Businesses are beginning to realize how important learning is. With new technologies bringing forth solutions we couldn’t have even dreamed of only a decade ago, there is no excuse why learning shouldn’t be encouraged anymore.
In the past, managers would have to pay an expert and organize learning sessions, which often proved complicated with different work schedules and all. Nowadays, eLearning and mLearning are going beyond these barriers, but these are by no means the only method that can be adopted.
Let’s take a look at some ideas on how you can ensure learning is taking place and every employee is happy about it.
1. Discover Augmented Reality Learning
AR reality learning — once a dream of science fiction writers and fans — is now a reality. AR technology is actually omnipresent even when we don’t see it. eLearning is just one of its many uses, and one of the smartest ones at that.
AR is, basically, a mixture of a computer-generated environment and the surroundings. AR apps interact with the users, which is to say — they provide a different experience to different people.
AR apps also integrate with other technologies, so it’s not rare for learners to be able to send messages through social apps or engage in online shopping.
Presently, smartphones are the preferred device, but with so many others making their appearance, this may soon change. E.g., AR glasses are gaining popularity at a rapid pace, so it will be interesting to observe what the future may hold.
2. Prioritize Knowledge Management
Now we come to a more complex topic. Providing learning opportunities may be way easier than actually managing knowledge, especially for large businesses.
There is an ongoing hype about efficient means of integration that’s been raging for some time now and knowledge management is not an exception.
Knowledge management systems are the optimal solution. As things stand now, traditional knowledge management and knowledge-sharing procedures are far from being up to date, especially when we keep in mind that technology is advancing faster than human brains.
Basically, traditional approaches only work on the surface. Some studies show that they are capable of documenting only 20% of overall organizational knowledge which is, on top of that, difficult to access.
The usual result of such inefficient practices is that employees looking for bits of information spend too much time looking for it instead of adopting it and sometimes even fail to find it.
Modern knowledge management systems comprise a technology/platform combined with processes and actual learners that collect and store information in a central location.
“Central location” is the keyword here. Information stored there can be easily accessed by anyone, anytime, and will keep circulating (which is exactly what every company’s goal should be).
3. Learn and Teach More About Engagement
The importance of employee engagement can hardly be exaggerated. An engaged workforce performs better and contributes to idea and initiative sharing, thus driving success in the long run.
However, in order for every employee to be engaged, businesses need to understand what engagement is. A good salary is a prerequisite, rather than a driving force, for example. People’s motives and inspiration go far beyond the materialistic world.
There are numerous employee engagement initiatives a business can adopt and, in reality, it doesn’t matter which ones they pick as long as the results are satisfactory. Still, every initiative needs to take into account the most important drivers of employee engagement, as follows:
- Strategic alignment — the first prerequisite that enables employees to fully understand the business’ priorities and long-term goals
- Processes in place — collaboration must be encouraged so that employees don’t feel isolated and know that their efforts are contributing to a bigger picture (and are being appreciated)
- Transparent communication — communication must always be encouraged, otherwise employees will have a difficult time trusting the company and managers. Proper communication channels should be established and, most importantly, communication has to be transparent and go both ways
- A clear understanding of processes — businesses must create a sense of purpose, not overwhelming employees in the process. Setting up a framework (such as OKR) that will enable tracking of employee performance and progress is the best solution
- Helping employees achieve their goals — obviously, when a business helps the employees achieve their goals, the latter is certain to be more engaged in return. Set up an HR team that will help employees identify career opportunities within the company (this also ensured that employees stay in the company instead of looking for other job prospects elsewhere)
- Anonymous feedback — feedback is an invaluable insight into employees’ thoughts. Anonymity guarantees honesty; hence anonymous feedback is the fastest route to employee engagement
4. Create Your Own Online Course
Lastly, sometimes eLearning simply isn’t specific enough for complex and customized processes. That’s why many companies decide to start their own online courses.
To start an online course, you simply need to identify priorities and decide on the best medium. Some businesses even make their online courses available to people outside of the organization, building reputation and reliability in the process.
In addition to these, more businesses encourage their employees to take more courses in order to raise the value of their work. With educational sites like lessons.com.au, employers can engage their employees, build a resilient workforce, and promote diversity and inclusion, and growth.
As you can see, there’s more than meets the eye to learning methods. eLearning is not just an online course anymore; there are new technologies that change the rules of the game, enabling businesses to play with different ideas and come up with the best approaches.
Don’t be afraid to try different approaches. Use anonymous feedback to help you understand what each and every employee enjoys.