woman relaxing behind laptop
Employment Trends:
Quiet Quitting
How to harness the power of employee-driven learning and development (L&D)

Harness the power of employee-led L&D to combat 'quiet quitting'

The talent landscape is undergoing a seismic shift as organisations grapple with the aftermath of the Great Resignation. In an era where employee engagement has become the holy grail, we saw the emergence of quiet quitting. Coined by Brian Creely in 2022, the term relates to employees who only work to the job description. They don't go 'above and beyond', and won't put in even the slightest extra effort or time into their work above what's set out in the job spec.

 

Inspired by the shifting workplace attitudes and expectations post-pandemic, employees now favour remote and hybrid working. They're driven by a desire of greater work-life balance. A recent AT&T study found the hybrid work model is expected to grow from 42% in 2021 to 81% in 2024. Quiet quitting for many represents a disengagement from working life, and a drop in productivity and efficiency.

 

So how much of a problem is quiet quitting, and how can businesses address the trend?

man asleep at work
A study by Gallup found that 69% of employees born after 1989 have 'quietly quit' jobs. Big brands like Facebook are 'turning up the heat' to address the problem. Tech giants are introducing aggressive targets and limiting team growth to maximise output from its current talent pool. Whether these measures can be truly effective relies on multiple factors. That said, many brands are learning that it's more effective to meet their employees halfway.

Impact of quiet quitting on worker attitudes

To understand the post-pandemic trends in relation to training, we partnered with independent survey company Research Without Barriers. Finding out employee attitudes to training in 2023 gave us a clearer picture of the wider issue of employee disengagement in the workplace. 

 

 

We surveyed 2,000 UK workers, split between 1,000 managers and 1,000 non-managerial employees. The surveyed managers have over 15 years of work experience and work in companies of more than 15 employees. The surveyed non-managerial employees have a maximum of three years of experience, and work in companies with more than 15 employees. The goal of these sample requirements was to give us better insight into the attitudes held at different levels of seniority. In the context of a rise in quiet quitting, the results were surprising – and promising. 

Is 'quiet quitting' impacting wider employee engagement?

A common belief about quiet quitting is that employees are disengaging because they don't want to work hard or build careers. Our research actually suggests that there remains a strong desire for personal and professional growth among the UK workforce.

 

A staggering 86% of respondents expressed a willingness to stay longer with their employer – if the employer offers more L&D opportunities. Employees also aren't necessarily interested solely for what a company offers them. Almost all (94%) believed that the company would also benefit if they were given more training. In other words, workers are still willing and interested in engaging with their employers, supporting business goals, and building careers. But they are seeking fulfilment and a mutually beneficial relationship with their employer. This conclusion is reinforced by the social shifts we saw with the Great Resignation, where workers sought work that enhanced their lives.

 

Our findings underscore the pivotal role that learning & development plays in engaging employees. It provides them with fulfilling work lives – directly impacting their engagement with their roles and countering quiet quitting.

Managerial involvement in training

Managers play a crucial role in nurturing a culture of learning and development within their teams. The survey results revealed that 59% of managers recognise the importance of training in keeping employees engaged and motivated in their roles. In fact, 78% of managers also acknowledged that training had a positive impact on their own commitment and engagement. Generally, business leaders are aware that learning and development have a direct impact on employee engagement at all levels. Understanding this gives us a tool to address quiet quitting within an organisation – where employees are willing and able.

man leading employees

How to deliver employee-led L&D

Despite the awareness, many organisations are falling short in leveraging learning and development as a tool for employee engagement, retention and skills enhancement. Only 29% of managers actively involve employees in selecting and integrating training programmes for their professional development. And 42% of employees reported having no active involvement in training beyond participation. This suggests that many employers, while aware of the benefits of training, are missing out on the benefits that come from actively involving workers in their own development.

 

There are simple ways to harness the benefits of employee-driven learning and development. These include giving employees personal ownership of training through suggesting courses or subjects and assisting with the sourcing of learning content. But it may also extend to involving employees in learning KPIs or the development of learning pathways.

 

Russell Donders, Director of International Markets at imc Learning, notes that "we have worked closely with businesses to offer bespoke training and development pathways for a range of industries. Feedback from customers, and our research, is clear: training is a key contributor to employee engagement and business development. Each of us wants to fulfil our potential, and we see huge success in the businesses who understand how to implement that on a personal level.

 

Bespoke training packages, rolled out across all levels of operation, is a simple and effective tool to engage and retain talent. It even feeds into the recruitment process. In fact, 92 percent of job seekers now consider L&D opportunities to be a dealbreaker – so it makes sense this would also feed into engagement for existing talent. Empowering individual-driven learning and development pathways is a simple but effective solution to address changing priorities and reverse, or avoid, quiet quitting."

Quiet quitting can be addressed by employee-led L&D

Employee engagement has become of paramount importance given the challenges around talent scarcity. The trend of quiet quitting highlights the significance that employee satisfaction and fulfilment now play in modern-day workplaces. Businesses that are responsive to that will see real benefit to productivity and talent retention. By embracing employee-driven learning and development, organisations can align themselves with the evolving needs of their employees. The aim is to enhance retention rates and create a positive, growth-centred workplace in which productivity is a natural consequence of the environment.

Looking to implement an employee-led L&D programme?

We'd love to hear how your organisation aims to increase loyalty and engagement through employee-led L&D. Get in touch with us to see how imc can help you best reach your strategic goals.

automotive factory
L&D for the
automotive sector
Modern e-learning for global auto brands

Revolutionising automotive training with modern e-learning

The automotive industry is a rapidly evolving landscape. While new entrants to the market are relatively rare, fierce competition and rapid technological advancements create unique business and training challenges. Companies in this sector must ensure that their workforce is skilled and knowledgeable to stay ahead of the curve.

automotive factory designers

E-learning has emerged as the natural solution to help automotive companies streamline their training processes and gain competitive advantage. Having created automotive training solutions for several market-leading clients, we understand their environment. 

 

Here we explore the advantages that great e-learning can bring to the table.

Unique business and training challenges in the automotive sector

  1. Technological advancements: The automotive industry is witnessing a paradigm shift, with the introduction of electric vehicles (EVs), autonomous driving systems, and connected cars. Global auto brands need to train their employees on new technologies and their applications.
  2. Regulatory compliance: Automotive companies must comply with strict safety and emissions regulations, which often vary across regions. Employees need to be aware of and adhere to these regulations.
  3. Skilled labour shortage: The automotive sector suffers from a skilled labour shortage, and auto companies are quickly upskilling their existing workforce to meet the demands of the market.
  4. High employee turnover: This industry often experiences high employee turnover rates, which means that companies must invest in consistent training for new hires and existing employees.

Why e-learning is the perfect solution for automotive companies

  1. Flexibility and scalability: E-learning platforms allow automotive companies to deliver training modules that learners can access anytime, anywhere. This flexibility ensures that employees can complete their training at their own pace, reducing the impact on their work schedule. Furthermore, L&D managers can easily scale e-learning to accommodate a growing workforce or the introduction of new technologies.
  2. Cost-effectiveness: Traditional training methods are expensive, with costs associated with travel, accommodations, and physical training materials. E-learning platforms significantly reduce these costs, making it a more affordable option for automotive companies.
  3. Personalisation: E-learning platforms can be customised to create personalised learning paths, catering to the individual needs of employees. This ensures that each employee receives training that is relevant to their job role and helps them fill their skill gaps.
  4. Consistency and compliance: E-learning platforms ensure that all employees receive the same training content, promoting consistency across the organisation. Moreover, administrators and training supervisors can quickly update courses to reflect changes in regulations. That way, they keep employees up to date with the latest compliance requirements.
  5. Analytics and performance tracking: The leading e-learning platforms, such as the imc Learning Suite, provide detailed analytics on employee performance. Automotive companies are able to track progress, identify areas that require improvement, and provide targeted support.
  6. Engaging and interactive content: E-learning platforms offer a variety of multimedia content, such as videos and quizzes, making the learning experience more engaging and enjoyable for employees. And easy-to-use e-learning authoring tools like imc Express empower your in-house subject matter experts to create engaging e-learning - without the need for design or technical experience

Automotive e-learning examples

How to get started

E-learning presents automotive companies with a powerful tool to address the unique business and training challenges they face. By leveraging the benefits of e-learning, automotive companies can stay ahead of the curve by continually upskilling their workforce, ensuring regulatory compliance, and fostering a culture of continuous learning. 

 

Create an agile, knowledgeable workforce ready to tackle the challenges of the ever-evolving automotive industry.

 

 

Are you involved in L&D for an automotive company and want to learn more about how the best in modern e-learning can support your training? Get in touch, we'd love to hear from you!

government building
e-Learning for
the public sector
How modern L&D can help government agencies improve public services

Public sector training - e-learning for government agencies

Government agencies, entrusted with serving the public and maximising budgets, must continually adapt to new policies, regulations, and technologies. A well-trained workforce is crucial to ensure that these agencies operate efficiently and effectively. 

 

E-learning can be a powerful tool in helping government agencies overcome training challenges and deliver high-quality services to taxpayers. We've created innovative, impactful solutions for private and public sector training clients across the globe, so we understand the unique challenges faced by government bodies. 

 

Here we look at how great e-learning can help address these challenges.

Unique training challenges in government Agencies

  1. Large and diverse workforce: Government agencies typically employ a large workforce with diverse roles and responsibilities. Consequently, public sector L&D departments can find it a challenge to deliver consistent and relevant training to such a varied audience.
  2. Budgetary constraints: Government agencies often operate within strict budgetary limits, making it difficult for them to invest in comprehensive training programs.
  3. Rapid policy and regulation changes: Government employees need to stay abreast of evolving policies, regulations, and procedures that govern their work. This requires regular and up-to-date training.
  4. Geographical dispersion: Government employees often works across vast geographical areas. Training managers sometimes find it difficult to coordinate and deliver in-person training.
  5. Security and privacy concerns: Government agencies must ensure that their training programmes comply with stringent security and privacy requirements to protect sensitive information.
colleagues discussing LMS

Why e-learning is ideal for public sector training

  1. Cost-effectiveness: E-learning platforms can reduce the costs associated with traditional training methods, such as travel, accommodations, and printed materials. This allows government agencies to maximise their training budgets and reach a larger audience.
  2. Flexibility and scalability: E-learning provides government employees with the flexibility to access training materials anytime, anywhere. This enables employees to learn at their own pace and schedule, leading to higher engagement and completion rates. Additionally, e-learning platforms can be easily scaled to accommodate a growing workforce or the introduction of new policies and regulations.
  3. Personalisation: Customisable e-learning platforms let you deliver personalised learning paths tailored to the specific needs of each employee. This ensures that employees receive training relevant to their job roles and responsibilities, resulting in better performance and higher job satisfaction.
  4. Consistency and compliance: E-learning platforms ensure that all employees receive the same training content, fostering consistency across the organisation. Moreover, training managers can quickly update hem to reflect changes in policies and regulations, ensuring that employees stay current with the latest requirements.
  5. Analytics and performance tracking: The leading e-learning platforms, like our own imc Learning Suite, provide detailed analytics on employee performance, enabling government agencies to monitor progress, identify skill gaps, and provide targeted support.
  6. Enhanced security and privacy: E-learning platforms can be designed with robust security and privacy features to ensure compliance with government regulations and protect sensitive information.

Examples of successful public sector e-learning

How to get started

E-learning presents government agencies with an effective and efficient solution to address the unique training challenges they face. By embracing e-learning, government agencies can empower their workforce with the skills and knowledge needed to deliver high-quality services. 

 

The result is a more agile, well-informed, and efficient public sector.

 

Are you involved in national or local government L&D and want to learn more about how the best in modern e-learning can support your training? Get in touch - we'd love to hear from you!

10 ways to keep corporate learning engaging
Fun & effective
corporate learning
Content and strategies to ditch 'dry' technical training

10 proven ways to keep corporate learning engaging

Rolling out certain types of learning content can sometimes cause L&D or IT managers to cringe. This is especially likely when technical content focuses on dry subject matter or tick-box compliance exercises that aren't always directly related to the learner's role.

it manager cringing

Top 10 tips for HR heads, IT security, and L&D professionals to foster active learning

Technical training topics, such as cybersecurity awareness training or learning a new software system, are often essential for employees to acquire the necessary skills and knowledge to be productive or to comply with legal/regulatory requirements. However, these topics are often considered dry and boring due to complexity, specialised language, or seemingly distant relevance to everyday work life

The 10 ways to keep corporate learning engaging set out below make the learning process more enjoyable and effective.

1. Relate to real-life scenarios

Learners are more likely to engage with technical topics if they can see the direct relevance to their lives or careers. Present real-life scenarios, case studies, or anecdotes that demonstrate how the technical concepts are applied in practice. This will help learners understand the importance of mastering these topics and make the material more relatable.

2. Break down complex concepts

Technical topics can be intimidating due to their complexity. Break down the concepts into smaller, digestible parts, and provide clear explanations and examples for each. Use analogies, metaphors, or comparisons that learners can easily understand to explain difficult concepts. Additionally, create a logical progression of information, building on what learners have already grasped.

3. Use multimedia resources

Leverage various multimedia resources, such as videos, audio recordings, graphics, and animations, to illustrate technical concepts. These resources can help make the material more engaging and accessible, as well as cater to different learning styles. Additionally, incorporating multimedia resources can reinforce key concepts and provide alternative ways for learners to process information.

4. Encourage active learning

Active learning techniques, such as group discussions, problem-solving exercises, and hands-on activities, can make technical training more engaging. By actively participating in the learning process, learners can better internalise and retain the material. Encourage learners to ask questions, share their perspectives, and collaborate on projects to create a more interactive learning environment.

5. Gamify the learning experience

Gamification can make dry technical training topics more enjoyable and motivating. Introduce game elements, such as point systems, leaderboards, and badges, to create a competitive atmosphere and drive engagement. Additionally, design interactive quizzes, puzzles, or simulations that require learners to apply their knowledge in a fun and challenging way.  As an example, we turned one of the driest topics of all - cybersecurity training - into a fun, interactive game - Cyber Crime Time.

imc off the shelf content

In this gamified learning experience, you take the role of a devious hacker. By exploring IT security from the hacker's perspective, learners gain new levels of cybercrime awareness without the process feeling like 'training'. 

 

Try out the game for free to learn about this innovative approach to technical training.

6. Provide immediate feedback

Timely feedback is crucial for learners to understand their progress and identify areas for improvement. Provide immediate feedback during training sessions, either through automated systems or personal interaction. This will help learners adjust their learning strategies and stay motivated.

7. Foster a supportive learning environment

A supportive learning environment can help learners feel comfortable asking questions and discussing technical topics. Encourage open communication and create a culture of mutual respect and understanding. Instructors should be approachable, patient, and willing to provide assistance as needed.

8. Set clear goals and expectations

Learners are more likely to engage with technical training if they understand the goals and expectations. Clearly communicate the learning objectives, expectations, and assessment criteria at the beginning of the training. This will help learners focus on the most important aspects of the material and track their progress.

9. Offer flexibility and customisation

Allow learners to customise their learning experience based on their needs, interests, and learning styles. Offer flexible pacing, optional supplementary materials, and various learning pathways to accommodate individual preferences. This will help learners feel more in control of their learning experience and increase their motivation to engage with the material.

10. Incorporate peer-to-peer knowledge sharing

While some technical training will often need to be formally structured to ensure precision or regulatory compliance, there is often space for informal, peer-to-peer knowledge sharing. 

 

Does your new software system have a 'power user' in the company? Or does one of your team have a way of communicating and sharing knowledge that’s particularly funny or engaging. 

 

Some new e-learning authoring tools, like our own imc Express, are emerging that make it quick and easy to create and share multimedia learning nuggets in as little as 10 minutes. This can enable subject matter experts to become a useful addition to the L&D team - albeit unofficially. It also helps to avoid valuable knowledge and experience to be siloed within departments - or even worse, lost altogether if key personnel were to leave the company.

How to get started

Engaging learners with dry technical training topics may be challenging, but it is achievable if you implement some or all of the above 10 ways to keep corporate learning engaging. By relating the material to real-life scenarios, breaking down complex concepts, using multimedia resources, and fostering active learning, L&D or IT leaders can create a more engaging and effective learning experience for their learners. 

 

With the right approach, even the driest technical topics can become engaging - maybe even fun! 🙂

 

Want to learn more about tools and strategies to make technical training more engaging and effective? Get in touch - we'd love to hear from you!

woman working from home with cats on her desk
Training a hybrid
workforce
Essential strategies for global companies

Training diverse and disparate workforces

Here at imc Learning, we have decades of experience helping customers train hybrid workforces - diverse and disparate learners at global companies. In this post, we cover some of the essential tools and strategies for L&D leaders to consider when training a hybrid workforce. 

 

We also look at how the best e-learning solutions make creating, delivering and analysing your training easier than ever - wherever your employees are based, and whatever language they speak.

Hybrid corporate training

Look back a decade, and early proponents of remote work, such as Basecamp, were seen as unusual - even maverick. Today, post-Covid-19 pandemic, some level of remote or hybrid work is standard for large organisations. 

 

What can vary considerably between large organisations though is the quality of training to hybrid or remote workers and the level to which they are kept engaged and in the loop.

Checklist for training hybrid/remote workers

Many of the points here might seem obvious, but whether you are an experienced L&D leader or relatively new to training remote teams, it can be easy to see certain elements of employee engagement as a given and forget to carry them out. Unfortunately, out of sight can really be out of mind all too often, and this can lead to a feeling of isolation and disengagement among remote workers. 

 

Below is a checklist to help you ensure you don’t miss out any of the steps needed to create a comprehensive training programme for your hybrid workforce

Assess your training needs

Before you can create a training program, you need to understand your unique needs. Consider the following to train your hybrid workforce:

  1. Job roles: Identify the skills and knowledge required for each job role.
  2. Skill gaps: Determine the skills that need improvement or development.
  3. Technical requirements: Evaluate the tools and technology needed to support remote and onsite employees.

Set clear objectives and goals

Establish specific, measurable, achievable, relevant, and time-bound (SMART) objectives for your training program. These objectives should align with your company's overall goals and focus on addressing the skill gaps identified earlier.

Choose the right training formats

To accommodate both remote and onsite employees, consider using a mix of training formats, such as:

 

  1. E-learning: Offer self-paced online courses and tutorials.
  2. Webinars: Conduct live or pre-recorded sessions for real-time interaction.
  3. Instructor-led training: Provide in-person or virtual classes led by experienced trainers.
  4. Blended learning: Combine multiple training formats for a more comprehensive learning experience.

Develop engaging training content

Create high-quality, engaging training content that caters to different learning styles. Ensure your materials are up-to-date and relevant to your employees' roles. Consider incorporating interactive elements like quizzes and gamification to boost engagement.

Leverage e-learning technology

Use various technology tools to support your training program, such as:

 

  1. Learning management systems (LMS): Use an LMS to organise, distribute, and track training progress. The imc Learning Suite integrates with many other HR and business software applications, and offers powerful training delivery and learner analytics tools. 
  2. Video conferencing: Integrate video conferencing tools, such as Zoom, Google Meet or Microsoft Teams to facilitate virtual instructor-led training and webinars.
  3. Collaboration tools: Encourage teamwork and collaboration among remote and onsite employees through platforms like Slack or Microsoft Teams.

Implement a support system

Offer continuous support to your employees during and after the training. This may include:
  1. Mentorship programmes: Pair employees with experienced team members for guidance and support.
  2. Online forums: Create a space where employees can ask questions and share knowledge.
  3. Regular check-ins: Schedule periodic check-ins with employees to monitor progress and address any concerns.
  4. Peer-to-peer knowledge sharing. imc Express is an e-learning authoring tool that makes it easy for your subject matter experts to create and share engaging learning modules in as little as 10 minutes, with no design or coding expertise needed. 
It now also incorporates ChatGPT technology from OpenAI, enabling content to be translated into any of 50+ languages at the click of a button.

Evaluate and recalibrate your training programme

Regularly assess the effectiveness of your training programme by gathering feedback from employees and analysing performance metrics. Use this information to make any necessary adjustments to your training content, format, or delivery methods. 

How to get started

Learning how to train a hybrid workforce requires a thoughtful and flexible approach. Often you will need to accommodate the needs of both remote and onsite employees. By following this checklist and leveraging the latest tech, you'll be able to create a comprehensive and effective training programme that supports the success of your entire workforce.

 

Would you like to discuss how our suite of e-learning solutions can support your hybrid workforce? Get in touch - we'd love to hear from you!

retail worker using digital tablet
Transformative
training for retail
Find out more about learning & development (L&D) challenges in the retail sector

Transforming retail training
with e-learning

The retail sector is a dynamic and rapidly changing environment. Advancing technologies, intense competition, and evolving consumer demands, all drive transformation. Training employees to stay ahead of these changes is critical to the success of any retailer.

 

For decades, we’ve helped some of the world’s biggest brands to maximise their retail training ROI. Here we look at the unique challenges faced by the retail sector and how great e-learning can help overcome these challenges. 

Unique training challenges in the retail sector

  1. High employee turnover: The retail sector is notorious for high employee turnover rates. The average retail employee turnover is 60.5% in the US and 57.3% in the UK. This makes it essential for retailers to invest in training for new hires, but also to engage and retain your best existing employees.

  2. Seasonal workforce: Retailers often employ a large number of temporary or seasonal workers, who require quick and efficient training to perform their roles effectively.

  3. Diverse workforce: Retail employees come from various backgrounds and possess varying levels of skills and experience, making it challenging to develop and deliver consistent training that feels relevant to your learners.

  4. Dispersed workforce: Retail companies often operate across multiple locations, making it difficult to coordinate and deliver in-person training.

  5. Rapid technological advancements: The integration of new technologies, such as e-commerce, mobile payments, and inventory management systems, requires retailers to continually upskill their workforce.
retail workers

Why e-learning is great for retailers

  1. Cost-Effectiveness: E-learning platforms can significantly reduce the costs associated with traditional training methods, such as travel, accommodation, and printed materials. This allows retailers to maximise their training budgets and allocate resources more effectively.
  2. Flexibility and Scalability: E-learning provides retail employees with the flexibility to access training materials anytime, anywhere. This enables employees to learn at their own pace and schedule, leading to higher engagement and completion rates. Furthermore, robust e-learning platforms can be easily scaled to accommodate a growing workforce or the introduction of new technologies.
  3. Personalisation: E-learning platforms can be customised to create personalised learning paths, catering to the individual needs of retail employees. This ensures that each employee receives training that is relevant to their job role and helps them fill their skill gaps. Such learning personalisation can help employees to feel valued and increase staff retention levels. 
  4. Consistency and Compliance: E-learning platforms ensure that all employees receive the same training content, promoting consistency across the organisation. Moreover, they can be updated quickly to reflect changes in regulations or company policies, keeping employees up-to-date with the latest requirements.
  5. Analytics and Performance Tracking: The best e-learning platforms, such as the imc Learning Suite, provide detailed analytics on employee performance, enabling retailers to track progress, identify areas that require improvement, and provide targeted support.
  6. Engaging and Interactive Content: E-learning platforms offer a variety of multimedia content, such as videos, quizzes, and simulations, making the learning experience more engaging and enjoyable for retail employees. Easy to use e-learning authoring tools like imc Express can allow your own subject matter experts to create engaging e-learning as and when needed to share with colleagues - without the need for design or technical experience.

Retail e-learning examples

How to get started

E-learning presents retailers with a powerful tool to address the unique training challenges they face, such as fast-changing product lines and high employee turnover. By leveraging the benefits of modern e-learning, retailers can continually upskill their workforce, ensure training consistency, and foster a culture of continuous learning. 

 

The result is an engaged, skilled, knowledgeable workforce that’s ready to tackle the challenges of a competitive retail landscape.

 

Are you involved in retail L&D and want to learn more about how the best in modern e-learning can support your training? Get in touch - we'd love to hear from you!

Training Digitisation
Leveraging the knowledge of your people

Training Digitisation – Leverage knowledge sharing among your people

Here we look at the important topics of knowledge sharing and training digitisation, with tips on how to leverage the experience of your employees to improve performance and future-proof your business.

 

For many businesses, especially those within the knowledge-based economy, existing employees are their greatest asset. Staff turnover is expensive for any business. Studies show that the direct cost of replacement is over £30,000 on average to replace an employee earning over £25,000 per annum. However, more detrimental is often the indirect cost that comes with losing valuable knowledge and experience - something that is far harder to measure.

 

Facilitating and encouraging knowledge sharing across your organisation can be an extremely effective way to both enhance productivity within your existing teams and mitigate the brain drain that comes with staff turnover.

 

While your L&D department can roll out training programmes in a planned and centralised manner, a culture of knowledge sharing and a toolkit that makes it easy means that information can be shared at the speed of need (‘Just in Time Learning’) and when it’s convenient for subject matter experts to do so.

Knowledge Sharing Definition

Knowledge sharing is the exchange of information, skills and experience between individuals or across groups. When expertise is shared by an experienced person, it allows further people to benefit from that experience in order to boost their own performance and that of their peers, potentially strengthening an entire organisation.

 

Much knowledge sharing occurs naturally and accidentally through day to day interactions and conversations - those ‘water-cooler’ moments that characterise informal learning or tacit knowledge. Of course, the Covid-19 pandemic has caused (or at least accelerated) the transition to a hybrid or fully-remote work environment, making the accidental water-cooler conversation much less likely for many.

 

That informal kind of knowledge transfer is a social activity that is often hard to describe and organise - it comes with nuance, intuition and the free-flow of ideas.

 

However, explicit knowledge is something that can be more planned for and organised, so that specific information can be codified and made available to others.

 

The main attributes of explicit knowledge sharing are:

 

  • Describable - the subject matter expert must be able to clearly articulate the information and experience they want to share
  • Visible - the recipient must be made aware that the learning materials exist
  • Accessible - the recipient must be able to open and consume the content where and when they need it
  • Organised - the recipient must be able to navigate learning materials so that they can be consumed in a structured manner without confusion or information overload
  • Complete - the education or training content should fit into a wider organisational context, signpost further related information where needed, and clarify any distinction between self-published, employee-generated content and the more top-down learning materials created by an L&D team.

 

Knowledge Sharing Benefits

When you have in-house expertise, you’ll want existing and future employees to be able to access it and enhance their own performance as a result. Knowledge sharing benefits can grow exponentially across a large organisation, spawning new ideas and strengthening the collective brain.

 

With a culture of knowledge sharing and providing the tools for digitising content, along with the structures to support it, a company can gain a great deal of competitive advantage. Some of the many benefits of knowledge sharing include:

 

GUARDING AGAINST 'BRAIN-DRAIN'

If important knowledge is shared frequently and in a well-organised manner, the loss and disruption caused by a key employee leaving is greatly reduced.

 

Information shared by the leaver can be made available to their peers and / or successor, in addition to the general onboarding and training materials.

SUCCESSION PLANNING

While guarding against brain drain is about making the organisation resilient to employee departures by being agile in a reactive situation, succession planning is about looking ahead to (perhaps even scheduling) departures and promotions. This includes the process of knowledge transfer that will need to take place during that transition.

 

Starting in Spring 2021 during the Covid-19 pandemic, employees voluntarily leaving their jobs en-masse in many countries - most notably the US - was a trend dubbed ‘The Great Resignation’ by organisational psychologist Dr Anthony Klotz.

 

The pandemic caused employees in many countries to rethink their work-life balance and many countries, including the likes of the UK, Australia and Canada as well as the US, saw resignations increase, in addition to the millions of forced redundancies.

 

Regardless of Covid-19, millions of ‘baby boomers’ - those born between 1946 and 1964 - are now hitting retirement age. This large cohort of the population holds vast amounts of information and experience to share with their Generation X, Millennial and Gen Z successors.

INTRA AND INTER-GROUP COMMUNICATION & COORDINATION

Two of the great frustrations among business leaders are duplication of effort across teams that wastes resources and a lack of communication that prevents learning from previous mistakes.

 

With greater insight into what other groups are doing or have done in the past - good and bad, knowledge sharing helps time and resources to be used more effectively.

TRUST BUILDING

When individuals hoard information (albeit unintentionally most of the time), trust among peers is diminished.

 

Providing employees with knowledge building tools, such as the ability to quickly and easily create and share digital training materials, more employees will feel supported by each other and that they are working collaboratively as part of a genuine team.

MANAGEMENT SUPPORT

Employees often feel that they are not being listened to, which can lead to discontent and potentially resignations as a result. Rather than only experience top-down training that can feel disconnected from their real-like working environment, knowledge sharing tools and processes can help employees at every level to create learning materials that help to provide management support and information gathering.

 

This can then influence subsequent onboarding and training materials created by management and L&D teams, making them more contextually relevant.

70:20:10 LEARNING

The 70:20:10 learning methodology proposes that, on average, 70% of workplace learning is done ‘on the job’, while 20% is done through the sharing of knowledge between peers and only 10% is through formal, top-down onboarding and training.

 

That 20% part in the middle goes both ways - not only does the recipient benefit from information shared by the expert (making the 70% on the job part feel better supported) but the action of sharing knowledge can actually strengthen even the expert’s understanding of a subject.

 

Studies such as this one detailed in the Applied Cognitive Psychology journal show that learning by teaching others is extremely effective because it enhances the pathways of knowledge retrieval.

Training Digitisation & Knowledge Sharing Tools

Digitising training makes it possible to store and share information with an unlimited number of employees, even across territories, virtually instantly. A good, modern elearning content authoring tool makes it easy for any of your employees - regardless of their technical skills - to share knowledge digitally.

 

Such an authoring tool, like imc Express, can immediately benefit colleagues in any location via the cloud, while this form of training digitisation makes more knowledge available for future recruits too.

 

This is about employee-generated training content, and each person will have their own preferences around the style and media they feel most comfortable using for knowledge sharing.

 

Therefore, you’ll want to make sure your authoring tool enables content creation and sharing though any combination of:

 

  • Text
  • Audio
  • Video (including subtitling)
  • Images
  • Interactive elements

 

There should be little to no learning curve when it comes to an elearning authoring tool for employee-generated training software. It should be easy to access on any device, easy to use, and make the sharing of materials a fast and simple process.

 

It should also provide visual elements out of the box to make that training eye-catching and engaging by default so that your people can be proud of the materials they create - without needing to work at it.

 

For over 20 years, we’ve worked with some of the world’s leading brands, such as Audi, BASF, Sky, Deloitte and Vodafone, supporting their training needs with elearning solutions.

 

This experience has enabled us to create an elearning toolkit that makes it easy for them to digitise training content and make it accessible across multiple locations, countries and even languages.

 

If you’d like to learn more about how our solutions could enhance training digitisation and knowledge sharing within your organisation, feel free to contact us for an informal chat about your needs and goals.

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imc Express e-learning content for the Commonwealth Games

Commonwealth Games case study: imc Express e-learning content

Welcome to the third in our series exploring imc’s project with Birmingham 2022 Commonwealth Games. In this post, we will explore how the Commonwealth Games used the imc Express authoring tool to create their own eLearning content in-house.

The Birmingham 2022 Commonwealth Games organising committee needed a lot of custom content to support their workforce of over 50,000 employees, contractors and volunteers. Ideally, this would be created in-house, meaning they needed an efficient, easy-to-use authoring tool to produce lots of eLearning content in a short period of time.

Why did the Commonwealth Games choose imc Express?

imc Express is an easy-to-use authoring tool that takes the hassle out of content creation. Learning teams can easily import text from Microsoft Word, add multimedia content, drag-and-drop images and build interactive learning activities to build engaging learning experiences. To support the most inclusive Commonwealth Games ever, video content is automatically subtitled, ensuring it’s accessible to the entire workforce.

 

On top of this, imc Express offers a range of pre-made and customisable design templates, along with didactic templates to help authors convey their content in a didactically meaningful way. Content is adaptive and responsive for all devices, ensuring it’s suitable for the Commonwealth Games’ large, diverse audience who may be accessing training from desktop computers, tablets or smartphones.

Tennis player top view

Creating content with imc Express

The Birmingham 2022 Commonwealth Games team has two imc Express ‘super users’ with the overall responsibility for managing the eLearning content creation process. These super users will set up the templates and send them out to each functional area in line with demand for new learning content.

 

The templated approach will empower more people to create learning content without needing extensive development or design experience, while also being able to create engaging and interactive eLearning content instead of a plain PDF.

Content straight from the in-house experts

 

The Birmingham 2022 Commonwealth Games only has the budget for a select few highly interactive modules to sit on their LMS, and with no dedicated in-house content provider, imc Express will make it much easier to spread the content creation workload across functional areas of the organisation, ensuring modules come straight from the experts for the best-quality training.

Football team is teaming up

Why Birmingham 2022 Commonwealth Games needs custom content

With 43 different functional areas (or departments), the Birmingham 2022 Commonwealth Games needs to accommodate a wide range of learning requirements.

 

There are 279 different volunteer roles within these functional areas, covering everything from transport to media to medal ceremonies; much of which will be unique to the Birmingham 2022 Commonwealth Games.

Football player

How the Commonwealth Games is using custom eLearning content

This custom eLearning content will supplement the in-person training which takes place within the Commonwealth Games venues in Birmingham, ensuring volunteers can make the most of their face-to-face time. The modules created in imc Express will help volunteers know what to expect before their in-person training, giving them a useful overview of their roles and the tasks they can expect to perform.

 

Over 50 courses were created, in-house, in no time. Many static documents and plain text resources were transformed into engaging, interactive eLearning. This was made significantly easier by the fact that with imc Express, a single plain text input can be converted into multiple outputs, such as SCORM, web content or ebooks. This content was then imported directly from imc Express into the Learning Magagement System (LMS), reducing manual content upload.

 

Providing this content as soon as volunteers have their roles, ensures that they can start to prepare for the games immediately without having to wait for their face-to-face training. They will have access to photos, videos, maps and more created with imc Express by leaders in their functional area, ensuring they can turn up for their face-to-face sessions with a foundation of knowledge.

 

This primarily self-created approach will also allow the Birmingham 2022 Commonwealth Games team to accommodate inevitable last-minute requests for learning content, as they can all be quickly created in-house using templates and the imc Express tool’s artificial intelligence to pull together accessible, attractive and engaging learning resources for thousands of volunteers, contractors and paid employees.

More about this project

Join us for part 4 when we will take a look at the implementation of imc’s LMS for the Birmingham 2022 Commonwealth Games, including the challenges they overcame and how they launched the LMS to a workforce of over 50,000…

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How (not) to develop E-Learnings quickly

Rapid Content Development: Creating E-Learning Trainings Quickly

Why fast creating digital trainings is possible but risky

... and suddenly, the training had to be scrapped. Many companies made that experience in lockdown number one. Employees needed to be trained, but the training was postponed due to Corona. Again. And again. However, most types of training simply cannot be endlessly postponed or even be cancelled altogether.

 

A pragmatic and swift solution is needed – training needs go where the employees are: their home office. For many companies, that means digitising learning content, and doing so quickly. They need rapid content development. This trend was already apparent before Corona, but the pandemic greatly increased the demand for the technologies that facilitate rapid content development.

 

This article explores what qualifies as rapid content development, what type of learning content is suitable for rapid digitisation, and what risks a strong focus on speed entails.

INFO

Definition: Rapid content development (RCD) is an agile model for teaching system design, comprising a preparation phase, an iterative design, template-based re-usable components and e-learning tools for quick and cost-efficient provision.

Speedy please – but without quality loss

We want things now: fast food, coffee to go, messenger services, online shopping … we no longer have time. Companies have also clocked onto this trend, and want to stay up to date with their training courses. An ever-increasing amount of knowledge is expected to be available almost instantly on various media while maintaining a high quality standard and staying within budget.

 

The solution: rapid content development. But wait a minute! No matter how fast you go, the quality of the overall learning solution must not be compromised. That’s why learning experts like Eva Lettenbauer always look at the big picture.

Eva Lettenbauer, imc

Eva Lettenbauer, Specialist Learning Experience Design at imc

INTERVIEW

Hi Eva, thanks for “quickly” making time for us. How did you experience the rapid content development hype last year?

Especially at the beginning of the pandemic, many companies were facing the challenge of having to digitalise their face-to-face training in a short space of time. However, directly transitioning classroom-based training courses to a virtual classroom or web session is not always effective, and it’s most certainly not efficient.

That is why we always examine the specific issues and objectives. This allows us to digitise specific learning content in a way that drives outcomes and boosts performance.

How do you handle requests for “rapid” content?

Since requirements differ as widely as the type of knowledge to be conveyed, digital solutions vary enormously. We start by analysing the sharable knowledge and the desired outcome. We also examine if the integration of certain existing learning solutions or curated content would add value, and examine the suitability of different learning infrastructures. Finding the right formats for the content at hand has to be a priority, as this then allows new content to be created quickly and systematically.

Often, less is more. It pays to take a closer look and be more deliberate when starting the rapid content development process, and avoid mistakes.
Eva Lettenbauer
Specialist Learning Experience Design
imc

What risks does rapid content development involve, and how do you avoid them?

There is a risk of quality loss – creating too much content while neglecting quality, or losing sight of the target group, their performance or the intended business outcome when designing and creating content. This can make the learning solution irrelevant and ineffective. Often, less is more. It pays to take a closer look and be more deliberate when starting the rapid content development process, and avoid such mistakes.

Warning danger

When would you recommend slowing down?

Whenever learning corresponds to behavioural changes, aims to change the learners’ mindset, or the branding, look or feel of the learning solution are important, investing time to achieve a high-quality solution is paramount. This is the only way to gain the learners’ lasting interest and make them believe in digital learning approaches.

GOOD TO KNOW

Authoring tools enable companies to create learning content themselves or digitise existing material. This facilitates a flexible response to learning requirements within the company.

Authoring tools are cost-effective and allow both internal experts and other employees to create training courses. This is also known as user generated content.

What are the limits for content creation with authoring tools?

Authoring tools like imcExpress are ideal for quickly creating and sharing content based on facts or background knowledge. Digital learning content can be created quickly and – crucially – kept up to date. However, no learner should be trained exclusively with web-based training courses. Especially if their development involves the application of specific practical skills, traditional web-based training is seldom enough – but that is all an authoring tool can deliver.

What would a worst-case scenario look like? How “not to” do it?

Worst case: 5 days of face-to-face classroom training is taken “as is” and squeezed into a 3-day training course in a virtual classroom. Endless recordings of face-to-face training or web sessions replace the on-site presentation of the material.

 

Best case: A 3-day face-to-face training course is digitalised and broken up into various learning nuggets like short web-based training courses, complemented with learning tandems, snappy web sessions and curated content.

How about a quick summary? Happy to be at your service:

Sketchnote for rapid content development
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Contact person

I joined the imc newsroom team in 2021. As a journalist my heart beats for content and storytelling.

 

I’m excited to figure out how e-learing and digitization affect the future of work. My task is to create content to talk about and I’m always looking for trends.

 

Privately I love to travel and eat Tapas.

 

Topics: E-Learning Trends, Corporate Social Responsibility, Press and Influencer Relations

Nina Wamsbach, Communications Manager, imc AG
Nina Wamsbach
Communication Manager