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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

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.

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.

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.

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.

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. 

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.

Katrin Heidler has already supported numerous customers as a strategic sparring partner for the design of leadership training courses.

“Given all the hype around leadership and management training, I make a point of focusing the client on the basics,” she explains. “So, at the start, we stay very analytical and nail down things like exactly who the target group is. What defines the group? What is the learning objective? What specific actions and behaviours is the course supposed to teach?

“It’s not enough to simply say, I want to make the managers more agile. I have to be able to specify exactly what actions constitute agile behaviour. Breaking it down to specific actions enables the courses we design to achieve the desired outcome of better leadership ability.”

The return from maternity leave did not go according to plan. Lockdown made the envisioned full-time role impossible, as Sabine Sauer and her husband faced challenges many other couples were only too familiar with. They needed to balance two 40-hour working weeks with childcare. Sabine decided to reduce her hours in her sales role at imc. Her employer’s reaction was a thoroughly positive experience: “It was very straightforward. As a woman, I was given the opportunity to do a cool job without the full-time commitment.”

When talking to Sabine, it is obvious that she loves her job. “Improving processes and driving communication between departments is extremely important to me.” A few weeks ago, she was promoted to Head of Account Management. This came completely unexpected for her. “I think it’s really cool that my employer trusts me to handle this role even though I don’t work full time. There would be no chance of that happening at other companies.”

However, reactions to her promotions were often more reserved in her private circle. She would hear comments such as “How are you going to manage?” or “Is that not a bit much for you?”. The sportsmanship of the former marathon runner and triathlete shines through in how she handles these doubts. “You only improve when you step out of the comfort zone.” Sabine has learned to push through and encourages other women: “You will achieve a lot with good organisation and structure.”

Quite a lot has changed for us after a year of hybrid working. We’ve gone 100 percent flexible but not 100 percent remote – while staying true to our corporate goals, as intended. There have been other changes too, such as our new workation model, a new onboarding programme and new offices. And the feedback from our employees shows we’ve taken the right approach and the transformation is meeting with approval. But what’s the verdict from the company’s point of view? 

Christian Wachter, Chair of the Executive Board of imc, shares his take: “For us as imc, the New Work transformation has been a major step in the right direction. Employees and job applicants alike definitely see it as a plus. Our new structures and work philosophy provide an up-to-date, flexible way of responding to today’s challenges and needs and providing an attractive working environment. And we’ve done that in a way that allows us to stay on track with our corporate objectives.” 

The official recap event was followed by a shared lunch at each of imc’s offices – the perfect way for the D&I crew to bring their year to a close.