Training tips that triumph
Memory science, microlearning and what actually makes workplace training stick.
Which learning solution is right for you?
No matter what industry your organisation occupies or how many members of staff you employ, training can afford extensive advantages. But while some still view this as an uninspiring or unavailing exercise, the range of learning and development options currently available mean that training can now be interesting, engaging, enjoyable, and above all else, rewarding. For numerous businesses, these plus points can’t come soon enough. The rapid advancement of technology coupled with the need for employees to posses a wide range of dynamic skills has meant training now plays an increasingly crucial role in the world of modern business. Traditional training is now long gone, as you can’t afford to simply ask employees to tick which answer they think is correct. We now live in a digital society where workers want to learn from interactive teaching materials that are hosted on platforms they already know and understand. But although these training solutions already exist, the challenge comes when trying to choose the one that’s right for you. With this in mind, here is what you need to consider with training in the 21st century. Understanding the different elements of training In order to be truly effective, training must marry the
What Wikipedia can’t tell you about gamification
Be honest, how many times have you conducted a search on Google for a piece of information about someone or something and ended up on Wikipedia? This multilingual, free-content encyclopaedia provides answers to an untold amount of questions thanks to its openly editable nature. But while this enables anyone to improve their understanding about a certain subject, it also increases the chance of inaccuracy and error. Despite the fact most Wikipedia articles contain plenty of references at the bottom of the page, others aren’t always verified and you have to assume what you are reading is correct. Thankfully, Wikipedia’s gamification page is full of valuable content backed up by substantial references. In addition to categorising gamification, it also goes on to explore techniques, applications, and even criticism of the theory. However, even though it explains what gamification is and how it can be used, Wikipedia doesn’t exactly furnish much actionable advice for businesses interested in implementing this revolutionary technique. So, with this in mind, here is what Wikipedia can’t tell you about gamification. Why gamification works As you’re no doubt aware, gamification works because it provides rewards and injects fun into everyday tasks. What’s more, it capitalises on our natural
Doing corporate e-learning the right way
Despite the fact that numerous companies still prefer traditional methods of training such as classroom-based teaching, the modern alternatives are proving to be more successful and effective. Take corporate e-learning for example, which is conducted via electronic media and technology. At first, this method of training came in for some criticism, as it removes the human element that certain learners need. But seeing as technology has become engrained in our daily lives, e-learning is now a much more appealing option. Besides, when you take the extensive advantages into consideration, it makes even more sense. Through e-learning, training can be incredibly flexible, as it fits around your employee’s daily schedule and responsibilities. It can also be tailor-made according to your unique wants and needs. Then there are the financial gains. Members of staff do not need to travel to a training centre, saving money in lost time and expenses. You probably won’t need to spend out an extortionate sum for assistance from a training provider either. But in order to reap these rich rewards, you will need to introduce, implement and execute corporate e-learning in the right way. Here’s how: Ensure e-learning is relevant Although this can be said for
Why having fun at work is important
At a fairly young age, the vast majority of us had to decide what we wanted to do for a career. But choosing certain subjects at school and opting for a specific degree at university is quite a difficult undertaking for most teenagers and young adults. Unless you always wanted to be something like a doctor or lawyer, this conundrum had the potential to create a great deal of stress and concern at an age where having fun was meant to be your number one priority. However in many respects, the easy-going and high-spirited attitude of youth can do wonders in the workplace too. Of course you don’t have the kind of freedom you once did, but by adopting a more laid-back approach towards your career or profession, some excellent benefits can be enjoyed from both a personal and business perspective. For numerous organisations, the idea of having fun at work is never entertained. Some companies are in industries where a serious straight face is required at all times, while others require the utmost focus at all times in order to maintain prosperous profit margins. Nonetheless, even the most formal or uptight environment can reap various rewards by allowing its
5 reasons you should be talking about employee engagement
Regardless of an organisation’s size or sector, employee satisfaction is incredibly important. Although each member of staff will be motivated by something different, whether it is receiving a hefty pay-packet or being of assistance to customers in need, every employee requires fulfilment at the end of the day. But while various companies will have certain initiatives in place to ensure its workforce remain content, several overlook the importance of engagement. In many respects, this should be taking greater precedence than employee satisfaction, as the advantages are extensive and the facts speak for themselves. On a LinkedIn blog post, leadership and employee engagement coach Ron McIntrye, revealed: Engaged employees outperform disengaged employees by 20-28 per cent – “This allows for increases in operating income, customer satisfaction, and revenue growth.” Businesses with more engaged employees have 51 per cent higher productivity – “All you have to do is think about when you are personally most engaged then translate that to your people.” Engaged employees take less time off, averaging 3.5 days a year on average – “When you couple this thought with a well-developed well-being program for your staff the results could be exciting for all sectors of your business.” But if
Training taboos you should break
In order to get ahead in the world of business, most companies will have to stand out from the crowd and do something different. More often that not, this will involve bending the rules in someway, albeit legally and legitimately. However, the same goes for training. Even though there are various best practices in place and long-established procedures that most organisations will abide by, a lot can be said for thinking outside of the box and breaking traditional taboos. In many respects, there are no rigid rules or regulations associated with training. After all, it is fair to say most businesses will do anything they can to increase the expertise and adeptness of their employees. Even so, the vast majority of companies will go back to conventional classroom teaching and old-fashioned mentoring in an attempt to educate employees. Unfortunately, more and more of today’s workforce are rejecting this approach and require fresh impotence to learn. With this in mind, here are some training taboos you should seriously think about breaking. Concentrating on skills rather than behaviour Even if you have a competent workforce that possesses a great deal of knowledge about the business and their job role, there is always
How call centres aren’t as bad as you think
On a daily basis, the vast majority of households up and down the country will receive at least one nuisance telephone call. Regardless of whether they are trying to sell you something, access your computer, or steal bank account details, most of us will put the receiver down within a couple of seconds. However, authentic call centres that genuinely want to be of assistance can’t help but get a bad reputation, even if their intentions are honest and upstanding. This makes things incredibly difficult for call centre representatives as well as the organisations reliant on this sales and marketing technique. Employees must carry on regardless in spite of having the phone constantly slammed down on them, which is usually accompanied by an irate rant from the disgruntled caller. Businesses must also keep motivation and spirit levels high in order to achieve call centre prosperity. But in the face of these ongoing obstacles and continual challenges, call centres aren’t actually as bad as you think. For employees, there are several reasons why would choose to work in a call centre environment, whereas businesses can reap various rewards from choosing to pursue this practice. Reasons to work in a call centre
The Latest Trend for Corporate eLearning
Despite the fact some organisations used to be somewhat sceptical about adopting eLearning for training purposes, the progressive capabilities of technology mean this form of teaching is now difficult to ignore. In fact, more and more businesses are implementing electronic media and communication technologies for educational purposes in the workplace. However, just like any other aspect of technology, it is crucial to stay on point with the latest trends for fear of getting left behind. So, what exactly is the latest trend for corporate eLearning? Well, in recent years we have seen a number of tactics come and go, with varying degrees of success. For example, Big Data has been on hand to justify expenditure through analysing the ROI of eLearning courses, while personalisation is yet another way of adjusting teaching materials to individual employees. But it seems as though microlearning is really causing a stir in corporate eLearning circles right now. Combined with spaced repetition and gamification, this particular trend could transform the way you upskill and educate your workforce. How and why is microlearning the next big thing? As opposed traditional methods of training, which favours tedious and ineffective classroom-based coaching, microlearning is concerned with teaching individuals in
Confidence Based Learning – Everything You Need to Know
Imagine a workforce made up of highly skilled individuals that have a comprehensive grasp of what is required from them on a daily basis. Not only do they have a great deal of adeptness and expertise, these employees also recognise the company’s core values and act in accordance with this. Sounds like an ideal scenario doesn’t it? However, if they don’t have confidence or belief in their own abilities, this knowledge will surely go to waste. A lack of conviction or commitment could be devastating for your company, as targets won’t be met and deals won’t get closed. In recent years, more and more businesses have looked to prioritise Confidence Based Learning over other training tactics and techniques. This way, the organisation can rest assured that its workforce has trust in what they are doing and can work towards shared goals with aplomb. But what else do you need to know about Confidence Based Learning? Here is an overview of its main facets and features. Origins of Confidence Learning Dr James Bruno, a Professor of Education at UCLA, explained much of what we understand about Confidence Based Learning today. Through extensive research, he established a link between knowledge, confidence,
What you’re missing in your employee on-boarding strategy
Seeing as you can’t put a price on people power, onboarding is an increasingly important priority for numerous businesses in a wide range of different sectors. Despite the fact technology has advanced to a point where countless careers are under threat from machines, the indispensable attributes of accustomed employees cannot be beaten. On top of that, the recovery of world economies in recent times has meant more organisations are bringing in new staff, which in turn calls for onboarding programs. This growth has also brought about more mergers and acquisitions, which also calls for amalgamated workforces to be taught about new core values and daily procedures. Even so, the process of onboarding is easier said than done. Turning unfamiliar and nonplussed new hires into productive and effective members of staff in the shortest time possible is no mean feat. During this time, recent recruits will also be formulating ideas about their future with the company, which forces onboarding programs to think about retention incentives too. Therefore, coming up with the right approach has given many organisations a severe headache, especially if it doesn’t have the desired effect. If this sounds like a familiar scenario, read on to find out what
Corporate Gamification Is The Hip Thing Nowadays? Why?
Before we explore the reasons why gamification has taken off in the corporate world, let’s take a step back and explain this term for those unfamiliar with it. According to a definition by Gartner, gamification is “the use of game mechanics and experience design to digitally engage and motivate people to achieve their goals.” Game mechanics can include things like rewards or achievements, whereas experience design refers to the journey a player takes, such as following a story or narrative. Finally, digital engagement and motivation makes reference to our increasing use of computers, smartphones, and other similar devices. For countless companies, the concept of gamification is like a dream come true. Previously, engaging and motivating employees felt like an uphill struggle, which could only be achieved through things like monetary bonuses or the promise of promotion. Nowadays, our reliance and love of new technology has meant gamification can be capitalised on to capture the imagination of staff while keeping stimulation levels high. But why should your organisation think about adopting this approach? What can gamification be used for, how should it be implemented and who has already taken advantage of this approach? Why choose gamification? In addition to its clear-cut
Sales Training: What’s Better Than A Freebie?
It is fair to say that some organisations have a negative opinion of sales training. In addition the money it costs, not all members of staff will be able to remember and apply newly acquired knowledge. However, this is only the case if the wrong type of sales training has been adopted. By choosing the right teaching techniques and learning approaches, both the business and workforce can enjoy countless benefits. Businesses can choose what knowledge will be taught and target specific skills to meet current objectives or future goals. Along with increasing conversions, this can also bring about better customer service and productivity improvements too. Sales training also demonstrates that the business values the workforce, which can improve loyalty, staff retention, and greater recruitment savings in the long run. As far as sales staff are concerned, they will acquire new skills that build their self-esteem but also contribute to the business as a whole. Training can also boost their chances of receiving a promotion with better prospects and more commission. All the while, motivation and enjoyment levels are kept high, as they will feel respected and valued. In spite of these advantages, sales training comes at a premium, which numerous
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