Employee L&D programs are an important part of every organization as they help employees learn the necessary skills to perform well in their jobs. With an employee-centric L&D program, you can also help employees learn new things to stay competitive.
But in-person training sessions make it difficult for employees to balance work and learning. These sessions were scheduled to ensure employees finish learning within a stipulated time frame. Thankfully, with the introduction of online learning tools employees can learn whenever they want.
This introduction of LMS to deliver eLearning courses changed the way employees were offered L&D opportunities. With all-in-one platforms like Adobe Captivate Prime LMS employees had access to both self-paced courses as well as synchronous virtual classroom experience.
Even after so much flexibility in learning, a lot of businesses fail to see employees participating in L&D programs. So how do you get them to learn? Implementing the just-in-time learning approach could be a good solution.
What is just-in-time learning?
Just-in-time learning means giving employees the knowledge and skills only when they need it. So basically you do not force them to learn in hopes of them needing that information. The training is delivered on-demand via eLearning platforms and the best authoring software that is available.
It’s like looking for a recipe only when you have to cook a particular dish. You don’t learn to cook that dish in advance with the hopes that you will need the knowledge some day. The biggest benefit of this is that employees will willingly consume information & be able to use it in their work.
Implementing just-in-time learning:
There are huge challenges associated with implementing just-in-time learning because it means always having a lot of training content available when employees need it. Without a strategic approach, it can get difficult to use it successfully. Here are 3 easy ways to implement it and help employees make the most of it.
- Assess employee learning needs:
The most crucial step that most employers skip is understanding employee learning needs. Without having an idea about what skills employees need, it can become challenging to provide it on-demand.
Not everything has to be just-in-time. Having the right information can help you curate the right content. Ask employees what they need and the kind of issues they face in their work. This should give you a fair idea about what to include in the training course.
- Make content easy to consume:
Since employees will be consuming the information in a time of need, it is best to keep it simple and easy to understand. Break down complex topics into small chunks so they are easy to access even in shorter periods of time.
Keeping your content crisp, short, and to the point will allow employees to gain knowledge quickly and start utilizing it immediately. This microlearning approach of content structuring also promises a higher rate of retention.
- Make it relatable:
It becomes easy to absorb a concept when it is explained with the help of examples. Make sure your just-in-time training content includes real-life scenarios to provide deeper context on a complex topic.
This not only makes the content easily relatable but also allows employees to understand it in greater detail. Great just-in-time training content must use industry-based real-world examples so employees understand exactly how to tackle common issues.
Conclusion:
Organizations that care and invest in employee learning want their employees to have all the flexibility they need. The just-in-time learning approach is a step towards ensuring employees learn without compromising on work and have a rich learning experience. It’s a versatile approach that helps employees stay on top of things in a stress-free way.
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