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


What if we said that, more often than not, organizations are unable to capitalize on their huge talent pool because they focus on creating engagement rather than enablement?  Our point is, enabled employees are sure to be engaged employees.  These employees feel that they have a stake in the game and that what they do matters because the organization gives them every opportunity to perform. They will know that they are contributing to the organization’s success. So, the question really is, what can organizations do to succeed at employee enablement?

Let’s start by first understanding what is employee enablement? Employee enablement is the process of taking the employees beyond the engagement stage and empowering them with the right set of tools and circumstances to deliver quality results. It means providing the employees with the support to continue performing at a high-level while being aligned with the goals and vision of the company. Only enabled employees will be able to deliver exceptional service experiences. Most organizations today have a mobile and distributed workforce. This makes it all the more essential to focus on employee enablement to keep these valuable resources invested in the company. Now, on to the “How” question.

Creating a culture of transparency

Transparency is a critical contributor to employee enablement. When organizations focus on creating a culture of transparency they usually have employees who know why they are doing what they are doing. Transparency provides context. This context drives employees to deliver better results by helping them become more focused as it gives them a clear view of the big picture.

Things like helping employees understand the reason behind initiatives, helping them understand the organizational goals, sharing performance data to keep them objective oriented, having clear, proactive, and effective feedback mechanisms that allow timely self-correction are all things that help in creating this culture of transparency within an organization.

Building the listening culture

Companies working towards effective employee enablement have to necessarily build the ‘listening culture’ within the organization. A large part of employee enablement involves identifying what employees need in order to grow and do their jobs better. This means having your ear to the ground, taking on board all the issues that have been overtly and subtly voiced and, then, taking the right set of actions to show that these have been addressed.

Demonstrating what you’ve done in response to the employee’s needs, having the right processes or forums in place for employees to voice their needs and opinions, and providing a platform for the employees to showcase their work is important to build the listening culture in an organization. This will foster engagement, strengthen links between employees, and make them feel empowered and trusted.

Provide avenues for immediate learning

Today’s fast-paced work environment demands that employees be enabled not only while they are within the four walls of the organization but everywhere their work happens.

We are in the age of the digital native, of people who are technologically proficient and who demand greater flexibility at work. Add the distributed and mobile workforce to that mix and you realize that you are working with a population that not just demands email access to work but also needs access to business information from their smartphones. Organizations thus need to look at their mobility strategies and provide their employees access to information when they need it and where they need it. Whether it is critical business information or learning and development opportunities, if organizations want to drive employee enablement, they have to enable immediate learning. And this means leveraging the power of mobility.

Targeted learning and development initiatives

Learning and development initiatives are a focus area for almost all forward-thinking organizations. However, when you want to cultivate a breed of enabled employees, you need to ensure that these initiatives are targeted and hyper-personalized. The focus, thus, must shift to enabling continuous learning and curating adaptive and engaging learning experiences that are in synch with the needs of the employees. These must, then, be delivered according to the individual’s learning styles.

Faster and more streamlined knowledge dissemination, disbursing training material in small, bite-sized pieces to facilitate better consumption and knowledge retention, using the right parameters to measure training success, and proactively providing help when needed are a few things to look at during the enablement journey.

Analyzing the measure of enablement

Organizations today want employees who can hit the ground running. For this, they need effective learning and development initiatives. They must ensure information access to employees irrespective of their location. The knowledge economy is driven by collaboration. Today it is imperative to have proactive learning processes in place to remove performance barriers. This ensures that your organization is putting people in a better position to succeed and giving them an environment where they ‘can do’ what they ‘want to’ do. To achieve this, organizations need to start asking the right questions and conducting the right diagnostics with the context in mind. And these activities typically go beyond the subject of motivation and take into consideration the overall performance parameters and the factors that influence them.

Creating an enabling environment means ensuring that employees have the right skills to contribute to their job roles. Training and learning and development initiatives thus, cannot be looked at as a one-time event, that employees attend during their onboarding or while changing roles. In the new world of employee enablement, training has to be an ongoing process since organizational goals and objectives keep evolving rapidly. Ensuring that the employees’ skills stay current and in tune with changing work demands, helping employees gain clarity on the battles they must win, and tying recognition programs to broader organizational objectives helps in creating a cadre of enabled employees who are primed to succeed.

Reach out to us at contactus@enyotalearning.com and find out how we at eNyota help you enable your workforce with eLearning courses curated to meet your ambitious workforces needs. Or Sign Up Here and we’ll get back to you.

The recent incident at Starbucks, which involved two African American customers, has created quite a storm. This article doesn’t focus on the controversy around whether it was racial bias or unconscious bias. But from a business perspective, we try and understand actions which an organization must take to avoid such situations and manage their risks.

Perceived discrimination could happen anywhere –  at work, the park, or even on the train. The only difference is the manner in which your employees deal with customers. This reflects as an experience they have with your brand, and an isolated incident has a snowball effect in the age of social media. The best question to ask yourself when looking to avoid such incidents is – are you as an organization doing enough to train your employees?

Not too long ago, a regular at a GAP store, an African American man was forced to prove the clothing he was wearing was not stolen. In reality, he had purchased the clothing from the same store a month prior to the incident. The bigger problem may be out of racial prejudice, or a case of unconscious bias. But the key here is policy training, anti-discrimination policy training, and even getting employees to be aware of biases that may creep into their day-to-day interaction with customers. The way the employees at the store dealt with the customer caused emotions of shame, rage, and guilt. And not to mention a public furor. At no point along a buyer’s journey would a customer want to feel these emotions, and employees need to be better trained to ensure that the experience they deliver to customers reflects the brand’s ethos and values.

Problems like these require regular training, interventions, and assessments from HR, L&D, and Compliance Training departments. The fact that Starbucks shut their store for a day indicates that the cost of not training their staff was a bigger risk to their brand than shutting down their stores. An ideal mix of blended learning is the key to sustainable ongoing training instead of resorting to emergency training activities which last for a day. An ideal mix of training on these matters could be:

Module Format
Why anti-discrimination and a policy statement A short 2-3 minute video on the company policy, and how it’s aligned with the company values. This could contain a short statement from the CEO/Head of People as well.
The policy A simple Level 1 or 2 eLearning course to explain the policy, the do’s and don’ts, what the law says, and what the roles are with respect to the responsibilities of employees and managers.
Scenario-based training This could be conducted in the stores/on location or delivered via a Level 3 eLearning course as well.
Face-to-face intervention  An ideal mix would comprise of a face-to-face workshop and Q&A led by a manager (who is trained on how to conduct such sessions) and answer questions which the employees may have. This would be an advanced situational training to provide context in the presence of the manager.

Although Starbucks decided on training their employees for a day, it doesn’t take into account new employees who would join the organization post the one-day training. Typically, the food & beverage, and restaurant industry sees a lot of attrition. This is ideally why organizations choose an LMS as it facilitates easy training that needs to be repeated.

Where sexual harassment once plagued organizations, the action taken by corporates leading to sexual harassment becoming a Compliance-Based Training Program for all employees, saw a drastic drop in the number of reported cases. The idea behind it is simple – build online courses that use a mix of company policy training and scenarios depicting actions which are deemed as possibly being sexual, and the best ways to avoid them. This can be followed by an assessment where learners are asked to make a decision on what they’d do in a certain situation with instant remedial feedback.

In a service-based industry, where staff interactions with people is inevitable, wouldn’t e-learning courses and compliance-based training make sense? There is no doubt about how much costs, time, energy, and human resources can be saved if these integral training programs are made mandatory compliance-based training for old and new staff. Not to forget the PR damage, apologies, and loss of customers the organization can avoid.

A few ways in which industries can integrate eLearning as a solution to train their staff are:

  1. Instead of handouts or just reading a policy document, converting such material into mandatory compliance eLearning is a better option. All staff must attend or take the online course and successfully pass these trainings, perhaps as part of their induction program. eLearning makes training more impactful with the use of audio, video, and other forms of media.
  2. Introduce a mix of simulation-based courses, especially in work environments where visualizing appropriate customer-employee interactions will help the employees better manage situations. You can shoot videos at your store with actors, or even employees willing to play the part. Seeing situations from a third-party perspective will help your employees retain the content more effectively.
  3. End your training with an assessment. Ensure employees are quizzed on various scenarios and policies that are a part of the organization. This assessment will test how much of the training is actually retained. Create a strong assessment question bank with randomization, and set the passing percentage high, this ensures all employees get every policy based question correct. Good LMSs with reporting mechanisms are adequate to track these scores and completions.
  4. Training should be a regular affair. eLearning facilitates this practice. Training courses once created can be made regularly available to old and new employees using an LMS.

Make it mandatory for learners to retake the training after specific, regular intervals. You can do this by setting an expiry date on the original certificates. This way, employees are continuously trained in the policies and procedures specific to your organization.

It starts small, but eventually, regular training and development in your organization is very important. We at eNyota Learning have experience in designing custom built compliance-based training across a variety of policies. Talk to our team of experts to know how we can help your organization create and implement successful compliance-based training courses that are effective and impactful.

Banks and financial services are quite dynamic. Trends keep changing at the drop of a hat. Under these circumstances, it becomes imperative to make the employees more adept at tuning themselves to crisis situations.

Irrespective of how much time you spend on designing and developing trainings, they could not be considered effective until and unless you have decided on some proven techniques to determine the success of these trainings. In this article I will share 4 tips on measuring the effectiveness of an eLearning course and finding out whether your employees have really learnt what you wanted to teach them.