Pulse Learning has put together this excellent infographic which speaks to the ways that gamification is improving engagement in eLearning and corporate training. Gamification will be a focus of our blog this week, and this is an excellent introduction to understanding how widespread it has become, its potential benefits to development programmes, and how your organisation can implement elements of gamification into Learning and Development offerings without necessarily requiring expensive and time consuming games manufacture.
You can view a video on this topic here.
This infographic was made to compliment the article of the same name which you can find here. This infographic was made for http://learningyourdevelopment.com using canva.com and we encourage others to utilise or share our material if you find it useful, and as always we welcome any and all feedback.
This week LearningYourDevelopment is focusing on mentoring, which is perceived to be one of the most important elements in effective professional development, playing a key role in talent strategy, leadership development and even performance management. The appeal of mentoring, to both mentors and mentees, is universal; while many believe that Millennials prefer to be plugged in to their development, the opposite is true: 75% of Millennials want a mentor, while 65% of Baby Boomers have been sought out for guidance by Millennials (1). To those looking to engage Millennials in professional development, particularly in leadership roles, and to increase engagement and staff retention, this is a key statistic, because it means that appealing to Millennials through their love of technology may not be the best solution. Watch this space, there is a video and an article to come on how you can use mentoring and structured mentoring programs to build and improve on your organisation’s knowledge capital.
With the traditionalists and boomers leaving the workforce to retire, the time has come to look beyond Gen X to the increasing numbers of Millennials in the workplace. The problem for businesses is that Millennials are not going to adapt to the workforce as it stands in the same way that Gen X has been mostly happy to do. Millennials demand that the workplace change to meet their needs and desires and when they aren’t happy they vote with their feet. This means that future business success is going to depend on each organisation’s ability to utilise effective performance management to engage staff and fill skill and knowledge gaps that appear when key staff members either move on or retire. A robust talent strategy building effective leadership pipelines at all levels of an organisation will further future-proof against the uncertainty that businesses are bracing for in a highly competitive global marketplace. For more information on building a better performance management system that helps to align your talent with business strategy, you can watch Performance Management: Improving on Traditional Offerings here. You can find more information on building a robust Talent Management Strategy here, and watch a video here.
With the growing increase in the number of Millennials in the workforce, and the undeniable fact that they will one day be our leaders and CEOs, it’s time to find new ways to engage and retain them, otherwise businesses will face continual talent shortages and the burden of costs to train and retrain as Millennials continually move on to greener pastures.
With ever shortening attention spans and the constant demands on learners, it can be difficult to reach your audience. The principles of Gamification create an environment where learners want to interact, and where they can practice ways of improving daily tasks in a safe and simulated environment, increasing their ability to retain and utilise new skills and information. Gamification has the added benefit of being enjoyable, recharging batteries and energising participants; three key ingredients to making a happier, more engaged learner!
Have you implemented Gamification into your L&D? What was the result?
Social Learning and Millennials seem to go hand in hand. The focus on social media, communication and gamification tick all the generational stereotypes when L&D professionals try to appeal to the increasing numbers of Millennials and Post-Millennials joining the workforce. The key to success with Social Learning is to ensure that it is created on a level playing field where everyone’s expertise and ideas are valued; the tech-savvy youth of today know when they are being talked down to and when appeals for their participation lack authenticity. Remember, Millennials may have been raised in a technology obsessed world, but they are not a uniform group, no generation is, meaning that those entering the workforce in need of development need to be treated as individuals with individual development requirements and unique skill gaps. Social Learning is a highly beneficial way to identify those needs, and create a community around bridging the gaps.
For more information on Social Learning and how to get started, you can read my previous blog post here.
There are basics that everyone needs to have in the back of their mind before they design or deliver any learning and development resources. Without engagement, repetition and a real understanding of how the skills and knowledge provided can benefit the trainee, learning outcomes will be compromised and retention is not a given. Ensure that you don’t overlook the basics before you move on to the more complex aspects of creating best practice training materials.