In the past, our training methods have steadily developed alongside the continuous evolution of technology. However, the first pandemic lockdown saw a giant leap in reliance on connection through the digital world, which was considerably felt by the training sector.

We couldn’t keep doing things the way we were, or we would totally miss where the mark was moving. The recent digital revolution has been extremely beneficial for the learning and development industry, as it challenges us to think creatively and encourages us to approach learning with a completely different strategy – one that has been transformational. 

We have  the opportunity now to reach learners in their homes, on their lunch breaks, in between appointments – wherever and whenever it is most convenient for them. Putting the ball in their court has proven to be extremely successful in encouraging employees to take responsibility for their own skills development. 

The Journey of Transformation 

Ultimately, your goal is to get the best ROI from your training strategy. With that goal in mind, make sure you are using the most efficient – as well as effective – methods of delivering training content. The challenges that the pandemic brought about has encouraged us to break the boundaries of instructing to rather facilitate and collaborate with employees. Here’s what the process looks like: 

#1 Optimise content delivery

The target here is to deliver as much knowledge and skill as possible, at the most affordable cost, and through the most effective methods. 

We have found that high quantities of content don’t always translate to high-quality content. In fact, constantly swamping your employees with information has the opposite effect, and you’ll notice very few find the motivation to meet your expectations. We’ve discovered that focused, bite-sized lessons are the most effective form of content… 

An e-learning study – conducted in Germany – set up three groups of learners to prove this. They designed and divided a course into 16 chapters, along with multiple choice questions to reinforce the lesson. The first group of learners were delivered one three-minute lesson at a time; the second, 12 minutes worth of lessons at a time;  and the third, 25 minutes of lessons. Upon final assessment, they found that the first two groups performed similarly, but the third group scored 20% lower than the first two groups. This shows that by delivering too much information, too quickly, your training opportunity might be unsuccessful.

Videos especially are successful. People find much more stimulation from watching and listening to a person, than from written information. You are more likely to grasp and keep the attention of employees through videos, making your lessons memorable and impactful. According to Intuition, studies have found that lessons containing visuals and video have proven to be 83% easier to retain compared to text-only content. 

The best thing you can do for your staff is to provide them with individual learning journeys. This might be a shift in mindset for your company, but is a worthy approach. No two people are the same, which explains why a group of people won’t all respond to your  teaching methods in the same way. Creating unique learning strategies for your individual employees will pinpoint exactly where there is room for growth, and then discover the best possible route to reach their goals.

#2 Priositise effectiveness over efficienty

You may currently be using the most affordable and convenient method of employee training, but have you seen proof of its effectiveness? If not, you could be throwing away money better spent on training that will actually get you ROI. 

Time and time again we have seen how learning experiences have been revolutionised through engagement. Supporting both formal and social learning, you can motivate employees to engage with content, fellow employees, and online trainers, by providing them with opportunities that fit into their work-life balance. We have become a generation that craves flexibility and convenience. When it comes to content delivery, your lessons need to be accessible across multiple devices so that employees can learn on the go! 

Set your sights on moving away from just content delivery, and towards promoting a continuous learning environment that facilitates natural training through daily work. This is where social training is also beneficial – creating a space where employees can share their personal learning experiences with other employees. 

#3 Define a shared purpose 

Find your direction and make sure your entire organisation knows where they’re going. All levels of employees need to have the same overall mission and purpose in their jobs, or you’ll find that goals become scattered and blurry. 

As a leader, you facilitate and encourage your staff to seek learning opportunities and go after information with self-motivation, through both online and offline environments. A knowledge-sharing culture is what you want to acheive, where all elements of your company work together to fulfil their shared purpose, and continuous learning becomes your culture. 
Here at Summit, we have transformed the way we approach training, so that we can offer the most effective and efficient methods to transform your business. Have a look at how Fuse online learning systems have revolutionised training in businesses.