Using eLearning to Drive Performance Management in the Era of Pokemon Go
Sept. 15, 2016 • Joanne Wells • Mobile
Since its July 2016
release, augmented reality game Pokémon Go
has set sales records around the world and become a social media and pop
culture phenomenon. Pokémon Go
signals a convergence of mobile technology and real-life interaction that some
say blurs the boundaries of online and real life.
The success and
popularity of Pokémon Go confirm what
eLearners have known for a long time: A digital interface, engaging
interactions, gamification, and a focus on action lead to user engagement.
These are also the
defining qualities of an effective eLearning strategy that can help
organizations dispense knowledge and develop the skills of today’s workforce.
Workforce expectations are
games like Pokémon Go raise the
stakes for both performance management and eLearning strategies. Ultimately,
every business is defined by its workforce. Executives know that developing the
workforce is worth the investment, too. According to
Bersin by Deloitte’s Global Human Capital Trends 2016 report, 84 percent of executives surveyed view learning as
an important issue (40 percent) or a very important issue (44 percent). And the success of games like Pokémon Go signals that today’s
workforce, and Millennials in particular, want—if not need—an immersive,
on-demand learning environment.
Here are three ways to
help keep your performance and eLearning management strategies in step to help
employees grow and develop.
1. Make it mobile friendly
Take a look around. On
average, one-third to one-half of everyone you see will be working their
smartphones. In a remarkably short time frame, we’ve become inseparable from
these devices—which means that all learning content needs to be mobile friendly.
Mobile also includes
tablets and laptops. An effective mobile strategy needs to embrace responsive
design to ensure your employees can access training materials on any device or
browser. They will have their devices, they will travel—and learn, wherever and
whenever. If learning content isn’t accessible from a mobile device, fewer
employees will see it. Think about how that will impact performance improvement
2. Break it up
Some call this “chunking”—the
strategy of breaking up information and content into bite-size units. Chances
are you’re already doing this with your eLearning, but this is particularly important
for mobile users. Chunking helps make it easier and faster to learn content,
especially on a small form factor like a smartphone or tablet. Here are some
techniques for chunking:
bullets and numbered lists to bring structure to your content.
- Use one
screen per topic. Learners will scroll, but don’t make them click to continue
with your content.
- Divide your
lessons into shorter modules. It’s better to have a number of shorter modules rather
than a single long lesson with unbroken content.
3. Go YouTube
While traditional validation of course content
is still important, there’s no denying that most experts have both an online
and a YouTube presence. They regularly post or publish well-researched and
often peer-reviewed special reports and video tutorials with excellent content.
That means YouTube and resources like TED Talks have emerged as a legitimate
way for your employees to acquire valuable information and knowledge. Incorporating
YouTube, TED Talks, and selective specialized sites into your eLearning will
garner support and engagement—and it’s free.
Linking eLearning to performance
Employees need to see
a career growth path, regardless of where they are in the org chart. As the
world of work continues to spin faster and faster, regular conversations about
employee performance and training and development are key factors for
engagement. In fact, research from Aon Hewitt shows that career development
discussions keep employees motivated and engaged.
online-based activities for teaching and learning at the pace today’s workforce
wants and needs to learn at. Looked at in this way, eLearning—with or without
augmented reality techniques—is clearly a powerful way to support performance
management and achieve specific outcomes that are aligned with or that directly
support individual and organizational goals.
While it’s easy to get caught up in the
excitement of augmented reality techniques for boosting engagement, it’s also
important to remember the real purpose of eLearning is its link to employee
performance management and the need for managers and employees to have regular
conversations about performance and career growth. While employee engagement is good, employee performance improvement is better.