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How to Increase Employee Engagement Using Microlearning

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The slide deck from Alex Khurgin's at-capacity presentation on Microlearning.

Alex Khurgin is the Director of Learning at Grovo, and one of the foremost experts on microlearning

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How to Increase Employee Engagement Using Microlearning

  1. 1. Training Gets A Trim: Learn more at www.grovo.com Microlearning For A New Workforce | 1
  2. 2. | 2 Just put your business card into the mugs being passed around. Before we begin… you'll have a chance to win a free Roku at the end of this presentation!
  3. 3. ATD 2015 Learn Better, Work Happier Visit us at Booth 1341! Connect: alex@grovo.com @LearninKhurgin Learn more: grovo.com/organizations (212) 924-2579 | 3
  4. 4. Facebook Timeline Privacy in 28 Seconds | 3
  5. 5. Facebook Timeline Privacy in 28 Seconds | 5
  6. 6. The Tyranny of Search Results | 6
  7. 7. The Mission of Microlearning 1. The New Learning Architect,”The Opportunities & Constraints Have Changed” 2011 2. SkillSoft survey, Shepherd, Clive (2011-01-12),The New Learning Architect p. 21 Microlearning is learning through small, focused, accessible bits of content. Mission: Create better learning and performance outcomes for everyone while spending less time and money doing it. | 7
  8. 8. The Challenges Before Us | 8 1. The New Learning Architect,”The Opportunities & Constraints Have Changed” 2011 2. SkillSoft survey, Shepherd, Clive (2011-01-12),The New Learning Architect p. 21 Traditional training cannot keep up with the rapid rate of technological and cultural change As a result, learners are not successfully applying what they’ve learned with traditional training.
  9. 9. Hot Fuzz (2007) Versus The Good, The Bad and The Ugly (1967) | 9
  10. 10. Attention Spans are Changing… 1998: average attention span = 12 minutes 2008: average attention span = 5 minutes 2018: average attention span = ? Minutes1 1. Social Times: Attention spans have dropped from 12 minutes to 5 minutes (Dec 14, 2011)| 10
  11. 11. And so is technology... • Platforms abound, including outdated ones • Content is fragmented • Technology evolves too quickly • ROI isn’t just unknown, it’s feared 1. Deloitte, Global Human Capital Trends 2014 report Training managers want help • A skills half-life of 2.5 years1 • Learners demand a consumer look and feel • They’re distracted, lack attention for long training • Training leads to little or no retention, application Learners want inspiration | 11
  12. 12. How much do you think ineffective training costs a business per year, per 1,000 employees? A) $300-500K B) $3-5 million C) $10-15 million D) $30+ million
  13. 13. We’re pouring billions into L&D 1. McKinsey: The social economy: Unlocking value and productivity through social technologies – based on $50k average annual salary 2. Gallup, State of the American Workplace (link) 3. Center for American Progress, There Are Significant Business Costs to Replacing Employees (link) …but there’s a hole in the bucket. $10M from skills gaps1 $1.5M from employee turnover3 $2M from disengaged employees2 Total loss: $13.5 million per year per 1,000 employees | 13
  14. 14. The bucket hole is about to get bigger. 59% of millennials say the presence of state-of-the-art training is important in deciding if they want to take a job.2 Millennials will comprise 46% of the workforce in 5 years.1 1. The Deloitte Millennial Survey 2014: Big Demands and High Expectations 2. PWC report: "Millennials At Work Reshaping the Workplace" | 14
  15. 15. Today’s training is unsuitable for the 21st century 90% of new skills are lost within one year 9in 10don’t feel fully proficient with technology 15% of what’s learned is successfully applied 1. Kochan, Thomas, "Who can fix the middle-skills gap?," Harvard Business Review, 2012 2. 2 Brinkerhoff, R. O., Apking, A. M; “High impact learning: Strategies for leveraging business results from training” 2001 3. 3 The Harris Poll: The Digital Skills Gap, Harris Interactive Inc., (May 14, 2014) | 15
  16. 16. To meet the challenges of 21st century workers, we must take a 21st century approach: Microlearning
  17. 17. Microlearning is better for Learners | 17
  18. 18. Microlearning is better for Engagement • It’s an extension of MICROMEDIA (Twitter, Vine, Tumblr, etc) • It’s ON-THE-GO • It’s QUICK and easily UNDERSTOOD | 18
  19. 19. Microlearning is better for Learning & Retention • It’s “sticky” • Doesn’t overload learner • Microlearning can yield 4-5 learned, successfully applied takeaways per session2 | 19 1. Wall Street Journal, “So Much Training, So Little To Show For It” 2012 2. Sebastian Bailey, Ph.D., Mindgym, Bite-size is the right size
  20. 20. Microlearning is better for Trainers | 20
  21. 21. Microlearning can be produced faster, cheaper & easier (Cuts costs by 50% while increasing speed by 300%1) • It’s MODULAR (easily assembled & corrected) • Takes less time to DESIGN & EXECUTE • Great for EXPERIMENTATION | 21 1. Ray Jimenez, “3 Minute eLearning”
  22. 22. Microlearning is “Just In Time” • Available at the TIME OF NEED • Learners are more RECEPTIVE • It’s a PERFORMANCE AID | 22
  23. 23. Microlearning is Trackable & Assessable • Create data-driven learning • Pilot lessons, gather feedback • Results are measurable | 23
  24. 24. Microlearning in Practice | 24
  25. 25. On Grovo | 25
  26. 26. 26 Microlearning in the Media
  27. 27. | 27 Microlearning on Vine
  28. 28. | 28 Microlearning in Images
  29. 29. What are examples of microlearning in your organization?
  30. 30. How microlearning gets L&D a seat at the table
  31. 31. What’s possible with microlearning | 31 • Align and refresh learning program with business needs • Make small, targeted improvements • All learning needs facilitated in concert
  32. 32. Microlearning for the 5 moments of need *Model by Conrad Gottfredson & Bob Mosher New Are you meeting all of these? More Apply Solve Change | 32
  33. 33. Learning is a part of everything that happens in the business | 24 • Aligned and all in • Goodbye ROI: Judge learning like you judge your people • Learning is a utility
  34. 34. Tips for launching microlearning • Choose a format • Create granular units • Organize holistically • Reinforce with practice and assessments • ...and more tips in the Grovo playbook
  35. 35. What are your biggest takeaways from the presentation? Before we continue:
  36. 36. | 36 Takeaways • Combats 21st century challenges • Is faster, easier, and cheaper to produce • Leads to better results for learners • Makes learning part of business strategy Microlearning:
  37. 37. Question Time Alex Khurgin Director, Learning & Creative alex@grovo.com @LearninKhurgin Connect:
  38. 38. ATD 2015 Learn Better, Work Happier Visit us at Booth 1341! Connect: alex@grovo.com @LearninKhurgin Learn more: grovo.com/organizations (212) 924-2579 | 38

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