Let’s dive into four MORE elements of a Learning in the Flow of Work Program. Yep! Prior to this post, I introduced the concept of learning in the flow of work and how it’s usually more effective than traditional “one and done” training techniques.
We’ve already discussed these first four elements:
- Mobile-first software application
- Video-heavy instruction
- Microlearning design
- Interactive activities
In this post, I’m going to talk about the second four elements of every successful Learning in the Flow of Work program. Let’s get to it!
The elements I’ll be covering in this post are:
- Social learning community
- Knowledge checks with immediate feedback
- Evaluative quizzes
- Gamified awareness
5. Social Learning Community
There are many training programs and even learning in the flow of work programs being held back by the lack of social interaction. The organizations who only use lecture-like training or isolated elearning as the sole methods of training often underestimate the social component to learning. As a result, organizations are not adjusting quickly enough to market conditions or getting their people trained up efficiently. One of the ways learning can be accelerated is by the use of a social learning community.
Focused learning communities are no longer seen as a luxury since employees are used to taking advantage of social media, knowledge sharing websites, and other opportunities that are available on the internet. Social learning communities not only help learners to continue with work related tasks such as completing projects and assignments but also allow them to learn more about new topics, access and use new technologies, and collaborate with colleagues in a real work-based learning environment. Social learning is a great alternative to lonely elearning and one-sided lectures, allowing people to learn in the flow of work, enabling them to talk to their coworkers to gain new insights and solve problems, even though they may be sitting at their individual desks or at their stations on the factory floor.
6. Knowledge checks with immediate feedback
Knowledge checks are a quick and engaging way to see if employees are learning what you need them to know, when they need to know it. You can use knowledge checks in your learning in the flow of work content to reinforce key information. However, a knowledge check is not very effective without the use of immediate feedback. When a learner answers a question, receiving a prompt response can solidify the new knowledge in their brain. If they get the answer correct, providing validation and an additional tidbit of useful information can be encouraging and motivating for the learner to keep going. If they get the answer wrong, instant clarification, coaching toward the correct answer, or even a hint keeps the learning flowing.
7. Evaluative quizzes
Once a learner has completed a section of learning, evaluative quizzes can measure the effectiveness of the training and let your employees know where they stand with their knowledge, skills, and behaviors. Evaluative quizzes are different from knowledge checks in that they are more “high stakes” – they do not provide immediate feedback. Instead, the learner finds out how well they performed at the end of the quiz. Knowledge checks and evaluative quizzes work together to provide a robust, effective, and measurable learning in the flow of work program. Quizzes also let the learner know if they have mastered the content.
8. Gamified awareness
With the goal of learning, many companies have discovered that gamification can be highly useful for training. Gamification in learning and development includes things like badges, games, surveys, contests, and more, which are designed to motivate participants and increase learner motivation, giving them a greater sense of involvement in the learning process. Gamification can be integrated with other learning in the flow of work strategies in order to provide the most effective experience for employees. Gamification can be used as an additional means of engaging their learners’ attention, providing something new and interesting to read and keep their minds engaged, as well as motivating them to take up further study – all while on the job. The goal in integrating game design elements into training programs is to make the process more interesting, memorable, engaging, and successful – all of which are key factors in making the learners more likely to gain the knowledge, skills, and behaviors they need to succeed.
What gamification strategies have you found successful?
Summary
As companies transition from “traditional” training to incorporating more learning in the flow of work programs, there are some must-have elements they’ll need to consider. A social learning community is crucial for a long-lasting learning in the flow of work program. People need people – whether it’s to ask questions, quiz each other, offer words of encouragement, or even compete in a gamified situation. (Gamification – another useful element of learning that I discussed above!). Along with community and gamification is the need for knowledge checks and quizzes. Little brain-stretching knowledge checks throughout the learning journey help solidify employee knowledge as they master new skills and content. Evaluative quizzes at the end of larger chunks of learning can help you and your employees measure where they are doing well and need some more study time. If you can incorporate these elements into you learning in the flow of work program, you will be well on your way to helping your employees get the knowledge, skills, and behaviors they need to be great at their jobs.
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Do you use any of these elements in your training programs? Have any tips? Share them in the comments.
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