Empowering staff performance with learning technology
Digital learning must be learner focussed
The ever-growing list of things that L&D need to consider is long – longer than ever before, which means you can run the risk of forgetting about the most important person in the learning equation – the learner.
Bear with us as we know this may sound crazy – a learning provider that isn’t providing for the learner? But the reality is that, in the drive to deliver the best learning possible, we’re seeing many L&D departments are actually slipping further away from their learners. We are forgetting that they are human and losing that emotional connection with them – with that thought comes a scary future.
It can be easy to do, thinking we know our learners well enough to deliver what they need, considering business objectives at all times and delivering strictly on those and assuming that we know what people want. But, recently, when we have asked L&D managers when the last time was they really spoke with their learners, most couldn’t answer. So why is this a problem, and how can we overcome it?
However, creating a library of engaging elearning solutions doesn’t mean engagement. Even if you have some learners pulling learning in exactly the way it was intended, do you know what they really think about it? Are you truly in the loop about how people feel about learning?
Creating emotional connections is so important, and in L&D we need to embrace this fully. This doesn’t necessarily mean going out and getting to know thousands of people individually, but it’s about thinking of your people every step of the way.
Do they feel forced to do the learning? Perhaps they feel it’s irrelevant, or boring and can’t see the benefits? On the other hand, they may love some of it and thoroughly enjoy participating – but if you don’t know for sure then you could change something that works or leave something that doesn’t.
Asking the right questions
You need to think about what you really want to know from your people. If you can’t answer that, find some of your most engaged learners and some of your most disengaged learners, and spend time with them.
Ask questions about the learning they’ve undertaken, where they look for it, how they found your solutions and how it helped them in their role and development. But most of all, ask why. If we don’t have a good understanding of the why, we can’t fix long term challenges. We don’t have the knowledge and understanding to continually develop our offering effectively.
As we all know, with trust comes respect, and it’s hard not to participate in something that is created with your needs in mind and that is coming from someone you respect and trust.
Use your voice, get people talking, understand their emotional connections to learning and the solutions you provide. This is the only way to keep your learners at the heart of your strategy and get them excited about what’s around the corner.
At Fenturi, we are creatively driven and human focussed. We’re passionate about learner journeys and creating powerful learning ecosystems that result in a cohesive, engaging and memorable learning experience. We believe that by mirroring people’s media behaviour outside of work, we can build better learning solutions that learners want to experience and can easily navigate.
We’re passionate about the work we do, and the learners we create for. We believe in getting to know our clients and the learner, so that we can best help them all achieve their goals. With this insight, and our experience, we are able to wholeheartedly recommend the best approach for each of our clients and their learners.
Submit your RFP and we will work with you to create some bespoke elearning solutions that your learners want to take.