Engaging your Modern Learner
There's a lot of talk lately about the millennial aka ‘the modern learner’. One of the trends is the push toward informal learning and trying to achieve the 70/20/10 model. However, many organizations and training partners are still struggling to get to those numbers. According to Brandon Hall Group in their 2016 report, the current reality still looks like this
- 43% formal learning
- 43% on-the-job activities
- 14% informal (social/collaborative/peer-to-peer) learning
Modern learners have 1% of their work week to dedicate to training, according to Todd Tauber’s research report, “Investing in Learning Content: Redefining Priorities to Keep Up With the Modern Learner.” But one of the biggest ironies is that nearly 50% of them spend 30 minutes or more every day on unofficial, unscheduled and impromptu learning.
We know one big reason is old; traditional learning – like classroom sessions or long e-learning courses – has proven time and time again to be ineffective as the information simply doesn’t stay in learner’s brains.
But perhaps most critically, the reason L&D struggles to engage employees today is simply because the needs of the modern learner have changed dramatically as the pace of business has exploded over the past few decades.
So what can we do to ensure we invest right in our modern learners and engage them in the longer-term? Here are 3 simple things to get you started with
a) Incorporate rich, visually attractive learning content:
The current Youtube, Whatsapp and FB generation is accustomed to consuming information visually; hence it’s important to engage them in their preferred learning mode. By incorporating video content into your L&D interventions, you can better engage your workforce through enabling self-paced learning and fostering cross-business collaboration.
Deloitte’s 2017 Employee Engagement Survey also pointed to the increased consumption of video content for employee training purposes being a likely trend for 2017 and 2018. Video content that provides easily-digestible byte-sized training or opportunities to learn received a similar “thumbs up” from HR leaders and employees, with 68% of both groups reporting that video content will continue to increase in importance.
b) Social Collaboration:
The informal, collaborative learning that happens every day amongst modern learners is just as valuable as your formal learning program. Companies need to find ways and means to explore social learning practices such as facilitating knowledge forums, building informal mentoring channels, gamification and content personalization which can help to cut through the noise and increase learner motivation and engagement.
c) Learning on the Go – Just in Time
According to a 2016 Gartner-CEB report, 57% of employees expect learning to be more “just in time,” or as needed. Given the average working professional also checks their mobile device 110 times a day, mobilizing your learning is no longer a luxury. The modern workforce expects access to training anytime, anywhere and from any device. To engage the modern worker, mobile learning is a must-have.
None of these above are difficult to implement, in-fact most of the successful L&D organisations have adopted these strategies to cater to their current and future learners. But all these suggestions are worth paying attention to in order to stay connected with your modern workforce, as the last thing any L&D department wants is to become obsolete. Your goal is to be a strategic partner that helps improve overall business performance
Here is how Learngage can help with its simple-to-use web and mobile application by managing and curating learning content across trainers, employees and offices, engaging learners on the go and facilitating collaboration so that your modern learners are in complete control of their learning on and off the job. Is your organisation or institution interested?.
Do reach out to me at firstname.lastname@example.org for a 60-minute dialogue for a learning engagement workshop at your office.