#9 things L&D should do to create addictive training

9 Things L&D should do to create addictive training

Employee training is key to improving competitiveness and productivity in any company. A worker who increases their professional skills and motivation is an excellent asset to the organization. Creating powerful and compelling learning experiences is necessary to achieve this.

As learning leaders, L&D must develop creative and engaging e-learning content to motivate employees to engage with their training. Often, the training carried out in companies barely manages to familiarize employees with the concepts. Only some of the training impacts them and leads to a return on investment for the company.

Therefore, to enhance training through L&D, we have 9 tips for creating a more engaging and unique learning program:

#1 Create personalized learning experiences

It’s necessary to keep up with employees’ training expectations and provide them with customized e-learning courses that align with the company’s objectives and professional goals.

Employees know that they need to acquire new skills or improve to grow professionally, but they also want to feel confident their training will help them get there efficiently and in the shortest amount of time.

Thanks to e-learning, it’s possible to employ learning strategies such as microlearning, which allows for creating learning programs with individual paths in short and quick modules to be carried out when and where the professional likes it. The use of microlearning enables the design of fast and powerful training that adapts to each employee’s particular needs.

#2 Evolving towards m-learning

Have you ever wondered why the traditional training model has stopped working? Today, workers prefer to access information whenever and wherever they are, without attending seminars or lengthy face-to-face training.

And if people use their cell phones or computers to get answers quickly, we should consider providing our employees with specific tools that allow them to access the content independently.

Today, learning can take place anywhere. More and more people want to access their training when and where they need it, which might be at their workplace, during their daily commute to the office, or even during their free time. That’s why it’s necessary to create learning programs available 24/7.

Mobile learning allows you to maximize the capabilities of mobile devices to engage employees. A leader who embraces mobile thinking leverages interactions like clicking and swiping to generate content that impacts their audience.

#3 Less memorizing and more engagement

With the amount of information available today to anyone with a mobile device, it has become less important to memorize things and much more important to know what to do and how to use the information once you have it.

For this reason, e-learning courses must encourage people to ask questions, develop critical thinking, and draw conclusions.

Any content must prompt the learner to remember or apply the information, even when using formats such as text, audio, or video during training. That’s why it’s important to use games and exercises and create reinforcement activities that motivate learners to put knowledge into practice. But the social aspect is also essential; for example, you could use a forum or a chat to enable debates or share ideas.

#4 Collaborative development of skills and knowledge

And continuing with the thread of ideas in the social and collaborative field, exchanging knowledge between colleagues can make the difference between a modern work environment and an old-fashioned one.

Today’s workforce is highly diverse. We can find people of different ages and knowledge in a workspace, so a learning program that encourages the exchange of information between colleagues and mentors will give value to the previous experiences of each employee.

Forums, podcasts, or chats are valuable collaborative resources that benefit employees and the company. It would be best if you counted with an LMS that allows you to create virtual classrooms to enhance social learning and interaction.

#5 Gamification of learning or playful learning

What can be more appealing than learning by playing? Incorporating elements such as challenges or games with rewards and learning levels is an excellent way to get employees involved.

But beyond the fun, these resources offer a space for feedback and can provide the training team with clear metrics on trainees’ progress.

New generations are more likely to engage and remember content when it becomes exciting and engaging. Games will also increase the completion rate, but you should intelligently integrate them not to overshadow the content you want to teach.

#6 More than courses, design learning experiences

Humans respond best to experiences because they can learn from them, and as e-learning designers, we need to go beyond creating courses and start thinking about designing learning experiences.

The Learning Experience Design focuses on promoting, as its name says, compelling learning experiences with a personalized sense of the needs of each learner. According to research from Middlesex University, 74% of employees do not feel they are reaching their potential at work due to the lack of meaningful and valuable learning opportunities. 

Understanding the audience and making e-learning courses more human and engaging is necessary to motivate and stimulate the senses through functional interaction to design an authentic learning experience.

#7 Embrace the invisible learning mindset

Invisible learning is nothing more than a way of learning in the background. That is, bridging the gap between work and learning until the latter becomes an integral part of the job.

Companies need to stop viewing learning as a separate entity and start treating it as a mindset, creating a continuous learning environment that is much more natural and less tedious than traditional methods.

This way, employees will not perceive training as an obligation or see it as a task for which they must take time off work or invest personal time. Instead, learning will be automatic, changing how we deliver our solutions and helping us learn daily.

#8 Use interactive micro-videos for microlearning-based training

Although using resources such as videos is nothing new in the world of L&D, we must accept that short videos are much more effective than long ones.

People’s attention spans are getting shorter, forcing us to produce more concise and efficient content. And is that an overdose of learning can demotivate any employee; we must adopt the philosophy of “less is more.”

People are much more likely to prefer short and fast content that meets their expectations when they need it.

#9 Create learning experiences with storytelling and voice-over

Stories are part of humankind and can hook and connect with us emotionally. Stories also inspire us and are much easier to remember or relate to. That’s precisely what we want for our employees’ learning: an experience that remains engraved in their minds, connects with them, and that they experience personally.

Storytelling can be used in e-learning courses or training programs as a central element or as a stand-alone resource to create a story and a conflict that engages employees, motivates them to remember and activates their resolution skills. 

The important thing is to take advantage of storytelling’s power to promote learning, change, and evolution. To create e-learning courses with storytelling, you should count on an authoring tool that allows you to use interactive elements such as branching scenarios, voice-over, linked scenes, and more to develop engaging courses easily.

Create addictive training with isEazy Author

To create addictive training, you need to develop courses that engage with your employees from the ground up and offer them interactive content in their preferred format. To achieve this, you need an authoring tool that allows you to create unique courses quickly and autonomously. Besides, an agile and intuitive authoring tool will allow your employees to share their knowledge without complications.

Try isEazy Author for free and start creating addictive training. With an easy-to-use authoring tool like this, your imagination will be the limit, and you will create complete courses like a professional just in minutes. Do you want to know everything you can do with isEazy Author?

  • Create traditional e-learning courses or micro courses

Choose between two types of courses: Classic or Express. Use the first for courses with more than 20 slides, with classic navigation, and the second for shorter courses in vertical navigation. You can create traditional courses or micro courses quickly!

  • Incredible courses independently and without previous knowledge

Choose the style template you like best and save time on the layout to quickly achieve spectacular results. You and your team will create courses autonomously and without any prior experience required. isEazy Author has an intuitive and easy-to-use interface, and you can quickly customize your courses and even use your corporate branding.

  • Discover all the multimedia and interactive resources

You have at your disposal professional images free of rights. You can create interactive videos, use voiceover, develop fun exercises, gamification, and more. Engage your employees from the first moment!

isEazy Author is the #1 authoring tool on the market. Create, edit and share amazing e-learning courses in one place. Try it now and create addictive courses with professional results easily.

Keep up to date with our news

Author

Design and share your own training content.

Factory

Bespoke content creation in record time.

LMS

Learning and management centred on the user experience.

Skills

A complete catalogue for upskilling your team.

Engage

The training app for frontline workers.

Game

Gamification app for boosting the success of your training.

ESG

Sustainable app with a wide range of courses online.