Microlearning is just the ticket to engage remote workers

If you have freelance workers you need to know about microlearning!

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Microlearning is just the ticket to engage remote workers


Gaining and keeping the attention of your employees is hard enough but engaging remote workers is a task that continues to baffle even the savviest of managers. Microlearning is a tool that continues to gain popularity because of its ability to engage learners effectively.

At the Society for Human Resource Management 2016 Annual Conference in Washington DC, it was noted that the "rise of freelance workers" was one of the top five biggest employment trends. With many freelancers working at remote offices, the ability to manage without borders is going to become a critical skills globally.

One of the biggest complaints about remote workers is the lack of attention and engagement during training. Microlearning can solve this problem with short, concise snippets of training which is conducive to how the human brain remembers information.

Microlearning is the most effective way to train employees, and especially remote workers.

  • Digestible. Provides short lessons with a single learning objective.
  • Point of need. Training available just in time.
  • Action based. Gets people to immediately apply what they learn.

Employees often state that they just don’t have time for training. Amid all the zillions of things vying for their attention, workers are only able to commit to about 1% of their time to training and development.  This is why providing microlearning to the training mix can help stave off low interest and engagement.

Here are our top tips to incorporate microlearning into your training methods to engage your remote workers:

  • Break up your training. Try taking one typical course and breaking it up into a series that covers one topic at a time.
  • Engage your learners by presenting via a live feed. Remote workers often feel disconnected. Show your face to convey enthusiasm and a real human connection.
     
  • Have learners share their screen. During Q&A for instance, it’s nice for learners to feel included in the conversation. It’s also less likely that they’ll goof off or stop paying attention if they know they’ll be seen by others.
     
  • Add interaction every few minutes. This could be in the form of chat pods, running a poll or getting people to write on a shared whiteboard.

Create content that matches the attention span 

Create content that matches the attention span. Our brains process video faster than text, which minimizes the content’s cognitive load. Avoid trying to turn your traditional four-hour course in PowerPoint into the same course online.

Another way to follow up with your microlearning efforts is to continue the conversation in a social setting. Once the course is complete, the conversation doesn’t need to stop there. Many learning programs have a social learning component to them.For instance, let’s say you broke up your typical course into a 5-part microlearning series. After teaching the first course, you can instruct your learners to dive into that single topic via discussion boards or team sites until the next course. This provides the best of both worlds for the remote worker. They are engaged with shorter snippets of learning material and also provided the opportunity to interact with their peers to work on the topic at hand.

Before getting frustrated with short attention spans or lack of engagement by remote workers, take control of the situation by providing learning the way they want it...short, concise and engaging. Microlearning is the perfect solution to appeal to all of your busy employees, but especially those working remotely.

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