It's no secret that social media has changed how we consume and process information. With the constant stream of notifications, updates, and distractions, it's increasingly difficult to focus on a single task or piece of content for an extended period. Decreasing attention span has been widely debated and studied in recent years, and the evidence suggests that social media may be at least partially to blame.
One of the primary reasons for decreasing attention span is the way that social media platforms are designed. Many platforms, including Facebook, Instagram, and Twitter, are built around the concept of "infinite scroll," which allows users to continuously scroll through their feeds without any clear end in sight. Tik Tok the most popular platform with Gen Z has also popularized short-form content. Other platforms such as Instagram and YouTube have updated their platforms to favor short-term content as well due to Tik Tok’s success.
The average member of Gen Z has an attention span of 8 seconds, four seconds shorter than their Millennial counterparts and 5 seconds shorter than Gen X or Baby Boomers. Studies also suggest that these numbers could drop further; with some researchers believing the average attention span of both Millennials and Gen Z will only be 6 seconds soon.
With both Millennials and Gen Z having significantly shorter attention spans, it is essential to make sure training is optimized to be engaging for them.
Definition: Microlearning is a training method that involves delivering small, bite-sized pieces of information or content to learners. The goal of microlearning is to make learning more efficient by focusing on a specific skill or concept, rather than overwhelming learners with large amounts of information.
Use Cases: Microlearning can take many forms, including short videos, interactive quizzes, or brief written materials. One of the key benefits of microlearning is that it allows Learners to consume and retain information more easily, as they are only presented with a small amount of content at a time. This makes it an ideal training method for learners with short attention spans or who need to learn and retain information quickly. Microlearning is also highly adaptable and can be easily customized to fit the specific needs and goals of the learner or organization.
For example, maybe your company has recently implemented a new customer relationship management (CRM) system. To help employees learn how to use the CRM effectively you might create a series of short, targeted training modules that focus on specific aspects of the CRM system, such as how to input customer information or how to create reports. Instead of expecting to learn the whole CRM in one long swoop, microlearning allows employees to learn in small, digestible chunks and allows them to learn at their own pace.
Definition: Just-in-time training (JIT) is a training method that involves delivering information or skills to learners at the exact moment that they need it. The goal of JIT training is to provide learners with the knowledge and skills they need to perform a specific task or job function, without requiring them to complete unnecessary or unrelated training.
Use Cases: JIT training is often used in fast-paced or dynamic environments, where learners must adapt and learn new skills quickly to keep up with changing demands or requirements. One of the key benefits of JIT training is that it can help to improve efficiency and productivity, as learners are only trained on the specific skills and knowledge, they need to complete their job duties. JIT training can also be highly flexible, as it can be delivered in a variety of formats, including online courses, in-person training sessions, or on-the-job coaching and mentorship.
For example, in the context of an auto manufacturing company, JIT training could be used to help train employees on new processes or equipment as they are introduced into the production line. Let's say that the auto manufacturing company has recently added a new welding machine to its production line. To ensure that employees can use the machine safely and effectively, the company might use JIT training to provide them with the necessary knowledge and skills such as how to set up the welding machine, how to adjust the settings for different materials, and how to troubleshoot common problems. By delivering the training at the moment when it is needed, JIT training can help ensure that employees are fully prepared to use the new equipment and that there are no delays in the production process. It can also help prevent accidents or errors on the production line, as employees will have just done the training in a more hands-on and applicable way.
Definition: Interactive training refers to any type of training that involves active participation from the learner. Interactive training is designed to engage learners and allow them to actively apply what they are learning, rather than simply listening to a lecture or reading about the material.
Use Cases: Instead of just lecturing or presenting information, try to incorporate interactive elements into your training. This can include activities, quizzes, games, and discussions. By actively engaging your learners, you can help hold their attention and make the material more memorable. Quizzing and gamification are particularly able to help retain knowledge because it allows Learners to test their understanding of the material and identify any areas where they may need additional clarification or review. It also helps to reinforce the material in memory, as learners are actively recalling and applying what they have learned.
- Testing to see if your team was listening after meetings
- Reminding people with a pop quiz
- Onboarding new employees easily
Utilize Multimedia to engage different types of learners
Definition: Multimedia training is a type of education that uses a combination of text, audio, video, and other interactive elements to present information to learners. he goal of multimedia training is to provide learners with a more engaging and interactive learning experience and to help them retain the information they are learning.
Use Cases: Consider using videos, podcasts, infographics, and other multimedia to convey information. This can help break up the monotony and make the material more visually appealing. Every learner is different some learners may prefer visual aids like infographics or videos, while others may prefer hands-on activities or readings.
65% of all people are visual learners
30% of all people are auditory learners
5% of all people are kinesthetic learners
By offering a variety of formats, you can reach a wider audience and increase the overall effectiveness of your training.
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