7 Tips To Boost Employee Engagement With Microlearning
You can only do so much to prompt active employee participation. Of course, you could force them to train by threatening disciplinary action or publicly shaming them in front of peers. But scare tactics usually aren’t the ideal way to boost employee engagement. You want staffers to “carpe diem” training opportunities, knowing that it’s in their best interest. So, how do you get them actively involved (of their own free will) and give them ongoing support? Here are a few types of microlearning that serve a dual purpose: bridging gaps and building an emotional connection.
1. Compliance Animations
Who can resist an animation with subtle doses of humor? Particularly when employees expect a boring lecture about the latest compliance rules and regulations. The trick is to lighten the tone without trivializing the subject matter. Animations are great for risky tasks because you can reenact the process without putting anyone in danger. However, you can also use them to showcase company policies or favorable performance behaviors. The golden rule of microlearning animations is to know your audience. Avoid jokes or characters who might offend certain members of the team. Bear in mind that everyone has different backgrounds and cultural norms.
2. Engaging Task Tutorials
Tutorials can either be in video or photo format. In either case, include every step of the task and incorporate voiceovers or captions to offer a behind-the-scenes look. For instance, they must first log in to the system. So, include snapshots of the software homepage and explain how to fill in the fields or what to do if they encounter an authentication error. You can also include supplemental resource links for them to explore on their own. Screen recording tools are great for task tutorials that involve software applications.
3. Interactive Video Demos
Produce video demos that highlight performance challenges and how to overcome them without breaking the rules. Make it even more engaging with interactive checkpoints. For example, include a pop quiz at the two-minute mark to test how much they know about the topic. Then resume the demo so that they can see if their assumptions were right or wrong. Another option is to follow up with question prompts that encourage employees to reflect on their past mistakes. For instance, how did they handle a similar situation, and was there a better approach? Did the demonstrator exhibit any skills that they lack?
4. Serious Games
Serious games are one of the most versatile types of microlearning because you can use them for virtually any training topic. From compliance policies to customer service complaints—even skill-building. They also happen to be the most engaging support resource for distracted employees who need a bit more visual stimulus. Develop games that offer JIT support for the most crucial performance gaps. For instance, most of your employees struggle with safety protocols. So, the serious game immerses them in a hazardous situation where they must equip the proper gear and prevent a workplace catastrophe.
5. Skill Simulations
Simulations are a tricky microlearning feat because they usually cover a complete process or on-the-job obstacle from start to finish. However, you can develop bite-sized skill simulations that involve a targeted talent to boost employee engagement. For instance, staffers need to know how to handle a client’s inappropriate comment with tact. This requires communication and interpersonal skills. They must be able to identify when the boundary is crossed and then resolve the issue without offending the client. More importantly, without compromising their morals or the company’s reputation. At the end of the simulation, include a brief performance recap and resource recommendations. They need to know where they went wrong and how to achieve the best outcome.
One of the most popular types of microlearning is infographics. They’re no longer reserved for marketing pros who want their graphics to go viral. Countless organizations use them to recap training topics and share insider tips. Include images and supplemental links to improve employee engagement, such as charts or graphs to give staffers more context or to stress the importance of compliance. Use a template to simplify the process and quickly update content when necessary.
7. Pop Quizzes
The types of microlearning above impart experience and build vital skills. However, pop quizzes are a valuable addition to your JIT library because employees can test their own proficiency. In many ways, it maximizes the benefits of your microlearning training strategy because it serves as a diagnostic tool. Employees identify areas for improvement, then access the repository to bridge the gaps autonomously. It allows them to discreetly spot hidden gaps as opposed to discovering them in the workplace. For example, in the middle of a client meeting or during their yearly evaluations. As is the case for all assessments, pop quizzes require immediate feedback. Point out the flaws and note their accomplishments. Then adjust their training path to include courses and certifications based on the test results. Better still, present them with a list of choices and then let them pave their own path.
Employees might be reluctant to hop on the micro bandwagon because of negative preconceptions. They may have dealt with disorganized libraries in the past or bite-sized activities that were fragmented and caused unnecessary confusion. So, promote the benefits and make it easy for them to find relevant support resources. Provide a brief explanation for every item in the training library so they know what to expect. Then follow up to ensure the resources align with their needs and learning styles.
Which microlearning content provider is a good fit for your organization? Our online directory features the leading outsourcing partners in your industry. You can even scope out their specialization area to find a provider for niche training topics.
Download our eBook Maximizing Microlearning: How To Leverage Bite-Sized Support For Remote Teams to improve engagement and reduce on-the-job mistakes.