The most successful organizations invest in their employees’ learning and development. It’s for obvious reasons – when the talent in their company grows, so does their performance and profit. But there are other benefits to providing learning and development opportunities to their talents – increased employee engagement and higher retention rates.
Employees are no longer looking to work for brands that don’t add value to their career plans and ambitions. So, when you bring valuable and relevant programs to your employees that they can learn from, they stay with the company for a longer duration and actively participate in the company culture.
However, with more and more organizations moving to hybrid workplace environments, L&D initiatives also need to evolve and undergo change.
This article will discuss the two keys to driving remote learning and explore just how they can be combined to bring forth the best experience for your employees.
Let’s start by understanding the two aspects that need to be a part of your virtual learning environment.
Yes, any aspect of remote working cannot function without incorporating technology. After all, it is the facilitator of the new working environment without which the virtual world cannot operate. However, when it comes to remote learning, investment in technology becomes vital.
Because learners can no longer be engaged with a simple online tutorial or pre-recorded video format. They want and expect more to feel engaged and challenged – two irreplaceable requirements for a learning environment.
Moreover, technology is the only way to ensure that even in large organizations that consist of a huge number of employees with different career goals and learning requirements, each one of them is provided with the right solution.
But the major challenge for HR leaders comes in picking the right tools. Even if you have a robust learning ecosystem compassing several tools, are they effective when push comes to shove? Think back to the moments when you had to make crucial decisions regarding promotions or role changes. Did these tools declutter the information to simplify reporting, making your job efficient? In our experience, many learning ecosystems fail to do that. So, technology should be measured and invested in depending on the decisions the tool will help simplify while bringing it all in one place.
Thus, organizations need to adopt interesting yet feasible tools and innovations. And keep in mind that they provide a holistic learning experience to their employees while supporting the HR function. It can be as simple as including polls and real-time online interactions to as complex as using virtual simulation exercises. As long as your employees feel motivated and invested in the process, you have done your job!
A major reason why people shy away from online learning is the fear that they will miss out on the social aspects of in-person learning. Let’s face it, even with crystal-clear resolution and great audio quality, a web-cam-enabled face-to-face interaction cannot replace in-person conversations.
As learners in a virtual environment, you do not have the flexibility to turn around and have a quick chat with your fellow learners or walk up to your teacher to engage in a one-to-one discussion that goes beyond the curriculum.
Thus, for organizations, the first level of understanding needs to be that their employees need a social environment. This means curating spaces for informal interactions, team activities, peer learning opportunities, etc. that can go a long way in boosting the output of your L&D efforts.
Having understood the role technology and social interactions play in nurturing the right environment for remote learning, we’d like to propose the best way forward – combining the two to double down on the impact!
And in our experience working with more than 2 million employees over the course of the last 15 years, the way to do that is through Gamification!
Now we know the concept of gamified learning is not new. But the challenge, as we have seen, often comes down to the correct implementation of the same. Most brands that do opt for this solution are not sure about their goals. As a result, they are unable to execute it to bring out the desired results.
In the last decade, several organizations have invested in developing a comprehensive learning ecosystem for their employees. You might also have a well-developed ecosystem, which may even be overcrowded with too many tools. But have your employees adopted these tools willingly, or did they do so only when it was mandated?
Gamified learning helps increase this adoption rate by including a sense of fun and excitement in the process of learning. Though the solution sounds simple, unless you are clear about your ‘whys’ and know how to tweak the technology to suit your employees’ social and L&D needs, you will not be able to craft a relevant experience for them.
If you do invest in gamified learning, here are five things you must ensure:
- Prioritize repeatability or daily visits
- Provide valuable incentives in the beginning
- Build positive peer-to-peer dependability as opposed to an environment fostering competition
- Provide a stage/spotlight for true adopters and learners
- Make learners’ journey easy to build
Are there any other ways you have incorporated technology and social interaction into your organization’s remote learning that you would like to discuss with us? Or are you interested in exploring customizable solutions for your team? Feel free to reach out to us at email@example.com!