We forget 75% of everything we learn within one month of learning it.

This has been called the ‘forgetting curve’, but there is a way of flattening out the curve and preventing such precipitous loss of learning. The key is regular, repetitious revision of the learning.

Micro-learning, delivered to any device, provides learners with the best possible opportunity to continue refreshing their learning until it becomes embedded. Micro-learning is not just about chunking up content into bite size pieces. Just as importantly, micro-learning must be designed to meet precise learner needs.

Content must be relevant, engaging and role specific.

Learning that fits

One way of ensuring that learning content is engaging, particularly content aimed at reviewing and revising learning repetitively, is to introduce elements of gamification. The best mobile-based digital games keep players coming back for more, using a combination of competition, with achievable goals, community and feedback.

Today’s employee is time-pressed and impatient. Gamified micro-learning is essential if you are expecting learners to spend time refreshing their learning. It also has the advantage that testing skills acquisition is built-in to the game, reducing the potential for employee perceptions that they are being constantly tested.

An effective method of checking that learners have acquired skills is getting them to teach those skills to others.

This type of digital learning delivery should be part of a blend of learning that combines digital micro-learning with human coaching and mentoring to drive language and communication skills acquisition. Language learning is most likely to become fully embedded if the learner continues to combine self-study with speaking and listening practice, backed by regular trainer feedback on how they are doing.

Combine individual video-based training exercises with social and collaborative learning and enabling learners to bounce off and learn communication and language skills from each other. Social collaboration technology enables individual learners or groups to benefit from personal, human coaching and mentoring via their digital device.

An effective method of checking that learners have acquired skills is getting them to teach those skills to others.

Engage with learner experiences

Learning is most effective when employees really buy into the need for it. So, continue to remind them of the benefits that will come from improving their language and communication skills. Multilingual employees may be first in line for promotion and for opportunities to live and travel overseas.

Make sure that there is a system in place to reward employees for their achievements in improving their language and communication skills. Rewards might range from pay rises to small gifts. Equally important is recognition. Public recognition by management or peers of an individual’s newfound skills can be highly motivating.

The crucial role of AI in customizing learning

Of course, each individual learner is different and each person’s different learning styles mean that they respond individually to learning delivery. The ideal is to provide industry and even job-specific learning paths and customize content that closely matches an individual’s progress and learning styles. Artificial intelligence technology can help with this.

If that sounds expensive, it needn’t be. And consider this, businesses around the world spend about $140bn on L&D every year – that’s $500 to $3,000 per employee depending on the industry. If learners are forgetting 75% of everything they have learnt within a month, that means that 75% of training investment is lost, up to $2,250 per person.

Taking steps to improve learning retention, combining micro-learning with long-term learning objectives and ongoing performance support, will help organizations to improve return on investment and even more importantly ensure they achieve the skills development they need for success.

Source: Armin Hopp

 

Geschrieben von Learning Evolution.com

The basis of my professional, polyvalent career is mainly characterized by the following qualifications: - 20 years of experience in Sales & Marketing - 20 years of experience in the field of ICT and in particular, Learning Development, Knowledge Management (KM), Enterprise Content Management (ECM), Customer Relationship Management (CRM) and Search Engine Optimization (SEO) - 20 years of experience in the field of human Resources Management (5 - 25 persons - recruitment, leading, training and motivation of employees) - 20 years of experience as a Project Manager in the field of ICT, chemical and industrial plant design and architecture. - 10 years of experience in 2D / 3D CAD planning - 10 years of experience in the field of Biological and Energy-Efficient Construction - 5 years of experience as a Member of the Board of two companies, with whom I've worked

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