Freedom, independence and participation are the core values of the new way of working and learning. Millennials also rely on these values when it comes to learning and training . This article reports on five innovative examples that have been successfully used in various companies to train millennials.
A US service company has developed device-independent content for millennials that supports this target group in particular on the path to self-discovery and improves their personal skills.
The structure and presentation follow the principles of gamification. For example, points are awarded for completing training courses and even additional points for a high quality of training completion. These points are used for various scoreboards and comparisons or competitions between learners. Share and comment functions are used to encourage interaction between learners.
The micro-content is not only personalized, but is also displayed to learners individually in different sequences. This content is also aligned with the training already completed, so that the microlearning nuggets function either as extra training to further develop personal strengths or to reduce individual weaknesses.
A large zoo has developedmicrolearning nuggets to help customer-facing staff learn how to improve their communication skills and better engage visitors.
Appealing graphics with a colorful mix of multiple learning elements are used to achieve a high level of learner engagement. The learning units are so entertaining and so well structuredin the microlearning approach that they can be accessed again and again "in between".
A sequence of control questions and larger tests ensures that the content learned is also consolidated in the minds of the employees.
After the first rollout of the course, the zoo conducted a survey among visitors. This showed that all employees who had completed the training received visitor ratings of 8 to 9 on a scale of 10.
A large insurance company presented HR policies and employee benefits in an entertaining way. To do this, itdeveloped a portal with gamification elements .
The course is based on stories and is divided into different levels that learners have to go through. This leads to challenge, competition and stimulation .
After completing the levels, learners receive badges and points, and leaderboards are displayed to encourage both competition and mutual recognition. This encourages learners to return to the learning content again and again.
The most relevant content on specific topics can be found company-wide via an online portal. An AI-supported application organizes the display and sequence of this content so that it is individually tailored to the user.
The content is created simultaneously "by all users". This can be done easily and in just a few minutes using the right tool. The portal enables learners tofollow individual learning paths and build communities that promote continuous learning.
A driving force behind user engagement is the question-and-answer function. If content cannot be found on the platform, searchers ask their questions to colleagues who are predestined to answer them. They can answer the questions accordingly (or pass them on). With the new answer content, the questions have also been answered for all other colleagues - and can be found again and again in the future. This creates a curated library of the entire company's knowledge.
An offer with informal microlearning nuggets on the topic of data security was developed for a software company.
A responsive web-based training format was used for this. The entire application was designed with interactive parallax-based scrolling and appealing graphics - matching the requirements of the specific target group.
Different communicative approaches were even chosen to engage learners in offices around the world, each with different levels of data security.
During the journey through the learning offer, learners receive tips and deepen their knowledge of proven methods for protecting data.