Your team is resistant to digital learning activities. How can you ignite their motivation?

The content for digital learning has to be relevant to real life scenarios, engaging and with crisp story telling! It also has to be adaptive and personalised.

Integrating these Elements: 1. Gamification: Develop a comprehensive points and badges system integrated into your LMS (Learning Management System). Each completed task, module, or quiz awards points, and reaching certain milestones unlocks badges. 2. Leaderboards: Display leaderboards prominently on the LMS dashboard. Ensure the criteria for ranking are clear and fair, such as total points, speed of completion, or specific achievements. 3. Daily Contests: Use the LMS or a dedicated platform to issue daily challenges. Ensure the challenges are relevant, engaging, and varied to cater to different learning styles and interests.

To spark the motivation, Gamification and Leaderboards are important. But as always, the content has to be relevant and it should be byte sized in nature. Too long contents make them boring and thereby loss interest. Nudges are a great tool to bring them back or remind them where they have left. This can also act as a tool to give them updates about changes in leaderboards.

A la lecture de la question, me première idée est l'adéquation des activités d'apprentissage aux besoins de la cible et de la cible elle-même. C'est une évidence. Mais, en formation interne, il est un point, souvent oublié, qui est le dégagement de temps pour se former : la formation sur le temps perso est rédhibitoire et premier motif de désengagement. Pourtant, lorsque j'étudie les plannings des personnes en formation, il n'y a que très rarement des espaces libérés pour se consacrer aux activités d'apprentissage. Si bien que, même avec les meilleures intentions pédagogiques, on ne peut obetnir la motivation, l'engagement d'un salarié qui doit se former entre deux formations, à un moment où il est préoccupé par un projet en cours, etc.

Some of the ways to get started could be : 1. Promote basic digital literacy amongst your team members 2. Analyse complex digital activities into simple tasks & group of tasks. You may want to assign small digital tasks first and when team members build confidence, then assign group of digital tasks followed by a digital project and so on. 3. As digital way of working is not the same experience for everyone, specially those who witnessed several technological shifts, a diverse team can help each other in embracing digital way of working. 4. Offer a reward that addresses motivation in learning digital changes and putting them into practice.

What is measured always gives the sense of delivery to the self, a. realistic with clear targets, b. Regular health check of progress being made and c. Small milestone celebration will add a sense of achievement and success.

Many a times employers fail to realise that digital learning systems are not just an alternative backup to conventional learning methods. it is probably a new way of operating while conservative methods become a backup system. In an era of digital puritans, learning on online platforms, perhaps could be the best way of engaging techno savvy generation : Things to keep in mind while setting the goals : - Set specific measurable goals for digital learning of each employee - Include these goals in performance evaluation process - Refine these goals, every year based on market research that shows the trends of the industry and competitors.

Getting support system for digital learning could be a task in itself. The endless process of raising tickets and wait time could be something most employees dread the most. Some of the ideas to build a robust digital learning support system : 1. Offer a blend of traditional (IT department with human operator) and fully digital support platform 2. Keep collecting feedbacks from the users so that this support system can evolve using the feedback data. 3. Make the support process visually appealing. Usually raising incident reports call for lengthy questions and investigations resulting loss of interest or adoption of shortcuts. Visually appealing process will keep problem reporters engaged and thus long term learning from the incidents.

It seems counterintuitive but I have seen this work well—When people are working in a team in the same location, instead of offering digital learning as an independent activity, hold in-person group sessions to go through the material together. Have each person sign in afterwards to complete their quiz. This is particularly useful when the learners are not comfortable using technology or have trouble fitting education time into their day.

To get the best result with incentives that involve recognition, it’s helpful at the team level to know how people prefer to be recognized. If you don’t know, ask. It can be an interesting conversation.

The greatest advantage of digital learning is the ability to utilise data to gather feedback, (a tool we previously lacked in face to face training). In the past, we depended on surveys and questionnaires, but now, with the right digital learning setup and platform, you can analyse patterns of behaviour and levels of engagement or completion. This provides far richer insights than traditional survey responses. By examining data on completion rates, time spent on tasks, areas where learners struggled, or components that were revisited, you gain valuable feedback in an effective manner.