This month we’re observing things we love and allow me to tell you we at SAP Litmos love our content. So, I would like to dive into why our content is enjoyable, engaging (if not entirely charming), and a best practice you can fall in love with very, very fast!
I think we can agree that most of us have digital “learned habits” like scrolling through social media feeds, clicking on a link for a massive purchase on sportswear, putting a jacket and some shoes on your shopping cart… oh, wait, that is just me. People use technology in a blueprint so why should not we design eLearning with that in your mind? We store information that is interesting that when we have additional time, we’d love to revisit and share, follow and like, scroll and swipe, and pin. This “dipping in and out” digital attitude gels perfectly with our approach to designing non-linear, microlearning courses for the office.
We discovered that it is most helpful that people learn in intervals when waiting for transportation. Scenarios like these would be the ideal time to occupy the mind of someone with details. There is definitely some truth to this saying “time flies, when you’re having fun!” Occupying mind in situations that can feel like time is dragging, gives you the impression that time is going faster than it truly is. These idle intervals are prime time for employees to complete some training via a mobile device.
Be flexible and give your workers choices
What kind of training are completing was interested in by learners? Here we come to this age-old issue of teachers everywhere: folks don’t wish to be told to learn, although some content must be assigned for obligations. They don’t wish to be forced to learn things that are new. Research indicates that having access enables employees to find self-development and to take control of their career progression. That is why is a win-win that is sneaky.
Employees are more likely to recognize the gaps if they’re encouraged to take a more active part in learning that is delegated to them. When is that most likely? We’ve seen cases of self-enrolments in courses, when the training is provided as an SSO option across several devices. That is why we create our content accessible from desktop cellular or desktop. SAP Litmos Training Content may be published on the LMS of your own choice, so you are not locked into ours.
Encourage goal-oriented learning
If your workers’ love your training content, you’ll probably see greater productivity in your own organization. We found that workers perform better in their functions if they have coaching experiences that help them achieve the professional goals that they’ve set for themselves. These may vary from person to person but can enhance performance or help someone’s career. Basically, an internet training experience should hold significance it should help them move toward these professional development objectives.
So, how do you encourage this attitude toward workplace? Give options to them! In SAP Litmoswe strive to home in on the topics that job performance, and will make a difference to someone’s productivity, confidence. They can upskill quickly — we keep the content short, sharp, and importantly. Our 60-second series provides training in short bursts. You may learn more about the advantages of microlearning in a whitepaper we put on this subject.
In reality, we provide a range of combined tools, including workbooks, infographics, and videos to empower your learners to access more information and to enhance our eLearning. This also enables our clients to use our content in ways that are flexible.
Learners develop skills embedded in each and every task and action, when learning is introduced as a game. As a student gains a level or accomplishment, they become more engaged and motivated, occasionally — or, ideally — to the point where they don’t realize that they’re learning (since the ideal way to understand is when you don’t even realize that you are learning!)
Our studying designers and designers firmly believe that learners need to be at the center of the learning procedure. They should be invited to play an active part in this process. You may attain this by introducing components of gamification and by producing a tailored learning experience. Our learning courses are designed with these principles in your mind.
The student feels like they’re taking the wheel. They’re more likely to motivate themselves and produce plans to assist their own learning and development, if they’re working toward collecting badges and completing levels, instead of endlessly clicking next, submit, etc..
Be authentic and relatable
Then comes the next greatest challenge to produce a content offering. Can one size fit all? We hope so. We are aware that we are producing this content to get a canvas target market. What we don’t understand is what exactly their work environment is like or exactly who will take the courses. But we can take an educated guess.
Listed below are a few items we keep in mind:
Keep the language simple! Each course is different, so word limitations will differ, and you need to factor in the font and text sizes. However, keep in mind that a vast array of different literacy levels might be using these courses and conversational, plain language is greatest. We are inclined to keep to the rule that 150 words will equate to approximately one minute of studying — considering that our courses are 15 minutes on average, that is not a great deal of text!
Use relatable situations. Keep it authentic. People are more likely to participate with content that resonates with them. Where they need to envision how they would behave and which steps they would require creating situations that immerse them in an office situation, is a great method to modify workplace behavior.
Ensure accessible functionality. In other words, never assume the digital proficiency of someone, as a blanket rule. Including giving directions. For instance, if you are rolling out scrollable courses, some employees might not be used to this. Thus, make sure that instructions are precise and clear, and again, in language that is simple.
We are also updating our content offerings, so your learners will keep coming back to find more information to upskill. We’ve found that our clients really like to see eLearning our use of animations, humor, and humor are somewhat different to other content offerings out there and engaging.