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January 2020

How Microlearning Increases Personal Connection

How Microlearning Increases Personal Connection 1226 796 VP Legacies

According to a study in Time, the average human attention span is currently around 8 seconds. This value is slated to fall even further, thanks to screens that never turn off and increased caffeine intake, among other factors. Reading books is now an almost archaic habit – with audiobooks taking the center stage of written content consumption. 

The trend also signifies a large decline in the learning capacity of the human brain. Content creators and educators are faced with the issue of connecting to learners and efficiently capturing and retaining their attention. The bigger problem, however, is that learners tend to forget the dissipated information. Retention of knowledge is a hard challenge to overcome, but one that is crucial to ensure the progression of eLearning. At VP Legacies, we know the value of personal connection for keeping your employees happy and engaged with your company. Here’s how microlearning can help.

Related: eLearning vs. Microlearning: What Are the Differences?

What is Microlearning? 

The eLlearning sphere is currently dominated by microlearning, an education innovation that is here to stay. Microlearning is a type of focused training/learning method that doles out short bursts of specific content. The content is typically delivered in the form of small eLearning units, short-term activities, and easily digestible, object-oriented media. The units are designed to help users/ learners grasp and remember vast topics in tiny chunks. The lessons are dealt out in 5 – to 10-minute modules and focus on building specific on-the-job skills at the user’s convenience. 

The core principle behind microlearning is the efficient consumption of skill-based eLearning material without overburdening the user. Instead of providing the learner with a bulk of eearning material, and overwhelming them in the process, microlearning concentrates on micro-perspectives and practical contexts. Microlearning is in great demand across corporate settings and other mediated environments. Workplace training modules like software platform initiations and workflow processes can be easily administered through microlearning – and with proven success. 

Training content can take many forms and is usually designed to suit a company’s work style. Typical microlearning content includes interactive media forms like short videos, powerful images/ illustrations, infographics, eBooks, other on-screen text, audio snippets, music tracks, single-screen games and quizzes, simple activities, and multiple-choice tests. The content is highly personalized and target aptitude and application-based facets of the skill in question. 

Advantages of Microlearning 

Engagement 

The goal of microlearning is to communicate the outcome in the simplest way possible. eLearning methods that are off the beaten path tend to stay in the memory for longer periods, while also creating sufficient engagement from the learner. Modern corporate workers are strapped for time and microlearning is the perfect way to create interest in training modules. 

When learners study in short bursts over being forced to sit through hours of droning material, their brains engage with the content easily. This interest also carries forward to future training modules. The best-designed microlearning modules simulate the rewarding emotion of checking social media/ game apps on one’s cell phone, as opposed to prepping for an exam. As a result, you create engagement by connecting with learners on a more personal level.

Efficiency and Cost-Effectiveness 

Streamlined content means less production time and cost. As the content delivered in micro eLearning is trimmed to the fullest extent, writers and developers can produce hundreds of modules in hours. This isn’t just efficient, it also allows the training material to constantly evolve to match changing trends and training requirements. 

Since microlearning does not always require special premium tools, it cuts costs down further. Efficiency in production is one benefit, but efficiency in consumption is yet another. Users can even undergo microlearning on their smartphones on their commute to and from work. The variety offered by microlearning modalities allows workers to absorb, retain, and apply knowledge much more effectively and efficiently. 

Flexibility

Flexibility and personalization is a huge part of microlearning. Learner motivation and interest in finishing more modules naturally stem from the autonomy and modality offered by microlearning. Bulky online courses are not ideal for learners on the go. Microlearning courses are small in size, and can even be downloaded and used when the user is offline. 

These courses also allow trainers a certain amount of flexibility in terms of usage. Microlearning modules can be used as components of larger, organization-wide training drives or as performance support. Depending on the company’s workflow, these courses can also be used as communication tools. 

Personal Connection

Authentic personal connections within the workplace are crucial for training purposes, as well as maintaining an overall healthy work environment. On the surface, microlearning may appear to disconnect or disassociate workers from one another. Employees glued to their screens while finishing modules might not be the best communication instigator. However, continued implementation of microlearning modules can prove to be beneficial when it comes to personal connections. It gives employees talking points and, unlike longer training modules, allows them to stay in touch with methods of internal communication while completing microlearning lessons.

Microlearning modules are designed with specific criteria in mind. When the gamut of multimedia material hits the training floors, employees are more engaged and reach out to each other in order to learn more. Natural curiosity, coupled with a positive ‘let’s go get it’ attitude (stemming from micro-assessments and quizzes) can boost team performance by bounds and leaps. 

Collaborative modules can also serve to increase effective and productive communication among employees. Certain microlearning activities designed for teams can also increase levels of trust and codependency. When a group of colleagues watches a bunch of short videos together, they are more likely to have in-depth conversations about the topics involved. 

High-quality microlearning content incorporates elements of relevant pop culture media to increase engagement. GIFs, well-produced short videos with comedic relief, and eye-catching infographics aren’t just boosting engagement and retention. They also serve the important purpose of binding the mutual interests of workers and bringing them together on a common basis – a shared interest in learning. As communication tools, microlearning modules can also be used as ice-breakers. 

Related: 10 Best eLearning Tools Online

Disadvantages of Microlearning 

In-Depth Training 

For subjects that require in-depth training and exploration, microlearning might not be the best fit. Some software or processes require several months of training just to grasp the basics. The trade-off between short, interactive modules versus lengthy, in-depth write-ups cannot be justified, especially if employees are falling short of the mark. 

For example, take the American Revolution. It’s possible to learn the timeline of events, the causes, and the outcomes of the revolution using microlearning tactics like short videos and images. However, in order to understand the underlying intricacies, motives, political underpinnings, and cultural impacts, microlearning is not quite the right option. 

Nevertheless, microlearning can be a great companion tool for in-depth training methods. Microlearning can help reinforce what employees learn in other training modules. They can also target more hands-on skills that will help employees put more abstract ideas into practice.

Complex Concepts 

Bite-sized courses are the best option for a surface level understanding of most concepts. But this mode of eLearning cannot always ensure to translate the complexity of all topics in an effective manner. Microlearning isn’t always suited for subjects that require a lot of patience and content that cannot be boiled down to cue cards. 

Sometimes it’s necessary for the workers to plow through large bodies of well-researched material in order to gain a better understanding of the concept. Extensive comprehension is not always the same as immediate understanding and retention. For example, it’s possible to learn Mandarin for a trip to China using audio snippets and images. 

This would provide the required outcome, where the employees can communicate effectively in a corporate setting with a few key catchphrases. However, if an employee is to be permanently reassigned to China, they will have to study the language in great detail in order to get by. Microlearning can’t help here, tedious study and preparation will. 

Once again, micro-learning can be a great reinforcing tool for longer training methods. To use the example above, textbooks and long lesson plans aren’t enough to learn a language. Short quizzes and other microlearning tools help people practice what they’ve learned as they go along.

Microlearning Strategies and Guidelines

Organizations have to keep in mind certain factors before implementing a brand new microlearning module. The first and foremost factor is to keep the audiences in mind while crafting content. While some users thrive off the streamlined model, others might not take to it so quickly. Identify what kind of groups are present within the organization and design modules accordingly. Analyze previous eLearning efforts in-depth and understand how it was assimilated, and what strategy was most effective. 

Several employees and even executives might not be aware of what microlearning is exactly. It’s important to run a company-wide awareness program beforehand to build a strong business case. Whether the microlearning modules are a viable strategy is an important decision to make. Involve peers, key stakeholders, and management in the process. 

Many times, microlearning could prove to be a huge shift in the existing method of learning (specifically eLearning) within an organization and requires a fundamental change of mindset. Assess the existing content and find ways to leverage available expertise. Don’t throw old playbooks out the window completely. It’s important to ease into the process by merging characteristics of both traditional and modern strategies. 

Always design modules with ease-of-access, internal communication best practices, and deployment strategies in mind. 

How Gradual Microlearning Creates Engaged Communication

Microlearning achieves efficiency, versatility, and personal connection by allowing employees to incorporate and implement new skills as they learn them. As a result, this training strategy improves knowledge retention and helps employees feel engaged with your company while learning valuable skills for their professional career. 

Not only is microlearning efficient, but the short time span of each module means that it can easily be incorporated into your ongoing learning plan. It’s easy to implement and engaging for employees, giving them the opportunity to ask questions as they complete new modules over time and converse with each other about shared courses. It can even be used to drive home complex concepts and give employees the chance to practice and discuss specific skills that are part of a broader learning plan.Get started with microlearning by finding out more about VP Legacies.

Ready to help your employees grow professionally? Check out Custom eLearning Development with VP Legacies.

Denver Startup Week: What To Do with Employee Engagement Data

Denver Startup Week: What To Do with Employee Engagement Data 1086 670 VP Legacies

Employee engagement is more than a survey. 

Although surveys are the start of collecting the data you need to propel your company forward, it takes a conscious effort on part of your executive-level employees to actually leverage this information. You’ll need to consider what employee metrics and data mean, and how you can transform them into strategies to build better employee engagement and a better company. Furthermore, how do you use employee engagement data to find the “right fit” for future hires?

At Denver Startup Week, Colorado leaders across different industries have shared great use cases to accomplish the same goal: right fit hires and a more engaged workforce. VP Legacies contributed insight about devoting resources to forging authentic personal connections across levels and departments.

Related: The Ultimate Guide to Building a Corporate Communication Strategy

What Is Denver Startup Week?

Source: Colorado Biz Magazine

Denver Startup Week is all about sharing new ideas and creating personal connections with the people involved in Denver tech companies and Denver startups. Both Jobber Group and VP Legacies were heavily involved in the week between attending events and hosting various events. 

Jobber Group specifically put together a panel made up of innovative executives working in their own Denver startups to engage and create personal connection with their employees to close the week on a high note. On September 29, 2017 Jobber Group invited  VP Legacies (us) to the Denver Startup Week Employee Engagement Panel called “I’m Measuring Employee Engagement…Now What?” to capture the responses from these talented executives.

Our Talk on Employee Engagement

In conjunction with Jobber Group we have put together the 90 minute video of the Denver Startup Week Employee Engagement Panel: “I’m Measuring Employee Engagement…Now What?” for your viewing pleasure. We highly recommend watching 15 to 30 minutes of it by skimming through it at the very least.

We want to say thank you to our featured panel members and their organizations they represent (Listed in order of appearance in the video below):

Craig Smith, President and COO, HomeAdvisor

Anne Rooney McCord, VP Human Resources, Peak 10 + ViaWest

Rob Dravenstott, SVP and CIO at Dish Network 

Noël Mink, Manager HR Operations, City of Aurora


Want to further engage your employees? Get started with a VP Legacies course built for establishing and maintaining real professional relationships.

What Is a Company’s Greatest Asset?

Our biggest takeaway from the Denver Startup Week Employee Engagement Panel: “I’m Measuring Employee Engagement…Now What?” is that no matter what kind of organization you own, manage or work for, people are the most important asset. Therefore, they should be treated as such with personal connection being at the forefront. 

Data tells only half of the story, and it’s up to you to decide what happens next. Therefore, use the data to connect with your peers and create employee engagement. Use insight to further develop your employee branding strategy to attract and retain talent. At VP Legacies, we’ll help you use data to identify challenges, then deploy a strategy to address these issues while building on your successes. 

Related: 9 Reasons Why Your Employees Are Your Company’s Most Valuable Asset

“The Art of Personal Connection” – CEO Presentation at the 2017 SIM Colorado Women Summer Conference Presentation

“The Art of Personal Connection” – CEO Presentation at the 2017 SIM Colorado Women Summer Conference Presentation 1194 720 VP Legacies

The art of personal connection may seem lost, but as humans, we have the innate want and ability to build relationships. Some may say that life is relationships. We say, “Life is personal connection.” We say, “Personal connection” is life. Therefore, here at VP Legacies we are creating a world where people aren’t afraid to personally connect. 

Related: The Ultimate Guide to Building a Corporate Communication Strategy

Hector Simoudis’s Message

On August 25th, 2017 we were given a great privilege to share stories and insight at the Society of Information Management Colorado Women Summer Conference. Our CEO, Hector Simoudis, shared stories about growing up in the Middle East and fighting against what people were saying about his dyslexia holding him back. His world experience from traveling to 25+ countries, extreme determination and work ethic have made him who he is today—a storyteller with a message to the world that believing in yourself inspires personal connection.

It’s this belief that led to the creation of Personal Connection 101, our interactive video course that holds the secret formula for connecting with others in every facet of your life. Being present when communicating is a way to overcome loneliness and create opportunities for productive collaboration.

Why Personal Connection?

Hector’s presentation is founded on the belief that the art of personal connection is as simple as building trust, sharing your story and embracing emotion. If you do these three things the art of personal connection is simple. The problem is, as Hector put it, human interaction is like an iceberg, we hardly ever go below the service with others. Therefore, we completely close ourselves off to personal connection.

The audience was fascinated by the simplicity of truth in Hector’s presentation. It really hit home when Hector gave them time to share a funny story with one another. At this point everyone began to realize that details really do matter. While facts and figures support our personal connection belief, the release of Oxytocin in the moment allowed everyone to feel it.

He ended his future Tedx Talk (we are submitting his talk soon) briefly speaking about the Platia industry (stay tuned for another blog post about that) and explaining that we are in the midst of a personal connection crisis. The solution is simple. People Matter. 
Related: What is eLearning and How is it Changing the World?

How to Incorporate Microlearning into Corporate Training

How to Incorporate Microlearning into Corporate Training 1226 756 VP Legacies

Corporate training is an essential part of employee growth and retention. Educators and professionals spend time, money and effort to impart training because it’s one of the first times they begin to forge personal connections with employees. The question is, how much do people remember? With the fast pace of day-to-day tasks, it can be difficult to encourage employees to have the attention span to learn. Which begs the question – how can people and educators invest and tackle this situation?

The answer lies in smart learning techniques that are proven to help people retain and understand information better. That’s why many companies are turning to microlearning. At VP Legacies, we help you engage employees with custom eLearning strategies like microlearning. Here’s what you need to know about the benefits of microlearning and how you can incorporate it into your training plan.

Ready to maximize knowledge retention with your training modules? Find out about VP Legacies Custom eLearning Development.

What Is Microlearning?

Microlearning refers to the delivery of learning content in the form of bite-sized information nuggets formulated in standalone modules. Each module spans typically less than 10 minutes and comprehensively addresses one learning objective at a time.

Benefits of Microlearning

Right from the beginning, there are many immediate and obvious benefits. All of them are centered around engaging the human brain in ways that capture their attention and helps with the overall retention and knowledge absorption.

It Tackles Short Attention Spans

It’s a common misperception that attention spans are dwindling, especially when it comes to learning something new. In fact, attention spans are simply evolving to be more selective. The way microlearning works is that it provides small nuggets of information that are easily digestible. It does so by keeping the information short, concise and highly relevant. The microlearning technique makes use of the most attentive timespan, which is the first eight minutes, and keeps content up to or shorter than this time frame.

It Tackles Time Constraints


Even though corporate training is important for the growth of employees and the organization alike, there simply isn’t much time to devote to it. Many people don’t spend more than 1% of their time on corporate training. With microlearning, one can dedicate less time to corporate training while retaining more information. 

Most modules are not more than 10 minutes, which gives corporate training an edge and encourages employees to participate proactively. While longer training modules often make it necessary for employees to take a lot of time out of their day, microlearning allows them to stay connected with internal communication while taking the time to learn on their own.

It Is Highly Specific

Microlearning is all about efficiency. Since it has to convey a lot of information in a short period of time, there is only one way to approach this. Microlearning is impossible without learning the art of being specific. Since microlearning divides content into small information nuggets, it becomes crucial to decide what to include and what should be excluded from it. 

In times like this, one has to incorporate certain techniques and tricks to make corporate training highly effective with the help of microlearning.

Addresses Forgetfulness

Forgetfulness is a trait found in many people, especially with so much new information to remember. Stats show that people forget more than 80% of what they’ve learned within a span of 30 days. If true, does it even matter whether or not people actually learn something new? 

One way to tackle this is through the art of retention and reinforcement. Microlearning makes both these concepts a piece of cake. Its short informational concepts are easy to remember and go back to as and when needed.

How To Incorporate Microlearning into Corporate Training

Now that you know about the benefits of microlearning, the next step is to incorporate it into corporate training.

Have A Goal


When it comes to incorporating microlearning, the first step is to have a clear goal in mind as to what the program aims to achieve. With a goal, it’ll be much easier to form a personal connection with the learners and their specific requirements that form the core of any corporate training program. When employees know what they should achieve, they’ll be able to complete targeted learning more successfully.

Make It Accessible

Learning isn’t and shouldn’t be limited to office premises. Thanks to the advancements in the digital world, information is now available everywhere – and that’s how people prefer to access it as well. The world has gone mobile and it’s about time that learning does too. With any microlearning module, it is important that it is available when the learner wishes. 

You can successfully motivate users to go through the modules in the comfort of their home or on their way to work. The key is to form a personal connection between the training program and the learner, and accessibility is a strong way to establish this connection.

Related: 10 Best eLearning Tools Online

Make Use Of Design

Design is a powerful tool – one that many people underestimate. People are visual learners and are able to grasp and retain visual information faster and in a more effective manner. The beauty of colors, shapes, graphs, images, and even videos makes the whole training program highly encouraging for users. 

With the help of these design tools, learners can make the most of the training program as they learn at their own pace, with the aid of such design elements. IT also adds a fun element to what most people perceive to be a drag.

Communicate Well

The key to disseminating any information is how effectively one is able to communicate and present it. With microlearning, the short informational pieces help with developing a strong connection between the readers and the training program. 

Many people no longer see it as something they have to ‘study’, thanks to its concise nature, and the information presented feels nothing more than a quick read. As a result, employees will see microlearning as one of many efficient pathways for internal communication at your company.

Organize and Analyze

A big part of delivering a microlearning corporate training program is to develop a coherent structure. Corporate training is an important part of any organization’s internal communication strategy and with microlearning, the strategy gets a significant boost. 

Microlearning splits information of the training program into easy to understand, bite-sized modules. While developing the program, it is essential to stay organized and arrange the modules with a logical flow that makes sense to the reader. After organizing the program, the next step is to analyze the efficiency and organizational structure. 

When someone does this once or twice, they can spot any flaws that may have been overlooked or identify any content gaps and fill them in time. It also helps with the overall coherence of the training program, thus adding to its efficiency.

Microlearning: An Essential Facet of Corporate Training

Microlearning can help your company address time constraints with short modules that are quick to complete yet full of information. With achievable goals, accessibility, and effective internal communication, microlearning is easy to implement and produces highly visible results.

Microlearning allows employees to leverage their skills on an ongoing basis. For corporate training leaders and your company’s executives, it’s a time-efficient strategy that nonetheless creates opportunities for personal connections. By creating a plan for microlearning, your team can hone in on microlevel aspects of company-wide goals. Get started developing customized microlearning modules with VP Legacies.
Related: What is eLearning and How is it Changing the World?

What is the personal connection crisis?

What is the personal connection crisis? 1212 788 VP Legacies

Even in a world governed by technology as an extension of our day to day lives, personal connection is a necessity that we all need. Societal pressures have created an illusion that technology (specifically smart phones and other computers) can provide us with everything we need. This is where the crisis begins. At VP Legacies, we’re committed to forging pathways for personal connections that are compatible with the digital age.

Related: Internal Communication Best Practices

Why Is There a Connection Crisis?

Alt text: A woman sits in bed, eyes glued to her computer.

People feel empty. We don’t know why we aren’t happy even though we have everything we need. We can watch whatever TV show we want without waiting. If we want to buy something we don’t even need to go to the store, hope it isn’t sold out, and pray there isn’t a line. If we want a date or something to do this weekend, we can swipe right or look through social media for an event. This sense of detachment translates to corporate culture, too. It’s all too easy to stay plugged into our devices and never talk to someone face-to-face.

Nonetheless, we have started to realize that there is something missing. Some of us have even put a name to it – personal connection.

Related: What is the Best Strategy for CEO Communication?

The Solution

So what do we do? We try and interact with more people by trying out other more genuine dating applications. Our employers even buy us bean bags, install kegs and give us unlimited yoga memberships. People still aren’t happy.

So where do we go from here? Humanity is in the middle of an identity crisis. We know what we need, but have no idea how to get it. There isn’t an app for personal connection (well not yet – we are working on one). You can’t order it with two-day shipping. No, there isn’t a Netflix series you can binge through to learn the secret behind it. Now what do we do?

Well, first we have to admit to ourselves that a crisis exists and we have no idea what to do. Once we do that the solution is very simple – communication and storytelling. We can consult you on your story to help you figure out where to start.

Our Approach to Personal Connection

Alt Text: Employees bond in a collaborative workplace.

While they may seem to be, personal connection and technology are not adversaries. It’s true that technology can encourage isolation, technology can actually be used to enhance and enrich personal connections. Our courses, like Personal Connection® 101: The Iceberg of Personal Connection®, use web-based microlearning to help you learn about strategies for connecting with people in real life. 

Whether it’s having a five-minute conversation with a stranger in real life or an effective phone call with a friend or colleague, we have you covered. Our modules inspire you to face the personal connection crisis with one of its root causes – technology. You’ll learn that it can be your best friend when it comes to connecting with fellow employees, friends, and family members.
Related: 10 Best eLearning Tools Online

How Microlearning Helps with Better Engagement

How Microlearning Helps with Better Engagement 1232 796 VP Legacies

Microlearning allows employees to help their employees do their jobs better and gain long-term skills for  professional development. The short learning bytes associated with microlearning improve internal communication by creating smooth pathways for knowledge transfer and increase knowledge retention. The modules of microlearning are available anytime and anywhere.

The microlearning modules can take the form of standalone courses or as segments of a longer core curriculum. Equipped with a formal learning strategy, employees can incorporate new skills as they begin to acquire them. Since engaging employees is key to creating a workplace with real personal connections, microlearning becomes even more important.

With the pressure to complete tasks quickly often affecting employee performance, it can be difficult to encourage employees to take time out of their day and complete modules with enthusiasm and deep thought. The time frame of microlearning and its adaptation to technology and modern education methods means it’s the perfect way to connect with employees and inspire them to learn. At VP Legacies, we believe your employees are your best asset. Here’s how you can keep them engaged with microlearning.

Related: eLearning vs. Microlearning: What Are the Differences?

What is Microlearning?

Microlearning can be defined as the delivery of short bursts of content provided to learners so as to help them study for their convenience. All categories of microlearning-based training share the characteristic of brevity, which can either be provided as short-term learning activities or small learning units. 

From text to complete interactive media, microlearning content can take various forms. Regardless of the type, the length of the content should be short and precise. You know how reticent employees might be when they’re looking at a long, seemingly endless email in comparison to one that’s short and sweet. Just like an email or another form of internal communication, microlearning should be brief and to the point.  Some examples of microlearning content include text (phrases and short paragraphs), images (photos and illustrations), short videos, audios (small snippets of speech or music), tests and quizzes, and games. 

Different types of microlearning support different formats. Bite-sized learning has actually been around for quite a long time, even before computers came into being. However, the popularity of short bursts of learning has increased in the past few years, especially since smartphones entered the market. In fact, you can even think of leading microlearning platforms as a mix of Instagram and Twitter but in an educational form. 

What are the Benefits of Microlearning in Employee Engagement?

Organizations can benefit greatly from microlearning in terms of employee engagement and several other factors. Some of these benefits are as follows:

Improves Long Term Skills

Microlearning is a great way to make employees improve job performance. The short, frequent nature of microlearning provides knowledge to employees in moments of extreme need, making them highly accessible and adaptable. 

There’s crucial enforcement of previous learning that takes place when employees are subjected to microlearning. The periodic reinforcement they receive allows them to get through their tasks faster, and the instant accessibility lets them become more productive. As the delivery of knowledge happens within the workforce, getting proficient takes a shorter amount of time.

That means that not only will they learn skills that are immediately necessary but retain them better for the future.

Forms Personal Connections

With the right-on-time support and efficient reinforcement, learners get to polish and hone their skills. Since your company is helping them sharpen their long-term skills, you’re also reinforcing their knowledge that you’re committed to helping them grow professionally. If multiple employees are using these modules, they have something to talk about either informally or at meetings.

Related: 9 Reasons Why Your Employees Are Your Company’s Most Valuable Asset

Decreases Delivery Time and Development Cost

As microlearning techniques have a short duration, they don’t require complex graphics or animations. This equates to lower costs in development and quicker turnaround times. This is what makes microlearning easy to design, develop, and deliver.

Be it a standalone asset, a component of grander training initiatives, a solution to finish a task, or a performance tool, microlearning supports an array of purposes and is easy to maintain. Microlearning gives a more efficient ROI and the benefits of implementing far outweigh the costs. This is due to the fact that they can be reused for a milieu of training purposes. 

Applicable for Reuse and Repurposing

Once tweaked a little, the content created for one type of microlearning can be used for other training purposes as well. It’s the modular setup of microlearning that makes it easy and quick to repurpose content. The elements of microlearning can be blended to develop new content.

Since the modules of microlearning are versatile, they can be employed for various purposes across the organization, and used for eclectic learning objectives. With the business objectives constantly changing and developing, microlearning helps you with keeping up by creating forms of learning that match the respective objectives. If multiple employees take on microlearning, you can also improve internal communication by making sure everyone is on the same page about workflow and standard operational protocol.

Makes Training Simpler

We all know that microlearning is easier to manage because of its brevity. As a result, microlearning helps organizations train employees at an accelerated pace and in a much more cost-effective manner. Therefore, the cost associated with creating course manuals for traditional training sessions is eliminated.

The issue of using outdated learning material is something companies will never have to face, since the modules of microlearning can be updated easily. Organizations are able to keep up with the ever-changing business requirements and strategies due to the modular features of microlearning. By providing updated courses to their employees, training managers are able to give their employees a learning experience that’s stress-free. This is because the courses are accessible anytime and anywhere. 

Microlearning is Available on Demand

The microlearning modules are so easy to access that your employees can avail them even from their mobile devices. Therefore, the possibility of building their skills is available to them all the time. If a salesperson, for instance, is meeting a client and needs to know some urgent information, they can just look up the related content about the product and complete the task.

Since microlearning incorporates newly acquired skills right away, they’re bound to remember it for a long time. When information is readily available to employees instead of it being thrusted on them, they feel more empowered, and this leads to a better return-on-investment. 

Microlearning Provides Customized Learning Experiences

Each learner is different and has a unique way of consuming content and retaining information. The same content can’t apply to everyone, and it’s unwise to want to train every employee in a similar manner.

Microlearning is a breath of fresh air in this regard because learners get the option to personalize their learning experiences and choose their own learning path. They can select the modules they want to complete and the ones they wish to omit in order to save time.

They can also choose certifications based on what will help their career. Therefore, microlearning empowers employees through knowledge. Once they’re held accountable for polishing their skills, they begin to take it more seriously.

Microlearning Helps with Attention Spans

It’s easier to engage people in a shorter time frame rather than a long time frame. Therefore, thinking of putting your employees through long training sessions is definitely a bad idea. Microlearning can help you with that.

Microlearning breaks down each and every learning outcome, thereby delivering relevant and to-the-point content. When knowledge is provided to employees in shorter snippets, it’s easier for them to consume and digest. Modern learners want to gain knowledge without having to spend hours on it, and microlearning is the perfect format for it, as its modules are easy to recall and remember.

Microlearning Engages Modern Learners

The modern learner uses technology for almost everything, such as banking, shopping, and more. These tech-savvy beings enjoy learning when technology is involved and incorporated in smart ways. Since microlearning uses technology to impart knowledge, they find it easier to learn.

It keeps them engaged and captures their attention since it’s readily available and fun to engage with. It removes the burden of having to be somewhere physically in order to learn. No particular device is necessary for microlearning, and the ability to choose a device of their choice increases the employee engagement further.

Microlearning Provides Instant Feedback

In microlearning, tracking and pulling out reports is easy. It helps with internal communication by providing instant feedback to your employees, and when employees are provided instant feedback for their performance at work, they can assess their performance and avoid errors in the future. 

The process of transferring information is more effective in microlearning. This leads to less time taken for training, which in turn leads to a higher return-on-investment. Even if you choose a specific module, you can easily edit it within a short span of time. 

Examples of Microlearning with Your Employees

Microlearning allows employees to deal with challenges and find the answers on their own. If you want to use microlearning for better employee engagement, here are some ways to do so:

Videos

You can offer animated videos and whiteboard videos to your employees. They can either be stand-alone modules or sections of a microlearning course. They increase engagement by explaining an abstract idea, providing step-by-step procedures for the visual learners, and providing a different take for those who prefer text by combining animated texts and videos.

Infographics

Infographics are useful because they help condense all the content from a long period of training into the most important points and takeaways. More information can be provided through interactive infographics, which deepens the training and enables the employees to learn more. 

This category of microlearning can be used by organizations in their employee onboarding process in order to take in employees quickly and bring them up to speed with the policies and procedures of the company. Infographics improve internal communication by making basic information readily available so that direct communication can target other detailed points of interest.

Webcasts and Podcasts

Podcasts and webcasts can be an effective tool in microlearning, especially when your employees spend quite a lot of time on the road. You can choose to make your podcasts longer and in-depth, basic and precise, or perhaps a moderately detailed discussion of important theories. 

Webcasts, too, can provide a more visual approach. When viewed live, webcasts also allow for questions from the viewer that can be answered on a real-time basis.

Gamification

Microlearning destroys the myth that training is mostly boring. By bringing in gamification as a microlearning method, organizations can create employee engagement in a large manner. It helps the employees learn concepts while playing a game. You can incorporate all sorts of gamification tools, such as badges, social interaction, levels, and competition, which can help employees feel a personal connection to the modules you provide.

Social Learning

Social media is something used by almost everyone these days, and it’s not just something that can be used merely for entertainment. Social media learning can actually be used as a microlearning method. It connects learners through brief yet thoughtful interactions. 

The internal social network can be used by company trainers to provide material to the employees, post which everyone can connect and join in to continue the process of learning, which leads to better engagement.

Geofencing

Geofencing occurs when organizations provide training in the form of push notifications when learning is necessary in a specific geographic location. This helps when your employees need certain information about a place they’re at. They’re sent the necessary information on whatever device they’re carrying for microlearning. 

Microlearning for Immediate Growth and Engagement

Employees gain access to learning methods across different modalities, which include videos, infographics, gamification, and social learning. This enables them to break the repetitive nature of other forms of learning with more engaging methodology. Because of the unique pacing of microlearning, employees can also expand their knowledge without significantly interrupting their workflow – and even incorporate new skills as they learn them.

Microlearning engages employees through ongoing learning that can be easily incorporated into their daily professional life. With a methodology optimized for personal connections, microlearning provides modules that employees will actually want to complete while allowing them to stay in tune with your company’s daily operations instead of focusing solely on isolated learning modules.

Engage your employees through VP Legacies Custom eLearning Development.

How Internal Communication Strategies Boost Employee Engagement

How Internal Communication Strategies Boost Employee Engagement 761 489 VP Legacies

Of the many formulas that contribute to the growth of an organization, one of them is employee engagement. Employee engagement indicates the potential for a company’s long term success because it understands the value of employee satisfaction and retention. In recent years, more and more people are exploring engagement as revenue drivers – recent studies show 71% of executives cite employee engagement as a primary concern for growth.

You might be wondering how to drive employee engagement in your company: the answer is through internal communication. Communication serves as the driving force behind keeping the morale of employees high. It gives them the reassurance that what they do matters and keeps the spark of emotional stakes alive. 

Internal communication entails treating the employees with respect and letting them know that they all contribute value to the company. Modes of communication are vital pathways to achieving your bottom line, and when they’re thoughtful and well-forged, they can also boost employee morale and help everyone feel connected. As long as employees are kept in the loop, given regular feedback, and exposed to a high degree of transparency, employee engagement will stay high. At VP Legacies, we keep internal communication with real personal connections in mind with every learning module we create for our company. Here’s why and how internal communication can boost employee engagement.

Related: What to Include In an Internal Communication Plan

Why is Internal Communication Important for Employee Engagement?

Reports suggest that 85% of the employees around the world don’t feel engaged at work. This could be due to reasons like not being copied on emails or receiving vague information, which makes them feel left out or disconnected from their work environment. This is where the importance of internal communication steps in. 

Here are some of the reasons why internal communications and employee engagement are strongly linked:

  • Open communication between the manager and the employees makes them feel valued. 37% of employees have confessed that being recognized for their work is the best way to feel supported and respected.

As a company, you should make your employees feel comfortable enough to go to management in case they encounter an issue. Employees should also know that managers are being upfront with them regarding current information about the company. Managers should create a connective environment that allows the employees to share professional intimacies with them, be it concerns about the company or concerns related to the industry. 

  • When the internal communication between the employees and the management is poor, employees can feel anxious and distracted. This causes a disconnect between the employees and the company, leading them to hold back key insights from their fellow workers, who in turn feeling withdrawn from their work and the team. 
  • Internal communication encourages conversations between people from various departments. This allows goals to be reached more quickly, as people feel free to interact with one another in case they need help with their respective work. 

If the in-house departments don’t coordinate with each other, the efficiency and rate of progress slows down. This in turn causes work to feel mechanical for most employees, and that’s the last thing you want as an organization.

Related: Internal Communication Best Practices

How to Use Internal Communication Strategies to Increase Employee Engagement

Boosting employee engagement through internal communication is something more and more organizations are formally trying. Some of the ways in which you can accomplish that are as follows:

  1. Make the Company’s Goals and Objectives Visible

Publish the goals you have for your company so that your employees can view them at all times. This allows you to approach your employees from a transparent perspective. When an employer’s goals are transparent, employees tend to find it easier to understand, and therefore work towards achieving that goal.

Clear goals help in improving productivity and performance around the workplace. When your employees know that their contribution aids in the growth of the company, they feel responsible and motivated enough to work harder. 

Find a course that meets your company’s goals at VP Legacies.

  1. Lower the Frequency of Meetings and Emails

While meetings and emails form an indispensable part of the workforce, most companies can stand to lower their frequency. Today’s younger workforce generation doesn’t believe in unnecessarily long conversations. They prefer to achieve tasks quickly yet efficiently. 

No one wants to read long emails. Keep your emails short and crisp. If a message can be conveyed through two lines, then do so. The same goes for meetings. Meetings are usually seen as hurdles in the way of productivity as far as employees are concerned. More often than not employees feel they could be getting a lot of work done instead of having to sit for a meeting whose intention could have been conveyed via an email.

Use the power of internal communication. Employ in-house messaging forums such as Slack to discuss work with your employees and create pathways for personal connection. You can also use Slack to pass on important information before meetings so that no extra time is wasted. 

  1. Make Your Managers More Accessible 

Managers are the people employees turn to whenever there are problems with the work ambiance. Make sure that your employees have a constant line of communication with your management team. Encourage those sort of warm, cordial relationships between these two segments so that a harmonious environment can be maintained at work.

Provide your managers with all the necessary tools of online communication. That way, employees won’t have to wait till weekly or monthly meetings to put their concerns forward and have them sorted.

  1. Conduct Surveys and Listen Carefully

One of the most effective ideas for internal communication with regards to enhancing employee personal connection is conducting surveys every once in a while. These surveys can include questions regarding new strategies, management behavior, and the overall company structure. Make the surveys anonymous – this allows the organization to recognize its flaws and make amends accordingly.

Truly listen to your employees when they talk, be it through their surveys or during face-to-face conversations. Jot down their inputs and make it a point to work on them so that everyone working under you feels comfortable. 

Summing Up

When an organization employs effective internal communication strategies, it makes the employees feel more secure and motivated. Engaged employees tend to be more dedicated towards their work. In fact, employee engagement increases productivity by 17%, with reported profit rates for a company going up to 22% when their employees feel more engaged. 

Therefore, use your internal communication system effectively, and you’ll find your employees consistently working harder to drive bottom-line goals at your company. Find out here how VP Legacies can help you reach your internal communication goals.Related: Crisis Management for Businesses

What is Microlearning?

What is Microlearning? 766 384 VP Legacies

With the world’s rapid technological advancements in the past few years, new tactics and strategies are redefining virtually any niche you can think of. Chief among those niches is education, which has seen several different disruptive strategies and technologies emerge over the past decade. Of those numerous strategies, microlearning has proven to be a game-changer in encouraging deep learning while allowing employees to stay connected with those around them. Upended the way we view workplace training programs, microlearning boosts employee morale by fostering day-to-day growth.

This modern-day solutions to corporate learning has emerged as one of the most effective and engaging ways to keep learners excited about exploring new arenas. At VP Legacies, we incorporate microlearning into our eLearning tools to keep your employees engaged and connected. Here’s our guide on everything you need to know about microlearning.

Related: Monochronic vs. Polychronic cultures: What are The Differences?

What is Microlearning?

Microlearning can be defined as a kind of professional development delivered in small units. It divides huge chunks of learning material into small bits and pieces so that learners can get a grasp of all the information in a more digestible manner. 

A microlearning course can last anywhere between a five-minute session to a lesson that’s 10 minutes long; it can also be divided into various standalone sessions that together forms a longer module that teaches a single objective. In microlearning, one lesson equates to teaching one skill. 

Sometimes, long training or learning initiatives can separate employees from the group and pose a distraction from daily tasks. However, microlearning believes in delivering results quickly. Whereas traditional learning doesn’t let you move on to the next lesson without finishing the one before that, microlearning is more about each lesson being a meaningful unit in itself. Learners have the liberty to choose lessons based on their learning backgrounds. It allows them to see quick results and make sufficient progress, allowing them to learn while continuing to take part in company activities and collaboration without being distracted.

How did microlearning start?

While microlearning can seem like a new concept, it’s actually been around for decades. The concept came from “microteaching”, which was prevalent during the 60s. Microteaching originated in the education industry to optimize the training method for the new teachers. This was done by scaling back on elements such as time, size, and content. This is what created the foundation for microlearning.

It was in 2005 when the first ever conference related to microlearning took place. The place was Innsbruck, Austria, and the event was brought together by the Research Studio eLearning Environments and the Institute of Educational Sciences at the University of Innsbruck. 

The conference focused on the features of microteaching and the status of higher education and corporate training during that period. One conclusion was the potential of microteaching to improve internal communication among employees and create new forms of personal connection. As a result of this, microlearning was born and became what it is today.

Trends, Examples, and Features of Microlearning

The concept that started with a small beginning has now grown into a multimillion-dollar industry. There are many current implementations of microlearning that have gained a lot of popularity lately. Here are some of those trends and examples:

Types of Microlearning

  • Mobile-based learning: Since microlearning is agile and concise, it’s not a surprise that it has led to the proliferation of mobile-based learning. Also known as mLearning, it makes all the learning material easily accessible to the users, so that they can go through them on their phones. 

Mobile-based learning is mainly focused on the mobility of the learner and enables a smoother way for learner interactions to take place. Sharing content, feedback, and discussion points becomes easier through mLearning, allowing employees to connect online more easily.

  • eBooks: eBooks are convenient, accessible, and readily available to readers. Employees can read eBooks over a period of time, making the learning process more flexible for the user. You can also incorporate engaging and interactive elements into an eBook for better memory retention, such as videos, quizzes at the end of every chapter, infographics, and so on. Interactive elements like these also give employees something to talk about.
  • Interactive PDFs: Interactive PDFs have proven to be the evolved equivalents of portable documents. The interactive elements in these PDFs facilitate the engagement rate among learners, thereby increasing their attention span and giving a new spin to the delivery of knowledge and skills. These PDFs also help engage employees by including features such as popups, tabs, animations, etc.
  • Gamification: Gamification refers to applying gaming strategies in a non-game context. It’s mainly used for training and development. 

The training exercises these days are made to resemble a big game. For instance, completing certain courses to earn a badge. Gamification leads to more efficient outcomes and provides a better learning experience to the users. Gamification creates a social environment for learning that gives employees a more fun way to interact.

Pillars of Microlearning

  • Brevity is one of the main features of microlearning, as the name clearly suggests. Microlearning is intended mainly for those users who don’t have a lot of time to spare for skill development. Since a lot of microlearning is focused on mobile-based devices, employees can learn skills regardless of being short on time. They can continue completing daily tasks and working with others, facing limited interruptions.
  • A very unique feature that makes microlearning work is its standalone nature. Microlearning doesn’t require its learners to have attended any of the previous sessions. 

Even if certain portions of the module do contain additional information that can’t be fitted within the module, they are provided to the learners in the form of external links and references. Since microlearning is so self-sufficient, every lesson can be delivered independently. 

  • Due to its short duration, microlearning provides one single module or course at a given time. Taking complete advantage of its shorter duration, microlearning focuses on just one single module, and makes sure that learners derive the most from it.

Instead of focusing on several different things at once and not accomplishing any of them, a single learning objective allows for more optimal results. Therefore, the outcomes are more substantial. 

  • Just because the duration of microlearning is short doesn’t mean it’s not interactive. In fact, interactivity forms a major part of microlearning. Learners get to apply the knowledge they have received, which allows them to seal the said learning in their long-term memory.

These interactive elements include drag-and-drop interactions, eLearning games, simulations, etc. Since immediate feedback is provided, learners get the chance to correct their mistakes on the spot. They can also repeat the activity to improve their problem-solving skills.

Incorporate microlearning with VP Legacies courses and capabilities.

What are the Benefits of Microlearning?

Microlearning has several benefits to foster effective learning and communication in a corporate training environment. The following are some of those benefits:

1. Absence of Cognitive Overload

Remember cramming for a test in school? The human brain can’t process an overload of information. Therefore, it should be given time to go through any information that comes in. Microlearning helps with just that. Learners gain access to small bits of knowledge at regular intervals instead of having to consume or memorize modules in huge quantities all at once. 

This helps prevent cognitive overload. Learners are able to absorb the skills and knowledge required for a current task, and also preserve the prime takeaways. The brain gets enough time to process the data and link it to the preexisting knowledge. Learning effectively creates confidence, encouraging employees to collaborate without trepidation.

2. Targeted Learning 

Microlearning takes full advantage of its short duration by making the modules cover just one objective in bite-sized forms. All the redundant and unnecessary information is filtered out, allowing employees to learn vital information and reach out to other employees where their specific skillsets are required. 

This prevents the learners from feeling overwhelmed and gives them ample time to absorb and retain the information. Microlearning saves time, since it focuses only on targeted and specific information. Therefore, all the time is devoted purely towards learning instead of having to fret about worthless info. 

3. Improved Engagement 

The generation of today doesn’t believe in gulping down pages and pages of course material. They believe in attaining the required knowledge in as short a time span as possible. Microlearning helps in this regard, keeping the learners engaged and curious through various formats.

Since modules are provided in the form of videos, podcasts, quizzes, infographics, and the like, it’s easier to keep the attention of the readers in check. Even if a learner goes through five modules in one day, they will stay engaged and interested due to the high level of interaction due to the incorporation of rich media. Interesting material not only allows employees to engage better with learning, but also with other employees.

Related: Internal Communication Best Practices

4. Boosts Knowledge Retention and Recall

In 2015, it was reported that microlearning helps in improving a learner’s retention rate by 20%. It was also reported that microlearning helps learners take less time to answer questions. Learners get the opportunity to reflect on what they have learned while communicating with others and also evaluate their new skills in the corporate context right away. 

All the knowledge that they acquire can be connected to real-world applications. This practical form of learning is what helps in boosting the rate of knowledge retention and recall. Since humans are capable of retaining information better when provided through visual and interactive mediums, microlearning wins in this aspect. 

5. Cost-Effective

The Towards Maturity Research in 2016 stated that 87% of businesses wish to reduce their learning costs. This wish comes true with microlearning. Since the duration of it is less, the method also requires less time and fewer resources for delivery and preparation. As a result of this, the production cost reduces and the development cycle is shortened as well.

Updating a module is easier in microlearning due to its design. Since modules don’t affect each other in this method of learning, businesses end up spending resources more efficiently. Also, as microlearning works well for numerous stages ranging from pre-training to during-training, long term value can be achieved at a minimal cost. 


6. Supports Just-in-Time Learning

Sitting for hour-long presentations on dull topics such as company policies is arduous for anyone and everyone. Even if the topic is mildly interesting, long lecture sessions make them boring. Companies cannot always afford to take employees away for training. This is where the benefit of microlearning kicks in. 

Microlearning believes in the theory of ‘just-in-time’ learning. This entails that learning is available based on demand and when learners need it. Hence, they can engage in learning at their own pace and whenever it might prove most valuable to communicate more efficiently. Learners get the chance to receive just the information they need, with microlearning’s targeted approach. This makes microlearning ideal for corporate training for skills, tasks, and even safety, as it revolves around the transfer of knowledge. 

Summing Up

Microlearning has been changing the world of training and education for a very long time, and thanks to the various advancements in technology, its applications and everyday uses grow with every passing minute. Once a tool for the world of academia, microlearning is now creating waves in the corporate sectors, aiding in skill development, faster onboarding, and retention of knowledge. 

Regardless of whether you’re a professional in this field or are just starting out, each and every individual can reap the benefits of microlearning. As millennials continue to populate the workforce, the demand for microlearning is only going to keep increasing – bite-sized moments of upskilling to complement a busy, modern lifestyle. At VP Legacies, we develop microlearning tools to fit your corporate needs. Get started with us to boost personal connection and internal communication in the workplace.

Related: 10 Ways to Reduce Employee Turnover in 2019

What is eLearning and How is it Changing the World?

What is eLearning and How is it Changing the World? 749 499 VP Legacies

Technology knocks down traditional barriers to learning by providing accessibility and a chance to connect meaningfully. Classrooms are no longer limited to four walls and a blackboard. eLearning takes cognitive development above and beyond, giving students the liberty to receive their education in more flexible and engaging ways.

Companies and organizations across the globe utilize eLearning tools to foster employee connectivity by reinvigorating the learning process and helping them develop both task-based and communication skills. Online training programs create a framework for employees to learn, as well as process the kind of professional development that happens all the time at work, directly translating into employee satisfaction and retention. VP Legacies helps your company develop the eLearning tools to help your business reach its bottom line while reminding your employees how much you value their professional growth, both for your good and theirs. Here’s our guide to what eLearning is.

Related: What to Include In an Internal Communication Plan

What is eLearning?

eLearning can be defined as a learning system that entails the combination of formalized teaching and technological resources. The use of computers and the internet led to the development of eLearning. It enables the transfer of skills and knowledge beyond just physical classrooms, with a large number of recipients receiving education either at the same time or different times. 

eLearning has proven to be an especially useful resource for companies and businesses, helping learners and users achieve their training objectives with ease and flexibility. eLearning employs an assortment of techniques, such as presentations, quizzes, surveys, audio-visual recordings, discussion groups, and so on. These modes of learning enhance corporate learning that might occur in physical spaces and during day-to-day task completion. Providing an extra platform for learning helps employees connect with each other and communicate shared goals.

Using a learning management system (LMS), eLearning courses can be published online. Course creators are able to streamline all the content in eLearning into an accessible location with the use of LMS. There are quite a few eLearning trends that are pretty popular. Some of them are as follows:

  • Artificial Intelligence: Artificial Intelligence (AI) has emerged as one of the strongest elements in eLearning in 2019. Using the past modules, AI deciphers the behavior of the learner, along with his/her strengths and weaknesses. This allows it to personalize the learning for the user by recommending them certain modules. 

These modules are selected with the aim of filling the gaps that exist in the learner’s knowledge. Chatbots are available round the clock, and they take the responsibility of a lot of admin work, including onboarding the learners. The ease and accessibility of AI along with its smaller workload makes it a preferred approach, using automation to fill employees in on mundane tasks so that executives, administrators, and managers can focus on personal connections with employees when it truly matters.

  • Microlearning: Microlearning is a go-to option for numerous organizations to use small amounts of learning to boost knowledge retention more easily and more regularly. These smaller modules are object-driven and high on impact. 

The modules can be implemented on various devices, and are easy to be repeated and updated whenever required. They can also be made more interactive by using quizzes, games, infographics, and the likes. Learning tools that are logistically easier to access mean that they can better integrate with employees’ day-to-day routine, preventing self-isolation and allowing personal connections to continue.

Related: Internal Communication Best Practices

  • Mobile Learning and Videos: Any visual medium allows us to remember easily, and that’s why videos are so integral to eLearning. In addition to making learning more visually pleasing, they are more interactive. Also, using elements such as realistic scenarios, challenges, decision times, and characters, further boost knowledge retention. That’s why at VP Legacies, we create video content tailored to your company’s brand.

With mobile learning, the communication between the learner and the manager increases. It enables the manager to always be around to answer any queries the learner might have, and be available as a collaborative resource rather than an authoritative instructor.

  • Gamification: In addition to improving retention levels and engagement, gamification has also proven to accelerate sales and business performance. Employees engage in the process of learning in exchange for rewards. Plus, this makes learning become more of a social interaction and a chance for connection rather than a dull module to sit through. It boosts the motivation of the learner and leads to a positive behavioral change. 

Find out more about VP Legacies Custom eLearning Development.

Benefits of eLearning

The fact that eLearning saves training costs is a known fact. However, it also has many other benefits. Some of them are as follows:

  • The eLearning methods are more engaging. Utilizing various formats, ranging from text and videos, to animation and gamification, allows employees to feel connected to their company in new dimensions. Since every user reacts to learning differently, this mix of learning methods proves to be very useful.
  • Companies usually end up spending millions on having instructors and employees fly in to participate in a particular course. The cost of scheduling classes and sourcing trainers is quite hefty. These costs are eliminated through eLearning, since online courses can be conducted within a much smaller budget. This is also why so many companies are able to work with teams from all around the world, increasing the chances for overseas connection and collaboration.
  • The training processes and requirements vary from department to department in every organization. As a result of this, training programs can feel aimless or lack cohesion. eLearning helps to centralize these programs with one accessible location. Furthermore, our eLearning programs at VP Legacies seamlessly integrate your company’s goals and philosophy to encourage personal connections between employees with shared interests and goals.
  • The condition of the marketplace is constantly changing. Due to this, organizational training needs to be agile enough to catch up with those changes on a real-time basis. eLearning provides agility as it updates the training demands within an organization, and upgrades it so that the business stays current with the current trends.
  • eLearning makes the onboarding of new users simple. Instead of having to wait for the next in-person class, learners can just join in and start learning from day one. This way, everyone stays updated and can actively contribute to the growth of the organization. 
  • Through eLearning, companies get to view how a program is impacting their business KPIs. If you decide beforehand the goals you wish to achieve through eLearning, you’ll be able to reach and track your business objectives at an accelerated pace. 

Summing Up

Several organizations, educational institutions, and corporations have started employing eLearning to replace or enhance their traditional methods of learning and development. eLearning enables organizations around the world to help employees grow and communicate meaningfully with others at their organization. 

With the help of eLearning, companies are able to multiply the knowledge and productivity of their workers, as well as create seamless modes of internal communication. So any institution looking to bring about growth and progress in today’s era should definitely look at eLearning to attain the best possible results. Check out our offerings at VP Legacies to start using eLearning to engage your employees.Related: Crisis Management for Businesses