MicroLearning Might Be the Solution to Jazz Up Your Learning Program

MicroLearning Might Be the Solution to Jazz Up Your Learning Program

Many learning and development leaders are struggling to find ways to keep their learners engaged in their learning programs.  One of the top reasons learning and development opportunities are boring and not motivating for employees are that they are too long and don’t emphasize taking action.  That’s where microLearning comes in to help jazz up your learning program!

Microlearning is essentially a method of teaching and delivering content in small, specific doses. In this type of learning, the learner is in better control of when and what they are learning.  Read more about if MicroLearning is a Good Fit for your Organization here.

MicroLearning has been shown to produce results in every industry, on every continent.  It’s key features are that it is:

  • layered in over-time,
  • short and succinct, and
  • delivers only the necessary content or competencies.

Another one of the top reasons learners feel bored and unmotivated when it comes to learning, is that there is a disconnect between the learning and what is in it for them.

For learning and development to be motivating and engaging for your employees, you must be able to show the bridge between where they are now, where they want to be, and how the learning will help them achieve that.   Even if the content is good or helpful it will NOT produce sustainable change or results if the delivery fails to engage the learner.  Read more about why action planning is the Key for Successful Learning here.

GES’s Layered Learning program is MicroLearning taken a step further to focus on action planning, reinforcement and accountability.  See more about the design of our learning programs here. 

What to Look for in a MicroLearning Program


Learning providers face the challenge of delivering learning in a way that is accessible, digestible and most importantly translatable to a real-world environment.

Some of the things to look for when searching for a MicroLearning program include:

On Demand/Mobile.  Your talent is busy. They want their learning, when they want it — in-time and on-demand.  MicroLearning adds the element of time convenience in a high-tech, yet interactive environment that so many people desire.  MicroLearning programs deliver a whole new set of competencies to their toolkit, virtually seamlessly with mobile, in-time learning capabilities.

Digestible Content. With traditional learning, organizations often try to give learners as much as they can, as fast as they can, often taking them off of the job for training.  With MicroLearning, learners are given shorter lessons, which are easier for them to complete with busy schedules.  Plus, learners are enabled to produce massive change without it feeling cumbersome or burdensome by receiving content and competencies in small, digestible doses.

Repetition. Repetition allows for increased retention because the learner isn’t getting too much information too fast.  By utilizing MicroLearning, your organization can provide a clear and consistent message to all employees across the organization, repeated and reinforced, so it becomes embedded in your company culture.

For more information on how to begin implementing a MicroLearning program in your organization, get in touch with me at jenn@globalengagementsolutions.com or set up a 15-minute discovery call or demo of our learning programs here.

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Celebrate Your Employees’ Uniqueness with Personalized Rewards and Recognition

Celebrate Your Employees’ Uniqueness with Personalized Rewards and Recognition

The season is upon us for giving thanks and recognizing another year of exceptional work with your employees.  While I believe we should show gratitude, thanks and recognize our talent each and every day, this time of year often welcomes extra gratitude from people. 

That being said, when you’re recognizing your employees and workforce for their exceptional work, it’s important to remember to focus on personalized recognition for it to be effective.  Remember, what motivates people is what motivates people and when it comes to recognition there shouldn’t be a one size fits all solution. 

Why You Should Personalize Your Employee Recognition

With a personalized recognition program and strategy, you are more likely to get a return on your investment and those participating in the program will more likely be motivated by the inventive.  Many organizations providing recognition programs to their employees aren’t getting a return on their investment, because they lack personalization and choice. 

If you want to acknowledge your employees’ uniqueness, it’s important to get to know them personally, and get to know what motivates and drives them.  Find out how to they like to be recognized, whether it be monetarily, verbally, from their peers, privately, publicly, etc.

Providing the same recognition and rewards for everyone guarantees your program will be ineffective and disappointing. Read more about why a Personalization Strategy is important for your organization.

Why You Should Recognizing Your Talent

Most people must go to work to earn a paycheck. But gone are the days where people stay in a job just to make a living.  Our culture has shifted and people want to be motivated, engaged and inspired by what they do.  They figure, they’ve got to work anyways, so why not be great rather than ordinary.  

When you provide your employees with personalized recognition and rewards for their exceptional performance achievements, you:  

  • reinforce positive behavior, 
  • set expectations for them and their colleagues,  
  • increase their energy and engagement,
  • and motivate them to continuously achieve great things in their work.

Read more about why Employee Recognition is the #1 Driver of Employee Engagement.

What Do Personalized Recognition and Rewards Look Like?

As I mentioned above, you want to get to know your people personally, and find out how they like to be recognized and rewarded.  Some employees might be shy and prefer private personal acknowledgement from their direct supervisors, whereas others might enjoy being recognized in front of their peers at a weekly meeting.  Some employees might really like to be acknowledged with financial compensation such as a bonus, or total recognition points, while others might prefer more vacation time, flexible work hours or something similar.

A total recognition solution is a great way to implement a formal recognition program into your organization to help continue to drive employee engagement with recognition.  A good recognition solution should include many ways to personally recognize your talent including the forms mentioned above.

And remember, every employee is different when it comes to rewards — some may want to use their recognition points to redeem for smaller items right away, while others will save for big-ticket items.  By providing your workforce with virtually unlimited reward options with a Total Recognition solution, your talent can redeem for what they want, when they want. For example, Global Engagement Solutions employee recognition programs feature an extensive award collection, monetary and non-monetary awards, peer to peer recognition, and an always changing and evolving catalog of reward options such as music downloads, restaurant, retail and movie gift cards, home and lifestyle products travel, vacation and event options. 

To find out more about starting a total recognition program in your organization for 2018 get in touch with me at jenn@globalengagementsolutions.com or view my calendar here to book a 15 minute discovery call.

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