL provides an outlet for continual learning, especially because more often than not, employees know what they need to learn. Advantages of self-directed learning include:
- Greater schedule flexibility
- Closing the skills gap
- More focused learning in highly specialized fields
How to Create a Self-Directed Learning Environment
Stating that you want to start utilizing self-directed learning is simply not enough. Creating a workplace environment that supports this type of learning will motivate employees, especially Gen Z workers, to continually learn new skills and not become disengaged from their work.
Here are five ways to create an optimal self-directed learning environment in the workplace.
- Communicate shared goals Communicate how learning helps individuals and the entire organization; emphasize how self-directed learning can increase learning and development.
Create custom learning paths Custom learning paths supports independence while also giving employees the tools they need to be successful.
Offer on-demand learning Put more emphasis on digital courses than in-person courses.
Trust employees to take charge in their learning Support employee’s need for self-directed learning by trusting them to explore.
Encourage unplanned or out of order learning activities Use techniques such as informal learning to encourage learning at every faucet of their time at work.
Once you’ve created an environment that supports this type of learning, its necessary to give employees the tools to execute SDL.
Tools to Encourage Self-Directed Learning
The Towards Maturity 2017 Report also noted that one of the biggest barriers of creating an all-encompassing learning culture was the lack of skills amongst employees to manage their own learning. Here are 4 tools to help employees deploy self-directed learning.
An LMS is an online training platform that seamlessly delivers training courses to organizations across all industries. It deploys virtual training to end-users (employees, suppliers, customers, partners, etc.), manages training materials and tracks results aimed to improve end-user performance.
xAPI allows for deeper tracking of SDL. This application is able to track the information learners seek whether that be through the eLearning content provided by a company or outside information on the internet. xAPI makes it easy for the L&D team to see self-directed learning in action.
Company specific content should come from the company’s Learning and Development team. However, an LMS with the capabilities to integrate outside courses is critical for users and administration. Users are easily able to locate courses on the platform, saving a ton of google search time, and administrators can easily track and report the data collected from the system. There are 2 types of course integrations that are useful to have in your LMS:
- Subscription Pay per time period for unlimited courses. Ex: LinkedIn Learning allows users to have access to unlimited courses for a monthly fee.
- Off the shelf content Pay by course. Ex: EJ4 allows users to pay for each course they want to view.
Quick Quiz is a Slack application that allows users to quiz each other. After an employee has initially learned something from an article or video, testing that knowledge will solidify the learning process. Giving employees the tools to manage their own learning and promoting a supportive environment around self-directed learning will create a competitive advantage for your company.
About Knowledge Anywhere
Marketing Meets Learning and Development
How To Use Marketing Channels to Reach Learners
Today, only 27% of learning and development professionals list a “limited budget” as their top constraint for learning and development. In previous years, this was the major roadblock for training, but now the hurdle to overcome is employee engagement. Currently, there is a huge push to increase employee retention. This has been shown to increase with training and development. By engaging employees through training, they are able to develop new skills, ultimately leading to them staying longer with your organization.
This increase in the training budget now allows for learning and development professionals to play a more strategic role in marketing learning and development programs to learners. By utilizing marketing channels to promote training, learning and development professionals are able to reach learners more effectively which in turn increases learner engagement.
Review this infographic to learn how using marketing channels increases learner engagement and which channels perform best.
About Knowledge Anywhere
Every new hire costs your organization both money and time. According to a 2018 study, produced by the Sales Management Association, 62% of businesses consider their onboarding process to be ineffective. To avoid being a part of this statistic, it is important to establish an effective onboarding training program.
Why is onboarding important?
Research repeatedly shows that the right onboarding process significantly reduces turnover and improves job satisfaction. Having an effective onboarding process in place is critical in giving your new hires the best start possible in their new roles.
Effective onboarding can lead to:
- Faster time to productivity: Effective onboarding decreases the amount of time your team members spend learning how to do their job and increases the amount of time spent performing.
- Less turnover: When a new sales rep begins their role with a secure foundation, they are able to learn their position quickly and comprehensively resulting in improved employee retention rates.
- Greater job satisfaction: A successful onboarding process should leave your team members feeling 100% confident in their abilities. A team member who’s confident in their ability to perform will be more satisfied in their role.
Now that you understand how an effective onboarding process can benefit your team, let’s look at five steps to successful product training onboarding for your sales representatives.
Here are the 5 steps to successful product training onboarding for your sales reps.
Step 1: Gather all product information needed to be successful
The first phase of the process is data collection. Before your new sales reps join your team, gather all the materials they’ll need to be successful in their roles. This includes:
- Vital product information needed to communicate to customers, such as: product features, benefits, pricing, and technical data.
- Sales tips and general guidance on best practices for selling the product.
- Frequently asked questions or common concerns about the product expressed by customers and how to best address them.
- Contact information from other individuals in your organization they may need to contact to address questions (IT, engineers, management, etc.). Include an organizational flow chart if your company is big enough, so they understand how information flows between different team interactions.
Again, this information should be collected pre-hire. By providing your new team member with this information - packaged with a reference guide on where they can find each piece of information - you’re giving them the raw materials they need to succeed on day one.
Step 2: Determine performance goals
Ideally, your sales team should have goals that include the following components:
- Simplicity: easy to understand and remember
- Measurable: ability to track progress and define success
- Timeline: increases urgency and pragmatism
- Clear expectations
To gauge the success of your sales reps, both quantitative and qualitative metrics should be measured. Tracking the raw numbers, through sales, percentage of leads converted, new acquisitions and retained customers, will serve as a valuable tool to help reach set performance goals. Quantitative measures are a clear cut way to measure results; however, sales reps need to be evaluated based upon qualitative measures- knowledge retention, personal efforts, and attitudes- in order to assess the long-term fit in your organization.
After defining the performance goals for your product training onboarding, it is critical to communicate these performance goals with your sales reps as early as possible.
Step 3: Create digestible content
With the information gathered and set goals for sales reps, it’s now time to connect the two by creating content that lead to desired results.
Use micolearning techniques to break up content into manageable chunks. This will increase knowledge retention and prevent new sales reps from being overwhelmed with too much information.
Most importantly, creating digestible onboarding content avoids overloading your sales reps with information they might not immediately need. Instead, begin the onboarding process with only the essential information. This will help them reach their sales goals and support continued learning which will improve their performance over time.
Step 4: Implement coaching
One of the best resources an organization possesses is existing team members who have already excelled in the role.
Coaching enhances learning by giving new sales reps a chance to review and apply their knowledge through repetition and reinforcement. It also allows learners to ask questions and clarify uncertainties in real time. These more experienced members become mentors allowing new hires to absorb material quicker and feel more connected to the company.
Ultimately, a coaching system sets a precedence of accountability and performance. It will help new sales reps understand what kind of goals they’ll need to set in order to be successful in the role.
Step 5: Continually evaluate your onboarding process
Once you’ve had a chance to implement a new onboarding process, give your new sales representatives time to adjust. After a certain period of time, check to see whether your new sales reps are meeting their performance goals.
Look at the data and the key performance indicators you’ve identified at the outset. Determine whether your sales reps exceeded expectations or if they have fallen short. Dig deeper to find what is working and what still needs to be improved in order to create the most successful onboarding program.
Discuss their performance, and communicate with your team to get their overall opinion on the product training onboarding in place. Ask where improvements can be made and what aspects helped their ability to succeed. This overlap between opinion and data will help ensure positive adjustments are made for future sales reps.
About Knowledge Anywhere
Over the last year, QuickQuiz has been providing a fast, easy way for organizations to create quizzes and test employee knowledge in Slack.
This week, QuickQuiz released an updated version of the app with additional tiers and new features.
Users can now choose from 3 plans, Basic, Premium and Pro, and enjoy additional command features like, Due Dates and Individual Question Results.
- Basic plan is free with 1 Quiz Author and a limited feature set.
- Premium plan is $9 per month with 5 Quiz Authors and an advanced feature set.
- Pro plan is $14 per month with unlimited Quiz Authors and an advanced feature set.
QuickQuiz can be utilized across a wide range of industries as an elearning tool, allowing administrators to quickly understanding employee knowledge retention.
Businesses can use QuickQuiz in their workplace as a training tool by sending out a piece of learning material to the user, followed by a QuickQuiz to assess retention.
Key business benefits of QuickQuiz include:
- Promoting learning in the day-to-day workflow of Slack
- Increase employee engagement with unique micro-learning opportunities
- Speed up employee learning and employer feedback
Finding the right Learning Management System for your organization can be a long and tedious process. Businesses usually look into dozens of providers during the course of their search. As the choices narrow, and you start to demo the training solutions that rose to the top of your list, the platforms and features can start to blur together.
This article will discuss the most helpful questions to ask during a demo and the tools to use to ensure that you get the right system for your current and future training needs.
3 Focus Areas in the LMS Evaluation Process
When evaluating a potential learning solution during a demo, there are a wide variety of factors to consider. Three areas deserve special attention: usability, customer service, and data.
1. Platform Usability
During the LMS demo, evaluate how usable the platform will be for your learners.
Questions that should be addressed include:
- How easy is it for an administrator to upload and assign content?
- Will my learners like and understand the user interface?
- Are there different levels of admin roles?
2. Customer Support
It is important to learn about the customer support a provider offers. Ask about the onboarding process as well as the procedures, and support provided for future questions or issues.
Questions to ask should include:
- What is the onboarding process for the LMS?
- How many hours of support will I receive every month?
- Is there a support center online?
- Will a Project Manager be assigned to me?
3. Technical Needs
Pay special attention to any technical needs that may be required during the integration and ongoing operation of the software.
- Data migration
- Platform integrations
- Reporting capabilities
The more you learn about the technical aspects of the platform now, the better.
6 Key Questions to Ask During an LMS Demo
With these focal areas in mind, it’s time to dive deeper into the specific questions you can ask vendors as they demo their LMS solution. Regardless of your industry, business size or training needs, these 6 questions will be helpful in determining the right training platform for your business.
The best pricing option will naturally depend on your overall budget. Try to determine what you’ve spent on learning in the past, and what you’re willing to spend on a newer system.
Many solutions offer flexible pricing based on user amount or content possibilities. Learn what these options are, and which matches your company’s needs the best. Then, find a solution that both addresses these needs and stays within your budget.
2. How Will the LMS Scale As My Company Grows?
This question is closely related to the first one. Most companies assume growth, both in revenue and employees. That means your LMS has to scale with you. The same thing is also true for building more complex learning modules and content over time. Can the solution you’re considering accommodate that growth? It has to be able to, both in budget and capabilities. Flexible pricing models like the ones mentioned above can help to assure that fact.
3. What Will the LMS Implementation Process Be Like?
Change is inherently difficult, so you can expect at least some resistance from your teams in switching to a new learning system. You cannot make that process even more complex through a solution with a convoluted implementation process.
Try to find out the average installation and initial onboarding time for the solution as a whole. Then, replicate that process for each user that would learn through the LMS. Don’t rely on a solution that requires you to figure it out; find out early whether you will receive vendor-side support during implementation.
4. What Integration Features Can I Leverage For Productivity and Efficiency?
Integrations are important for streamlining the elearning process and tracking the impact of your training. Three integrations to look out for are:
- Single Sign-On (SSO)
- Software Apps you already use.
Some integrations can be subtle. but it’s still important to find out about them early on in the LMS search. That way, you can plan with a more comprehensive strategy than just another isolated system.
5. Are There Any Extra Perks That Comes With the LMS?
Along with specific integrations, it is important to ask LMS vendors if there are extra tools or services that comes with their LMS. When going through the vendor selection process, it can be difficult to differentiate between what each provider can offer. Asking about the extra accessories can distinguish the good from the best LMS for your needs.
6. How Can I Measure the Real Impact for My Organization?
Finally, don’t forget to pay attention to success metrics. An LMS that makes great promises but can’t reliably follow through on them is worth little. You have to be able to measure learning success on an organizational level.
To answer that question, you need to know which metrics you should measure to evaluate the effectiveness of your LMS to begin with. Then, you can use that information to find a solution that has these metrics integrated. The more you think about this process early, the better.
Finding Your Optimal LMS Solution Through a Comprehensive Approach
Finding an LMS takes time. You are about to make a significant investment in a platform designed to help your employees learn, complete onboarding, and improve over time. That can only be possible through a comprehensive approach.
Part of the approach includes developing an LMS checklist that walks you through your various needs and keeps you on track. But it’s also about asking the right questions, and knowing what to prioritize. That way, you end up with far superior chances of a successful long-term learning solution.
About Knowledge Anywhere
Employee onboarding and continuing education is a critical part of a successful company. With all of the training and development tools out there, it is easy to forget that one of the most effective tools we have is the ability to coach.
Adding coaching into your current training and development program can have many benefits. It can help new employees absorb material and feel more connected to the company. There is also a positive effect on current employees, helping to show investment in their continued professional development.
This article will outline:
- How coaching increases the effectiveness of online training
- How to build an effective coaching program
- 3 ways to integrate and execute coaching into online training
Let’s dive into why coaching is such a powerful accompaniment to training and how to build and execute an effective coaching program.
How Coaching Increases The Effectiveness Of Online Training
Harvard Business Review recently explored Why Leadership Training Fails and came to the conclusion that the benefits of short-term training with no other organizational support will be short-lived. There are several additions to an online training program that increase the long-term effectiveness of these initiatives, one of which is coaching.
The article asserts that training has better long-term results when businesses add “day-to-day coaching and process consultation” to their training.
Some of the key benefits of coaching:
- Enhances learning as it gives learners a chance to review and apply their knowledge right away. Both live and virtual coaching sessions involve repetition and reinforcement of material covered in training.
- Learners have a chance to ask questions and clarify anything about which they are unclear.
- Employees can discuss issues that are preventing the implementation of their training and create solutions
- Helps employees see learning as an ongoing process rather than something that begins and ends with training.
How to Build an Effective Coaching Program
Here are the main steps for building a coaching program that helps learners get the best possible results from their training.
1. Identify the Objectives of the Program
Decide exactly what you want to achieve from your coaching program. You should look for problem areas in your training. Are there specific issues or skills that are challenging for employees to retain after training? These are areas that coaching can help with. You might also have goals such as better results on compliance training for your industry.
2. Provide Training for Coaches
In order to help learners, coaches need to be thoroughly familiar with the training material. It’s important to choose coaches who are highly motivated, have excellent communication skills, and who are committed to keeping up with the latest training requirements. Ongoing training for coaches should include analyzing results and paying close attention to feedback from learners. This will help coaches adjust their techniques to meet learners’ needs.
3. Communication About the New Program
In order for coaching to be effective, people have to know about your coaching program. To get maximum participation in the coaching program, spread the word in as many ways as possible. This includes:
- Company newsletters and emails.
- Discussion at meetings.
- Printed reminders on bulletin boards.
- Remind employees during face-to-face conversations.
When communicating information about coaching, it’s important to present it as a benefit rather than an obligation. Coaching gives employees a chance to improve their skill sets, perform their jobs more effectively, and advance more rapidly in their careers. Emphasizing these advantages will motivate more employees to sign up for coaching.
4. Schedule Coaching Sessions
Once you’ve created the program and found the right coaches, it’s time to actually schedule sessions. These should complement the regular training. Ideally, coaching should be customized to the needs of individual learners. Some people will need more sessions than others. The key is to make the coaching available to whoever needs it and to make sure people feel comfortable asking for help. If you use virtual coaching, scheduling is much more flexible.
5. Support From Leadership
As the Harvard Business Review states, “HR managers and others find it difficult or impossible to confront senior leaders and their teams with an uncomfortable truth: A failure to execute on strategy and change organizational behavior is rooted not in individuals’ deficiencies but, rather, in the policies and practices created by top management. Those are the things to fix before training can succeed longer-term.”
When making organizational changes or implementing new initiatives, there are other elements of the day-to-day organization that needs to change. Those changes are best implemented and sustained when they are supported by senior leadership.
To promote the success of a coaching program, make sure that, in addition to great coaches, the business processes and senior leadership support the program. Do employees have time to include coaching sessions? Do coaches get training to be effective? Do senior leaders recognize great coaching and employee improvements? Does upper management promote the coaching program?
6. Evaluate Results and Adjust
As with your training programs, it’s essential to constantly measure the results of coaching and make any necessary adjustments. You can compare the performance of employees who have had coaching with those who hadn’t. It’s also helpful to get subjective feedback from those who have had coaching and ask for suggestions on possible improvements. Over time, you’ll be able to refine and improve coaching.
3 Ways to Integrate Coaching Into Online Training
There are three overlapping strategies for integrating and executing coaching into your online training program.
1. Virtual Coaching
Virtual coaching is one of the most convenient and flexible types of coaching. As with online training itself, learners can access the coaching from any location. Virtual coaching has some drawbacks by not being in-person, however, there are also several advantages. Coaches can record sessions for employees to view later, and it is great to use if employees are working remotely.
2. Rehearsal Coaching Integration
Rehearsal training is a powerful technique to prepare employees for workplace scenarios they are likely to encounter. This can be effective for many situations such as sales training, customer service training, or for any type of training where it’s helpful to recreate real-world conditions.
Video role-play is an especially convenient type of rehearsal coaching. With video role-play, coaches record scenarios and employees record their responses. Coaches can then spend time reviewing and constructing feedback to improve their responses.
3. An LMS With Chat
As you probably know, a learning management system (LMS) is a way to organize and assign training to your learners online. Integrating an LMS with a chat feature is a great way to combine coaching with online technology. Learners that need advice or have feedback or questions about training can quickly connect to more experienced employees.
Get Better Results From Your Training With Coaching
Every organization that conducts training is looking for ways to improve results. A common problem is that once the training is over, learners start forgetting. This can be especially noticeable if there’s a gap between the training and the need to implement what was learned. Coaching is a way to address this problem. Coaching and training go hand-in-hand. With today’s technology, you can implement virtual coaching methods that strengthen and reinforce training. This will help to keep everyone up to speed on training materials and make it less likely that anyone gets left behind.
About Knowledge Anywhere
Unlike structured, formal learning, informal learning harnesses a person’s intrinsic desire to learn and gives them the freedom to find knowledge from their preferred sources. Formal learning channels have largely been seen as the most effective way to train employees in the past. However, businesses have recently started to realize that employees can gain a great deal of information from less structured learning.
What is informal learning in the workplace?
Informal learning refers to learning that occurs away from a structured, formal classroom environment. Informal learning comes in many forms, including viewing videos, self-study, reading articles, participating in forums and chat rooms, performance support, coaching sessions, and games… Informal learning is a style of learning in which the learner sets their own goals and objectives.
- Training Industry
There are many benefits of informal learning activities:
- Low Stress With no formal testing, there is no high-pressure situation.
- Flows with Daily Work Informal learning activities fit easily into a work day. People continue to learn and grow according to what they need to solve a problem or get through a situation.
- Intuitive People naturally learn in an informal setting, they have been doing it their whole lives.
- Encourages Curiosity Without the pressure of performance, people are free to follow their interests, even if it takes them away from the original idea.
Here are our top 10 informal learning activity examples to boost employee engagement:
- Workplace Mentoring Pairing new employees with seasoned employees gives the newbies an opportunity to see how business is conducted in your company. With no exams or assignments to worry about, new employees can learn by example and incorporate the practices they observe in more experienced employees. This also gives new employees the confidence they need to do their jobs well and helps with the succession planning process.
- Social Media Engagement LinkedIn, Facebook, and other social media outlets are full of industry information (sometimes hidden behind the photos of a friend’s lunch). Encourage your employees to connect online with your company and other industry leaders to stay on top of the latest news and trends.
- Seminars and Guest Speakers Employees will enjoy a free ticket (and maybe an afternoon off) to attend a local seminar about personal development, sales, or anything related to your industry. Without standards to meet, they are free to absorb the information that is of interest to them. Bringing someone to the office to give a talk or a presentation is generally less time-consuming and expensive than sending all the employees to a conference, but there are similar benefits to be enjoyed. It’s a quick change of pace for employees and offers new information they can incorporate as they see fit.
- Ropes Courses A ropes course can be physically demanding, which can improve focus and determination while boosting self-confidence and overcoming fear. It also teaches leadership, teamwork, communication, and resourcefulness.
- Escape Rooms Like the ropes course, an escape room is a recreational opportunity to improve communication, problem-solving, and teamwork among your employees.
- Volunteering Helping others is rewarding, and it offers the volunteers an opportunity to learn on-site skills required for the project, reinforcing their own trust in their ability to learn quickly and act efficiently.
- Company Sports or Happy Hour Joining a recreational soccer, softball, or volleyball league or attending happy hour together gives participants an opportunity to get to know each other better and encourages conversations (that will likely be work-related at least part of the time). In this way, employees can stay up-to-date on what’s going on in other departments, which they might not have time to do during the workday. Sports leagues also encourage exercise, which comes with its own list of benefits, including increased energy and improved sleep, that can improve employee performance. Of course, it also builds teamwork and company pride.
- Trip to a Trade Show, Manufacturing Facility, or Company Headquarters Salespeople will appreciate learning how their products are made, and employees in a field office might feel an increased loyalty toward the company after a visit to headquarters and a meeting with upper management. Getting away from the office and attending a trade show can spark renewed interest and innovation in the workplace.
- Book Club Start a voluntary, informal book club within your organization. Choose a book each month that encourages personal growth or relates to your objectives as a company. Conduct short weekly meetings, in-person or virtual, to discuss what you’ve read.
- Allowance for Learning on Their Own Time Provide your employees with a small allowance to be used toward an educational opportunity of their choice. This might mean an online course, an in-person class, or even a short trip. You don’t necessarily have to require them to spend the money on a class that directly relates to their positions. The employees will benefit from anything they choose to learn; even if it simply boosts their morale and enjoyment, the company will benefit from a happier, healthier employee.
These are only a few of the informal learning examples you can use to help you increase employee engagement. Informal educational opportunities encourage your employees to keep learning and growing.
About Knowledge Anywhere
When an organization needs new courses for their online training, there are a couple of choices to consider. They have the option to:
- Build their own course
- Purchase an off-the-shelf course
- Pay for a custom course
Although there is no right and wrong way to source elearning content, some types of courses are better suited for different training needs, budgets and organizational abilities.
Find The Right Type Of Course For Your Training Needs
What type of course is best for my training needs?
Creating content to fulfill your organization’s training needs can be a serious challenge. There are three types of training courses we will be discussing in this article.
1. In-house course creation
2. Purchasing off-the-shelf courses
3. Purchasing outsourced custom courses
As stated above, there is no right or wrong way to source training materials. However, there are advantages and disadvantages to each of the three content types, and it comes down to finding the right type of content that will fit your training needs.
How to Use Different Types of Courses For Training Needs
In-house Course Creation
This type of course is created from within your organization.In-house courses are often used when training requires customization to meet the organization’s needs while also staying within a smaller sized budget.
The ability to achieve a customized course with a smaller budget is appealing, but be aware that there is a trade-off of time and labor. Organizations need to be prepared for the time and effort required to create the course. If there are team members that can take on course creation, that is great!
Examples: This type of content can have a wide range of production value and can take on many forms. Internally created courses can come from:
- Recording webinars
- Recording in-person training
- Live streaming
- Renting studio recording space
- Narrated slideshows
- Animated videos
Sometimes the team member or members’ time is too valuable and it is better to outsource.
Outsourced Custom Courses
Outsourcing custom course development will cost more than an internally produced course. What you get in return is peace of mind while an experienced team creates a quality course within your schedule.
A content creation company has the time and expertise to not only develop your course, but to also help storyboard, offer suggestions and provide advice based on past successes.This is not necessarily better or worse, it is just a matter of which resources your organization chooses to use for the requirements of that course.
These standard, pre-designed courses are a great option for basic training or continuing education courses. They are much cheaper than a custom developed course and they just require the time it takes to choose the ones you want to purchase.
Some off-the-shelf options are:
Some examples of when off-the-shelf courses might be a good option:
- General sales training
- Food safety knowledge
- Leadership training
- Microsoft Excel courses
There are some business needs where custom courses make more sense than off-the-shelf courses, whether they are created in-house, or outsourced.
For instance, if you are onboarding a new sales rep, off-the-shelf course would work for general sales tactics and best practices. However, the business should consider custom courses for their product training or lead qualification procedures.
Another example would be a healthcare facility. They might choose an off-the-shelf course for general industry HIPAA compliance standards, but create their own course about how patient documents are handled in their day-to-day office activities.
Consider A Combination
Learning and development programs often require different types of training. Creating a combination of content can be good for a couple of reasons.
- Learners will like the change of pace that will come from off-the-shelf vs content that is customized to their job.
- Off-the-shelf courses are quick to buy and can give you instant content to start a training program while you wait for more custom courses.
- Purchasing off-the-shelf can be good for continuing education and general job skills while custom courses can be used for more company-specific learning areas
If you start creating new training content plans and realize that you could use some help creating those modules, feel free to contact us at Knowledge Anywhere and inquire about our Course Development.
About Knowledge Anywhere
Knowledge Anywhere specializes in providing organizations with a variety of elearning solutions, such as their Learning Management System, Virtual Reality Training solutions, course creation offerings.
When identifying what courses are best for your organization’s online learning program, it’s critical to find an option best suited for the specific needs of your team. It is important to ensure that the course is comprehensive and meets all of the industry standards in order for your team members to find it useful.
Before you invest in a course, it’s important to know if it checks all your organizational boxes. An incomplete program may lead to your team receiving inadequate training that could leave them unable to perform their responsibilities.
That’s why it may make sense to look into building a custom course for your online training program. This article will outline:
- The advantages of building a custom course
- When to build instead of buy
- Questions to ask before building a custom course
Taking a deeper dive into the three aforementioned topics will help you make a more informed decision on whether to opt for a pre-existing course or to maximize your course’s effectiveness by designing it yourself.
Advantages of Custom Courses
1. Aligns with Company Values
Building a custom course allows you to craft a learning experience which aligns with your company’s values. It will be 100% tonally consistent with your brand because it enables you to incorporate your company’s logos and color scheme while also including specific company policies and procedures. An externally designed course may have materials that are defined prior to purchase and that you are unable to adapt to fit your organization.
2. Target Audience Needs
While staying brand consistent through custom courses, you are also able to target your audience’s needs better than a third party. You know what your team members are likely to respond to and how they learn which makes it easier to build a course that optimizes how you communicate the relevant information your team needs to hear. Building a custom course also allows you to employ examples relevant to your business or industry. This will engage your users rather than non-specific examples that won’t apply to your market.
3. Continually Update
One final advantage of a custom course: the ability to update it as changes occur within your industry. You can update a custom course whenever you need to. Buying a course can be a more static experience, without the versatility and flexibility your learning program may require. If you work in an industry with ever-changing requirements, this could be a major challenge.
When to Build Instead of Buy
Buying courses and building custom courses each have their advantages. To decide on which one to use, it ultimately depends on the objective of the training you are providing your employees. There are two key indicators where building a custom course may help train your employees more.
1. Specific Company Needs
Each company communicates, operates, and executes results differently. There are some areas that an off the shelf course can not teach your employees. This may include:
- New product releases
- Company-specific certifications
- Organizational culture
- Company-specific examples
- Industry-specific compliance laws
- Special accomplishments
Buying off the shelf content is best for when companies need employees to learn generic skills such as Leadership Development or Microsoft Excel Training. This is because buying these pre-designed courses are cheaper and not time intensive to select. However, when you need to train employees on specific areas related to your business, building custom courses will produce a greater impact on learning objectives. This is especially true if you need to train your team members on the uses or benefits of a product, specifically one created by your company. No external training course is going to be able to capture the knowledge your organization has about a product that company designed from scratch.
5 Techniques For Building Successful Product Training For Sales Reps
This ebook will help you create innovative product training that equips sales reps with the knowledge they need to be exceptional salespeople.
2. Increase Management Engagement
It is also best to build a course if you want to increase management’s engagement with the training program. Leadership will be more likely to support and buy-in to a training program they had a hand in creating. Allowing them to provide input into the training also ensures your organization is reinforcing the goals and objectives of your management team. Incorporating management into the training development process is a great way to make sure the training is consistent with their values.
Questions to Ask Before Building a Custom Course
Before you embark on your course-building journey, there are a few questions your organization should ask itself.
What content do you already own?
When you identify the need for online training, you should first determine what content you have at your disposal. If you have the requisite information and materials to inform a comprehensive training program, it may be redundant to seek an external option.
What type of content do you need?
What is it that you want your users to get out of the training experience specifically?
- Do you need them to learn specific policies or perform a certain task?
- Do they need to know how to operate a specific product?
- Do they need to be made aware of laws or other regulations that impact their ability to do their jobs?
Consider what type of content you need when deciding the best way to communicate it to your audience.
What audience are you targeting?
Are they your internal employees and staff? External stakeholders such as contractors or consultants? This will impact the amount of company information you share within the course as well as how the course is designed.
What are your expectations for the content?
When the training program is complete, will you need your users to perform a function? Will they need to possess knowledge about a specific rule or set of guidelines? Before you begin the course-building process, you should be able to visualize the finish line. Know the end goal of where you want your users to be so you can appropriately define your expectations for them as you develop the content.
Start Building Custom Courses
Building a custom course allows you to have much more flexibility in implementing an online training program. This will lead to a much more effective course sure to leave your users with a better understanding of the course content and, in turn, a better ability to do their job.
If you start creating new training content plans and realize that you could use some help creating those modules, feel free to contact us at Knowledge Anywhere and inquire about our Course Development.
Knowledge Anywhere specializes in providing organizations with a variety of elearning solutions, such as their Learning Management System, Virtual Reality Training solutions, course creation offerings. They have also created elearning tools such as QuickQuiz, an elearning Slack App, and SCORMify, an app that turns videos and documents into SCORM compliant courses.
The success of your company depends not only on your ability to hire the right people but also on your ability to train them to do their jobs effectively. This training doesn’t end after the hiring process; rather, it’s just beginning. If you expect your business to grow and evolve to keep up with trends and advances, your employees need to grow and evolve, too.
The pressure is on: how are you going to do that?
You have lots of options, including traditional classroom methods like seminars and workshops. Of course, you might also consider a virtual learning platform, in which case you would join the 81% of companies who provide at least some of their training online.
What is a Virtual Learning Environment?
A virtual learning environment is an online system that allows education materials to be transmitted through the internet to transfer knowledge from organization to employee, or teacher to student. Virtual learning environment examples include the following and more, all of which can be accessed via an online or computer-based system:
- Distance Learning Degree Programs
- Professional Certification Courses
- Instructional Videos
- Video or Audio Lectures
- Books, Articles, and Other Writings
- High School or University Classes
For your business, your virtual learning environment might include your employee handbook, instructions on how to use new software or equipment, sales or customer service training, new employee orientation, and more. As with any type of training system, there are virtual learning environment advantages and disadvantages.
Advantages of a Virtual Learning Environment
- Easy Tracking and Assessment: With your virtual learning environment software, it’s easy to tell which employees have completed the activities. Built-in assessments like quizzes can help you ensure they’re absorbing the material.
- Seamless Delivery: Every employee has access to the same material, no matter when he or she gets hired. Your message is consistent through the years; when you make a change in company policy, that can be updated in your learning system, and all employees have access to it.
- Time Savings: You don’t always know when you will have to hire a new employee. If someone quits unexpectedly and is replaced, you might not have time to train the new employee properly. She might have to wait for a yearly seminar; in the meantime, she’s under-prepared and overwhelmed, which puts the position at risk again. With a virtual learning environment, your new employees receive thorough training immediately.
- Financial Savings: With an investment in virtual learning platforms, you’re paying someone (or taking the time yourself) to develop curriculum once, which can then be used over and over again. Compare this to the expense of hosting workshops every time you hire new people or make changes in your business: paying speakers and instructors, arranging venues and travel, and losing productivity when employees are out of the office. It’s easy to see how cost-effective a virtual learning environment is.
- Communication and Connection: BBC Active mentions communication as one of the advantages of a virtual learning environment. With forums and message boards, seasoned employees can answer questions and offer mentoring and advice for new employees. This saves time for those in management roles and builds a sense of connection and community among your team.
- Flexibility: Employees can choose where and when they complete the training. They can revisit sections that were unclear, or review the entire curriculum from time to time. It’s also flexible for you since you can add or change material at any time.
Disadvantages of a Virtual Learning Environment
- Dwindling Attention Spans: How many browser windows do you have open right now? Many people are programmed to multi-task when they’re on the computer, despite studies showing that 98% of people are not good at multi-tasking. This could lead to skimming articles or starting a video that turns into background noise as they try to complete another project at the same time. Of course, you can help prevent that by keeping lessons and videos short and simple.
- Getting Lost in the Material: Depending on each employee’s learning style, some might feel lost when they can’t ask an instructor for clarification in real time. Others might require lessons that are more hands-on, visual, or auditory than what you end up offering on your platform.
- Discomfort with Technology: Though many industries rely heavily on technology and employees are well-versed in its use, you might be in an industry that doesn’t require that kind of knowledge. In this case, you might have employees who feel they have two daunting tasks ahead of them: taking the training and understanding the virtual learning environment software that allows them to take the training.
- Limitations: A virtual learning environment might not be the most effective way to teach someone to build or use a complicated piece of machinery. It also doesn’t offer that human-to-human contact, which may limit your opportunities for team-building and role-playing activities, brainstorming, or discussion.
The good news is that when you base your training in a virtual learning environment, you still have the option to supplement it with in-person classroom-style training on an as-needed basis. In the meantime, you’re benefiting from the many advantages of using virtual learning platforms.
Only you can decide what type of training is the best fit for your company, and you owe it to yourself to learn as much as possible before you make that investment.
About Knowledge Anywhere
The modern consumer can find most or all of the information they need to buy a product online. When someone engages a salesperson, it is not usually to discuss high-level product information. People expect sales reps to have a deep level of understanding and perspective on their products, company, and industry to make comparisons and add value.
This shift in focus for sales teams means that training is more important than ever. Every sales rep needs to be trained to expert level.
There are many different types of digital training strategies, and it can be overwhelming to know which one to implement. Here are 3 strategies that are effective across a variety of industries, applications, and teams.
3 Digital Product Training Strategies to Improve Sales
1. Virtual Coaching
Virtual coaching establishes a mock environment where employees can practice jumping over realistic job hurdles. Virtual coaching offers employees the opportunity to develop vital skillsets and practice making decisions so that they can perform when it matters.
What is virtual coaching?
There are many virtual coaching platforms available to use. Although these platforms can vary, the main functionality allows a coach to record a virtual scenario, the employee then records an answer, followed by feedback from the coach. All of this is done in a safe space where employees can prepare to interact with customers.
Although virtual coaching can be used to improve performance in many different job roles, it is a particularly great tool to improve and test sales rep product knowledge.
Some ways to use virtual coaching:
- Recorded documentation to show employee progress
- Integrate it into your training platform to add to employee learning records
- An extension of your in-person coaching program
- Onboarding tool
- Way to share ideal answers and best practices with other members of the team
5 Techniques For Building Successful Product Training For Sales Reps
This ebook will help you create innovative product training that equips sales reps with the knowledge they need to be exceptional salespeople.
Microlearning offers a unique way to break through one of the toughest roadblocks to getting learners engaged: time.
The modern individual’s schedule does not leave time to dedicate to learning for their job. Microlearning provides the opportunity to learn in short, manageable bursts of time, so business professionals no longer need to sit hunched over desks pretending to pour over thick manuals muddied with jargon and filler information. Modern research has taught us that information overload gets learners nowhere, and as a solution, new technology has developed to solve this issue through microlearning.
Creating microlearning modules that are in short, bite-sized learning opportunities allows employees to access this information quickly whenever they need it. For product training, microlearning will help sales team’s in two aspects:
- Just-in-time learning supports employees by providing avenues for immediate learning. For example, if a sales representative is about to go into a sales meeting and forgot a specific product feature advantage, they can easily access the information on their mobile device through just-in-time learning.
- Performance support aids employees when they are on the job and have forgotten, from their previous training, how to perform a certain task. It prevents employees becoming frustrated because they won’t have to waste time searching for the answers.
For optimal results, have the training focused on the key information that you want employees to get out of the training. Stray away from jargon and long winded sentences, you want to create information that is easy for learners to absorb and retain.
3. Mobile Learning
Mobile learning options are a valuable asset to any corporate training setup. The way people interact with technology is changing, so training delivery methods should match these changes to enable learning from anywhere.
Mobile learning offers the groups you are training easy access to crucial information. Your computer can only go so many places conveniently while your phone goes everywhere. Mobile learning simplifies the process of accessing information through making it available anywhere at any time. Couple mobile learning with microlearning modules to create information employees will appreciate.
Another advantage of mobile learning consists of the rising trend of the workforce working remotely. Mobile learning offers an easy transition that allows learners to work off their phones from anywhere. Having a product training program that supports mobile learning will allow your whole team to gain access to the important information embedded in the training.
Implementing these digital strategies into your product training program
Effective product training is essential for enabling sales teams to overcome customer objections and tough questions. Creating a digitized product training program will make employees more engaged with the training program and ultimately able to sell the product more effectively due to knowledge retention.
Connect with one of our product training specialists, so you can start implementing these strategies as soon as possible.
About Knowledge Anywhere
How To Engage The Modern Learner
Workplace learning has evolved. This infographic highlights statistics and tips for engaging modern learners in your workplace.
About Knowledge Anywhere
The way people learn at work has changed rapidly. Long-form training methods are no longer the ideal standard. Instead, employers are seeing better training results from short, broken-up, concise learning formats.
Spaced learning is one of the methods that is helping employees and other trainees retain more information over time. This method of learning engages employees while also giving them time to critically analyze the information they have just learned.
Here are the four way to implement spaced learning into your training program:
- Combine spaced learning with microlearning
- Repeat content in different formats
- Track results with quizzes
- Include interactive methods and real world simulations
Before we dive into these four areas, this article will give a brief overview of the fundamentals of spaced learning, and then describe how to implement spaced learning in order to enhance your training curriculum.
Overview of Spaced Learning
What is Spaced Learning?
Spaced learning is based on the highly researched theory that learning is enhanced when lessons are repeated after a certain lapse in time. In other words, learners are exposed to information multiple times with spaces in between. This is a simple but important concept that can make a big difference in how well people retain what they’ve learned.
Anyone who’s ever attended an intensive training such as a day or weekend seminar will be able to appreciate a common problem with learning. You are given hours of training and feel like you understand it. However, within a few days or weeks, you have trouble remembering it. This isn’t a flaw in your ability to learn but a reflection on how the brain works.
Benefits of Spaced Learning
It turns out that it’s perfectly normal to forget information soon after you’ve learned it. Through Hermann Ebbinghaus’ Forgetting Curve, it was found that learners tend to forget material at an exponential rate during the first few days after being exposed to it. Ebbinghaus also found that memory could be strengthened through repetition and by using better memory representation techniques.
Spaced learning is one of the best tools to improve retention. As Harvard Magazine reports, spaced learning can improve learning by as much as 50%. Whether you need to train people on new software, help them pass a certification or compliance training, it’s essential to understand how spaced learning improve retention. In fact, there’s evidence that spaced learning helps in fields as diverse as sales, language learning, and medicine.
How to Implement Spaced Learning Into Your Training Program
Here are four guidelines to successfully implement spaced learning to improve the results of your training program.
1. Combine Spaced Learning With Microlearning
Microlearning is another important principle of learning and closely related to spaced learning. Microlearning focuses on delivering information in short, manageable chunks rather than trying to dump everything on learners all at once. This idea fits perfectly with spaced learning as you can deliver shorter nuggets of information with intervals in between.
The three areas to combine spaced learning with microlearning are:
- Product training: Providing short bursts of information that is spaced out over time will give customers and partners the confidence they need to effectively use your product
- Compliance training: Make compliance training more interesting and effective by breaking up the learning which will allow employees to easily internalize critical compliance information
- Onboarding: Don’t bombard new hires with a plethora of information. Instead create manageable-sized chunks of information for employees to digest
2. Repeat Content in Different Formats
One of the keys of spaced learning is to mix up the approach. People absorb information more thoroughly when they receive it via different senses and formats. Repetition is one of the cornerstones of learning; however, it’s far more effective to repeat the information if you vary the method. Someone can listen to the same lecture or study the same infographic many times and will quickly get bored. If, however, you mix it up, you’re more likely to hold their attention. For example:
- Create short modules that can be quickly absorbed
- Show videos: Video learning is one of the top e-learning trends right now. Interactive videos are especially powerful for engagement
- Create gamified exercises
- Show infographics: Information can often be conveyed more succinctly using visual tools than by making people read long blocks of text
- Give frequent quizzes
Using a variety of methods, with regular breaks, helps to keep learners involved and prevents boredom.
3. Track Results With Quizzes
It’s essential to keep track of how well learners are absorbing information. With spaced learning, administer frequent quizzes rather than relying on one comprehensive exam at the conclusion of the training. Quizzes, aside from tracking progress, can enhance learning as they compel learners to review the information as they’re taking the quiz. Knowing that they’ll be quizzed also motivates them to pay close attention.
QuickQuiz is a great application that allows you to quiz employees on their comprehension of learning content via Slack.
4. Include Interactive Methods and Real World Simulations
One of the best ways people learn is by doing. Incorporating interactive strategies and real-world simulations into your training improves engagement and fits in nicely with spaced learning. There’s still a place for traditional didactic learning methods such as printed material and lectures. However, it’s important to combine these with interactive methods such as gamified exercises and interactive videos.
Role-playing is also a powerful way to engage learners and reinforce the material. This is especially helpful when it comes to anything involving human behavior such as sales and customer service training or compliance training. With this approach, it’s important to carefully monitor the exercises and make sure that people are staying on the right track. If learners aren’t well versed in the material and there aren’t qualified trainers to correct them when appropriate, their mistakes can be reinforced.
Incorporate Spaced Learning Into All Your Training
Spaced learning isn’t a mere trend or gimmick but a process that’s based on substantial research. It’s a proven way to help employees and other learners absorb information more efficiently and to help them retain what they’ve learned. This style of learning is appropriate for all types of training in any industry. It’s not difficult to adopt spaced learning for your purposes, and you’ll find that your employees will respond favorably to it.
About Knowledge Anywhere
Product training is an important part of an organization’s success. Without value-adding product training, a marketing team cannot reach the right market, and a sales teams will fail to answer the critical questions customers are looking for. Poor product training can cause a great deal of loss to a company, so it is necessary to take a look over the program already in place to ensure that employees are receiving effective product training.
Here are the four pillars of an effective product training program:
1. Product Knowledge: Understand what you are selling
Having your team completely understand the products being sold is critical for creating strong customer relationships, building a positive brand reputation and outperforming your competition.
Equipping your team with excellent product knowledge will help your company:
- Build a stronger relationship with customers When your team gives accurate information about your products to customers, they earn the customers’ trust. Knowledge of the product also makes customers believe they are dealing with employees who are experts and passionate about what they do—making your company their favorite among competitors.
- Improve sales A deep understanding of product knowledge allows salespeople to do two key things. It allows them to customize their product offerings and suggestions to maximize satisfaction and upsells, it also enables them to quickly and accurately give the prospect what they need to make a buying decision.
- Improved customer experience If your customer care team has in-depth product knowledge, they can help your customers easily and promptly. Customers won’t have to wait on the line for the right person to address the issue, overall improving the customer experience.
2. Industry and Customer Knowledge: Understand what your customers are looking for
Great product knowledge is supported by an in-depth understanding of the industry you are in and the customers you serve.
It is not enough to train your teams about the specifics of your products, the training program need include aspects that give context to your products.
- How is this product being used by customers?
- What problem does this product solve for the customer?
- Are there trends or changes in the industry?
Customers no longer engage a salesperson for generalized information; they are looking to sales reps to add expertise and value to their interaction.
Here are three ways to implement industry and customer knowledge into your training program:
- Allow employees the space to spend time researching industry trends
- Ensure training includes not only who your ideal customer is, but also how your product solves that person’s needs - connect the customer attributes to the product.
- Create a shared communication space where people can post key competitor observations
Infusing industry knowledge topics in your training help prepare your team for the needs of the customer. Being up to date on changes in the industry will also prepare employees to foresee possible changes that might disrupt the industry.
3. Competitor Analysis: Understand what your competitors are doing
Analyzing competitors helps identify your product’s strengths and weaknesses, as well as identifying communication strategy adjustments you can make.
Competitive analysis is a crucial process of the research and planning phase for companies who wish to grow their business. It allows you to view competitors’ product features in comparison to yours and create a benchmark to develop an effective competitive marketing strategy.
Once completing a competitor analysis, share the data and implement it into your product training program. This will give employees the opportunity to how your product stacks up against competitors and create a specialized pitch, improving their chances of a sale.
Remember that some of the best product observations come from the fresh eyes of new employees.
4. Create winning product value statements
Once you understand your target customers, analyze competitors and fine-tuned your product knowledge, it is time to create a value statement that will persuade customers for the final sale.
What is a value statement?
According to CXL, a value proposition is a clear statement that:
- explains how your product solves customers’ problems or improves their situation,
- delivers specific benefits,
- tells the ideal customer why they should buy from you and not from the competition.
Elements of a good product value statement:
- Communicate specific results customers need
- Explain how it’s different and why it’s better
- Be clear and concise so it can be easily understood in 5 seconds
A product value statement carries the promise that entices the customers to buy your products. Make your value statement clear and concise, but most importantly, ensure to fulfill the promise.
Creating a comprehensive product training program can be a daunting task; however, these four pillars will help outline what is needed to successfully train a team that will boost sales, improve customer retention, and broaden your market share.
About Knowledge Anywhere
Soft skills tend to be neglected, often because they are hard to measure, and some people think they can’t be trained - you either have them or you don’t. Certain employees will naturally be better with soft skills than others, but there is no reason people can’t work on soft skills like any other skill. Soft skills are valuable, transferable skills that can play a large role in the success and productivity of employees.
This article will discuss which soft skills are best taught through online training, and techniques for how to accomplish this.
What are soft skills?
“Unlike hard skills, which can be proven and measured, soft skills are intangible and difficult to quantify. Some examples of soft skills include analytical thinking, verbal and written communication, and leadership.”
Which important soft skills can be taught or enhanced through online training? See the soft skills examples list below.
Teamwork is the one soft skill nobody can do without these days. Even freelancers who work at home and seldom see another person in the flesh need to develop their teamwork skills. Teamwork means cooperation, collaboration and taking the initiative when necessary.
2. Effective communication
Effective communication is perhaps the easiest of the soft skills to teach online, especially as people can benefit simply from listening to or watching good communicators and seeing how they do it. Bear in mind that communication does not just cover speaking but also listening as well - and knowing when each is important.
Problem-solving is not just about being analytical. Employees need to learn to approach problems calmly, to know when to get help (back to teamwork again), when to barrel through and when to back off and take a break or try a different approach.
4. Time management
Time management can benefit from both online training and the use of productivity tools to encourage focus and prioritize tasks. Although this is a transferable skill, it is more concrete than most, as people need to learn how to put together a proper to-do list and organize their calendar.
5. Conflict resolution
This skill can be taught online using scenarios, bite-sized videos and role-playing games.
So, how do you cultivate these and other skills through online learning? Follow these techniques:
1. Create short videos. No one likes long, in-person seminars, but we can get through them, however, long online seminars are much harder to sit through. Because of this, most soft skills training modules use only short videos. The concepts are broken up into small sections, and the content is cut down as much as possible.
2. Use interactive scenarios - have people role-play with other employees or use AI-based online scenarios to show characters and their interactions. These scenarios are a vital part of a good online training course (and are also used face-to-face). Branching scenarios can be particularly effective as they show the direct outcome of various decisions.
3. Define measurable goals. Although soft skills are hard to measure, it’s possible to set goals that reflect them indirectly. These might include making more sales or deals or getting feedback from the rest of their team that demonstrates improvement. In time management, it is even easier - you can keep track of how much employees are getting done in a given time frame.
4. Focus on one skill at a time. It’s easy to give in to the temptation to try and improve multiple things at once. Grouping skills together are much less effective than focusing on teamwork for a while, then communication, and keeping the sessions short. Although there’s obviously some overlap, it’s important to keep things brief and focused.
5. Find motivation in the real world. This does mean using real-world examples, but it also means helping employees understand how these skills can benefit them - being better at conflict resolution might be great in the office, and even better at home when their children are fighting again.
6. Do group projects. These facilitate both teamwork and communication - and can either be directly related to a work goal or just for fun (just like team-building exercises in the real world). These projects can also help develop better relationships with specific individuals.
7. Turn the tables. Have each employee host their own webinar - this develops leadership and helps get over the fear of public speaking (which can be just as real when dealing with people over the internet as face to face). Having to pass a topic on to others can also be a great motivation to learn it in more depth. This can also spread out the dry research across the group.
8. Use mobile learning. These days, we do almost everything on our phones - and by using online training through a phone employees can go anywhere to learn and also apply things directly to the real world in front of them. For example, they can take an online video to a conference and compare it to how people are doing things there.
Regardless, whether you are the employer or a professional trying to improve your skills, online training can be an important way to develop soft skills, often for a lower cost than, say, going to a conference. Employees can even get soft skills certification courses online that help demonstrate improvement and prove to employers and partners that they have what it takes - and this kind of training can also help attract talent.
If you are an employer looking to improve the soft skills within your organization, then you should check out Knowledge Anywhere. We offer an intuitive learning management system as well as custom content development services that can help your team create a curriculum customized to your needs and those of your employees.
The “sales process” is a fundamental aspect of a successful sales team. A sales process is a layout of the steps that sales representatives need to accomplish throughout the sales cycle.
Different businesses will have their own unique pipeline for their sales teams, but every business needs one. A good sales process strikes a balance between providing a clear framework to follow throughout the sales cycle while leaving room for the salesperson to personalize based on the situation.
This article will outline how to achieve the optimal sales process to help support your sales team, win more customers, and ensure the most ROI.
Setting up the Sales Process Steps
Before creating a personalized sales process for your business, it is important to go over the basic steps to fully understand the flow of a sale. Here are the 5 overarching steps of a sales process:
- Lead Generation: Using outbound tools to identify target persona
- Qualify Leads: Deciding if a prospect is a leads to pursue
- Demonstrate Value: Communicate how the product solves the customer’s problem
- Guide Prospect Understanding: Manage objections to close the sale
- Deliver and Support: Continue to deliver what was promised to ensure customer satisfaction
View this infographic to learn more details about the sales process.
For each of these five steps, provide your sales teams with enough information about what is expected of them at each stage as well as what they should be seeing in a customer’s behavior. This will enable them to effectively communicate with a potential customer and identify their needs and desires early on in the process.
Creating a Personalized Sales Process
To create a process which will optimize your sales, sit down with marketing, sales, and customer support. Map out what your team is currently doing at each of the 5 steps and pinpoint the core requirements in each area. What are the things that every sales rep is expected to do in each step of the process, regardless of the situation?
After solidifying each stage of the sales process, the next step is to create concise training and reference materials. These materials will not only help efficiently train new sales reps, but it will also ensure that customers and leads are getting a consistent experience with the business’ entire sales team.
Just as important as creating these training and reference materials, is communicating, distributing and tracking them with all sales employees. The most efficient way to do this would be through the implementation of an online training platform, such as a Learning Management System (LMS). An online training platform not only helps to organize and track training, but it also doubles as a catalog of materials for sales reps to refer back to whenever they need a refresher.
Once your sales process has been created and implemented, be sure to check back in regularly with the process and the training materials to ensure that it is still accurate and optimal for your business needs.
Optimizing Your Sales Process
Rapid technological advances have allowed for markets and customers to continually change their needs and desires making it necessary for your team to evaluate and test your sales process as much as possible. It is important to track and follow up when a lead leaves the sales process to find out why they decided to go in a different direction.
Some key metrics that are important to track are:
- How long customers are in each stage
- How many prospects close after a demo
- Customer churn rate
If one of these metrics start to be undesirable, test small aspects of the process to see if sales results improve. It is beneficial to continually test the process with role-play exercises and input from every member of the team. Things will change over time, and methods that work one year may not work the next, so be prepared and anticipate these changes by continually evaluating and testing your sales process.
Taking your Sales Process to the Next Level
Your sales process is a key part of your ability to attract and retain customers. Make sure that your entire sales team is on the same page of what is expected of them and what the customer’s behavior should be at each step. Setting up your sales process in this fashion will give the structure that your team needs but flexibility in order to adapt to your customer’s needs. Successful selling requires a developed process that guides each customer through the ‘buyer’s journey’ with the highest level of return.
About Knowledge Anywhere
Knowledge Anywhere is now part of the Microsoft Azure Active Directory App Gallary
Teams using Azure Active Directory can now set up Single Sign-On for their Knowledge Anywhere LMS by adding Knowledge Anywhere through the Azure Active Directory App Gallery.
SAML is an open standard for exchanging authentication and authorization data between providers, in particular, between an Identity Provider (IDP) and a Service Provider (SP). Using Single Sign-On through Azure will allow Knowledge Anywhere LMS users to be authenticated and signed in using their Azure credentials.
Knowledge Anywhere’s inclusion in the Active Directory App Gallery also means that teams using the free tier of Azure will have an easier integration set-up process.
If you’d like to learn more about Knowledge Anywhere’s integrations and apps, click here.
About Knowledge Anywhere
Micro-learning is a buzzword in the elearning industry, and for good reason. The way people learn at work, and in general, has shifted and training formats have needed to adapt.
Part of this change includes rising expectations that most workplace training should be able to convey knowledge more quickly and efficiently than the historically accepted, long-form training.
Many training professionals have heard of micro-learning and understand the value of breaking learning material down into concise, organized, easily accessible packets of knowledge for their employees. There are plenty of great statistics supporting micro-learning, including the way it increases knowledge retention, reduces training duration, and allows learners to pace their learning.
We can see the merit of micro-learning in general, but sometimes it is hard to pinpoint where or how to apply it to our learning and development program to make the most impact.
This article will discuss three areas of training where micro-learning can be effectively used in employee education to make a large impact.
What is the difference between micro-learning and macro-learning?
Two large categories that have emerged in online training are macro-learning and micro-learning.
- Macro-learning is long-form content that is reserved for more in-depth, time-intensive training.
Example: A sales manager blocks out time in their day to take a 60 minute, online leadership course.
- Micro-learning is short-form content that is split up into small, bite-sized concepts that can be quickly understood and utilized.
Example: A new sales associate needs a refresher on a specific product the company sells. They quickly look up a 2-minute video explaining the product’s features and price.
Now that we have a clearer picture of what micro-learning is, let’s dive in.
Here are 3 areas of training that can be combined with micro-learning to make a huge impact on employee training.
1. Performance Support
Research shows that if knowledge is not used immediately after being learned, a lot of it is forgotten. And although this fact has been known for a while, businesses still train as if employees understand and internalize all of the information after hearing it for their first time.
This is where performance support comes in. Performance support is training that is implemented on the job when the employee needs it and is motivated to learn it.
This immediate need for quick, concise answers means that micro-learning and performance support go together like peanut butter and jelly.
When employees have access to these concise performance support materials, they can learn quickly, work more efficiently and help prevent other staff from having to stop their work to answer questions.
A well thought out library of content, combined with a performance support tool allows training teams to effectively administer this on-the-job training, and track its effects.
2. Spaced Learning
Spaced learning is based on the concept that knowledge is remembered much more if time elapses and then the training is repeated. When training is first introduced to an employee, allow time to pass and then have them take a refresher course or a course that reflects and builds on the original information.
Spaced learning can be applied to any employee training and is very effective when combined with micro-learning. When creating training, make a few short refresher videos on the same topic that will be assigned in the upcoming weeks. If videos are not preferred, a simple, concise document highlighting the most important information, coupled with a short quiz can be very effective.
3 specific areas where combining spaced learning and micro-learning are particularly effective:
- Product training
- Compliance training
3. Preparation For Formal Training (pre-training)
An additional, effective way to implement micro-learning is by using it as a way to prepare employees for formal training. If employees are learning new concepts for their first time in an in-person training, you are missing out.
Make in-person training more effective by creating short, micro-learning modules that introduce the formal training topic before the class. This tactic means that training professionals don’t have to spend their precious time going over the basics, they can instead focus on higher level concepts and applications.
A lot of training professionals are finding it challenging to get their employees to engage in pre-training. Although micro-learning helps with this, try to find ways to get creative in your implementation. Communicate with your learners to identify forms of pre-training that engage them the most.
Strategies, best practices, and technology in corporate training are evolving quickly and it can be hard to keep up. An important part of current training and development professionals is to be able to identify which type of training will be the most effective for different topics.
Long-form training still plays an important role in employee education. The areas listed above are a few areas where micro-learning can be combined with, or replace longer-form training content to make a high impact on employee training.
About Knowledge Anywhere
Stats To Inform Your Sales Training
Create better sales training with these stats.
There is a lot of information that salespeople are expected to learn during onboarding, and continue to get better at year after year. Great sales training is crucial for creating and supporting successful sales teams. This infographic highlights critical statistics around sales teams and their customers to help better inform the way sales training programs are developed.
About Knowledge Anywhere
2018 was a busy year for Knowledge Anywhere. We tripled our development budget to focus even more on producing new features and solutions that help our customers efficiently train their learners.
Here is a look back at some of our LMS feature highlights and products we released in 2018.
1. LinkedIn Learning Integration
Knowledge Anywhere is pleased to announce that an integration with LinkedIn Learning is available for our Professional and Enterprise customers. This integration allows your learners to access LinkedIn Learning content via your Knowledge Anywhere LMS. Click here to learn more.
Admins can now see LMS feature updates from inside the LMS. See quick snippets of information about new features via the admin site by selecting “What’s New” in the user profile drop-down.
3. Configure Knowledge Anywhere LMS as SAML SSO Identity Provider (Beta):
Knowledge Anywhere LMS now has the ability to be a SAML Identity Provider. This means you can use your LMS to provision/login users with other SAML Service Providers. You can find this feature under Site > SAML Settings > Identity Provider Settings and please see our support article on How to Configure Identity Provider Settings.
4. Link Admin and Learner Sites:
LMS Super and Group Admins can now seamlessly login between the Admin and Learner sites of their LMS. When clicking on the user profile drop-down, users will see a link to the Admin or Learner site.
5. Knowledge Anywhere Now Has A Public API:
The Knowledge Anywhere Public API makes is easier to assists admins in provisioning users and connect external applications to the Knowledge Anywhere LMS. Learn more about how to use the Public API by clicking here.
New Product Releases
QuickQuiz Slack App
QuickQuiz is a Slack App that brings fast, easy quiz creation to Slack users. We now have over 800 organizations around the world using the app to test their users’ knowledge.
Scormify SCORM Converter
About Knowledge Anywhere
Our Learning Management System, Virtual Reality Training, and Course Development Services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.
One-on-ones are a great opportunity to for managers and employees to connect. So much of our work communication is conducted over technology, but nothing can match the depth of a face-to-face conversation. This article highlights how to create a one-on-one that is “owned” by the employee, not the manager, and how this shift makes more of an impact on the employee, the manager, and ultimately the company.
Make the meeting employee-led
Make the switch to a one-on-one meeting that is led by the employee. Stress that it is their time to bring questions, concerns, and strategy discussions to the meeting. It should be the employee’s responsibility to create and communicate the agenda.
An employee-led meeting is important for a couple of reasons:
- Employees see aspects of the day-to-day business that a manager might not be aware of. If an agenda is set by a manager, they might not have the space to bring it up.
- It shows that the employee is a trusted member of the team and that the manager values what they need to discuss.
- It allows the manager to better understand what is important to their employees and organically discover issues that they might not have been aware of.
Set a consistent time
The purpose of a one-on-one is to build a relationship and offer support. If a manager is inconsistent or cancels a meeting, it sends the message that the employee isn’t valued.
Dependable meeting times are also important because the consistency allows the employee to collect questions and concerns that they need to discuss and wait until the meeting to address them. With time, this will allow the big, persistent questions and concerns that stick with the employee to be brought to the meeting.
Keep in mind that the frequency of the meetings might not be right in the beginning, so be aware and adjust them as necessary. Depending on how fast the company pace is, a one-on-one could be held weekly, every other week, or monthly.
Keep them informal
As stated above, these meetings are to build a relationship with and offer support to employees, and an informal setting will allow for the most success in these areas.
A few suggestions:
- As much as possible, don’t take notes during the meeting. Taking notes seems impersonal and makes it feel like an interrogation rather than a conversation.
- Try changing up the setting of the meeting. Go for a walk, get a quick coffee, or take them out to lunch.
- It is okay if the conversation strays away from the main meeting topic. The meeting topics should be addressed, but it is natural to have an organic conversation. They can lead to some of the best insights into your employee.
Communicate expectations with employees
Make sure to communicate your expectations with the employees. Everyone’s time is valuable, so it is important for managers and employees to be fully present and prepared during the meeting.
Here are a few suggestions:
- Ask employees to keep notes on important topics or questions that they would like to discuss during the meeting.
- Some managers like to be sent a meeting agenda to allow for an opportunity to prepare.
- Convey what types of questions should be held until the one-on-one, and what types of questions should be asked in the moment.
- Let the employee know that once in a while, it is okay to cancel the meeting if they have nothing to discuss.
Managers that make the space and time for one-on-one meetings to connect with their employees will see a huge difference in both employee performance and employee retention.
Interested in learning more about how meetings can increase employee retention? Conduct “stay interviews” to get feedback from employees about their experience at the company and what suggestions they have to improve that experience.
About Knowledge Anywhere
but are willing to look outside of their current employment situation to reach their career goals.
These statistics, combined with that fact that “80% of Millennials said that an emphasis on personal growth is the most important quality of a company’s culture,” tells employers that they have a great opportunity to make an impact with their learning and development initiatives.
Here are 5 strategies that employers can add to their learning and development program that can help engage and retain millennial employees.
Strategy #1: Set Goals With Your Employees
Some millennial employees are trying to figure out what their career goals are, and some may already have career goals that they are working towards. Either way, incorporating goal setting into a learning and development programs is a great way to help ensure that millennials feel like they are learning and moving forward in their professional development.
eLearning is an excellent way to help your employees create, track and meet their goals. Setting goals allow managers to:
- Better understand what employees need from them in terms of training opportunities
- Provide the training opportunities employees are looking for so that they don’t look elsewhere
- Strategize with their employees to help them meet their goals while still aligning with company goals
Strategy #2: Connect Millennial Employees With Mentorship
As highlighted in G2’s Crowd’s article on 2019 HR statistics, 83% of employers believe attracting and retaining talent is a growing hiring challenge. One way to combat this statistic is by providing employees, especially millennial employees, with access to mentors. Whether your organization offers online mentoring or connects employees with on-site mentors, they can provide great growth opportunities for employees and employers.
What are some specific areas where a mentor can help more junior employees?
- Mentors can expedite onboarding. Mentors can help with the informal aspects of training, like introducing the new employee understand their role and the company’s culture to make onboarding an easier, faster process.
- Mentors correct mistakes before they become big ones. A close mentor relationship allows an experienced employee to be aware of what the employee is doing and make corrections as needed to improve employee performance.
- Mentors promote millennial employee retention. According to a study by Deloitte, “millennials planning to stay with their employer for more than five years were twice as likely to have a mentor (68%) than not.”
Strategy #3: Provide The Material Needed To Promote From Within
An emphasis on developing employees and promoting from within is a great way to engage, motivate and retain millennial talent while benefiting the company.
- Rewarding loyalty
- Allows for a path to career growth
- Faster training
- Higher retention
- Encourages employees to keep developing themselves and showing leadership
Strategy #4: Train Millennials In A Way That Is Meaningful To Them
Here are 4 points about millennial learning to keep in mind as you create or revamp a workplace training program.
Because millennials learn so much differently than previous generations, adapting workplace training to align with their learning styles can help make a significant difference in engaging and retaining millennial talent.
- They are used to learning online
- Their short attention spans mean shorter training is better
- They want to be able to quickly search for an answer to their questions
- They expect
learningto be personalized to them
Generic company training can be necessary, but as technology becomes more advanced, it is possible to also personalize training offerings to specific employees.
Strategy #5: Personalize the Training You Offer
Tools like learning management systems help personalize training by allowing administrators to set specific learning paths for employees. The system can also facilitate the ability for learners to identify and take training that they think is most beneficial to their goals.
Personalized training promotes more engagement from millennials and shows them that the company cares about their professional development and career goals.
It can be a gradual process to create or revamp a training program, but these are some great strategies to keep in mind as you do it. Millennials are an important part of the workforce and they are very different than previous generations. Taking the time to build a training program the aligns with the way that they learn can be rewarding for the employee and the business.
About Knowledge Anywhere
From highly regulated industries such as manufacturing and healthcare, to general training in areas such as sexual harassment, ethics, and privacy regulations, compliance training is an important part of employee training initiatives.
Compliance training is not the most interesting topic. However, it is necessary to have concrete documentation and training on workplace compliance policies, procedures, and expectations.
Increasingly accessible tools are allowing businesses to put more emphasis on figuring out ways to create and refresh compliance training that is effective in mitigating risk and engaging employees.
This article discusses how to build effective compliance training programs using a combination of tried and true best practices with new, engaging online strategies.
- Upgrade the training program to a Learning Management System Many companies start out tracking compliance training in an Excel
spreadsheet,or use other manual, inconsistent systems for tracking employee training. This might work when there are only a handful of employees, but companies can quickly outgrow this method. A learning management system (LMS) provides a formal, easy way to track and administer all online company training, as well as in-person training. This tool can help training professional implement the next 3 compliance training tips.
- Break up the learning for better comprehension One way to promote understanding and engagement in your company’s compliance policies and procedures is by creating videos that implement the concept of micro-learning. It’s no secret that videos have become a popular mode of training and are seen as more engaging than a traditional lecture. But a long, drawn-out training video can be just as ineffective as a long, drawn-out live lecture. Splitting
trainingup into shorter modules will allow employees to more easily internalize critical compliance information. Micro-learning will also make it easier for them to go back and locate a specific part of the documentation that they need a refresher on.
- Make compliance training material easy and fast to find Just-in-time learning is the concept of being able to look up and
immediatelylocate a piece of training information when the learner needs it. This concept focuses on allowing employees to find the information they need, when they need it, promoting efficiency and productivity in employees’ jobs. No one remembers every detail of their training. By incorporating just-in-time learning employees can quickly find answers to compliance questions that may come up, reducing risk.
- Use short quizzes to increase learner engagement Using quizzes after
trainingis pretty self-explanatory, however, there are different ways to use quizzes and different tools to build them in. Learning Management Systems often have the ability to build and track quizzes for your learners. Another great way to test comprehension and increase learner engagement is by creating a quiz on Slack (if your company uses Slack) using QuickQuiz. When using a quiz app in Slack, managers can spontaneously create quizzes to test employee compliance knowledge. This can be used as an informal way to test comprehension with minimal effort from administrators. TIP: If using Slack to build and assign quizzes to employees, try gamifyingthe quiz by providing a reward to the top quiz scorer. A great way to do this on Slack is by using a micro-bonus app like Bonus.ly.
The effectiveness of these 4 compliance training points can be greatly increased when they are supported through clear communication from management. This article on using marketing strategies to increase LMS user engagement talks about the role of management and company communication when creating an effective training program.
About Knowledge Anywhere
Top eLearning Trends Of 2018
eLearning statistics to help inform your 2019 training strategy.
This infographic highlights helpful training statistics from 2018 such as, top learning technology priorities of businesses, the top 5 barriers to successful modernization of training, and how millennials rank the importance of the inclusion of training and development in their jobs.
About Knowledge Anywhere
Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.
When implementing a new technology into a business, it’s easy to think after a new product is launched, the job is done. So why is no one is using it? Employees at every level of a business have a lot on their plates and learning to use a new technology can be easily ignored or put off.
A great way to increase adoption and encourage engagement from employees is by using marketing techniques.
It might sound a strange, but you are selling a new product to your employees. Although you understand the benefits, they need to be conveyed to your employees. Convince them that it is a good use of their time and energy to stop their daily work and learn how to use this new training platform.
How can marketing help increase LMS user engagement?
Sending out an announcement and putting up a poster in the break room is not enough to encourage people to take the time to learn and use a new tool.
Using marketing techniques will help employees:
- Familiarize themselves with the idea of the LMS
- Understand the goals and importance of the platform
- See how it will benefit them
- Know where to go to find support
Let’s break these points down to understand their importance, then we’ll discuss some ideas of how to convey these points to employees to encourage engagement.
Familiarize themselves with the idea of the LMS
Start with the basics. Maybe your team has never heard of a Learning Management System. This would certainly make them skeptical about why they should be using it. Help ensure that employees fully understand what the platform is.
If you are moving from a previous LMS, highlight how this system will be different and more effective than the last one.
Your new LMS company will be a great resource for this. They will have plenty of resources on what an LMS is and how their platform differs from others in the industry. This is skipped over by a lot of administrators, but it is very important for learners to understand the goals and importance of the new platform.
Understand the goals and importance of the platform
This is skipped over by a lot of administrators, but it is very important for learners to understand the goals and importance of the new platform. Seeing the bigger picture of why the LMS is being implemented can help your learners give valuable feedback and show them why they should make an effort to use the training platform.
See how it will benefit them
Make it clear how this platform is meaningful to them. There were clearly large inadequacies in the previous methods and processes, or you wouldn’t be buying a new training platform. Tell employees how the LMS is going to change this for the better. Will training documents and videos be better organized? Will it save them time? Will training be tied to possible promotions or leadership positions? Will gamification get them any rewards or recognition? Ensure that learners know where to go if they have questions about the platform. Who is their contact at your company? If there is a more technical issue with the LMS, who do they email? Will there be a formal training for how to use the LMS?
Know where to go to find support
Ensure that learners know where to go if they have questions about the platform. Who is their contact at your company? If there is a more technical issue with the LMS, who do they email? Will there be a formal training for how to use the LMS?
Learners shouldn’t have to guess about this stuff. Remove as much friction as possible with how to login, get support, and who to ask questions to.
Here are 3 ways to use marketing to effectively communicate the benefits of your companies’ new learning platform.
1. Start communicating about the new platform well before it is implemented.
Employees should be seeing information about their new training platform well before it is implemented. The “rule of 7” in marketing suggests that people need to see a message or brand 7 times before they are moved to take action. Make sure your learners are familiar with the basics of the new platform before they login. Aim to make sure everyone: know what it is, where to find it, why they are using it, and when it will be launched.
2. Add a note of support from the CEO or other leaders in the company.
Support from top leadership can be a great way to add some more authority to the learning initiatives. Ask the CEO or other leaders to send out an email supporting the new platform and why they are excited for everyone to start using it.
3. Launch to a small group, then move to everyone else.
This idea is similar to creating a case study in marketing to convince other companies to buy your product. Try launching your LMS to a small number of motivated, creative people at your company who will take the time to learn and use the new technology. Ask for their feedback and implement their suggestions. Don’t stop there! The next step would be to ask these adopters to be advocates for the platform. Get quotes from them to send to the rest of the employees and have them introduce the LMS to other people in their team.
The main takeaway from this article is to communicate as much as possible with your learners. Make sure that the platform feels familiar to employees by the time they log in.
If you can achieve that, you will get faster adoption and deeper learner engagement than the average business, allowing learning and development to become a competitive advantage for your company.
About Knowledge Anywhere
Performance support is an area that is often overlooked or under-emphasized to the detriment of productivity. Employees who receive consistent and relevant support while performing their tasks are more productive than those who lack the resources they need. Let’s look at what performance support is, how it differs from training and how you can improve it.
What is Performance Support?
30 years ago, The Center For Creative Leadership developed a formula called the 70-20-10 Rule for Leadership Development that’s still widely accepted today. The rule states that 70% of learning is experiential, 20% is social, while only 10% is from formal training. While this formula was specifically developed for leadership training, it really applies to any type of learning. Performance Support Tools are resources to help employees while they’re on the job.
It’s important to understand that performance support is not the same as training. Anyone learning new skills typically receives training to help them acquire new skills. A German psychologist named Hermann Ebbinghaus discovered back in the 19th century that people forget the majority of the information they learn.
According to the Ebbinghaus Forgetting Curve, people typically only remember about 40% of what they learned only a few days ago. After that, the percentage drops even more. That’s why you can’t count on education or training to teach people everything they need to know to perform a task. Performance support, unlike training, occurs while people are performing their jobs. There are several important benefits of this.
If employees have to stop work to find solutions, it wastes valuable time. Even though they may be able to find answers online or from co-workers or managers, it’s much more efficient if there’s a dedicated support system in place.
If there’s no support available, people will sometimes make the wrong decision rather than stop work and try to find an answer. With better support, efficiency is improved and errors are reduced.
Supports or replaces training.
Performance support tools reinforce formal training. In some cases, they let you streamline formal training as employees don’t need to memorize as much information when they can get live support.
7 Tips For Better Performance Support
Here are some of the most effective ways to offer support that maximizes employee productivity.
1. Let Your Training and Support Work Together
While training and performance support are distinct, they are both important for improving performance. The more familiar employees are with the system on which they work, the less support they’ll need on the job. Training, like performance support, should be analyzed with an eye towards making consistent improvements. While it’s true that people tend to forget quite a bit of training material, this doesn’t render training obsolete. On the contrary, quality performance support can trigger users’ memories of what they learned in training. When you identify areas where people typically get stuck, you can make adjustments to the training as well as performance support.
2. Make the Interface User-Friendly
When people commonly have trouble with a certain task or function, you need to offer support to help them get over the hurdle. You can also look into improving the training. However, it’s also advisable to see if you can simplify the task. If you make the interface simpler and more intuitive, you may find that users won’t require as much support.
3. Identify the Areas of Greatest Need
In order to provide the most helpful support, you need to be aware of where people need help. This requires you to analyze performance and identify the tasks where you see the most errors. There may be certain complicated procedures for which training is insufficient to fully prepare people. Look for those points where you notice delays, mistakes or confusion. Aside from analyzing performance, you can learn a great deal by asking people who are using the system.
Microlearning is a powerful tool for both training and performance support. This is an approach where people are given small chunks of information that are helpful for a specific purpose. One of the challenges of traditional learning is that knowledge is imparted in broad strokes. Suppose, for example, that you need to learn how to use a program such as Photoshop. There are hundreds of applications to learn, each relevant to a different task. If you actually have to use Photoshop during a project, you need it for a specific purpose. What matters is that you can quickly access the chunk of information you need. Research indicates that, in the classroom, conveying information in bite-sized chunks makes learning 17% more efficient.
5. Make the Most of Mobile Learning
People are getting more and more accustomed to using their mobile devices wherever they go, whether for work, socializing, or entertainment. It, therefore, makes sense that offering support via mobile is intuitive and convenient. If employees can easily access information from their mobile devices they can find the answers they need quickly. Here are some of the options that can be integrated with mobile learning.
- Videos - Whiteboard animations and other instructional videos are an efficient way to demonstrate tasks. Interactive videos are especially useful for support.
- Audios - Webcasts, podcasts, and other audio files.
- Interactive PDFs.
- Chatting and texting. If you can provide real-time support via a mobile device, it allows users to solve problems quickly.
These and other mobile learning tools are all perfect for microlearning as well. For example, you can create short videos that users can watch on their smartphones or tablets.
6. Keep Support Timely
It’s essential that performance support tools are relevant and up-to-date. Technology, programs, and knowledge in various fields advance quickly. If you’re teaching any type of compliance training, regulations often change. Make sure your support is regularly updated to include any changes or advances.
To consistently improve performance support, identify your most vital metrics and track results. Whereas learning metrics are concerned with what people have learned, performance metrics focus on actual results. You can observe which support tools improve performance and which need tweaking or replacing.
About Knowledge Anywhere
The implementation of new technology, such as a Learning Management System can be a large shift for employees. People are used to their workplace routines, and changing their workflow is not easy. In this article, we will discuss how managers and executives can influence organizational culture to increase the value and acceptance of learning and development tools, such as an LMS.
Participation from management and executives:
Workplace culture and expectations are much more impactful when they are visibly adopted and exemplified by executives and managers. Simply telling everyone that they need to complete a training isn’t very compelling. It becomes a part of the job but not part of the company culture. However, embodied excitement and participation of a new product by upper management is meaningful and infectious.
What can management do to participate?
- Ask employees for their feedback
- Recognize successes
- Summarize the biggest takeaway from a training
What do all of these points have in common? They all stem from a focus on communicating with employees about the new technology.
When bringing a new, complex tool into the workplace, businesses should approach it like they approach marketing for a new product. You need to sell your employees on the tool.
How does a marketing approach help acceptance of a new technology?
WIIFM- What’s in it for me?
The first step in marketing a new tool is to identify and convey the benefit to your target audience. An LMS enables employees to further develop their current skill or learn new ones and can provide avenues for growth.
Explicitly listing the advantages to employees about learning and development will promote long-term, sustainable motivation to continually learn through an LMS.
Consistent communication keeps it top-of-mind
Make sure to communicate the value of learning and development to get employees excited. Create multiple announcements from different seniority levels explaining how the learning and development will benefit them.
Don’t be afraid to tell your employees that you are excited to make this investment in their professional development and what your goals are with the implementation of this new tool.
Check out this article to learn about other ways to create an impactful virtual learning environment.
Familiarity leads to more use
- Once you have sparked the interest of your employees, it’s time to get them engaged. Often times, we shy away from trying new things because it takes more conscious effort. To overcome this barrier, employees need to spend time on the platform and get familiar with the tool.
- Encourage employees to spend time in the platform by designating a few hours a week for them to do so. Management can also create fun competitions or give rewards to employees who have learned the most on the platform.
- One easy way to test this is through a free slack application called QuickQuiz which allows you to build and deploy quizzes to your team via Slack.
These three points show that influencing organizational culture is a process. It takes consistent messaging and familiarity to engage users. Once you start to see the engagement, the next step is to listen to feedback.
Ask for and Listen to Employee Responses
As employees start to engage with the LMS, make sure to ask for and listen to their feedback.
Issues will occur and it is important to listen to employees complaints and act quickly to avoid frustration. Employees want to feel valued and heard. By asking for their feedback and making a conscious effort to fix any problems, you will be supporting the development of a culture that values learning and development.
Implementing a new system is a difficult process and engaging your audience can be even harder. However, being proactive and quickly handling any issues that arise will satisfy your employees and create a culture that values continuous learning.
About Knowledge Anywhere
Knowledge Anywhere Is Now A LinkedIn Learning LMS Integration Partner
As part of Knowledge Anywhere’s commitment to continuous innovation, we are excited to announce that we are part of the LinkedIn Learning Integration Partner Program.
“We’re excited to launch this program with our inaugural partners, like Knowledge Anywhere. Organizations will now be able to automatically upload and update all LinkedIn Learning content directly in Knowledge Anywhere’s systems, providing a streamlined experience for companies, administrators, and learners, alike”
- Scott Roberts, LinkedIn VP of Business Development.
Knowledge Anywhere Learning Management System users can now access more than 13,000 expert-led professional courses from LinkedIn Learning directly from their elearning platform. This integration creates a great opportunity to jump start a new training and development program or add additional value and flexibility to an existing one.
“It is important for organizations to offer quality training opportunities to their employees to help grow their skills and support their success,” said Charlie Gillette, CEO of Knowledge Anywhere. “We are pleased to combine LinkedIn Learning content with our Learning Management System to provide increased value to our mutual customers.”
Opting in to this integration allows administrators to select applicable courses from the vast, professional, continually growing LinkedIn Learning library and distribute those courses to selected learner groups.
Get your new LMS up and running instantly with quality, off-the-shelf content, or reinvigorate your current training program with this new integration.
See a video explaining this integration here.
Schedule a time to chat about the integration here.
About LinkedIn Learning
LinkedIn Learning aims to provide a solution that fits seamlessly into people’s daily work, transforming the way they learn. More about LinkedIn Learning here.
About Knowledge Anywhere
Knowledge Anywhere is an eLearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce. Our Learning Management System and Course Development Services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.
It is exciting and daunting to get approval from your boss to move forward with the search for an LMS. An LMS can vastly improve the efficiency and effectiveness of a learning and development program, but it is important to choose a platform that will work best for your organization.
There are the basic question of pricing and features that you will, of course, be asking potential vendors. Be sure to read up on the many great articles and checklists that can help you decide what you are looking for regarding your more straightforward, base needs. However, there are some deeper questions that you should take the time to ask potential LMS vendors to help determine if they will be a good fit for a long term partnership with your business.
Here is a list of 5 critical questions you and your team should ask when talking to LMS vendors.
1. What is on the road map?
An LMS is a long-term, high-value piece of technology, and it will (hopefully) be used across your company for many years.
Because of this, it is important to look for a company that is not only growing, but growing in the same direction as your company.
Go into your search with short-term and long-term training goals and needs to ensure you both match up. You could find the perfect LMS provider for your business now, but you quickly outgrow them. On the other hand, there could be a fantastic LMS company that is lacking a few features you were hoping for, but is quickly growing in the same direction of your training needs.
Going into your search with a plan of what you want out of your LMS in the short term and the long term will help ensure a successful partnership.
2. How do we scale?
Along the same lines as our first point, the right LMS should be able to grow with you in a way that makes financial and strategic sense for your business.
Three areas you could grow in that is good to ask about are:
- Pricing models for more users
- Extended Enterprise for training external stakeholders (customers or contractors)
- eCommerce for charging for content
The four most frequent cost structures you will see from LMS providers are:
Pay per registered user and pay per active user
Pay per registered user: Paying for every customer that has registered and made an account in your LMS. You are not paying based on how many employees you have.
Pay per active user: This structure allows you to only pay for users who utilize your system during that billing cycle. Or, you have the option to pay a one-time fee per user when they first sign up on your system.
Pay a set monthly or annual license fee for the LMS. This includes a predetermined number of users and specified list of features.
Some LMS providers offer the option to buy their product for a flat fee, allowing you to have as many users as you would like.
Freemium: A basic, free version of their services. The users have to start paying when they utilize certain paid features or exceed a certain amount of users.
Open-Source: This option requires a lot of technical knowledge. Open source LMS providers publish their programming online for free and companies can take that programming and configure it the way they would like and use it.
Whichever pricing model an LMS provider uses, be sure to ask them what happens if you exceed the user limit so you can ensure it is possible for you to grow with the platform.
The extended enterprise LMS feature allows a company to create additional, white-labeled LMS sites that can be used to train external stakeholders like customers, distributors and contractors.
The learning management system’s branded look, content and access can be modified to create an separate-feeling, customized experience for learners.
An example of this would be:
Your company manufactures makeup. You bought your LMS to train internal sales representatives. Now you want to expand with an LMS specifically branded for your Nordstrom distributor partner training. You also want to create a separate platform that will be used to train your end users on how to best apply your product.
Extended enterprise would allow this company to create tailored, meaningful content to each external stakeholder with the same LMS.
Be sure to ask potential LMS partners if they have extended enterprise and what the cost is for this feature.
eCommerce is the transaction of products online. Your business’ training courses can be sold to employees, external partners and customers in order to generate revenue from the content you are creating.
If selling courses on your LMS is a possible future need or want for your company, be sure to ask if it is possible to enable eCommerce and how much that will cost.
To learn more about eCommerce and extended enterprise, download the free ebook, Grow Your Business Through External Training.
3. Are there any extra perks with the LMS?
Going through the vendor selection process, you might find that a lot of the providers are very similar in the features they provide. One way a provider can distinguish itself is with the extra tools that come with the LMS.
4. What is support like?
Great support is essential for the initial setup and ongoing use of your LMS.
Here are some questions to ask that will give you an understanding of what a provider’s LMS support will look like.
- Do they have a knowledge base?
- Do they have training videos?
- Is there a limit to support?
- What type of support do they provide? (email, phone, ect.)
- Do you get a Project Manager?
There is no specific right or wrong answer; however, you do want to make sure that it aligns with your expectations and needs.
5. What integrations does the LMS have?
Integrations are important for streamlining the elearning process and tracking the understanding of your training impacts.
Single Sign On (SSO)
SSO gives your audience the ability to use a different software for user authentication and login. Your user therefore does not have to create a whole new account with a unique username and password. They could use their same login from, for example, your HR software which simplifies the learner login process and reduces work for administrators.
xAPI allows for deeper tracking of your training campaign. xAPI goes further than the current standard, SCORM (Shareable Content Object Reference Model), in its capabilities of interacting with elearning content outside of the LMS.
To learn more about xAPI and how Knowledge Anywhere is using it with the new xAPI bookmarklet called Knowledge Mark, watch this video.
Software and Apps You Already Use
When talking with potential vendors, it is important to make sure their product will be able to connect to other software and apps that you currently use or will be using in the future.
You can save your team a lot of time, headaches and money if you know which tools can connect with your LMS and how you should prepare for that.
It is difficult to search for a new, complex piece of software for a business. There are a lot of variables to consider and a lot of expectations to meet.
The questions listed above will allow you to go past the surface questions about features and pricing and try to make sure an LMS vendor will fully fit with your business needs and goals.
We know our LMS admins have a lot on their plates, and too many emails to count coming into their inbox. Because of this, helpful and important LMS feature updates can go unnoticed.
We want our LMS admins to know what’s new in their LMS so they can get the most out of their elearning system. This is why we have implemented a “New LMS Feature” news feed.
This new news feed will be available in the admin side of the Knowledge Anywhere LMS. Users can conveniently scroll through and see what new features have been recently added, as well as learn about upcoming feature improvements.
To access the news feed, go to your user menu drop-down at the upper left side of your screen and click on the “What’s New” menu link. There will be an option to rate the Beamer post as good, neutral, or not helpful. Please feel free to give us your feedback.
Admins will see this update in their Knowledge Anywhere LMS in October 2018.
As always, we are pushing to consistently improve our elearning products to make sure our solutions match what our customers need. We’ve been listening to user feedback and updating our road-map. This quarter we have some great new updates to share with you. Take a look!
Knowledge Anywhere LMS Feature Updates
We have implemented some great feature updates this quarter for both admins and learners.
Some of these updates include:
- Simplifying the learner creation process for admins
- Adding advanced text editor features to Manage User emails
- xAPI bookmarklet
We will also be implementing Beamer in our LMS for admins to help better communicate our latest LMS feature updates. Learn more about our Beamer update here.
eLearning Tool Feature Updates
QuickQuiz eLearning Slack App
If you haven’t tried out QuickQuiz yet, now is a great time. We just updated the app with some new features that make creating and administering quizzes an even better experience.
In addition to the functionality of the original QuickQuiz, users can now:
- Specify a quiz’s pass/fail percent
- Customize quiz completion notifications
- Enjoy improved quiz analytics
- Have easier access to support
What is QuickQuiz?
QuickQuiz is a Slack App that allows administrators to quickly create and distribute quizzes to other Slack users.
How could I use QuickQuiz?
QuickQuiz is perfect for HR managers or team leaders of any kind to test knowledge. Send a piece of content to employees in Slack, along with a quiz to ensure the knowledge has been comprehended.
Scormify SCORM converter
In Scormify, elearning professionals can upload their learning content and quickly and easily turn it into SCORM compliant courses for their SCORM compliant LMS.
This quarter, we implemented a large user interface update, making it even easier to create an account and convert your elearning content.
As a side note, we now offer a free, unlimited Scormify account for our LMS customers. Ask us about it!
About Knowledge Anywhere
Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce. Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.
QuickQuiz was released in the Slack App Directory in April 2018, bringing fast, easy quiz creation to Slack users. Over 500 organizations across the globe are now using QuickQuiz to test their users’ knowledge.
Knowledge Anywhere, creators of QuickQuiz have just released a new version of the app with even more functionalities.
QuickQuiz is a Slack App that allows administrators to quickly create and distribute quizzes to other Slack users.
In addition to all the features of QuickQuiz 1.0, users can now:
- Specify a quiz’s pass/fail percent
- Customize quiz completion notifications
- Enjoy improved quiz analytics
- Have easier access to support
QuickQuiz for elearning.
Managers and team leads can utilize the quiz app as a free elearning tool for their teams. Administrators can send a piece of content to employees in Slack, along with a quiz to ensure the knowledge has been comprehended.
In this way, administrators can quickly assess their team’s knowledge and learners don’t have to leave their regular workflow to do it. Everything can be done right from a company’s Slack channel.
Knowledge Anywhere consistently strive to improve their elearning products, as well as create new tools for elearning professionals. Follow the link to learn about another free elearning tool they have created called Scormify, a SCORM converter app.
To help the elearning industry function smoothly, there have been standards put in place to allow elearning content and systems to work smoothly together.
The standard that is currently most widely used is called SCORM (Shareable Content Object Reference Model). Looking forward, there is a new standard called xAPI that is being reviewed and refined.
Although xAPI is not standardized or widely adopted yet, LMS professionals and LMS companies alike are excited about the possibilities it brings.
Why are people excited about xAPI?
- xAPI allows for interaction with a wide array of objects. It is not limited to interacting with elearning content within the LMS.
- xAPI creates activity stream data, enabling deeper tracking capabilities
What is an example where xAPI could be used for elearning purposes?
Say you are working at a cutting edge solar panel manufacturing facility and you find a helpful research paper on a new type of material. If that company is using an xAPI enabled LMS, that employee can read the paper and add it to their LMS learning records.
How is Knowledge Anywhere using xAPI?
Knowledge Anywhere has created an xAPI bookmarklet that allows learners, like the solar panel worker, to have a button in their internet browser that records selected pages in their LMS transcript.
Want to learn more?
Here is a short video explaining xAPI capabilities and Knowledge Anywhere’s new xAPI bookmarklet called Knowledge Mark.
About Knowledge Anywhere
Learn more about Knowledge Anywhere’s other elearning tools and applications.
If you have worked with an LMS before, you know that in order to upload eLearning content into the eLearning platform, it needs to be in a SCORM compliant file format. Today, Knowledge Anywhere has released its second generation SCORM converter, Scormify.
Scormify was created to help training professionals easily take their current content and convert it with the click of a button.
The app allows administrators to convert videos and documents. Convert content from:
- Rehearsal VRP
- Generic video streaming files
More about SCORM
SCORM is a universal standard that the eLearning industry has decided to adopt to facilitate consistency in instructional content. The standard ensures that SCORM compliant content can be used in any LMS that is also compliant (most of them).
A lot of people explain the concept by thinking of an LMS as a DVD player and the SCORM file as a DVD. There is a standard in place that requires all DVD’s to play in all DVD players. Without SCORM, Learning Management Systems would all have different requirements for a piece of content to work with their system.
A SCORM compliant file also allows for tracking withing the content. So eLearning administrators can track how much of a video a learner watched, or if they successfully opened a PDF.
How is it typically used?
An eLearning professional will usually create and design their content in a course authoring tool (we like Articulate Stroyline). Then they will need to convert it into a SCORM package in order to upload that content into their SCORM compliant LMS.
Have a video or document ready to convert into a SCORM package?
“Why are you leaving the company?”
This is the question commonly asked during an employee’s exit interview. It is great to take the time to conduct an interview with an exiting employee, but it won’t (99% of the time) change the fact that you are losing that employee and everything you have put into them. Instead, improve processes and prevent employees from wanting to leave in the first place with “stay interviews.”
Stay Interviews and Their Purpose
What is a “stay interview”?
A stay interview is an interview conducted after the employee is onboarded and settled into their new position. It focuses on getting feedback from the individual about their experience at the company thus far and what suggestions they have to improve that experience.
This interview session will provide a couple of key benefits:
- Your new employee feels valued and heard
- Their feedback can help improve efficiencies
Stay interviews can be conducted several times throughout an employee’s career at a company. However, it is best to conduct the first stay interview after the employee is settled in and familiar with processes but is still new enough to have an outside perspective.
Although there is no exact time that works for every business and employee, 3-4 months after hiring is a good time to start thinking about conducting a stay interview.
Who should conduct the interview?
It is important that the interview is not conducted by the employee’s manager or anyone else they are close to. Instead, try having someone from HR, or a third party do the interview to ensure that the employee feels comfortable sharing their genuine feelings.
What is the most important part of a stay interview?
By far, the most important part of a stay interview is that the employee feels safe sharing their feelings and suggestions about their onboarding process and current business procedures.
Your business will not receive valuable, usable feedback if you are not ensuring a safe, emotional environment.
Top 5 Questions to ask during a Stay Interview
The purpose of these questions is to highlight the potential problems before they become an issue worth leaving over. Rarely can you change an employee’s mind when they are ready to leave because they are dissatisfied with their job, so it is important to be proactive.
- What is most satisfying or what do you like best about your job?
- How do you feel you are contributing to the company’s success?
- What would you change about your job, the company, the culture?
- What is one change you would make to your onboarding process?
- Do you feel you have the tools, resources, and working conditions to be successful in your job? If not, which areas could be improved and how?
Why are Stay Interviews Crucial for the Success of your Business?
According to the US Bureau of Labor Statistics data, three million employees have voluntarily left their job every month for the past year. The top reasons employees are leaving are due to poor onboarding experiences, not acquiring proper directions or support, and inaccurate job descriptions or expectations. This is extremely problematic due to the cost of replacing an employee.
For any position, turnover is expensive. It costs an average of $4,000 to hire any new employee according to a SHRM study, and recent research suggests that the cost of replacing a highly-trained employee or executive exceeds double their annual salary.
The best way to lower the costs of turnover is to lower your rate of turnover. Stay interviews are a great way to achieve this as well as a modern onboarding training program to ensure new employees are off to a good start.
Stay interviews are a proactive and efficient way of checking in with your employees and your onboarding and training processes to increase employee satisfaction and lower turnover. If suggestions are brought up during a meeting, be sure to listen and implement them when you are able. Even little changes can have a big impact on the attitude of that employee and future employees.
About Knowledge Anywhere
Reaching out to your external partners is critical for the success of your business. Having an extended enterprise LMS feature gives you the ability to expand and be more involved with your external stakeholders. An Extended Enterprise (EE) LMS feature gives your platform the flexibility to be used for different training scenarios without needing to create multiple different LMS platforms.
What is an Extended Enterprise LMS?
An extended enterprise LMS is a training platform that is capable and optimized for use in training people outside of the immediate organization. For example, this might include product training for vendors, outside sales reps, or customers.
Here are the top 6 features to look for in an extended enterprise LMS.
1. Customization and Personalization
Customization and personalization in your extended enterprise LMS are important for both your company and your customers.
Branding for your own company:
Having the ability to customize and personalize the user interface allows for the integration of branding and messaging. Being able to choose the images and color scheme that are used on the site enables the learning platform to become a seamless extension of your company.
Branding for external partners:
Larger partners may require the creation of their own branded extension of your learning management platform. If Safeway is a distributor for my wine business, I will probably need to have a learning platform branded for Safeway specifically. In this way, having the ability to customize and personalize your EE learning platform is crucial.
2. Reporting and Analytics
Your job doesn’t stop once you have the extended enterprise LMS set up. Data needs to be calculated and analyzed to make sure that your investment is effective and what areas can be augmented to be even better.
In order to do this, the LMS needs to have the capability to analyze and run reports on the extended enterprise platform data in a meaningful way.
Make sure the reporting has the ability to fulfill your company’s needs. Ask about automated reporting and delivery, report integration and reporting visualization.
3. Compatibility and Integration
An extended enterprise LMS must be able to work with your current software and content. Your team will a lot more work if the system does not integrate or work with current business processes.
The extended enterprise LMS must have the ability to use integration features such as Application Programming Interface (API). Being able to integrate webinar courses into your training curriculum and manage the engagement results through API allows for deeper learning tracking.
Single-Sign-On gives your audience the ability to use a different software for user authentication and login. Your user, therefore, does not have to create a whole new account with a unique username and password. They could use their same login from, for example, your HR software.
This simplifies the learner creation, authentication and login process, reducing barriers for your users and encouraging the use of your extended enterprise LMS. Because the trusted authenticator managing the sensitive information of your users, there is reduced work for administrators as well.
5. Mobile Friendly
External stakeholders are normally geographically dispersed, and they need to access training programs on the go. With mobile learning capabilities, your company can develop and distribute learning courses on any device enabling users to access these courses virtually anywhere. Look for a responsive LMS that automatically scales to meet any screen size.
Mobile learning also supplements the concept of microlearning. Microlearning gives users quick and specific information anywhere at anytime. One of the top benefits of microlearning is it is ideal for Just-In-Time learning which provides learners the information they seek at exactly the right time.
6. Localization Support
As your company expands, you may need to be engaging with different audiences around the globe. When distributing content to global audiences, localization must be an element of your extended enterprise LMS. Having the ability to use a multilingual user interface which can be translated into any language, lets you focus on researching and developing the specific content that matches the needs of the target country or market.
These features will allow extended learning to quickly and effectively reach all of your external partners which will allow your company to scale.
If your company is looking to make an investment which will lead to an increase in revenue, decrease in costs, and improvement of productivity, expanding your learning beyond the internal walls of your organization with an extended enterprise LMS is a must-do.
Schedule a Demo to learn more about our extended enterprise LMS feature.
Owning a small business is not easy. The business is trying to grown with minimal resources and every decision to move forward in one direction might close a door for another direction.
A learning management system can be a great decision that allows your company to streamline training and catapult growth. Or, if it is not used properly, or the cost of resources isn’t properly planned out, it could hurt your business.
This article is an great resource to help you be informed about finding a training solution that fits your needs and your budget as a small business.
We will go over:
- What cloud-based training is
- The different types of elearning options for small businesses
- 6 reasons that an LMS can be worth the cost, even when you are a small business
Now, let’s start by defining what cloud-based training is so that you can articulate its benefits to your leadership team as you rally support for a learning management system for your small business.
What is cloud-based training?
Cloud-based training, unlike in-person training, is learning that is delivered via the internet. A cloud-based LMS, or SaaS (software as a service) LMS is a training platform that helps a business organize, assign, delivered and track that cloud-based training through their personal online portal.
Similar to in-person training, cloud-based e-learning helps facilitate the exchange of knowledge between subject matter experts (or instructors) within your organization, and less knowledgeable employees or new hires. The primary difference is in how that knowledge is delivered, tracked, and managed.
Cloud-based training makes the training process more accessible, reliable and consistent within your small business.
Now, that we’ve covered what cloud-based training is, let’s dig deeper into what the options are for a small business looking to move from traditional, in-person training to online, cloud-based e-learning.
Cloud-based e-learning options for small businesses
If you’ve started searching for an affordable LMS, you’ve likely come across an array of online training software options ranging from $0/month to upwards of $10,000 or more a month. While this array of options can appear overwhelming at first, as a budget-conscious Training Manager you’ll want to get the most bang for your buck. In this case, there are two clear options to evaluate—an open source learning management system and a SaaS learning management system.
Open source learning management system
An open source learning management system is a low cost, or free downloadable LMS software.
Open source LMS includes basic learning management features and can often be download directly from the providers website and start using it right away. If this sounds like a good option for you, Moodle is a good place to start. There are other free alternatives available as well, like CourseSites by Blackboard, Sakai, Latitude Learning, Dokeos, eFront, Schoology, and ILIAS. All of these options provide a basic cloud-based e-learning option for free.
- The biggest upside: Using an open source LMS is FREE! It won’t cost your organization anything to download the software.
- The biggest downside: Although open source LMS solutions don’t require an initial investment, they only offer the most basic learning management features—making it difficult for organizations to get what they need out of the system without customizing it. Often, corporate customers that use Moodle invest a large chunk of change into integrating it with other software programs and making it more applicable to their business needs.
SaaS learning management system
As described earlier, a SaaS (software as a service) LMS is a cloud-based learning platform.
For most, a SaaS learning management system is going to be the best platform to deliver corporate training materials. This type of LMS often has more robust functionality, with the ability to integrate with other software programs that your business uses every day. You will also get access to onboarding training and customer service representatives.
There are many options for a SaaS-based system in the market, though many of the options are catered toward medium to large organizations with a bigger budget for cloud-based training delivery. However, there are a variety of LMS providers that offer reasonably priced options for small businesses. Let’s look at the best LMS options available for organizations with less than 500 employees to see the cost of implementing an LMS.
Five SaaS Options for Small Businesses
- Knowledge Anywhere: For 500 active users it is $799/month, or $1.60/employee/month. Learn more about all the features included in our LMS pricing.
- Litmos: For 500 active users a month it is $1,500, or $3/employee/month.
- Digital Chalk: For 500 active users it is $699/month, or $1.40/employee/month.
- MindFlash: For 500 active users it is $599/month, or $1.20/employee/month.
- Unboxed: For 500 active users it is $799/month, or $1.60/employee/month.
The five SaaS options mentioned provide an affordable and feature-rich option for a cloud-based training system for a small business on a tight budget.
Still not convinced that paying for a cloud-based training system is doable for your small business? Keep reading to learn why an LMS is worth the cost.
6 reasons why an LMS is worth the cost
As a small business with less than 500 employees, you’re running on a much tighter budget than the giants. As such, you may wonder whether or not a learning management system falls under the list of things your business genuinely needs or if it’s something that you can do without. Here are 6 benefits an LMS can provide to your small business.
1. Keep All Your Training Materials Together and Easily Accessible
A learning management system allows you to more effectively manage employee access to vital training materials—that is, it allows them easy access to everything they need to know at any given time. Not only are all the materials in the same place, which means there’s no need to go digging through several people’s offices to find the relevant materials, organizing your training materials in a learning management system offers some other benefits.
- Ensure that you can always find the materials when you need them, rather than needing to “wing it” or recreate them every time you offer the same training
- Offer employees who have been with the company longer the ability to access information from old training modules, refreshing their knowledge and understanding when necessary
- Ensure that every employee is using the most up-to-date version of your training materials, rather than the outdated version they just happened to get their hands on
2. Streamline the Training Process
In many training sessions, employees find themselves listening to information they don’t need to get the information that they do. For example, the employee may already be familiar with safety regulations in the industry (and able to pass a quick quiz to prove it) but struggle with the specific procedures for your organization.
By providing only the information that employees need to know in a smooth, efficient manner, a learning management system makes it much easier for employees to complete the training process. That means they can get back to work faster!
3. Cut Organizational Costs
When you decide to use a learning management system, don’t just consider the initial cost of the project. Consider the costs that it saves you in the process! This might include:
- Travel costs for a trainer
- The cost of hiring a trainer in the first place
- The cost of printed materials
The up-front cost of a learning management system is designed to be manageable for businesses of all sizes. Before deciding that it’s “too expensive,” consider what you’re spending on training already. You might be surprised by what you can manage!
4. Track Your Training More Effectively
Some types of training, like safety training, are required on a regular basis, whether by your business or by your industry. Other types of training are mandatory for new employees to complete within a specific period. Still, others must be completed by all employees before they can use new equipment or engage in new processes. Learning management systems don’t just allow you to provide the information to your employees. They also make it possible to track it! They can:
- Show you how employees scored on assessments
- Send employees reminders of the fact that they need to complete specific training modules
- Determine which employees have completed training and which ones still need to do it
- Give you the dates when specific employees last completed annual training requirements
5. Offer Better Feedback Opportunities
Learning management systems allow you to provide the same training to every employee in your company. They also provide you with the opportunity to collect feedback from your employees as soon as they finish a course.
Rather than bringing it up in the discussion later or telling them to submit information that they might later forget, you can assess employees’ understanding of each module along with their final material assessments, completing it as a natural part of the process. This will allow you to refine your training to offer exactly what employees need to be successful, ensuring that there’s less wasted time both throughout the training and after, when employees may need to go back and revisit information.
6. Update Training Materials More Easily
When you use a learning management system, updating your training materials is as simple as altering the document, then making the new copy available. Updating paper training materials can be complicated: you have to track down every copy of the materials and replace it with a new one, then make sure that everyone knows not to use the old copy of the materials.
That means that small changes are more trouble to make than they’re worth, and big ones get put off for as long as possible! With a learning management system, however, you can update your training materials with ease and get them in your employees’ hands fast, whether you’re creating an update in answer to a common question, correcting an error, or providing updated information.
If you take the time to do your research and find a platform that fits your current and future needs at a cost you can afford, a learning management systems is a great option to increase efficiency and consistency in your small business.
About Knowledge Anywhere
Whether you are just starting your search or have already looked at some platforms, sometimes it is nice to talk to an expert to help prioritize needs and see what your options are. If you would like to talk with someone about your needs, feel free to reach out to us.
With over 20 years in the elearning business, Knowledge Anywhere is happy to help you achieve your training and development goals.
Regulatory compliance training has a bad reputation for boring presentation, being little more than a box-checking exercise. While that in itself may not concern many managers, the fact that bored learners don’t remember much from the training should raise eyebrows.
With all the advancements in technology and the recent focus on employee satisfaction and engagement, businesses are putting an emphasis on their compliance training.
Here are some tips for creating enjoyable, effective compliance training.
Keep It Real, Keep It Relevant
Employees retain information better when they see how it is relevant to their lives and jobs. One way to achieve relevance and be sure your learners stay engaged is to use scenarios. Create every day, recognizable situations employees face in their jobs. Portray these scenarios with sympathy for the frustrations your workers face and you’ll have their attention and appreciation. This process makes your employees more receptive to the information while making it clearly relevant, easier to remember and easier to apply.
Because the content you need to present in compliance training can be boring, present short chunks of information mixed in with relevant portrayals showing workers using the information in action. Present a variety of media and interactions to switch focus from reading to hearing, to responding, to watching. You can use short, fun videos that aren’t necessarily educational to give their minds a brief rest before going onto something more in-depth. Keep their senses engaged and you will minimize boredom.
Even the most engaged learners don’t remember everything from a training they watched once. Try creating takeaway tools that they can easily download and refer to later. This could be as simple as a procedural checklist, or an infographic.
Keep It Conversational
Yes, the information in your training course is stuffy and dry. So the last thing you want to do is use stuffy and dry language when you present it. A conversational tone in simple words keeps your learners engaged and listening. It also increases course effectiveness by making it easier for them to absorb the material.
It’s true that compliance training is serious business, but that doesn’t mean it can’t be engaging. The more effort you put into making the training fun and engaging, the better compliance results you will see.
There is nothing worse than generalized training that doesn’t apply to an employee. Take the time as much as possible to assign learner specific training. One of the best ways to do this is through a Learning Management System. These systems are cloud-based platforms that allow administrators to keep training organized as well as create custom learning paths for employees and record and report on learner data. Learn more about a Learning Management System here.
Knowledge Anywhere can help you prepare effective, engaging and relevant compliance training.
With some of the best minds in the business, Knowledge Anywhere offers the experience and expertise needed to improve your compliance training materials and outcomes. Our Learning Management System gives you the tools you need to implement, track and manage your e-Learning objectives.
The 5 steps to effectively implement microlearning into your training strategy are:
- Develop Microlearning Training Goals
- Create a Comprehensive Lesson Plan
- Encourage Employees to Continually Use Microlearning
- Make Your Microlearning Easily Accessible Anytime, From Anywhere
- Evaluate Results To Improve Your Employee Training
With the various advantages of microlearning, it is essential to learn how to effectively implement these strategies into your employee training. This article explains how these 5 steps will improve your employee training program.
What is Microlearning?
Microlearning is a type of learning that consolidates and delivers short, targeted nuggets of information to the user. It allows the user to get the information they need in a short period of time, usually 2-5 minutes. The modern learner is estimated to have 1% of the work week available to dedicate to training and development which makes it necessary for a business to provide training information in short and informational bursts.
Microlearning has various advantages for both learners and businesses. A few of the main advantages that microlearning can offer your business are:
- Improved Knowledge Retention
- Reduced Costs
- Compatibility with Mobile Learning
Different types of microlearning that can be used in your business.
A rising misconception is that microlearning can only be in the form of video clips. Even though short videos are a great way to deliver information to your employees, microlearning can be more than quick YouTube “how-to” videos and TED Talks. Other forms of microlearning can include:
- Interactive modules
- Gamified activities
- Short Articles
- Questions/surveys: QuickQuiz is a great application that allows you to quiz employees on their comprehension of learning content via Slack
These forms of microlearning enable you to easily implement microlearning into your training strategy.
Now let’s discuss the ways to effectively use microlearning.
Here are 5 Steps to Effectively Implement Microlearning Into Your Employee Training
1. Develop Training Goals
When developing any training course, it is most important to figure out your goals and how you want to use it. Microlearning can be used for quick questions that employees might have, continuing educational modules, and tips and trick for success.
Some basic questions that should be outlined and answered before you start to create any content are: What problems do you want to solve? What behaviors do you want to address? How do you want to track results?
Learn more about how to create employee training goals.
2. Create a Complete and Cohesive Course
After your main goals have been decided, you can start creating courses that incorporate learning objectives or pinpoint a behavior you want users to learn through your course. Courses must not be fragmented nor have cliffhangers, and it is NOT effective to cut up a long video into shorter pieces. Instead, there should be a full concept covered in each piece of content.
3. Encourage Continual Use
Microlearning is most effective when it is implemented into a training and development program continuously, improving knowledge retention. Users should have the ability to easily access these informational training courses any time to boost their long term memory, and quickly find an answer if they do not remember it.
Some tricks you can use to ensure that your microlearning content has the most impact and are accomplishing your goals are:
- Spaced Repetition: Practicing a new topic over increasingly longer intervals in order to deepen memory.
- Retrieval Practice: Strengthening memory by using questions to recall information.
- Confidence-based assessment: Improving memory and self awareness by distinguishing what you think you know vs. what you actually know.
4. Make Microlearning Content Easily Accessible
Employees often wear many hats at work and are swamped with heavy work loads. To increase productivity, training courses should be able to fit in their day-to-day workflow. Pairing microlearning courses with mobile learning can allow users to access and complete training courses anytime and anywhere.
Learn how a Learning Management System can streamline training and help users easily access microlearning and other training content here.
With company wide acceptance and continuous use, you will be able to collect a large amount of data about your learners. Microlearning allows managers to see the exact information that employees have or have not learned and how this knowledge connects to their job performance. Analysis of these results will allow you to track the successful areas of your training program, pinpoint the problem areas and continuously optimize training.
Of course, a business needs a tool that can track results and help managers assign customized content to the right learner. This again is where a Learning Management System (LMS) is critical to success.
Microlearning is not the perfect fit for all of a business training needs. The purpose of microlearning is to provide short, targeted nuggets of information and not all training subjects can be delivered in this fashion. In order to have an effective employee training strategy, it is important to think of microlearning as a part of the overall toolkit for your training program.
There are four basic aspects a potential employee will look for in a company- fare payment, good benefits, a healthy environment, and a good fit for their skills and goals. However, in today’s world those four aspects may not retain all employees. According to the Bureau of Labor Statistics, the national unemployment rate has hit a low of 3.8% in May 2018. Because of this, employees feel that they have more flexibility to explore the workforce and leave a job if it is not satisfying their needs and goals.
To avoid high turnover, it is important that any new employee starts off with a strong base of knowledge. This starts with an effective onboarding training program. An effective onboarding training program improves employee engagement encouraging them to stay for the long run. When an employee begins their role with a secure foundation, your company will see improved employee retention rates resulting in less turnover costs and improved productivity.
Before we get started:
First things first, it is necessary for every company to have a training plan that is written down. A company is setting the standards and expectations for the employee during the onboarding process, and it is a major red flag to them if a company does not have an organized, documented training plan ready to go. Be aware that training might have to be tweaked to fit the needs of different roles. One size rarely fits all for onboarding across a company.
These are four aspects make a modern onboarding training program successful.
1. Increase Knowledge Retention by Extending Training
People can not retain all the information they learn in a couple days of intensive training. Spreading the training out over three weeks and adopting micro-learning techniques is the best way to engage new employees and ensure that the expectations of the job are being upheld.
The reason for this is no one can remember the “welcome to the company” training that goes for eight hours straight on the first day. It is not realistic to invest in three weeks of 100% training plan before the employee is up to speed. An effective training program should be moderated with a cadence of things to do for the first two or three weeks.
2. Modern Delivery and Methods
As technology advances in our daily life and in the business world, employees have expectations that they will be trained with modern methods through modern delivery. Businesses that train using outdated classroom sessions can be a major warning sign for new employees. Onboarding should include methods such as online learning, videos, podcasts, and webinars. With shortening attention spans, it is a good idea to try to implement micro-learning, where learning is shortened as much as possible and split into several modules.
In addition to modern methods, modern delivery is just as important. eLearning platforms have made drastic changes in the last twenty years, and if a company is not utilizing the tool, it is an indication that the organization is not keeping up with the times. eLearning platforms, such as an Learning Management System (LMS) creates the ability to easily customize learning plans for employees and keep track of what they have learned and how well they know it. It upgrades an onboarding program to be more organized, efficient, and effective.
This being said, a majority of people find a blended approach as a rich way to learn. A mixture of deliveries and methods of training such as video based, hands on, and in person collaboration, encourages an effective training program for a variety of modern learning styles.
3. Basics Up Front
The immediate questions a new employee will want answered are Who their manager is? Who their teammates are? How will they get paid? What are the values of the organization? How will their performance be measured? In order to satisfy these questions, a company’s training program must include the basics up front. These type of questions should be answered in the first hours of the first day because they are what the new employee wants to know right away. Even though the other aspects of training are important, these basic questions should take precedent due to the fact that they are the vital questions the new employee wants answered immediately.
4. Ongoing Resources
When a person joins a new organization, they are inundated with new information. No one can remember everything that is covered in the first week, or even the first month when they start their new job. In order to solve this problem, there needs to be ongoing, available resources in order to allow employees to revisit trainings when they have forgotten a concept or process.
Some resources to make available to new and established employees could include webinars, ongoing elearning, and opportunities to sit in on cross functional training. The onboarding training program should also include daily or weekly check ins for the new employees to make sure everything is going well and to give them the opportunity to ask any questions that have come up during the training process.
Nothing is worse than having an employee get off to the wrong start by not understanding something or interpreting how things work incorrectly and then leave. It is difficult and expensive to recruit a new employee, so a company should not want an employee to leave due to an unsuccessful onboarding training plan.
An effective and ongoing onboarding training program gives substantial value to your employees and company. A modern onboarding training plan that includes these four aspects can make a new employee more productive while reducing turnover giving your company a competitive edge.
Ready to take the next step in saving money and boosting new hire productivity with a Learning Management System? Learn the steps to training success by downloading our free ebook, How to Implement an Engaging LMS: Plan for LMS Success.
When a sales team knows their product offerings inside and out, potential customers can tell. The better your sales team knows your products, the more effectively they can recommend the items and services that will work best for your customers. They can better answer questions about the products and develop a customer’s confidence in the company and in the product.
This article explains how establishing an online product training program is an efficient and effective way to create and maintain a sharp, talented sales team.
Why Spend The Resources To Move Sales Training Online?
Put simply, because of: Flexibility, efficiency and effectiveness.
Online training gives a businesses the opportunity to easily construct and tailor a sales training program for a particular person or group of people. Moving training online also opens up the opportunity for blended learning. People learn in different ways, exclusively learning from a classroom setting or online might not work for everyone. Having a blend of learning mediums such as, some training done through video, some through a slideshow, other training done in person, will help drive home the training for different people. Flexibility is also introduced with online learning through the opportunity to learn from anywhere with internet, any time.
Having in-person training can be great for some topics, but most of the presentations would be just as effective if they were recorded and put online. That would also free up the instructor to make new training curriculum, or improve the current one. Documents that need to be distributed to every employee can be kept in one, easily-accessible place for learners. Online training also provide in-the-moment training when a sales person is on a call and needs an immediate answer to a product question.
As stated above, not all learners internalize knowledge the same. In addition to the way they receive knowledge, consistency is also very important. Learners should not be expected to remember everything they are taught when they see it one time. With in-person learning, it would be hard to revisit a topic. With online learning, it is easy to reassign learning after a certain amount of time, or make a series of videos, spaced out over a period of time to ensure a concept is learned.
Key Advantages That Online Product Training Offer Your Employees And Administrators
Online product and services training can offer employees a number of key advantages, that can be passed on to customers. Consider these key benefits:
- Easily spread announcements about—and a better understanding of—new products as they are released.
- Ensure consistent messaging across sales channels that will enable customers to receive the same experience no matter how they choose to interact with your company.
- Decreasing the need for calls to support personnel, since employees have the answers themselves and know exactly who to call when they have questions or concerns.
- Increased understanding of products, how they work, and what their shortcomings are in order to make it easier to answer key customer questions.
When your employees know more about the products they’re selling, they’re able to pass that knowledge on to the customers they’re working with—and that means more satisfied customers who are more likely to turn to your company for their purchasing needs.
Solid product training can help boost sales by 45-50% or more for one simple reason: employees who know what they’re selling are in a better position to help customers find the product they’re looking for. Firms that use this strategy will be more likely to see sales teams that are able to regularly meet their quotas, ultimately leading to more satisfied customers.
Online Training: The Key to Product Training Success
Online training offers a number of key advantages, here are some things to keep in mind when you are building an online sales training program.
Keep open communication with your sales representatives. What do they like and dislike about their current training procedures? What do they want more training on? This will ensure that you are putting resources in the right place and are continuing to move your training program forward.
Getting The Content Right:
Content is a huge part of starting up a new online training program. Take the time to think about the content you will be requiring for your sales team and try to make it as engaging as possible. Not every training concept can be exciting, for those topics, try to make it as short as possible.
Micro-learning is the concept of splitting training up in to manageable, bite-sized pieces. The introduction of the internet into our daily lives has shortened peoples’ attention spans. Be attentive to current trends in training and try to split up your content into smaller modules.
Interactive Training Scenarios:
Something that we have found to be extremely effective is interactive training scenarios for training sales teams. For example, an administrator will make a video of a customer scenario. The sales person will watch the video and record how they would respond to this person. This form of online training introduces an engaging, effective form of learning that allows sales people the chance to practice in a fairly real scenario. Then the administrators can watch the response and give feedback, improving their skills.
Implementing an online product training system is one of the most effective ways to increase salesperson knowledge and, therefore, increase your overall sales. If you are looking to build an online training program for your sales team, Knowledge Anywhere can help you achieve your goals.
About Knowledge Anywhere
Building content for a new learning management system is not exactly a walk in the park. Choosing, creating, and implementing the right elearning content takes time and resources in order to make sure that each lesson is consistent, engaging, and packed with useful information. You need learning material for everything from basic company policies to highly specialized in-line training and collecting the right content doesn’t happen overnight.
But while you’re wracking your brain for more dynamic ways to convey content, have you ever considered incorporating the trend of employee-sourced video learning? With just a few nudges in the right direction, you could go from a one-person-content-machine to floating on a tidal wave of original company-specific educational content spanning every department and employment level. The key is knowing how to ask, and how to make it easy.
Peer Learning is Always Present
Peer learning occurs when one coworker takes time out of their day to explain something to another coworker. In other words, it happens all the time in every industry. There is always on-the-job training even when official training happened in a little classroom far from where the work actually gets done. Old hands train rookies and those rookies eventually graduate to guide the next wave of new employees through “the ropes.”
However, when employees enact peer learning on their own, the time lost to the explanation is lost every single time. They can only provide training to people who are there even if their explanation was particularly good and would be worthwhile for all new department members to hear. That is where the video aspect comes in.
Let’s take a look at seven effective approaches to gathering more high-quality and highly-relevant training video material than you have ever dreamed of.
1. Make an Introductory Video to Introduce Peer Learning
You are about to ask your entire team to start making videos with mobile phones or webcams. Many will find this strange and a little embarrassing at first. Show everyone how the platform works and what a good example looks like.
It’s okay if you’re not movie-star perfect because neither will everyone else. All you have to do is point the camera at yourself and speak with confidence about what peer learning is, why you’re implementing this plan, and that it’s going to be great. Using helpful tools to create videos also helps!
2. Take a Few ‘Test Flights’
While everyone’s getting used to the idea of making educational videos for each other, set up a workstation to do just that and take a few brave volunteers. It doesn’t matter at first what they talk about and they could recite tongue twisters or quote their favorite movies during this first part. What matters is that the team together starts to become comfortable with the technology, the platform, and the idea of making videos. Show the team how to access created videos by playing back your ‘test flights’ and everyone can have a big laugh together about whatever was said in testing.
3. Encourage Everyone to Share Something Interesting or Useful
Now that the ice is broken, encourage everyone to either take a turn at the one station or go back to their personal workstations to make at least one video about something useful or interesting to the team. This time, it needs to be work-related but don’t over-direct.
This could easily be the first time some of your employees have ever pointed a web camera at themselves so privacy and decorum are surprisingly important during the introductory phase. Sit back and watch the videos appear on the platform as they are submitted. If you watch the videos right away, do so quietly without getting the team’s attention while they finish up.
After the first round, make it clear that part of the peer learning program is the belief that every employee has something to contribute to the training archive and consider scheduling time at least once every couple of weeks for employees to make at least one informative video. Not all the content will be golden, but some clips could be good enough to use for years.
4. Encourage the Team to Watch All New Videos
Now that you’ve established that there will be a steady influx of new videos, encourage everyone not only to make videos when they think of something that should be shared, but to stay current by watching any new videos that appear on the platform.
While the number of videos will eventually be massive, for now, you have just introduced a new social media style bonanza of content, laughs, and deeply interesting little missives. You might be surprised just how eager, if strategically understated, your team will pick up on both making and watching each other’s videos.
5. Identify Team Experts and Encourage Them to Make Lessons
Now that you have the entire staff committed to videos and sharing their best information on the public platform, it’s time to identify your best contributors. Approach these expert resources quietly and talk to them about taking on a side-project to fully lay out a few larger concepts related to their department. Unless they want guidance, leave the first few videos up to their discretion on topic and length to see what comes out of it.
6. Suggest Long Explanations Go Into Video Lessons
Every workplace in every industry occasionally features a Speech. When the manager is fed up with getting paperwork that’s filled in wrong, when the team lead is tired of the new hire submitting assets in the wrong file type, or when the safety manager has to explain what the tape on the floor means for the 800th time. These are important speeches, ones that are often remembered by all who are there because of the frustration-fueled passion with which they are delivered.
Some of these speeches should be saved so that even if the same mistake is made again, there can simply be a video to refer to.
7. Approve videos for posting or Implement an Invisible Rating System
For our final tip, let’s acknowledge that not all videos will be equal in either quality or content. Some videos will be incredibly valuable to your training archive while others have little to offer.
There are a couple ways to ensure that the most valuable videos get seen. One way is to create a policy that content has to be approved by the manager before it is published for all to watch. Depending on the amount of submitted videos, this could become very time consuming. So, a more hands-off solution would be to put this into the employee’s hands.
To promote organization of content, let team members add topic tags to help each other find the right video for a training task. To help ensure the quality, consider a subtle rating system that prioritizes videos watched more often while quietly shuffling less popular (and likely lower quality) videos to the bottom without hurting anyone’s feelings.
Peer to peer learning is a powerful and effective strategy for improving employee knowledge and efficiency. With the prevalence of tools like the LMS, that knowledge can and should now be recorded and made available for all employees. The other great side effect of this employee-sourced video training is that it takes some of the pressure off of the LMS administrators to create all of that content.
If you start receiving employee-sourced training videos and realize that you could use some additional help creating those modules, feel free to contact us at Knowledge Anywhere and inquire about our Course Development services.
About Knowledge Anywhere
Knowledge Anywhere specializes in providing organizations with a variety of elearning solutions, such as their Learning Management System, Virtual Reality Training solutions, and Course Development services.
Welcome back to the second half of our detailed two-part article on how to increase opportunities, engagement, and the success of your in-line professional development with Learning Management Software (LMS). If you missed part one, click here.
Professional development is something that many employers work hard to provide in order to keep their best talent interested, challenged, and constantly gaining skills they can apply to valuable company tasks. Providing all the classes and coursework necessary to create a comprehensive professional development program can be exhausting. Fortunately, with the help of an LMS, you can get you can provide easy self-directed and well-supported solutions to professional development, saving yourself and future trainees more than a few headaches.
In part one, we talked about building a learner’s profile, using lessons to strengthen employee weaknesses, refreshing the teams each week with useful industry material, and keeping all of your professionals up to date on the latest practices and regulations.
Let’s continue with the last five ways to enhance professional development with an LMS.
1. Personal Coursework Recommendations
Many professionals want to pursue career advancement learning but just can’t find the time or the right courses for their needs. They mean to look into new professional courses but between work, commute, and family time at home, it just never happens. Or they mean to find the right courses but after skimming lesson names for five minutes, it all turns into a useless blur.
An LMS can solve this by taking all the seeking and guess-work out of the equation. Because an LMS is backed with all the latest personalization and content-serving technology, it can assess the career path and personal learning preferences of each professional and suggest the courses that would be the easiest to pursue and the most beneficial for every one of your employees.
2. Custom Coursework for Internal Positions
Another thing LMSs can manage for you is training for both internal and external hires. With the ability to build your own coursework and serve it in multiple dynamic ways to employees, you can create custom lessons for each internal position that needs to be filled. For new hires, this personalized the onboarding process in a way that a classroom with hand-outs never could. They can go through training that prepares them not just to be a company employee, but to fill the specific role they have been hired for. And with an LMS, new hires will be constantly connected to supporting HR staff who can answer questions and provide guidance at any time.
Of course, this is equally if not more useful for current employees who want a new internal position. Through the LMS, they can put themselves through position training courses on their own time, a dedication both their managers and HR will be able to see and encourage through the LMS.
3. Building Teams for Future Projects
LMSs can also be communication platforms that promote collaboration between teams and communication with HR instructors. This can serve a number of purposes, one of which is preparing and building teams for a project that has not yet begun. Through an LMS, the future members of a team can practice working together and collaborating with similar tasks and build their team dynamic before any budget or effort is put into the project they will eventually be working on. By the time the project is ready to begin, the team will already work like a well-oiled machine because they’ve been doing practice runs for a month or more beforehand.
4. Group Studies on Industry Issues
In some cases, professional development may not require any new information at all, simply the opportunity to discuss current industry issues with other professionals in order to develop ideas, in-depth understanding, and possible new solutions. Group discussions, round-tables, and shared studies are an integral part of both school-age and professional learning. With an LMS, your professionals will be able to come together and essentially create their own coursework by challenging each other and the LMS can keep track of who shows leadership skills, has the best ideas, or even who is best at implementing the ideas created by others.
This is a form of professional development that, if provided, would put you in a rare category of excellent employer. One thing that professional development almost never includes is the idea that the learners have something to each other and that those lessons can be as or more powerful than pre-made coursework.
5. Personal Assistance for Challenged Learners
Of course, not all professionals are self-starters or high-flyers. Sometimes, you may note that an employee is struggling to succeed at lessons or advance even when they are provided with material that is designed to help. While this is a problem for any manager who is concerned about their employees, an LMS provides a real solution to professionals who are challenged by their professional development journey.
The LMS not only tracks personal achievements, it can also help to identify where the problem is and connect struggling employees to the HR staff or others who can provide personal help where automated lessons weren’t doing the trick. With connection and guidance, you may see new and unexpected advancement from professionals who seemed to previously be stuck in a rut.
Providing the Personal Touch
Finally, the most notable benefit of a full-featured LMS is the personal touch. Instead of simply serving lessons and talking at your employees, an LMS encourages a culture of learning inside your business. The tool helps your organization create a knowledgeable, challenged workforce, allowing the leaders to emerge and your organization to flourish.
Knowledge Anywhere specializes in providing organizations with a variety of elearning solutions, such as their Learning Management System, Virtual Reality Training solutions, course creation offerings. They have also created elearning tools such as QuickQuiz, an elearning Slack App, and SCORMify, an app that turns videos and documents into SCORM compliant courses.
Creating eLearning content that’s easily accessible and quick to consume isn’t enough for on-the-go learners. In this article, I will share 8 ways to revamp your mobile-friendly eLearning course for your modern audience.
How To Revamp Your Mobile-Friendly eLearning Course For Modern Learners
You already know the advantages of mobile learning and launched a mobile-ready eLearning course that offers your modern learners the “moment of need” support they require. It allows them to refresh their knowledge and skill sets whenever, wherever. Thereby, improving their engagement and motivation so that they get more from the eLearning experience. But there are ways to raise the standards and make your mobile-friendly eLearning course even more impactful. Here are 8 tips to transform your mobile-friendly eLearning course into a modern eLearning experience for every member of your audience.
1. Clear Out The Visual Clutter
Modern learners don’t have the time or patience to sift through the visual clutter to find the key takeaways. As such, you may want to do a clean sweep of your graphic elements and omit extraneous content, such as image or charts that are no longer relevant for today’s audience. Visual clutter is a bigger distraction on mobile devices because it occupies valuable screen space.
2. Rethink Your Navigation
A large aspect of mobile-friendly eLearning is how quickly and easily a user can find what they need. One way to help ease any friction between learner and their content is to make sure navigation is intuitive to use. Are users going to understand how to get to their course and start learning with minimal instructions?
3. Incorporate A Mobile Learning Micro Library
Mobile learners are often looking for “moment of need” online training tools that bridge gaps quickly. For this reason, you might consider adding a microlearning online training library to your mobile-friendly eLearning course design, which can feature everything from bite-sized online training tutorials to serious games. This way, modern learners can build their knowledge and skills whenever the need arises. As an example, on their way to work in the morning, so that they’re fully prepared for a client meeting.
4. Refresh Your Responsive eLearning Template
eLearning templates save time and resources. But only if they still resonate with your target audience and align with the subject matter and learning objectives. Analyze your current responsive design master template to see if it still caters to your modern learners’ needs. Use the built-in previewing tool to evaluate the eLearning course layout on different devices. Look for graphics that seem out of place or too large for the small screen, as well as the readability of fonts and the contrast of the color scheme. For example, does the creative font make the key takeaways difficult to decipher? Do the borders or sub headers fade into the background?
5. Integrate Learner-Controlled Multimedia
Mobile learners must have the ability to control the audio and playback on any device. Videos, serious games, and other multimedia should also include subtitles for when mobile learners need to mute the eLearning course in crowded spaces or when the audio may be too much of a distraction for nearby co-workers. For example, if they’re accessing the online training content in the break room or sales floor.
6. Convert Links To Finger-Friendly Buttons
Hyperlinks are difficult to click on a smaller screen. But every mobile learner should have the same opportunity to access the valuable online training resources they need. As such, you may want to convert all your links to finger-friendly buttons with brief descriptions. Include a sentence or two below the button that explains who the online training resource is for and how it can help. For example, your “dress code FAQ” covers the basics of company attire so that employees can stay within compliance.
7. Optimize eLearning Content To Reduce Download Times
Some of your mobile learners may be working with slower download speeds. Which is why you should optimize your eLearning content to avoid time-outs and, ultimately, mobile learner frustration. Ensure that all your videos and images are compressed so that those with slow Wi-Fi connections still benefit from your eLearning course. You should also remove larger files and replace them with links or buttons that mobile learners can access later. For example, they may not necessarily need to participate in a 20-minute serious game or involved simulation on their device. Instead, they can wait until they have more room in their schedule and login to the LMS platform from their PCs or laptops. At which point, they can give the eLearning activity their full time and attention without having to worry about bulky files slowing down their mobile learning experience.
8. Provide Downloadable eLearning Content
Many Learning Management Systems now give you the opportunity to provide downloadable eLearning content to your mobile audience. They can simply download the file, complete it offline whenever time permits, then resync to the system. The LMS automatically updates their profile and gives them credit for completing the eLearning activity or grades their assessment to provide immediate feedback. This is the ideal solution for mobile learners who have unreliable internet connections or are venturing into a WiFi-free zone. For instance, one of your employees is staying at a hotel while attending the big industry conference. They want to brush up on their product knowledge so that they’re fully prepared for the networking opportunities that await them. Downloadable eLearning content allows them to refresh their memory and learn about your newest product line, even if the accommodations don’t provide free internet.
These are 8 ways to revamp your mobile-friendly eLearning course and modernize your eLearning course design. Most of these improvements are budget-conscious and quick to implement, which means that you can start transforming your eLearning course as soon as possible so that modern learners get the maximum benefit.
Learn how you put education at the center of your organization with these great articles and resources.