You want to increase employee engagement. How can you leverage educational technology?

Education industry has been at the receiving end despite contributing immensely to industry and nation. Coming to employee engagement, employees feel engaged and valued when they improve in terms of skills and incentives. Incentivizing employees by learning and development is a better investment than any other incentive. One, it gives higher RoI. Two, it keeps employees satisfied and productive. EdTech, with its emphasis on learning experience plays crucial part. A robust LMS with an effective instructional design covering learning objectives, content, and relevant assessments can be a powerful tool for engagement. Moreover, adaptive assessments can help companies figure out level of employees and can recommend resources to upskill.

Increasing employee engagement through educational technology involves creating a culture of learning within the organization. This culture encourages and supports employees in acquiring new skills, expanding their knowledge, and enhancing their performance. Educational technology plays a pivotal role in this by offering access to diverse and relevant learning resources, including online courses, podcasts, videos, blogs, and ebooks. Additionally, edtech enables the creation of customized learning content such as microlearning modules, quizzes, simulations, and gamified scenarios. By leveraging educational technology, organizations can make learning more accessible, engaging, and enjoyable for employees.

The organization could start with a change its mindset. If it appreciates and celebrates employees' new achievements and acquired skills, this will be a stepping stone towards a learning culture. Secondly, if possible, the organization could also provide financial aid to high-performing employees who could benefit from their newly acquired skills.

The learning culture in an organization will not change with a few shiny new tools and digital gadgets that gamify learning or break it into micro bites (as described in the paragraph on the left). In order to truly create a learning culture, it should be a top priority for the leadership team, as well as a shift in mindset. Learning on the job should be encouraged and incentivized. Executives need to lead by example and share their insights and learnings with their teams. Making time and space for learning should be considered a valuable time investment. When these behaviors and strategic priorities are in place, then one can begin to choose the right tools, platforms and content to meet the organization's objectives.

A strong team culture can invite and incite learning for peers. To inculcate a learning culture as a team leader you have to be the forerunner. Urging talented and skilled faculty to be subject heads and lead their teams with the school ethos does wonders. The usage of Ed tech can increase if a skilled and expert teacher of the subject is attached with a not so adept and dexterous one as a peer or buddy support teacher. These combinations gradually take a team to unprecedented heights as strong professional friendships and a healthy bonding certainly make workplace and job a fun place to be.

Everyone learns differently. Having some options that allow people to build up their weak areas as well as support their strengths are often well received in a culture that promotes curiosity and learning through interest.

Identificar las necesidades individuales: Realiza evaluaciones de habilidades y encuestas para comprender las áreas de interés y las necesidades de desarrollo de cada empleado. Crear programas de desarrollo flexibles: Dise?a programas de aprendizaje modulares que permitan a los empleados elegir entre una variedad de opciones de capacitación para satisfacer sus intereses y objetivos profesionales. Utilizar tecnología educativa: Implementa sistemas de gestión del aprendizaje (LMS) que permitan a los empleados acceder a contenido de aprendizaje en línea de manera flexible, en cualquier momento y desde cualquier lugar.

Ofrecer opciones de aprendizaje a su propio ritmo: Proporciona contenido de aprendizaje en formatos variados, como videos, podcasts, lecturas y actividades prácticas, para que los empleados puedan aprender de acuerdo con sus preferencias y horarios. Asignar mentores o coaches: Asigna mentores o coaches que puedan guiar a los empleados a lo largo de sus rutas de aprendizaje personalizadas, brindando orientación y apoyo individualizado. Establecer metas claras: Ayuda a los empleados a establecer metas de aprendizaje específicas y alcanzables, y proporciona retroalimentación regular para ayudarlos a mantenerse motivados y comprometidos.

Promover la comunicación abierta: Establece canales de comunicación que fomenten la colaboración entre equipos y departamentos, como reuniones regulares, plataformas de mensajería instantánea y herramientas de colaboración en línea. Crear un entorno de confianza: Fomenta un ambiente donde los empleados se sientan seguros para expresar sus ideas, hacer preguntas y compartir feedback sin temor a críticas o represalias. Facilitar la colaboración en proyectos: Promueve la colaboración entre empleados al asignar proyectos interdisciplinarios que requieran el trabajo en equipo y la cooperación para lograr objetivos comunes.

Fomentar la retroalimentación constructiva: Capacita a los empleados y a los líderes para dar y recibir retroalimentación de manera efectiva, enfocándose en el crecimiento y el desarrollo profesional. Reconocer y valorar las contribuciones: Celebra los logros individuales y de equipo, reconociendo públicamente las contribuciones de los empleados y mostrando aprecio por su trabajo colaborativo. Establecer procesos formales de retroalimentación: Implementa sistemas formales de evaluación de desempe?o y revisión de objetivos que incluyan oportunidades regulares para la retroalimentación entre empleados y supervisores.

Utilizing educational technology (edtech) is a powerful means to make learning more social, dynamic, and meaningful for employees. Edtech facilitates collaborative and interactive learning experiences, fostering a sense of community among employees. Features such as discussion forums, virtual classrooms, and collaborative projects create opportunities for social interaction and shared knowledge. The dynamic nature of edtech enables adaptive learning paths, catering to individual learning styles and preferences. Moreover, incorporating gamification elements, such as badges, certificates, points, and leaderboards, provides a rewarding and satisfying learning experience.

Establecer un programa de reconocimiento: se debe Implementar un programa formal de reconocimiento que celebre los logros individuales y de equipo de manera regular y consistente. Reconocer públicamente los logros: se debe destacar los logros de los empleados en reuniones de equipo, boletines internos, correos electrónicos o tableros de anuncios para que todos en la organización estén al tanto y puedan celebrar los éxitos. Proporcionar recompensas significativas: se debe ofrecer recompensas tangibles, como bonificaciones, días libres adicionales, certificados de reconocimiento o regalos personalizados, que demuestren el aprecio de la empresa por el arduo trabajo y los logros de los empleados.

If you dont commend people for their work, dont expect them to be proactive in pushing the boundaries of what you are asking them to do. Positive support and feedback or critical to inspiring a workforce.

Establecer un programa de reconocimiento: Implementa un programa formal de reconocimiento que celebre los logros individuales y de equipo de manera regular y consistente. Reconocer públicamente los logros: Destaca los logros de los empleados en reuniones de equipo, boletines internos, correos electrónicos o tableros de anuncios para que todos en la organización estén al tanto y puedan celebrar los éxitos. Proporcionar recompensas significativas: Ofrece recompensas tangibles, como bonificaciones, días libres adicionales, certificados de reconocimiento o regalos personalizados, que demuestren el aprecio de la empresa por el arduo trabajo y los logros de los empleados.

To enhance learning, besides cultivating a culture of learning and offering incentives, it's necessary to align learning paths with the specific responsibilities outlined in the job description. Engagement in optional activities often falls behind, as priorities tend to skew towards mandated tasks. Consequently, making learning an obligatory aspect of the role ensures it receives the attention and priority it deserves. This alignment ensures that employees' development is directly connected to their professional responsibilities, fostering a more motivated, skilled, and effective workforce.

Before rushing to add more tools to generate engagement, you should ask yourself - why? What is my ultimate goal and how will I achieve it? Engagement is usually a means to an end (such as enhanced employee retention, better learning outcomes, increased efficiency, higher quality work, happier team members). When the goal is clear, that is when you define metrics, as you cannot improve what cannot be measured. Simply counting clicks into a new app or platform won't necessarily get you to where you want to be, even if it is called "engagement". So I would take the opportunity to reflect on the company priorities, then ensure the tools, content and delivery are intentionally aligned with them.

Employee who like to learn, will eventually do it themselves. Foor such employees introduction of various areas of learning shall be good. For example: Negotiation skills, but in context to the business.... Employee who do not like the traditional learning, may need to catered in a different manner. In terms of challenges & games... impromptu... Or choose your buddy mentor

Na minha experiência vejo queo engajamento dos funcionários é essencial para o sucesso de qualquer empresa. A EdTech oferece diversas ferramentas e recursos que podem ser utilizados para aumentar o engajamento dos funcionários. Ao utilizar a EdTech de forma eficaz, você pode criar uma cultura de aprendizado contínuo em sua empresa.