How to Offer an Effective Learner Experience to Drive Capability Development

Amit Gautam
Amit Gautam October 21, 2021
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Learner experience has always been a seminal element in learning and development, but its importance has been reiterated by the rapid changes in the way training is being imparted.

Many employees view training as a very important aspect of the office culture, which is why organizations look at leveraging training programs to attract and retain talent. Robust training programs are also a great way to promote loyalty among people. As per a recent Salesforce survey, 74% said that increased investment in learning and development can make them more productive and 72% said it will make them more engaged in their work.

However, modern learners are a busy lot balancing professional and personal lives. They do not have enough time to fit learning into their workday and many struggles to do so, despite the myriad benefits that training provides. So, they look for training that adds value to their life. They do not appreciate the training that’s just a mandatory activity that does nothing to engage them.

While offering training is step 1, there are certain areas to focus upon to ensure that the training is not just good, but great as well!  This article looks at various ways to offer great learner experiences to drive capability development among employees.

  • Engaging and Motivating Employees

While employees understand that they need to undertake training, most do it only to fulfil a checklist or a mandatory requirement. Often, the motivation is extremely low, even the engagement levels are abysmal. It’s not enough for L&D teams to simply plan training sessions, the focus should be on engaging and motivating employees so that they take the training whole heartedly and are able to reap its benefits better. The idea should be to influence employees to develop a curiosity to learn new things so they can fulfil their role in a better manner.

  • Offering Relevant Content

One way to ensure engagement and motivation is to offer the right kind of content to learners. At a time when Zoom fatigue and digital burnout are real issues, it’s necessary that learners have access to the right kind of content. As the world of knowledge is at their fingertips anyway, it’s imperative to offer training content that is relevant to their learning needs, roles and future aspirations. Along with being engaging, the content also needs to hold their attention while being up-to-date and fresh. It also needs to be delivered in the way that learners prefer the most – either through audio, text, video or other engaging formats. Most often smaller bite-sized and easy-to-digest learning nuggets work the best to suit the busy schedules of learners.

  • Providing Read-To-Use, Curated Courses

One effective way towards capability development is to opt for ready-to-use, curated courses. Ready-to-use, curated courses is content that is created after actively sifting through existing digital online learning, identifying valuable content, organizing it in the right fashion, and making it available to learners. Choosing ready-to-use courses is a noteworthy opportunity to select content carefully and ensure that key topics are covered in the appropriate depth. A perfect course might be available in a ready-to-use format that just has to be linked to your LMS.

  • Delivering Personalized Results

Today, most learners want and prefer learning that justifies ‘what’s in it for me’. They wish to understand how the training will benefit them and help them perform better in their roles. It’s a good practice to personalize the training so that learners can pick their takeaways from it. While personalizing the learning, it’s important to consider learners’ existing skills and see how the training can enhance their proficiency levels and their performance at work.

 

Takeaway

It’s not enough to just offer a learning program to learners. There should also be a check on if the program has helped learners reach their goals or not. If their goals are met, they would like to retake the learning and only this can help in encouraging a continuous learning environment within an organization to drive employee capabilities.