Technology has enabled workers to accomplish more than ever thought possible, but it has also placed heavy demands on them.
On any given day, the average business user manages more than 160 critical emails, and interacts with dozens of applications, resources and programs on multiple devices. In the time it takes for employees to learn how to use and apply the capabilities of their technology, their skills become outdated. To say they are overworked, overwhelmed and over-demanded is an understatement.
For organizations to stay competitive, they must ensure their employees can keep up. They must design a learning system that enables employees to identify what they need to learn, and how, where and when they can learn it. Organizations need to provide blended learning options that meet the needs of a diverse (and distracted) workforce.
We call this a “knowledge-ABLE” culture, and take a deeper look at the issue in a new e-book titled “The Knowledge-ABLE Workforce: Cultivating an Empowered Culture through Learning and Self-Help” (download the book here—registration is required). In the book, we explore three ways organizations can get started. Here are highlights:
Create learning that is habit-forming
It’s unlikely that employees today will ever reach a point where they have learned everything they need to know about an application or subject. For organizations and workers to keep up with rapidly advancing technology, learning must now be a continual process.
A significant challenge for organizations is designing a system that makes learning habit-forming—one that employees want to use again and again. Simplicity and clarity are critical elements. Employees need to know what learning options are available, how they can access them, and how they can find the content they need. For a system to be habit-forming, it must also deliver value to employees and to the organization. For example, organizations should let employees know the time and effort required to complete an objective, and provide content that’s short, direct, and covers a single topic.
Incorporate game elements and rewards
Points, badges and other game elements create excitement and healthy competition for the learner. Competition is a motivator that game creators use to keep players coming back. It works the same with organizational learning—it speaks to the instinctive human desire to achieve and be recognized.
Adding thoughtfully planned game elements also makes learning more enjoyable and less of a chore—it helps to create learning that’s habit-forming.
Build your learning platform with reusable learning objects (RLOs)
RLOs are small content chunks that can be reused, scaled and shared in many different learning activities, modules and courses. RLOs, which fall under the category of “microlearning assets,” are short and versatile—they are easy to adapt and customize quickly with additional information and programmatic changes without recreating a learning objective each time an update comes along.
RLOs also support a habit-forming learning culture—because they cover one learning objective and are no longer than five minutes in length, they enable employees to learn skills quickly and put them into practice immediately.
For organizations to grow and innovate, they must ensure their employees can use technology to its fullest extent. They must direct their efforts toward creating a training strategy that provides constant learning opportunities and enables employees to solve problems and answer questions on their own.
Click to download the complimentary e-book. Registration is required.
Jen is an award-winning journalist who writes about workplace productivity and technology for Vitalyst. She believes in the power of using plain language, especially when writing about technology, and lists “achieving and enabling clarity” among her life goals.