Happy and motivated employees often create successful organizations, especially in the retail and hospitality industry. Here their role is critical in ensuring customer satisfaction and drive value. Businesses with a strong learning culture enjoy 30-50% higher employee engagement and retention rates than those that don’t. It is also true that in industries like retail and hospitality, empowering and equipping employees with the right skills is essential to create an outstanding customer experience. Although modern training programs can positively drive organizational revenue, contrary to popular belief – online retail and hospitality training through mLearning initiatives may not deliver the expected results. Let’s find out why!

What makes online retail and hospitality training different?

The retail and hospitality industries are extremely fast-paced and are characterized by several distinct features that make them very different from others.



With customers becoming increasingly demanding, employees have to constantly be trained on the latest in the market – technology, processes, marketing tactics etc. Attrition levels are extremely high, that makes training employees a challenging task.
As eCommerce cuts into the brick and mortar retail market, demotivation and dissatisfaction among retail employees is ever-present. The fast-paced nature of the industry offers very little time for skill upgrade and training.
Since many retail jobs are entry-level, training generally focuses on getting them ready for the job as quickly as possible, and not on honing their skills for the long term. Because a large part of the workforce is temporary, investing in training programs is, at best, a temporary measure.
With employees expected to possess a variety of skills – from product knowledge to communication skills, product availability to customer service, business awareness to selling skills – training every employee on every skill is not easy. Since the workforce comprises people from various educational backgrounds, they have to be trained on myriad different skills
As large retail organizations set up stores across geographies, getting together all employees for a training session is not possible. Considering the fact that employees are distributed across several locations, offering a unified training program is a herculean task.
During Thanksgiving and Christmas, seasonal workers constitute a major portion of the workforce. This is a training challenge in terms of timing as well as scale. With a sizeable population working part-time, expecting them to take up training courses after their work hours is not feasible.
Multi-location retail employees also have to be trained on the appropriate language skills – which is extremely time-consuming. With the regulatory and compliance landscape getting more and more complex, regularly training employees on new requirements is challenging.
With customer experience being one of the most critical factors for success, employees have to constantly be trained on innovative marketing, communication, and customer service techniques. As new jobs are being created at an alarmingly high rate and employees are expected to be multi-taskers, providing the required training to every new employee is quite a task.
As new products keep coming in, training every employee on the features of every product is certainly an arduous task. With a large percentage of the workforce comprising millennials, training has to be extremely engaging, intuitive and interesting.

Why mLearning will fail?

Due to the distinct characteristics of retail training and hospitality training, both face several hurdles and challenges. mLearning has been thought of as a natural training avenue in this scenario -after all, everyone has a smartphone, this lends itself well to self-learning, and content can be made fun and engaging. But there is a high chance that mLearning will fail.

Here’s why. Despite the fact that online retail and hospitality training through mLearning courses can be accessed from any device and from any location, a vast majority of retail and hospitality establishments have stringent guidelines around the use of mobile devices during work hours. Since success in these industries depends on the effectiveness of interpersonal communication and customer service, employees cannot be glued to their mobile phones when they are actually supposed to be interacting with or servicing customers.  Most organizations do not permit the use of mobile hours during work hours – employees can only access them before or after work, or during breaks. Also, since most workers are paid by the hour -the organizations cannot expect them to access training materials over the phone on their own time.

With such restrictions on mobile phone usage, offering an mLearning training program is potentially a recipe for disaster. Instead, opting for other forms of online retail and hospitality training that can be accessed on computers and personal PCs is a better option. Making these workers train outside their usual working hours definitely sounds bad; but, is there another solution to this? Training cannot be downplayed for any reason, if your employees are being paid for the services they offer, it is important that they offer their best. And, this can only be achieved through training.

What you can do?

We all agree that eLearning is an indispensable part of every retail and every hospitality organizations training strategy. That said, a solution to the mLearning problems is to offer a modern, mobile-like interface on a dedicated PC or a tablet for training. These are also online retail and hospitality training solutions; it is just that they aren’t mLearnign or mobile learning.

  • By providing every employee with a distinct login, you can enable individual access to training content and resources based on their convenience and availability.
  • You can include all levels of content across all jobs and enable high responsiveness through the use of modern eLearning elements like augmented and virtual reality (AR/VR), microlearning, gamification, machine learning and analytics and more.
  • Through constant updating, you can align the training program to suit the needs of the role and the market, while simultaneously making training flexible and efficient.
  • Employees across departments and locations can log in on the dedicated device whenever they get time and complete the courses that have been assigned to them.
  • Personalized notifications and alerts can remind employees to take the upcoming course, be on top of their work, and ensure great customer experiences.
  • Such self-directed courses can enable staff to learn at their own pace and reach learning objectives in their own time.
  • Using self-assessment tools, employees can even receive instant feedback and drive focus on improving in areas that need more attention.

With the retail and hospitality industries working 24×7, an eLearning approach like this is the best way to enhance the skills of your workforce and get trained on their job most efficiently. It’s mLearning -just not as you know it!

At eNyota we provide multiple online retail and hospitality training options for your organization to choose from. We believe in guiding our customers along the right path, and ensuring your success is our foremost priority. Do drop us a mail at contacus@enyotalearning.com or click here and one of our representatives will connect with you to better understand your needs.CTA_Banner

~Your customer doesn’t care how much you know until they know how much you care – Damon Richards, Customer Care Expert.

In a customer-centric world, it’s hardly surprising that everything starts and ends with the customer: from your product or service idea to the markets you serve, down to the marketing channels you use, and, especially, the customer service you offer. Now think of United violently dragging a passenger out of an overbooked flight or Starbucks’ getting involved in a highly criticized racial scandal – in this social media age, the outcome of such scandals is not just a public backlash but also a loss of customer trust – something businesses just cannot risk.

The Importance of Good Customer Service

It’s a competitive market. It takes months to find a customer, but only seconds to lose one. Aberdeen reports that companies that deploy a well-crafted customer service approach enjoy retention rates of over 92%! It is well-acknowledged that customer service is an indispensable part of any business, and more so in the service industry. Since there is no time gap between production and consumption, quality becomes paramount. One shoddy service experience may be remembered lifelong! Today, word of online (replacing word of mouth) can spell doom if there is negative feedback. But the inverse is also truer! Take for instance Southwest Air, who consider customer service as their core pillar. “We like to think of ourselves as a Customer Service company that happens to fly airplanes (on schedule, with personality and perks along the way)”. Or Amazon. “We see our customers as invited guests to a party, and we are the hosts. It’s our job every day to make every important aspect of the customer experience a little bit better”.  Or Apple. “You’ve got to start with the customer experience and work back toward the technology — not the other way around.”

The Benefits of Training

Most customers’ express loyalty as a result of good customer service by recommending brands. That, and almost half of those customers stay loyal to those recommended brands. How is this loyalty earned? And how can consistently good service be ensured? Well, through training! Since the service industry relies heavily on its people, well-trained staff forms the backbone of the service industry. People may forget what you said, forget what you did, but never how you made them feel. If you want to create a niche for yourself in the service industry, focus on recruiting the right staff and training them so they can perform their tasks brilliantly. A few tips on how:

  1. E-learning: 24/7 is the buzz-word today. Bring it to your training! E-learning courses can be made available to learners at any time and in any place; they can be accessed when needed – without any constraint on training room availability, trainer availability or time. Your staff can learn and train at their own pace and in the environment of their choice. In addition to enabling teams from various geographies to collaborate on problem-solving challenges in real-time, e-learning also offers other advantages like instant connectivity to mentors and subject matter experts, regardless of where they are located.
  2. Mobile learning: In a digital age, the mobile is in! And hence, it is critical your staff be trained via their mobile devices. Mobile learning solutions can offer high responsiveness and on-the-go learning for your geographically distributed staff. It gives your staff great flexibility in what they learn and when they learn it – on a device they are comfortable using and that’s always with them. Push notifications can alert and update learners to take an upcoming course, intuitive user interfaces can enable greater engagement and interaction, and location-specific modules can offer a deeply contextual learning experience.
  3. Custom learning: Each industry and each organization has to be exceptional in its own way. And indeed, so is each individual. Custom learning solutions, specific to your situation, needs, and learners help you manage your training workflows across devices and operating systems and support your distinct training needs and goals. From learning portals to customized learning management systems, classroom training systems to assessment frameworks – custom learning is a great way to equip your staff with exactly the skills and capabilities they need to serve your customers in the best possible manner.

Improve Customer Service

No matter what industry you belong to, all your products, services, and experiences must be supported by highly effective customer services teams. The way they interact with your customers can mean the difference between retaining or losing a customer or boosting or ruining your company’s reputation. Do you know? Think Jar reported that acquiring a new customer costs around 6 times more than keeping an existing one. And for customer service to be exceptional, you need to educate and train your staff at the right place, at the right time, using the right tools. By incorporating a comprehensive e-learning, m-learning, and custom learning strategy, you can ensure your customer service interactions impact your bottom line in the right way and your company is perceived in the right manner.

Relish having the spotlight on you, make a difference, show your customers you care: all with the best training of your staff! Entrepreneur Jim Rohn said, “If you make a sale, you can make a living. If you make an investment of time and good service, you can make a fortune” We suggest that it’s time to make that fortune yours.

To know how we can safeguard your organization against any untoward incidents, reach out to us at contactus@enyotalearning.com

A mobile sales team is often essential to meet sales targets. These sales pros not only make meaningful actions on-the-go but also always stay on top of fast-moving deals with the liberal use of real-time updates and dashboards. These road-warriors can enjoy working from anywhere and anytime while ensuring productivity – it’s easy to see why mobile sales teams have never fallen out of fashion. In fact, IDC suggests that mobile employees will account for 72% of the total workforce by 2020.

Top Challenges

Mobile teams do enjoy the freedom to work from anywhere they choose, have easy access to relevant information, and can drive more natural customer relationships through dynamic and real-time insights. That said, leading a mobile sales team isn’t easy. When your pros work from different locations, you’re not just managing individuals, but also different time zones and communication hurdles, all while trying to keep your team engaged and empowered.

Let’s look at 5 of the biggest challenges of leading a mobile sales team-

Challenge 1: Communication

As a leader, it’s your job to keep all your employees informed. While it’s simple to effectively communicate with staff members you meet face-to-face every day, the same can’t be applied to mobile employees who are out on the road most of the time. According to a study by Zogby Analytics, 38% of mobile sales staff report the lack of information from management and the timely availability of that information as the biggest obstacles to working remotely.

Since employees collaborate best when they have personal connections with each other, having a reliable communication medium is essential for sales teams to virtually connect with one another as well as other teams or departments. In a study by Salesforce, 73% of sales teams said that collaborating across departments was absolutely critical or very important to their overall sales process. Efficient processes and tools like shared storage and cloud-based project management software could help a scattered mobile sales team work together efficiently.

Challenge 2: Sales training

With so many smartphones and software solutions in the market, effectively delivering training to the mobile workforce through a dedicated mobile environment is a must. But challenges persist because of device complexity, course effectiveness, and usability issues.

With some estimates that mLearning is expected to become a $70 billion industry by 2020, sales training courses that can be used from any device and from anywhere in the world are the way to go. Courses with easy-to-use interfaces and rich visuals are imperative to fill knowledge gaps, for they include all levels of information about the latest sales techniques, product information, customers, promotions and more. The mobile must let the mobile sales pros access just the training they need, right when they need it -no more.

Challenge 3: Sales Enablement

Empowering mobile sales staff with the skills needed to sell requires one-to-one coaching, which is more difficult to achieve with a remote team. As the very nature of the mobile sales team demands employees to travel and not stay in the same place for extended periods, the potential for coaching is naturally curtailed. With personalized eLearning courses, mobile sales staff can get one-to-one coaching through their remote computer, tablet, or smartphone from anywhere in the world. Personalized e-learning courses are designed to deliver tailored knowledge and specific learning for sales professionals at all levels and make sales enablement more efficient.

Challenge 4: Keeping up with change

In the business world, change is the only constant: organizational cultures evolve, consumer behavior changes with time, and products and services have to adapt to changing market dynamics. Mobile sales team have to be equipped to accept change to survive, and if the company is unable to communicate the latest information as soon as possible, sales teams will be found wanting where it matters, in the field. Providing training through mLearning courses can help mobile sales teams stay updated in real-time. A Burrus Research study revealed that 72% of companies found that by embracing mLearning, they had become more responsive to market changes. Since training and resources can be instantly updated and changed to suit the needs of the role and the market, such training can be made efficient and flexible. Teams can simply take out their smartphone and complete the most recent and relevant training module and get all the information they need for quick closure.

Challenge 5: Tracking productivity

When leaders don’t physically see their mobile sales teams every day, tracking the amount of work they complete can be difficult. While many remote workers are motivated self-starters, there are others who might take advantage of the fact that there’s no one looking over their shoulder. Tracking the productivity of mobile workers is always a challenge. With a productivity tracking app, you can track a remote worker’s productivity just as you would with the rest of your team; since such apps have established metrics and goals, they highlight exactly the impact each mobile sales employee has delivered and the contribution he/she has made.

Although the benefits of having a mobile sales team are many, leading and managing sales employees is easier said than done. Offering an enabling ecosystem with regular and timely learning, and personalized training ensures that the mobile sales staff is always updated on new products, promotional campaigns, customer needs, and market trends. Effective mLearning and eLearning courses allow sales teams to get all the information they need immediately. This allows them to spend more time focusing on pursuing opportunities and achieving more sales. And isn’t that their primary role?

If you would like help with enabling your high-performing mobile sales team, please do drop us a line at contact@enyotalearning.com or fill a form our Sales Team will get back to you!

Every aspect of our lives, from the way we communicate with each other, shop, bank, to the way businesses are run, there is hardly an aspect of life that remains untouched by the mobile revolution. With the number of mobile-connected devices on the planet exceeding the number of people, the mobile revolution continues to grow.  Gartner predicted that by 2020 more than 45% of businesses will have a BYOD policy in place and with mobile devices already surpassing desktop unit sales figures, it is hardly a surprise that corporate L&D teams have jumped on the mobile bandwagon as well. Mobile learning or mLearning seeks to address the new age challenges of a global, technologically savvy and mobile dependent workforce. mLearning may well be the future of corporate learning.

mLearning – What it is Not and Why it Matters

Contrary to the obvious definition, mLearning is not eLearning on a mobile device. mLearning involves self-paced, on-demand learning that is delivered in bite-size pieces across contexts. Owing to the impact that mLearning has shown in the effectiveness of content delivery in a convenient and flexible manner, it is expected that mLearning will account for almost 57% of learning technologies. But why has mobile learning become so popular among L&D heads? Here’s why.

Flexibility Meets Convenience

By some estimate, more than 37.2% of the global workforce is mobile because of the nature of their jobs. mLearning gives this workforce the flexibility to consume learning modules at the convenience of their own time. The content delivered in mLearning is done in smaller, bite-sized nuggets, making it easier to comprehend and learn. Even those employees who are not mobile prefer to access learning information while on the go. mLearning helps training and learning and development programs become more accessible and continuous and available to a wider audience (think geographically distributed teams, or frontline workers with less time to spend in classrooms etc.) mLearning also gives the learner the convenience of setting their individual training schedules around their travels.

On-Demand Learning

mLearning facilitates on-demand learning especially for employees stationed in locations with poor computing infrastructure. Be it the sales force who is always on the go or employees who are stationed in, mLearning can easily fit into these dynamic schedules. With the power to learn anytime-anywhere, mLearning puts the power of learning right into the hands of the professionals.

Better Information Delivery

It is expected that the millennials will comprise 50% of the global workforce by 2020. mLearning fits in naturally with the needs of this millennial workforce who are proficient and more comfortable in communicating and working on their smartphones. Surveys reveal that 58% of the workforce would be more likely to use an organization’s training tools if the content was broken down into short, easily-accessible, micro sessions. mLearning dispenses information in bite-sized nuggets using strong scripting assets that make the learning module more relevant, and available. With such microlearning, professionals also gain the advantage of setting their individual learning goals and allow L&D teams to make their learning initiatives more targeted, contextual and personalized.

Better Learning Outcomes

Unlike traditional learning modules that depend on large and voluminous learning or training content, mLearning makes information absorption easier by making the content easier to consume. Research suggests that smartphone users finished courses 45% faster on an average.

The flexibility to learn anytime, anywhere in a device agnostic manner also serves as an incentive to complete learning programs. mLearning also helps in diversifying learning by allowing L&D teams to curate courses designed to address different learning styles of the users – be it the use of gamification, video content, face-to-face workshops, webinars etc. learning needs can be customized easily for delivery in the mLearning format thereby leading to better learning outcomes.

Since mLearning transcends the formal learning space by enabling learning on-the-go, it empowers the learners to take charge of their own learning goals and thereby proves to be more effective than more formal learning. Research also shows that mobile learners typically study for 40 minutes longer than students using a desktop or tablet

Meeting the Next Frontier of Personalized Learning

Personalization has been one of the great benefits of mLearning. With technological advancements, mLearning has paved the way for competency-based learning, the next frontier for personalization. Competency-based learning empowers the users to self-pace learning and build professional competency using videos and simulators. This learning method leverages data to assess student progress and focuses on continuous improvement in a proactive manner.


In the age where social media interactions sometimes overtake personal interactions, mLearning gives L&D teams the opportunity to integrate social networking into their learning modules. This works well since today’s mobile workforce is connected to their social networks also through the mobile. This integration helps in boosting collaboration as the users can then create groups and events to discuss, brainstorm and share knowledge across social platforms. This social integration assists in crafting more engaging learning experiences that also contribute to better learning outcomes.

It’s fair to claim that mLearning gives organizations the clear opportunity to focus heavily on employee enablement and create an ecosystem where the learning and development needs of the individual can be addressed proactively to coach them for success. And most acknowledge that engaged employees contribute positively to the organization’s bottom line. And it works. A survey conducted by CSE Software, Inc., shows that more than 70% of organizations that implemented mobile learning strategies reported greater adaptiveness to market changes than before. Over 75% of these organizations witnessed business growth and more than half reported improved business outcomes after implementing mobile learning strategies. Given all the benefits of mobile learning, it is hardly a surprise that L&D heads and the mobile are new BFF’s.

Drop us a line at contactus@enyotalearning.com if you would like to know how mLearning can become your BFF too!

Corporate learning has now become one of the main business elements in organizations that want to focus on employee training. Over the years, corporate training has come far from classroom training. However, there still are a few aspects that need to be focused on to make it a universally adoptable and financially viable across geographies.
In recent times, the eLearning industry has undergone rapid improvements owing to the changes in the organizations to match to the needs and expectations of the learners. Today’s learners have moved beyond just a passive learning experience. Learning needs to happen in a way that engages them and provides them easy access to information on the fly. Learners don’t just want to learn. They want to experience learning.
While we speak of how there has been a paradigm shift in learning, let’s look at the changes 2017 has brought in the world of corporate eLearning.

Here are a few ongoing trends in corporate learning that have caught the attention of eLearning industry experts this year:

1. Microlearning


For those of you who are wondering—what is Microlearning, it is a short, focused learning chunk of information on topics that is designed to fulfill a specific learning objective. These modules are typically 3-5 minutes long. They could be shorter too, depending on your training objective.
So, if we say that modules of about 10-15 minutes in length have a completion rate of 97% approximately, what would you extract from this fact? It is important to offer learning to millennials who have arguably shorter attention spans, especially as their counts go up in organizations. Well, with research facts like these, it is quite clear why microlearning is now becoming a buzzword in the industry.

2. App-based learning

App Based Learning

Mobile-based learning is now being widely used to deliver training to learners. Recent statistics on usage of mobile apps also reveal that app-based learning has gained popularity in most organizations as it enables employers to easily connect with their employees/learners to provide on-demand online training.

Some of the proven benefits of app-based learning include effective implementation of microlearning, simulation and game-based learning, extensive control on tracking and learning management and, off-line performance support applications anywhere and anytime. Hence, with a shrinking attention span of millennials, and a growing workforce (particularly millennials) in organizations, app-based learning is a trend to look forward to for on-the-go training in corporate organizations.

3. Mobile Learning

Mobile Learning

It goes without saying that we want everything “on the go”. With an increasing number of mobile users across the globe, delivering their training to them on their devices, in addition to tablets and computers, is a continuous rising need.
Making your training available on mobile phones makes it accessible to about 70% of learners! That’s a huge number, and we only see that going up. That’s one of the reasons why mobile learning will continue to grab the attention of learners in 2017. With more content going online, learners can access information across different devices based on their location or needs.

4. Video Learning

Video Learning

2017 is also the time to incorporate video learning in your training courses! If it still does not convince you, think about the popularity YouTube has gained in recent years. The fact that our human brain processes videos about 60,000 times faster than text, there’s no doubt why we frequently reach out to training channels on YouTube to fill a knowledge gap!
A recent study revealed that courses with videos have a 51% completion rate while those without videos have as low as 36%! So, want to make your courses more engaging and interactive for your learners? Integrate video learning!

5. Social Learning

Social Learning

Social learning is not a newly introduced concept in learning, but it is certainly on the rise. This is because in most organizations, social learning or informal learning takes place through eLearning. This occurs based on the fact that not all individuals are solitary learners, and this is where informal learning or social learning comes into play. Collaborating and connecting with others who are taking the course benefits them while they interact.

Training companies have taken to integrating blogs, LinkedIn courses, and social media pages into their current training programs to ensure learners benefit more from these courses. Social learning may also include social polling where learners are encouraged to give their opinions and rate something such as a video, and later reveal what everybody else thinks about the video. This way, learners also explore the grey spaces that remained untouched by eLearning in the past instead of just focusing on the black and white spaces.

The 70:20:10 model talks about 70 being on-the job training, 20 being learning from peers and 10 being formal learning. This 20peer learning is actually in part largely from social learning whether they are within the organization or outside. Now this may be done via social learning on corporate social and collaboration tools or externally on social media networks like LinkedIn, even Facebook. Hence, social learning is a trend to watch and adopt in today’s corporate learning courses.

6. Gamification


So why is gamification here to stay in the list of trends for 2017? Well, that’s because its primary benefit is motivation. Offering incentives, certificates or badges upon completion of courses, encourages learners to complete their courses in a competitive manner. In addition to this, point systems, leader boards, and timed challenges/quizzes are a few ways gamification can play an important role in your training strategy.
Although Gartner had predicted that by 2015, 40% of the world’s 1000 biggest companies would implement gamification in their training modules, gamification has still not gained that level of popularity or preference. Thus, 2017 could be the year to fetch some real traction towards gamification!

7. Adaptive Learning

Adaptive Learning

Since the advent of the eLearning industry, there has been a constant growth in terms of its efficiency and effectiveness over the years. However, what was developed back in the late 20th century as static eLearning is now a concept that is outdated, and hardly has any impact on its audience. As the term suggests, adaptive learning is about customizing learning to the needs of the learners.
Adaptive learning programs are so much more than static learning. These programs focus on learner requirements and their current understanding of the matter. This helps them progress at a faster pace in the subjects that they are familiar with. Thus, adaptive learning has been of great importance for mobilizing eLearning to its full potential as it pays attention to the points of interest of learners through a more personalized training.
While developing a course, it is understood that no two learners are the same and hence, with adaptive learning, learners can learn at their own pace. It accelerates the learning along with reducing the cost of content delivery. This has made vendors optimize their resources to deliver maximum value to their clients.

Adaptive learning works both ways in corporate training. Low and average performers can utilize it to improve their performance with time, while high performers can quickly sharpen their skills with it.

8. Augmented Reality

Augmented Realty

Augmented realty is yet to be implemented on a large scale. Hence, it remains to be seen how widespread augmented reality will be used in the eLearning industry. However, industries with high-risk occupations will be seen utilizing augmented reality to its best potential in the coming time. These could be surgeons who can use technologies like Google Glass and Oculus Rift to polish their skills, without risking the lives of their patients.
Virtual reality has the potential to change the overall landscape of the eLearning industry via the immersive experience it provides to the learners. Complex subjects can be recreated in a life-like environment to explain it in an elaborate manner. Consider an example where a real-life case study based on leadership is created in VR and you can play a role from one of the various characters available. This will help you learn leadership lessons. Such VR case studies do not require physical presence of the learners and hence, can be accessed from any part of the globe. With minimal requirements of a fast internet connection, a computer or mobile device, and a compatible 3D headset for VR, these can help learners with advance eLearning solutions. Undoubtedly, this technique can prove to be the most powerful of them all if it is implemented effectively in the time to come. A strong component of your learning and development strategies in the very near future!

Innovations and experiments in the industry are responsible for the trends that emerge over time. With new methods coming up through advancement in technologies and consistent efforts towards making learning easy, engaging, and accessible to learners, these trends will gain popularity based on their efficacy. As an industry professional, you must pay attention to newer techniques being implemented and development in training on a regular basis. Thoughtfully drafted strategies can then be laid out based on these for business growth. You can follow the above mentioned trends in 2017 to keep up with the industry and plan your strategy to suit your business requirements.

Learning and the mode of consumption and accessing information is undergoing a paradigm shift. The learners are no more the passive entity in the process, owing to the ability to pull information from the corners of the web. Hence, qualifying eLearning as a push technique or a pull technique is debatable, and as far as the learner is concerned, completely conditional.

Why Qualify eLearning as a Pull Technique?

The ability of the learner to “pull” content and information from the repository available is what makes eLearning a pull technique. eLearning provides the learner autonomy in terms of convenience and accessibility of the learning content. This allows the learner to access information and learn without an external agent acting upon him/her. The decision to learn, lying with the learner, is a major factor qualifying eLearning as a pull technique.

Why Qualify eLearning as a Push Technique?

For push learning, there is a need for an external agent to be acting upon the individual as a cause for learning. Consider an example where students in school need to complete a project. They access information online through the available eLearning channels. This action is conducted owing to the external agent, i.e. the project which needs completion. Hence, a push is generated to access the eLearning content which qualifies eLearning as a push technique.

How can eLearning be a Pull Technique?

The main motive behind eLearning is to let learners access information at their own discretion. Yet, it doesn’t help if the learners require external motivation to access the information. The answer lies in the content. If the content is interactive and simple to understand, the learner will be attracted towards the course. This will result in a push being generated and the motive of eLearning accomplished.

eLearning as a “Pull” Technique

The above case supports the point of eLearning being a pull technique of learning. When designing an eLearning course, special attention needs to be provided to the content. If the course is dry with only text-based content, the learner attention will fade at a rapid pace. Here, the learner will have access to the information owing to an external factor. This will result in the eLearning course being deemed as a ‘push’ technique. On the flipside, if the content is engaging, the learner will want to keep proceeding ahead. The learner will be pulled towards the content, which is the motive behind the eLearning course.

The importance of content does not lie only in the information, but also in the delivery method. Adopting audio-visuals in the mix is helpful to gain learner attention. This helps boost learner interest in the course due to interactive nature of the content. The learner when able to connect with the content, is voluntarily attracted towards the course and proceeds further. This results in a pull action being generated.

This concept is applicable in case of our earlier example.  The students who wish to complete their class project are accessing information online through the eLearning course. In case the course was only text based information provided in a digital format, the students’ interest will fade. The result, class projects with low levels of imagination and creativity in it. Conversely, the eLearning course for students makes use of presentations, videos, and images to depict the concept. The students can then reproduce the concept in the project with increased effectiveness. This would result in livelier projects and better understanding of the concept.

The example proves the importance of content in making an eLearning course a ‘pull’ technique. Making an eLearning course a pull or push technique, lies in the hands of the designer. Opting for multimedia resources can result in a ‘pull’ generating eLearning course. Lack of it could result in an eLearning course which might requires a push. Your content should abide by the two golden rules of an eLearning course:

  1. Fulfil the need of the learner
  2. Can be found by the learner with ease.

Switch your focus towards a learner centric course design and your courses will pull in the learners you are targeting towards. Keep it simple, lively and unique; the rest will follow.

“We need to bring learning to people instead of people to learning.” Elliot Masie, Masie Center

Let’s start by talking of some, truly staggering numbers. Technavio predicts that the global eLearning market will touch $31 billion by 2020. If GM insight is to be believed, that number is a significant underestimation – their own research puts this at $165 billion in 2015 and growing to $240 billion by 2023. The difference could be because the way eLearning is defined so let’s concentrate the focus a bit. Looking at self-paced eLearning alone, Ambient Insight estimated the market size to grow from about $32 billion in 2010 to $49 billion in 2015. Whichever way you look at it, this is a business that is expanding at pace. It’s logical to assume that the folks who consider eLearning, do so with a view to supplement or supplant their classroom learning. So how exactly does eLearning score over classroom learning?

The obvious advantage is the ability to become independent of geography, especially for organizations that have employees located across multiple locations or a significant number of employees on the field. The benefits are especially great when the learning must be applied to the employees, who are at work in remote locations.

An effective argument can be made that eLearning is more cost effective than classroom learning. You don’t need the classroom infrastructure and not quite as many trainers. The use of a variety of free resources and open source tools makes eLearning even more affordable. The cost advantage becomes even starker when you consider that with eLearning, a greater scale can be achieved – the cost is spread across many more learners.

With eLearning, you can maintain a uniform standard independent of the capabilities or biases of the trainers at each location. Everyone accesses the same course and the only variable is the learner.

This brings us to the learner, and this is where the greatest advantages may lie. A well-designed eLearning course is “learner-driven rather than instructor-driven”. For one, unlike in a scheduled classroom session, the learners can access the course when they want to, from wherever they want to – essentially “on demand”. In a time when everyone is busy and running on tight timelines, this is a tremendous benefit. This allows the learners to plan their learning based on their schedule rather than having to structure their schedule around the class.

The other great advantage is, the learners can access the elements of the course at their own pace. This “self-paced” mode allows them to spend time on individual elements based on their specific understanding. This is preferable over being forced to go at a speed decided by the instructor based on an assessment of the overall level of the cohort of learners.

Strange as it may seem, in this somewhat an impersonal online mode. It also usually follows that the individual learner comes into focus. There is a chance that for personality reasons or because of poor communication skills, an individual may be overshadowed in the classroom, especially a large one. This can be avoided in eLearning as the learner interacts with the course, the content and through that, with the instructor. This helps create a level playing field for all the learners.

Technology is advancing in all sectors, especially revolutionary changes in the consumer internet and mobility space. These are making life and work better for all of us daily. Going the eLearning way allows the organization to tap fully into the latest technological advances. Much has been written about how mLearning today is looking to leverage the considerable power of smartphones and mobile networks to spread even wider.  New technologies such as Big data, analytics, and artificial intelligence are being brought to bear to make training and learning highly personalized and relevant to each individual learner. This can only make learning more accessible, engaging, personalized and ultimately more effective.

Donna J. Abernathy said, “Online learning is not the next big thing, it is the now big thing.” We think this post lists several reasons just why that could be so.

Major stress points faced by an employee in an organization have a direct correlation with the work he/she must perform on the job. To counter the stress, training and counseling sessions of the employees can be conducted by the organization to improve their product knowledge that can help the employees perform on the job.

Major Issues Faced by Employees Owing to Lack of Product Knowledge

Lack of product knowledge training results in employees facing the following hurdles:

  1. Inability to provide accurate or expected end results
  2. Inefficient performance on the job
  3. Lack of proper data or product knowledge to work with
  4. High work stress owing to steep targets set by the management
  5. Issues adapting to the ever changing market requirements and standards.

With proper product knowledge training, employees can face the challenges on the job with ease, which helps boost employee morale. In case of substandard performance on the job, the management needs to consider the reason could be inadequate product knowledge.

Consider a case where you happen to buy a washing machine and the company representative arrives at your place to provide a product demo. During the process, if the representative is unable to provide a satisfactory demo and to resolve consumer queries in regards to the usage of the washing machine, his performance will have a major impact on the company as the user review to his/her peers and contacts will result in a bad feedback and a negative public image for the company. The result will be a negative feedback from management to the employee, which will increase work stress and lower morale to perform on the job.

Effects of Low Employee Morale

In future projects, past feedbacks to the employee can have a cascading effect on his/her overall on the job performance. The results could range as follows:

  1. Loss of work-life balance,
  2. Low motivation to perform,
  3. Higher stress levels leading to health concerns, and
  4. Lack of employee satisfaction.

Hence, it is critical for the company to invest in proper product knowledge training of its employees, to ensure optimum performance on the job, which will attract positive feedback from the customers. On the flipside, product training can be a resource intensive program, owing to which the management can opt for e-learning training solutions. They are lighter on the pocket and beneficial for the employees.

How Adoption of eLearning for Product Knowledge Training Helps?

Adopting eLearning for product knowledge training ensures that the employees can be well prepared and informed about the products, resulting in increased confidence and better preparedness to tackle any challenges head on. The eLearning course can provide the demo person an in-detail walkthrough of the workings of the washing machine, for example, and the audio-visual resources can help the employee learn the proper tact of interacting with the customers and providing a detailed demo. The eLearning course can allow the employee to retain a major part of the training and this can help clear the concepts about the working of the washing machine, which in-turn can help resolve all customer queries regarding the product.

Lower investments on employee training and the added advantages of eLearning offers attractive performance figures for the employees and a higher ROI for the company. The good market performance will boost employee morale that will then be inspired to provide better service and maybe even try for the employee of the month award. The reinvigorated employee morale also has a cascading effect of its own in improving the performance on the job substantially, resulting in better job satisfaction, low stress levels, and an overall career boost.

eLearning might seem like a small entity in the entire process, but it is much more effective than the conventional training methods such as the classroom or the use of reference material. The use of multimedia files will impact the employees’ retention capability positively.  The time discretion provided to the employees to complete the training program and the flexibility associated with eLearning makes a strong case for its implementation at the workplace.

Say you have a company with a workforce of 100 employees divided into five units of 20 employees each. Your industry takes a turn for the good as a new technology is launched requiring you to adopt it. This means having to develop an employee training program to train all your employees from all units individually based on their functional role. The default mode would be to hold a classroom program to train all the teams based on a time table and you manage to finish the employee training program within 45 days.

Post launch of a new product or concept, begins the vicious cycle of customer acquisition followed by a tutorial to get the customer familiar with the product. This is a major challenge for every organization, failing which, the consequences could be dire leading towards inefficient usage, poor user experience, frustrated consumers, and falling adoption rate, among others. A study by a professor from MIT Sloan School of Management, Massachusetts showed that among the 9,000 new products that achieved broad national level distribution, about 60% were discontinued within three years and a few suffered negative perception of utility. This is an indicator that uneven usage is among the major reasons for their failure. This issue is a matter of concern for enterprises and start-ups alike in terms of when a new technology with lack of precedent is launched. It would be a tragedy if the product fails to generate critical mass, not because the product lacked the necessary features but because the features and their correct usage was not conveyed to the end user.