These key principles for outcome-focused learning and development (L&D) can enhance employee engagement, knowledge retention, and overall effectiveness of training initiatives. But how? Why?
Let’s get into it…
It might be an audience that already exists, but it might be one you need to build and put together yourself, depending on the nuggets of wisdom you’re hoping to impart, or behaviour you’re looking to change. Either way, know them, know them as well as you can.
Within L&D, it’s crucial to understand your team’s needs, preferences, and learning styles. You can conduct surveys, interviews, or assessments to gather information about learning goals, skill gaps, and preferred modes of learning. Those tactics will help you tailor training experience to meet their specific requirements in the same way they would help a marketer tailor messaging and channel use to understand their target audiences.
As with any great strategy, clearly defined objectives and outcomes will help set all stakeholders up for success. For learning experiences, make sure objectives are specific, measurable, achievable, relevant, and time-bound (SMART). Communicate objectives to set clear expectations and get buy-in and engagement in the learning process. Being able to measure progress is a vital motivator! How can you demonstrate impact and outcomes if you don’t first understand the KPIs.
Creating compelling, engaging and interactive learning content grabs the attention of your team members. You can incorporate multimedia elements, such as videos, infographics, gamification, or simulations, to make the training more interesting and memorable. Create consumer grade (quality, creativity) content that surprises and delights. The content needs to be meaningful and crafted, not just a means to check L&D boxes. Content should be strategic and created with the right message for the right person at the right time.
90% of a message is retained through video while only 10% via written content, so use storytelling techniques in video to convey information whilst making it fun, you’ll find the information you want to share is retained at a higher rate
Tailor your L&D programs to individual staff members’ needs and preferences. Segment your staff based on their roles, skill levels, or career aspirations, and offer customised learning journeys..
Take this to a new level and also segment your team (audience) by their interests and behaviours. Gather data on these and think about how you can deliver a learning experience that really hits home for them personally, something that really makes them care. This personalisation demonstrates that you value their individual growth and development, but also who they are, what they care about and what those things bring to your organisation.
Collect feedback from staff throughout the learning process. Don’t just deliver a training program and then drop the mic and peace out. Training thrives and grows on a process of review and iterations to improve and become even more effective after time. Teaching is a learning experience too.
You could use surveys or focus groups to gather insights on the effectiveness of your training programs and identify areas for improvement. If you need or want more data than those things allow, think about building an analytics system into any training program you’re building. You can obviously ask us all about that requirement, we’d love to apply our experience to yours.
Creating recognisability, inspiring feelings of positivity and intrigue are important branding tactics to see better outcomes from learning experiences.
Create a consistent and recognisable visual identity, campaign hooks, or themes that resonate with your team members. Build excitement and anticipation around training programs and systems by highlighting success stories, testimonials, or rewards and recognition associated with completing the training. Like any branding, keep it consistent and work with a great designer who can help you achieve the look and feel you’re after.
We believe that incorporating these principles into your L&D practices will create a more engaging and effective learning experience for your people. It will ultimately lead to improved performance and organisational growth as well as happy team members who love to learn!
Take a look at how we’ve used these principles and more to achieve impactful learning experiences:
Wrong Side of the Road
Over 550,000 people reached across the world, through offline, online and incentivised completions.
85% of surveyed people show attitudinal change towards drink driving
FY22 target completions exceeded, with 133% overall.
1 million + young people reached worldwide
An average of 93% of young people said they were less likely to drink having experienced Smashed Online.
Winner of Gold and Grand Prix awards for innovation, impact and creative strategy, at Digital Impact, EVCOM Clarion, Cannes Corporate and The Drum Awards
94% of its target audience chose to interact with this non-mandatory resource
90,000 unique site visits within the first 3 months. The audience was only 1500.
3,500 chatbot questions have been asked and answered by ‘Emilie’ the Discover Deloitte chatbot
3 x winner at the Digital Impact Awards 2019
Interested in finding out how Tilt can partner with you to create an effective, exciting and impactful learning experience? Get in touch