As a result of rapid digitalization and changing demographics in the workforce, companies are increasingly finding it hard to adapt and struggling to introduce the level of learning needed to close the growing skills gap and embrace the new opportunities. 

Whether it’s rolling out new software or process across the business or familiarizing your employees, distributors or channel reps with a recently launched product, it’s important to support this with an intelligently designed learning solution that can conveniently and effectively provide your people with the knowledge and skills they need.

Focusing on motivation, location, and personalization, check out some of our suggestions on how you can refine your learning reinforcement strategy and engage employees to learn to the best of their ability:

1. Integrate gamification techniques

Integrate gamification techniques to build fun into the learning pathways.

2. Give recognition at regular intervals

Give recognition at regular intervals during training – it can be a powerful motivator and reinforce the value engagement brings. Don’t just consider the reward after the learning is complete; consider what can be offered to recognize starting a training journey, also.

3. Communicate the purpose and the value

Communicate the purpose and the value that your training brings to their role. In the book ‘The Case Against Education’, Bryan Caplan suggested that people participate in education more as a way of signalling rather than to learn or develop a useful job skill.

4. Leverage the bandwagon effect

Leverage the bandwagon effect to generate momentum. When your employees are seeking information or want to learn a new skill, before an internet search or diving into their workplace Learning Management System (LMS), 55% of them ask a colleague (Harvard Business Review). Encourage colleagues to share insights and capture testimonials from those who have already completed the learning to engage wider participation.

5. Identify key milestones

Identify key milestones in the learning journeys that could benefit from a communication prompt. Send timely and tailored communications to provide just the nudge needed to increase engagement.

6. Leverage

Leverage goal gradient theory, the principle that we work harder the closer we get to achieving a goal, by increasing communication intensity at the beginning and towards the end of a training journey to increase chances of completion success. Those who get off to a fast start in an incentive program typically finish 57% higher than those who don’t.

7. Put learning where your people are

Give employees the flexibility to absorb the information when they’re not only in the best location but also the best headspace. According to an article in the Harvard Business Review, people learn best when they have to learn, so look to create as much ‘on demand’ content as possible for your corporate training.

8. Incorporate virtual training

With many people still working from home part-time, incorporating virtual training into systems that are already part of their everyday workflow can keep important information front of mind.

9. Overcome

Overcome the forgetting curve by making sure your learning content is relevant to the individual and reflects their situation and role so it can be applied as soon as possible. The more personalization and specificity you can bring to your training, the more engaged participants will be. German psychologist Hermann Ebbinghaus found that if new information isn’t applied, we’ll forget about 75% of it after just six days.

10. Consider how content is delivered

Can you offer flexibility with timelines? Although some employees may prefer an intense course, others may prefer to take it slower to fit in around their other commitments.

To reinforce your learning and development efforts, get in touch to discuss how we can help you make sure your employees feel encouraged to develop the right skills for now and the future.