Digital transformation can be one of the most disruptive and challenging changes an organization can undertake. While there may be a clear business case for implementing and adopting new technologies, that business case can bump up against the oldest software in the world—human nature.
One way to help employees manage change and adopt new technologies and processes is to implement microlearning initiatives. Microlearning is a holistic approach to skill-based learning that applies short-term strategies to a small or limited amount of content.
To design a successful microlearning experience, be sure to consider the following things:
1. Get Input and Feedback
From the beginning, get input and feedback from subject matter experts (SMEs) and key system users. These are the people who will be rolling out the system, and they will know which critical pieces of technology will be necessary for end-users. Ask them to help prioritize and design learning around these essential features and functions of the new system.
2. Start Small
Before rolling it out to a wider audience, use a pilot group or a small market for your microlearning. The pilot group will be able to provide feedback on what worked and what didn’t, how to improve, and whether the learning was valuable. Use that feedback to make changes and improvements.
3. Keep it Simple
Remember that you likely have a variety of personalities and familiarity with technology throughout your end-user audience. Keep training sessions simple and focused on a limited amount of content so as not to overwhelm your audience. If the sessions are too simple, adjust up or provide multiple options for learning.
4. Make it Interactive
People learn by doing. As much as possible, create hands-on, interactive learning sessions that give end users a chance to try the new technology in real-life scenarios. To improve adoption and buy-in, find early adopters comfortable with the new technology to lead these sessions with their co-workers. When people see co-workers using the system, they may be more willing to try new things.
5. Provide Variety
People learn in a wide variety of ways—some prefer to read, others prefer to watch videos, and others just want to dive into using a system and learn as they go. Provide variety for your microlearning experiences, such as reference materials, quick guides, videos, and hands-on activities. Also, be sure to involve managers and leaders who can both champion the project and learn transparently along with users.
6. Repeat, Repeat, Repeat!
Start early in the process and repeat throughout implementation through the go-live date and even beyond. Develop microlearning content for different scenarios and processes, and ensure the content can be repeated throughout the digital transformation initiative. Repetition can be a crucial difference between moderate and excellent outcomes.
7. Plan for the Long Term
Training, learning, and adopting new technologies are not “one and done” events. Develop a structure for training and support after the system is fully functional. Provide reference materials in one location, and ensure that help desk support is available, either internally or through a vendor.
Microlearning can be one of the best tools in your digital transformation toolbox to help manage change and encourage long-term adoption and buy-in of new technology. By keeping content limited and straightforward, making it available on-demand, and encouraging repetition, you can improve outcomes and help ensure that your digital transformation initiatives succeed in the long term.