Learning and Development initiatives contribute greatly to keeping the employees happy, engaged, and empowered by giving them the assurance that the company is invested in their growth aspirations. With millennials making up 75% of the workforce today, we have to take into account that 87% of this segment believes professional development and career growth is very important to them. Ceridian reports that 91% of top performing employees rate learning and development opportunities as very important. And then there is the statistic that shows that companies that invest in employee training and learning and development initiatives enjoy 24% higher profit margins as against companies who don’t. Learner experience is about providing the opportunity to learn and grow through avenues that excite and engage learners.

A great learning and development strategy doesn’t just ensure that your employees remain content with their jobs. It also ensures that they remain committed, enthusiastic, involved, and ultimately, productive in their job roles. Those organizations that understand this are focusing on actively creating a culture of learning and have effectively employed eLearning to drive the same. However, worrying trends are also visible. According to reports, the current average completion rate for MOOC’s averages out to only 15%. Other studies reveal that the dropout rates for online courses stand as high as 70%. Given the investment that goes into the learning initiatives, it is time that we re-evaluate the way learning is disseminated.

Taking a Learner-Centric Approach

Organizations are realizing that they need to amplify their learning initiatives to engage employees, improve productivity, and close the skills gap. However, we need to take a close look at how learning is being delivered today. Instead of an administration-centric approach, we need to adopt a learner-centric approach to achieve the desired results from these initiatives. This can only be achieved when we begin to focus on learning experiences to enable continuous learning.

Training and development initiatives thus must move beyond the traditional PowerPoint presentations, eBooks, and generic training videos. We need to now look at evaluating ways that help the learner become the driver of their learning and development. For this, it is imperative to focus on learning experiences and evaluate how to enhance them to compel the users to complete courses, improve training outcomes, and drive knowledge retention.

Focus on Frictionless Experiences

Learning experiences have to become absolutely frictionless. In a world ruled by consumer-grade experiences, it is unfair to expect an individual employee to like something that will be challenging to use. Learning Management Systems thus have to be designed keeping the end user’s standards in mind and to create a frictionless experience.

The principle of ‘don’t make me think’ also plays into designing great learning experiences. LMS’s have to focus heavily on enhancing end-user satisfaction. Factoring in things like accessibility, usability, and fun in the interaction between the course and the user are some good starting points. We have to start looking at the learner experience with the LMS in the same lens as User Experience Design in product development. The UI thus has to support and enhance learning outcomes, and learners have to be kept at the core of the experience. Cognitive elements have to be employed suitably to enhance learner retention and concept application.

Contextual Customization and Personalization

Understanding the learners, their job roles, specific needs, assessing and understanding their existing skill sets and knowledge levels helps in taking the learner-centric approach. Observing patterns such as how they prefer to consume information, the devices they like to use to access information are also important points of consideration. The core has to be to create meaningful learning experiences that help learners perform their roles better. The millennials, for example, are extremely comfortable with technology. Designing mobile learning experiences for them will yield better results than classroom training or learning delivered through one-way lectures.

Enabling Continuous Learning

This age of ‘anytime, anywhere’ also has to drive learner experience. A diverse workforce, changing everyday needs, and distributed teams and employees, are reason enough for learning solution providers to ensure that they drive learning experiences that are easily accessible. Learning must be continuous and enabling. This means, if a salesperson has to access a certain piece of information during a meeting, they can easily do so from their learning repository. Thus, focusing on mobility becomes critical in driving learner experience.

Ease of Use is a Great Learner Experience Driver

The LMS in use simply cannot drive learning experiences if it has a steep learning curve. The learners should be able to navigate the LMS easily to fulfil their training needs and immediate objectives. If learners log in to the LMS and have to ask too many questions, then that’s a problem that needs to be addressed immediately.  Employing gamification and interactive elements such as AR and VR organically increase the ‘fun’ element of the learning program. It also helps drive richer learning experiences by engaging the users in an appealing manner. This helps them learn faster and enables better learning outcomes.

The new learner experience demands that eLearning has to evolve from ‘telling’ to making the learner feel more ‘involved’. We have to move away from providing isolated learning experiences that lead to learner attrition. By focusing on the elements that drive learning experiences, we can curate learning programs that fill the existing knowledge gaps and can enable continuous learning, anywhere, anytime. Most importantly, by focusing on learner experience, we can design a learning strategy that the learners would actually want to be a part of.

icons, infographics, etc., roll-overs can be found at this level. This level is more audio-driven where the learner does a little more than just watch, read or navigate the learning material here and can associate with the learning conditions through “problem areas” employing interactive assets such as movement, sight, and sound. The navigation in this interactivity level expands to glossaries and links to external resources and often has exercised such as quizzes, identification components, drag and drop, matching, etc.

At eNyota we strive to help deliver eLearning that makes a difference. Our courses are designed for the learners first. Ensuring learner experience is at the core of your course helps in a successful training initiative. Try adding a little animation or interactivity to your important topics and watch how learners respond with greater interest. This is the true essence of learner experience and we know how to deliver this. Reach out to us at contactus@enyotalearning.com or click here to register yourself for a callback. We assure you it’s worth it.

Deliver the Best Learner Experience

 


Half the year has flown past us in the blink of an eye. We’ve reached the point when the inevitable prep for the impending holiday season has to start. “What! Now?”, you say. “Isn’t it too soon? The holiday season is a good 4 (or is it 3) months away”. We say, well begun is half done. Especially in the retail and hospitality industry which employs a large seasonal workforce to meet customer demands. To manage the shopping frenzy occurring between Thanksgiving and Christmas and to manage seasonal peaks in tourism, the retail and hospitality industry must ensure that they are ready for the holiday season well before Santa starts loading his sleigh.

Bringing in this temp workforce is a smart strategy and has been a trend in retail and hospitality. However, training procedures often have to be shortened to get these workers up to speed with their job roles. These workers also have to be cross-trained to maximize resource utilization. This temporary workforce is thrown in at the deep end at the busiest time of the year and is expected to perform. It, thus, becomes essential to ensure that that the ‘temporary’ nature of their jobs does not impact their engagement levels and leave them disinterested in their jobs. With the whirlwind of activity that happens during this season, here’s a look at what organizations can do to ensure that these seasonal employees are battle ready for the holiday season.

Optimized onboarding

Firstly, the hiring of the seasonal workforce should not be left until the last minute. Preparing early by understanding the anticipated demands of the season is a good place to start. With the temporary workforce hired, optimizing onboarding experiences becomes critical. Retail and hospitality work environments are challenging and setting up onboarding schedules when you expect the temporary workers to hit the ground running can be taxing. However, using an LMS, organizations can create separate onboarding programs for the workers with their own learning pathways. The workforce can then access these programs from the comfort of their desktop or even a mobile app and complete the onboarding exercise.

Mobile training

The world is now mobile and Learning and Development (L&D) has to be the same. Assigning temporary workers permanent desktops can be quite a struggle and inconvenient. With people becoming more proficient using smartphones, using the mobile to disseminate training material can prove to be a welcome relief. Mobile learning (mLearning) can be utilized to train workers on processes and protocols, push content to them when necessary, send notifications and reminders, and also disseminate campaign-based content that is more tactical and specific to the needs of this workforce.

Bite-sized modules

Time is a big constraint when it comes to training the seasonal employee. Given that these employees will be joining the organization at the busiest time of the year, fitting in even an hour-long training into their daily schedule can often be impossible. When even taking a full lunch-break is a luxury, how can one take out an hour a day for training? Creating training modules that are specific, personalized, customized, and yet shorter so that they can be disseminated in a device-agnostic manner would be ideal. Bite-sized training modules that can be completed quickly to ensure greater knowledge retention and consequently better training outcomes can do the trick.

Continuous training

They might be your seasonal workforce, but you need them to be as skilled as your regular workforce without giving them the luxury of a learning curve. The training of these workers thus has to be continuous. This means giving the respective departments the capability to curate their own training programs to fill the skills gap. This also helps create a learning culture and empowers each department to proactively manage their learning and development needs proactively.

Curate engaging content

Storytelling, animations, gamification are just a few of the many things that you can use to curate engaging content. These help in fostering greater engagement with the training, make learning more effective. They reduce the cognitive overload that new workers face. For example, using a game to get an employee to learn about all the promotional offers is likely to be more effective than handing him/her a list of offers to memorize. Using storytelling to familiarize a seasonal employee with a property is likely to deliver better results than expecting him to remember it from a brochure.

Be customized and feedback driven

Since we can only manage what we can measure, the training for seasonal employees also has to be measurable and feedback driven. When it is so, learning and development departments know the areas of improvement and they can then push the relevant training programs to them. Ineffective training modules can be identified and tweaked.  Proactive feedback is also more effective and leads to better knowledge retention. So, an employee is more likely to remember what he did wrong and what the remedial measures are while he is still using the module rather than after. eLearning and mobile learning are of great help here as it makes it easier for organizations to track user behavior and make the needed changes in the training modules.

Additionally, HR departments must ensure that they have specific policies in place for the temporary staff so that they can track and compensate them for their hours spent in learning and development using eLearning.

Whether it is to capture as many sales as possible, make customer interactions smoother, processes faster, balance merchandise flow in retail or provide exemplary customer experiences in hospitality, getting temp workers up to speed for the holiday season can be a tough challenge. For shoppers and travellers, the holiday season can be pure heaven. It’s up to the businesses to ensure that they have their seasonal staff upskilled in time so the season doesn’t become a version of hell for them.

At eNyota we have designed and created over 10,000 eLearning courses used by corporate giants to train their seasonal staff globally! We provide you with a free consultation and our team of experts ensure you get the best service for your investments. To know more reach out to us at contactus@enyotalearning.com or take the time to fill out this form and we will get in touch with you shortly.
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eLearning has gradually evolved to a large-scale industry over the last few years. 2017 witnessed reinvention of various learning technologies and allocation of more budget and investments in eLearning programs, learning management systems, and various educational tools for training employees.

A similar shift was observed in the learning and development departments of various organizations in 2017. Trends like mobile learning, social learning, microlearning, etc., are expected to continue evolving eLearning experiences for learners in 2018. Organizations will also explore new opportunities and approaches such as artificial intelligence, interactive video-based learning, etc.

Learning Trends in 2018

In this blog, we will talk about the top custom learning trends to look out for in 2018.

  1. Augmented Reality (AR) and Virtual Reality (VR)

In 2017, AR and VR were quite popular as training implementation modes. Although virtual reality has been out in the market for some time now, augmented reality and mixed reality are expected to bring new possibilities in creating deeply engaging learning content. Traditionally used for gaming and movie experiences, AR and VR can bring about a paradigm shift in the way learning takes place. While VR can be effective in teaching skills and risk-management tasks, and performing complicated actions, AR can be a game changer in providing just-in-time learning. These scenarios will be helpful for learners who want to learn more about tools, technology, or devices. Scanning a QR code can give them instant access to the desired piece of information.

Both VR and AR will contribute towards the betterment of training and development, and simplify onboarding processes, thus resulting in easier collaboration among teams and remotely based employees.

The reducing costs of wearable technology will be an added advantage for organizations who wish to explore AR and VR possibilities for immersive learning for their employees and learners. We may also see various other applications of AR and VR throughout the year.

  1. Gamification and Game-Based Learning

Gamification is one of the biggest trends in the eLearning industry today. It is becoming a quick and easy way to engage learners, get them on board, and help them reach their goals faster. Learners can practice real situations and challenges in online environments to develop skills. In 2018, organizations will continue to invest in developing gamified training courses to keep their learners engaged and retain interest in learning with fun. Gamification has set new standards of delivering learning experiences that are smoother and more relevant to learners.

  1. Artificial Intelligence

The use of Artificial Intelligence in improving the learning experiences of learners is an interesting wave to watch out for in 2018! With iPhone bringing Siri (chatbot) to assist its users, people are keener to see and interact with more chatbots and intelligent assistants. 2018 will be an interesting year where chatbot conversations may become ‘real’ with evolving applications of artificial intelligence in the eLearning and training space.

  1. Microlearning

2018 is expected to be the year of content that can be readily consumed within a regular working day. Bite-sized learning will ensure delivery of training with a targeted approach that is more objective-specific and does not demand a long commitment from the learners. Microlearning encompasses a range of learning techniques such as short games, videos, quizzes, or interactive infographics. It is now expected to become a mainstream method for corporate training, instead of remaining just a supportive learning solution to eLearning. In 2018, microlearning can be seen as a potential training delivery method that will blend with a focused approach on experience-based learning and performance support in corporate organizations.

  1. Digital Learning—Webinars

Webinars have been in play since the past couple of years. However, what has changed is the way organizations are utilizing webinars to train their employees for an in-depth understanding of their products and services. Conducting demos to educate teams, clients, and end-customers through multiple batches or sessions of webinars will be a good trend to watch out for in 2018.

  1. Social Learning

In 2018, social learning will continue to be an add-on for keeping learners engaged via interactive and sharable learning content. Features in Learning Management Systems like digital badges, leaderboards, course management, learner performance tracking, advanced analytics and reports, etc., will provide meaningful data for customization and personalization of training based on learner-needs. Providing learners with the ability to interact and compete with other learners on training will boost learner engagement and keep them motivated to hit their training goals on time.

  1. Content Curation

Delivering the right content to the right learner in the right format is the key to effective training. Content curation will be as powerful in 2018 as it was in 2017. It is here to stay, to give learners the right learning experience through custom and responsive learning solutions. Curating content is an integral part of any learning and development strategy to build a strong learning culture across the organization. Content libraries augmented to ensure learners have everything they need to know at one place will lead to knowledge sharing, better collaborations, and innovation across teams within the organization.

  1. Interactive Video-Based Learning

More engagement, more involvement, and more learning is what 2018 will witness through interactive video-based learning. Involving learners in learning videos and engaging them on internal sites and networks with video content is an effective way to make learning happen. With the increasing consumption of video content, we can expect more video sharing activities among employees. Live streaming through video platforms can also be a good aid for training in 2018.

  1. Workforce Enablement

Organizations are now more concerned about employee productivity and are exploring methods beyond automation. Workforce enablement is a crucial focus area. It will drive organizations to bring in employee engagement and training programs to keep them motivated and to build a learning culture at the workplace. Short attention span has been impacting knowledge retention among employees, thereby hampering their productivity. So, it is important to constantly motivate employees through regular interactive training sessions in the form of discussion forums, group chat sessions, etc. Constant learning interventions for workforce enablement will be a strong trend to keep track of in 2018.

  1. Open Platforms (LMSes)

LMSes and open platforms are expected to evolve in 2018 and become more flexible. LMSes are expected to facilitate easy integration with other systems and support the niche learning-delivery requirements of an organization. High-level customization to support specific needs of learners is a trend that we must look out for in 2018. Personalized learning will become easier with surveys and advanced analytics providing detailed insights about learner behavior.

  1. Performance Support

Development of learning aids based on conclusions drawn from analytics and reports of learner performances from an LMS will stand out in 2018.  Providing and managing training on the job for employees will be improved through performance support. Extending the formal training to employees while on the job will become easier through performance support. Creating a backup of employee knowledge and skills and using it for effective formal training to achieve job goals will be yet another trend to watch in 2018. Learning and performance support tools like Knowledge Reinforcement Tools, Sales Enablement Platforms, etc., will flourish. These will enable employees to perform tasks without any help from external resources, especially during the absence of formal training for new hires, thereby reducing the overall training time.

Over the years, eLearning has gained popularity with the advent of new training techniques and methods. Online learning has a promising future in 2018, as portrayed by the custom learning trends that we have mentioned above. These will drive new concepts and methods of training and development in organizations.

What other trends do you think will flourish in 2018? We’d love to hear your views in the comments below!
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In this article, we take a look at 5 key things to consider when developing online training courses for your employees.


Sometimes it seems that you cannot go a day without hearing a mention of mLearning (mobile learning) in our little eLearning world. The market opportunity being spoken of is truly huge – a recent report by research firm Markets and Markets pegged the total spend on mobile learning in 2020 at $ 37.6 billion. Pretty much every player in the space has to sit up and take notice of such numbers. There has been a lot written, including by us, about situations where mLearning should become the preferred choice. That being said, though, what are the downsides? What are the situations where you should consider not climbing onto the mLearning bandwagon?


9 Key Benefits of Using Video in eLearning

There are more than 1 billion active users on YouTube, and every minute close to 400 hours worth of video content is uploaded to this platform. With the advent of mobile devices, people are spending more and more time in watching videos – for entertainment as well as for education. Per mobile session, the average time spent on YouTube is 40 minutes! The eLearning industry has no option but to adapt to these changing habits of the learners. The supporters of interactive eLearning are vouching for videos in eLearning courses as one of the most prominent trends.


It is common knowledge that Adobe Flash is not supported on iPhones and iPads. While Apple has been a long-standing critic of Flash, recently the software from Adobe found criticism from two more technology companies – Mozilla and Facebook. Recently, Mozilla’s technical team decided to block Adobe Flash from the Firefox browser. And a week before, Facebook’s Chief Security Officer had asked Adobe to announce the end-of-life date for Flash as the software is too vulnerable from a security point of view. In light of these developments, it is widely predicted that the future of Flash is at risk.


When it comes to deciding a mode of training, organizations often find it confusing to choose between self-paced learning and classroom/virtual training. There are various myths around the effectiveness of self-paced learning. However, in reality, self-paced learning can significantly enhance the learning experience. Let’s look at some of the advantages of self-paced learning.


Smartphones and tablets are not anything new. And the increasing number of companies venturing into this domain stands testimony to the fact that people have become much more technology-savvy than they were until a couple of years back. Smartphones have become a preferred choice for learning on the go. Whether they are to be used as a new music system or new learning tools, smartphones are handy in their own ways. An increasing number of organizations are willing to invest in the Bring Your Own Device (BYOD) policy to encourage learning. It is exactly at this point it becomes important to convert Flash-based legacy courses into open-sourced technology, HTML5, so that they become compatible with mobile devices. Articulate Storyline is the preferred choice when it comes to converting legacy training material into HTML5 and in this article I’ll show you why.


Imagine a situation where you have attended a tool-related training course and have been asked to work on the tool a couple of months later. When you try to work on the tool, you do not seem to remember most of the content; here comes the need of performance support. We all know that we are hardly able to retain 30% of what we are taught within 48 hours of training. You scan through the web, ask people around you, and even contact the support team, but you can barely manage to solve the issue. Now, rewind and think of how much resources are wasted during the time it took you to access the information from various sources. Indeed, a lot!