Executives at Google have been talking about a new type of employee – the “learning animal”. But what kind of people are they referring to? Jonathan Rosenberg, former Senior VP of Product at Google, highlights one of the company’s core strategies: only hire people who are lifelong learners. To put it another way, they are looking for curiosity, autonomy and discipline in learning. It should come as no surprise that 73% of adults consider themselves to be just that: people who are addicted to learning.
What’s more, according to the 2018 Workplace Learning Report, 94% of employees would stay longer with a company if it invested in their learning. So how do you cater to these demands?
The answer: blended learning.
Blended learning brings together high-quality online content with in-person and on-the-job learning. Its goals? To deliver engaging and impactful learning experiences. For this reason, it combines four key components:
Let’s take the following example. A bakery needed to train new shop managers. To accomplish this, the First Time Manager program was created. It targeted varied skills – from building rapport with your team to managing conflicts effectively. The L&D specialists designed short and attractive learning modules, containing video-lectures, relevant case studies and insightful articles. Managers had three weeks to go through one module, take a quiz and complete a challenge, like setting a SMART objective. Then, they would attend a three-hours workshop designed to put learning into practice and clarify questions.
This approach not only boosted learner engagement and ensured a personalized experience, but was praised by the managers themselves.
The blended approach frames learning as a continuous, lifelong process. Above all, it allows employees to learn in the most efficient way.
Think about your employees for a moment. When it comes to training, who is consistently asking for relevance, speed, autonomy?
That’s right: Millennials. To illustrate, Gallup highlights that “Millennials fundamentally think about jobs as opportunities to learn and grow. Their strong desire for development is, perhaps, the greatest differentiator.” But how does this generation approach learning?
Millennials are passionate about learning on their own. They have little interest in time-consuming, out-of-context training. Most importantly, they are looking for hyper-relevant content, instantly delivered on their devices. Ease of access, ease of use. Anytime, anywhere.
If you take a closer look, you will observe more things about your Millennial learners. They:
Blended learning manages to integrate online and offline tools to offer a relevant, actionable and personalized experience. For this reason, it succeeds in catering to the particular needs of Millennials. Incidentally, they are the biggest pool of lifelong learners in your organization.
The days of effective traditional training are over. Lifelong learners are pushing past old L&D practices. And their demands are crystal clear. You need to keep these in mind to design engaging and effective experiences. And blended learning is your most important ally.
Karen May, VP of People Development at Google, strongly believes in this approach. She encourages you to “Put the support structures in place to make learning happen, and then get out of the way”.
Take the first steps towards developing a blended learning strategy with Moonstar’s user-friendly and interactive Experiential Learning Platform. Turn relevant competencies into new habits and build a community of enthusiastic learners and a continuous learning mindset in your company.