Much has changed during the pandemic. Companies had to pivot and adjust operations to keep employees and customers safe. As a result, an unprecedented number of people are now working remotely. As companies navigate these uncharted waters and adapt to an increasingly distant workforce, L&D departments are looking for new ways to train their dispersed workforce. While there are many distance learning options, a game-based microlearning approach for home workers is a natural solution because it:
The way people work at home is different than in the office, and they are exposed to a unique set of distractions. Kids, housework, pets, and spotty WiFi are disrupting the work day and changing how (and when) tasks get done. This makes a one-day virtual training course for remote workers in planning groups almost impossible.
For remote training to be effective, it must be self-directed and available when needed so that employees can learn whenever it is convenient. This is why microlearning is such an effective method for distributed teams. Microlearning uses online learning modules that can be accessed anytime and from any device. With a minimal investment of time, a rep can log in, focus on a hyper-specific topic, gain insights, and be done. They can get on with their day and incorporate what they have just learned into their workflow.
When the workout is broken up into small, easily digestible pieces, each lesson can be completed in minutes rather than hours. Any free time slot, be it the five minutes before a meeting or the last 10 minutes of a day, can be converted into a meaningful training time.
Games are interactive by nature, making them the perfect training method to involve remote workers. In game-based training, the learners are constantly challenged, asked for input and given feedback. This training loop leads to higher individual participation and engagement rates and can help improve knowledge retention.
Another benefit of game-based training is its social aspect. One of the main complaints that remote workers experience is that they feel isolated. If you are out of the office and separated from your colleagues, the team will be separated. Game-based training can help bridge this isolation gap and create a space to foster community and collaboration. When training through a game, players can either work together to solve challenges or compete with each other (or with another department) to be at the top of a leaderboard.
By making the training interactive and collaborative, learning can actually be seen as a break from work and an opportunity to connect with colleagues and colleagues.
Comprehensive reporting and analysis tools are essential for training remote workers. It's hard to tell how well employees understand concepts, where the knowledge gaps are, or who your training superstars and slackers are when they're just relying on data; B. who took part in training and whether or not they passed a quiz.
To help your company refine the training and ensure that employees actually learn, you need access to raw data, such as: B. When (and how often) employees register, which courses they take, which modules they repeat and how long they spend on different lessons. Sorting this data into clear dashboards can help trainers and L&D professionals evaluate and refine training.
Game-based microlearning platforms use industry leading technology and many have advanced analytics built into the system. Every part of the training is measurable and insights into content effectiveness, skill gaps and understanding are available in real time. In-depth analysis and comprehensive data enable trainers to quickly evaluate lessons and course-based instructions when needed to ensure the training is useful to all employees.
When companies are evaluating their operations and processes due to the pandemic, it is also a good time to rethink and reevaluate training methods. Remote working will be the new normal and companies will need to establish a training strategy that suits their distributed workforce.
Traditional training methods with static learning experiences are not incorporated, trained, and do not provide the detailed data needed to assess effectiveness. At a minimum, remote training needs to be available on-demand and available 24/7, provide a comprehensive learning experience, and have in-depth analysis so that trainers can evaluate and adjust lessons as needed.
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coronavirus#socialdistancing#teachingathome #remotelearning We are currently locked down due to the spread of coronavirus.Read more