The impact of embedding learning into the workplace is quite astonishing. There is a body of research that point to how learning that occurs as part of the day-to-day workflow influences performance and employee engagement positively; more so than when learning occurs away from work.
For instance in a 2009 study by the Learning & Development Roundtable, on-the-job learning was described to be three times more impactful to improving performance than formal training programs. It was also reported that employees with a high exposure to on-the-job learning activities were 262% more engaged than those without that exposure¹. (High exposure was defined as engagement to 11 or more on-the-job learning activities in the past month.)
“The right training and development will enhance employee engagement.”
That’s one of the lines we feed when we’re asked to justify the budget for the year’s training initiatives.
Yet does training and development in your organisation really live up to that promise? Given the rising trend of employee disengagement, that line might end up becoming your Achilles heel…unless we start to re-think learning in the workplace.
We have all created simulations. And for some of us, perhaps even on a daily basis. Maybe not with technology, typically with just our imagination. Here’s a common one, especially at this time of the year: in our minds, we’re playing out the conversation we’re about to have with the boss – the one where we negotiate for that salary increment. We think up the different ways to approach the subject, and let the likely outcomes unfold in our minds.
Simulations give us a safe way to practice, because practicing in the real world could just be too costly. Imagine trying out multiple negotiation tactics with the boss – at best he’ll just be pissed off, at worst, well, you’ll be – because you just lost your job.
Quizzes have long been a staple of eLearning, and they are great format to incorporate into your mobile learning strategy too. They can be used as an assessment or self-assessment for what employees have learnt. They also help to increase retention with repetition and practice; quizzes are a great way to get employees to repeat and apply content that they have just learnt. Quizzes can also be source of motivation to get your employees to want to learn. When learners see the areas where they have a shortfall with quiz feedback, they will be more motivated to work on those areas to overcome this shortfall.
Learning Objective of Snake – PATIENCE
Games can be a great way to engage learners. Simple games can make learning fun and fast, which lends itself well to learning on mobile.
They present a myriad of learning opportunities – whether it’s to reinforce learning points, memorize a long list of facts, practice a skill or encourage desirable behaviour.
The more ambitious ones might set out trying to design a complex, immersive game experience (World of Warcraft anyone?). However games do not have to be complex in order to be engaging and effective for learning. In fact simple quiz-style games could be just as effective and probably more appropriate for mobile learning.