Enhancing The Training Experience For Incoming Hires

Enhancing The Training Experience For Incoming Hires

New hires will be trained at least partly via e-learning, and when
it comes to remote workers, their entire training package will rely on digital
tools. Unfortunately, e-learning is difficult to get right, whether it’s
students in education or employees; things have scarcely improved since
the remote working revolution, according to Forbes. Providing a stale and
non-interactive digital learning experience is likely to be a major red flag to
employees just starting out at a business, and makes retaining
high-performing talent more difficult. The trick to creating engaging training
first comes in providing choice.

Creating interaction

Some e-learning is mandatory – this is especially the case where
businesses deal with strict legal frameworks, or where there are significant
health and safety risks posed each day. As a result, businesses have to show
that the employee has been equipped with all of the relevant knowledge they
need to avoid risks and stay aware of what their job entails. For these
purposes, LMS – learning management systems – are favoured, as they enable the
clear allocation and monitoring of training. The opposite
of LMS is LXP
, or learning experience platforms. LXPs are generally more
‘fun’ and engaging, as they are optional courses that employees can seek out to
generate their own development. However, they are also often good examples of
putting engaging design into practice, an essential element in crafting good
quality learning.

Making it engaging

University College London promotes a many-tiered approach to
creating engaging content, but there are certain steps that are more important
than others. One is storyboarding – providing a clear timeline to attendees
about what they will learn, and what to expect. This provides more control, and
structure, which is important when engaging with learning. Another key
principle is using
active teaching approaches
. Rather than simply repeating information to
employees, using interactive sessions, peer feedback, and active learning tools
to promote engagement, and active learning, is preferable.

Espousing video contact

For training, video calling must be a minimum. This enables proper
contact between the trainer and the employee, ensuring that information is
being accessed, considered, and stored. Furthermore, the video call is another
opportunity for development. According to CNBC, using video calls and
everything it entails, from interactive emojis and backgrounds to interactive
backgrounds and animations can generate an ‘informal’ atmosphere that
then lends itself to relaxation and sharing. Employees who communicate via
video will be more engaged and happier – make sure it’s used in your training
courses, and you’ll see much better results, and better feedback, at the
conclusion of the training.

In some ways, the tricks to creating engaging learning are
actually fairly simple. Try to actively engage employees, use tech to generate
further interaction, and always focus on learning outcomes. The rest will fall
into place and, as you notice what works and what doesn’t, further training
packages can be crafted for an even higher success rate in the future. Make
e-learning a fun experience, not a drag.


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