Workplace learning and development should be accessible and valuable to learners and business leaders alike. Employees need ample opportunity to upskill, reskill and train, not only to benefit the enterprise, but also to stay engaged over the long term. And leaders need to know whether they are training their teams successfully for the future. The challenge, obviously, is achieving both ends to the fullest potential.

On the employee development side, the best learning and development (L&D) strategies today incorporate science-backed methods that align with our understanding of how humans learn and retain information. To create effective learning programs, many organizations are taking advantage of the latest in neuroscience-based learning methodologies that reinforce knowledge in a way that promotes long-term retention. This is sometimes referred to as microlearning.

A key is finding a learning platform that integrates seamlessly with systems that employees use every day. Ideally, learning can be delivered through existing learning management systems (LMSs), human capital management (HCM) platforms, work management solutions or communication and collaboration software.

When this occurs, companies can automate critical business processes, drive data consistency, deliver better learning experiences and extend the learning process far beyond one-off training events. The right learning solution will also provide in-depth analytics about employee performance that decision-makers can use to refine their L&D strategies.

Keeping this context in mind, let’s explore common pain points of traditional learning systems and how those pain points can be solved by integrating science-based microlearning capabilities with other software applications.

An Easier Approach for Learners

Starting a new job is exhausting. Employees are constantly absorbing enormous volumes of information about their responsibilities. At the same time, they may be learning to navigate multiple company systems, which is why bulky, time-consuming educational modules can feel like they pull them away from their work and other critical activities. When these modules exist in their own systems with unique interfaces and logins, it’s natural for workers to feel overwhelmed and confused during the onboarding process.

That’s why learning platforms that integrate directly with existing applications is so important for workers. Rather than moving back and forth between multiple systems, employees can receive microlearning challenges in the flow of work, wherever they are in the tech ecosystem. They can quickly learn new information relevant to the current task, making it easier to connect the dots between training concepts and on-the-job application.

A Better Approach for Business Leaders

Learning platforms that integrate with other technology also offer a powerful solution for business leaders. The challenge for many decision-makers today is that they don’t have reliable data on how their learning programs correlate to business outcomes. Consequently, they can’t course-correct when employees are struggling or double-down when something is working.

When learning platforms do integrate with existing technology, leaders have better insight into how well employees understand specific systems, topics and tasks. They can provide additional coaching where it matters most and make better decisions around how to upskill and reskill workforces, so long as the learning platform maintains robust data about every interaction.

A Simpler Approach for L&D and Training Teams

Many L&D and training teams today rely on disconnected tools to facilitate employee development. Using all these tools is often cumbersome, which makes encouraging workers to engage with traditional LMS courses even harder. L&D professionals risk wasting time managing multiple solutions, and employees don’t retain whatever it is they are supposed to be learning.

It’s much easier when learning solutions are capable of plugging into an existing learning ecosystem and by doing so, enrich learning experiences for employees. Therefore, the right system saves time at the organizational level and improves outcomes at the individual level.

Find the Right Microlearning Solution

Finding the right microlearning solution can dramatically improve the overall L&D function at any company – it’s the key piece to round out and enhance existing learning tech investments. At a time when the world is constantly evolving, helping employees grow effectively is more important than ever. And empowering leaders to make better decisions is crucial.

The best path forward is to find a learning platform that capitalizes on how humans learn best – one that is scientifically proven, lightweight and engaging for employees, and is able to integrate seamlessly with technology already in use. The real-time approach to training promotes employee proficiency and retention, while simplifying life for L&D teams and giving leaders the insights, they need to train and develop high-performing workforces.

Share