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Employees are your company’s most valuable asset.
Capable, engaged, and productive employees directly influence your organization’s profitability, culture, and output. However, finding talent is no easy feat. And even when you successfully hire a great candidate, retaining this employee comes with its own set of challenges. According to a recent survey, 46% of HR leaders identify employee retention as their greatest concern.
Employees are switching careers more than ever before, and retaining top talent is a central priority for most companies. Although many companies believe offering a higher salary is the key to retention, a study by Harvard Business Review indicates that more than 55% of employees agree that career growth and opportunity are more important to them than higher salaries.
What does this tell us?
Employees value a robust training program above all else. Here’s how to uncover the ways your online training platform can positively impact your employee retention — across all phases of the career lifecycle — helping your employees flourish like never before!
What is employee retention?
In its simplest form, employee retention is the ability of a company to keep its current employees. By implementing strategies that keep employees engaged and satisfied, companies can improve retention within their organization.
Online training assists with employee retention
When it comes to retaining employees, training is the most effective thing a company can do. An IBM study revealed that employees are 12x more likely to leave a company if they do not feel like developing their skills and reaching their career goals. Yet, despite this desire for growth, 47% of employees are dissatisfied with the learning and development programs currently offered to them at their workplace.
Offering training online is an excellent solution for providing employees with the quality and diversity of training they desire. By developing online training, often called eLearning, employers create customized training programs and courses, enabling employees to focus on niche topic areas that are most relevant to their role and career goals.
Furthermore, eLearning enables employees to take courses at their own pace and at different times throughout the day. This flexibility helps employees prioritize their work so they have time to focus on their daily responsibilities and professional development efforts.
Benefits for training for the employers’ perspective
At the employer level, not only will the online training improve the competency and satisfaction of your employees, but it will also indicate areas for your growth. There is a lot of value in the data that is gathered by training initiatives. Employers can use this data to improve their training programs and learn more about employees, their expectations, and their interests.
Key success factors for employee retention
Not all training platforms or programs are created equal. To get the most from your eLearning program with the specific focus to increase your employee retention rate, here are some ways your company can leverage training as part of your retention strategy.
Sound onboarding
As soon as your new hire starts, they begin to evaluate how likely they are to stay at their new job. Typically, only so much information can be gleaned from the interview and hiring process. They will be looking to see how the company culture meets their expectations, how their daily responsibilities align with their interests, and how they're trained and onboarded.
Developing an effective onboarding process is critical for employee retention. Your onboarding process will make a first and lasting impression on your new employee. Companies that develop and implement a standardized onboarding process often benefit from 50% greater productivity from their new hires.
Onboarding equals higher satisfaction
For employees, when they feel adequately trained, productive, and welcomed into their new team, they are more likely to experience higher satisfaction with their role. This satisfaction allows employees to feel like they are actively contributing to the company and experiencing growth early on. Employees who have this confidence in their work will be more inclined to stay with a company and pursue their career objectives within your organization.
Continuous everboarding
Knowledge is constantly changing, and employees’ skills will have to be updated and refined throughout their careers to stay on top of new information and insights. By implementing continuous everboarding, employees' skillset and competency will be constantly updated, and their confidence in their role will grow.
Using an online training platform to offer frequent skills updates, employees can take ownership of their development and pursue the growth and opportunity they seek. By using a virtual platform, employees will be able to schedule training to complete their other responsibilities, which will increase adherence rates.
Everboarding equals knowledge retention
Who benefits from everboarding? The benefits can be company-wide. For example, ongoing training delivers benefits when:
- a significant market shift demands new skills
- compliance training and certification preparation is needed
- knowledge gap assessments are required to assign annual training campaigns
- sales staff are managing the details of promotions and seasonal products knowledge
- and much more.
Your organization’s customized training will improve knowledge retention and bolster skill growth.
Opportunity for growth
Employees are ambitious. They have dreams and aspirations of their own and career objectives they hope to achieve. Therefore, a great way to improve employee retention is to align employees’ career objectives with their opportunities within your organization.
Through career planning, growth plans, and sufficient training, you can work with employees to map out their growth trajectory at the company. Not only will these exercises help employers understand their teams better, but it also allows you to develop customized training programs that will satisfy your employees.
Growth opportunity equals a strong bond
When employees see that your organization is interested in and willing to invest, to help develop their skills and grow their knowledge, they will feel valued — beyond what monetary compensation can provide. A sense of loyalty and appreciation in the employee/employer relationship is achieved. This bond can give your organization an edge when compared to other organizations.
Training relevancy is part of the employee experience
Even before the pandemic, there was a surge of eLearning technology able to handle complex training situations; your organization may have a plan or already made the shift to update or upgrade training. Even better if your training is online and part of a larger, robust eLearning ecosystem.
The first part of our equation looks like this:
Training = Retention
However, without relevancy, your training might not make the lasting impact on your employees as you hoped. Instead, we recommend any organization move the goal towards:
Relevant Training = Improved Retention
What is relevant training?
We consider relevant training anything your organization does — courses, LMS-based, ILT-based, webinars, job shadowing. All of these forms of training are vital — as a training-focused organization, we fully understand and support all forms of training. But, considering your employee’s perspective, if they already know the information that the training covers, it becomes less important to them.
The good news is there are several ways to combat training that could be deemed less-than-relevant.
- Always ensuring your training content and materials are up-to-date with industry best practices
- Unification of messaging and resources across all channels and mediums where organizational knowledge is communicated
- Formation of a company culture where employees willingly convey constructive feedback of training information without fear of repercussion
- Ease of access to training at all times, on-demand, and in a format that allows for quick research and self-directed learning
- Detection of knowledge gaps, along with an ability to address and eliminate an employee’s gaps through the additional, targeted practice of material where strengthening is required
Relevant training equals improved employee retention
When an employee’s perception of the training material is that it’s a valuable, helpful resource they can utilize to complete their job correctly and improve their performance — it creates a win-win situation. The employer gains an employee that will improve performance and expand knowledge. The employee will be able to showcase their value to the organization, which should lead to additional praise, favorable monetary compensation increases, and additional responsibilities as they continue with their career.
OttoLearn assists your employee retention strategy
Online training is a great way to support your retention strategy and employee happiness. By bringing your training online, your organization will have another tool in the toolbox to train all your employees, promote a culture of learning, and support employees in achieving their growth goals and career ambitions.
OttoLearn makes it simple to bring relevant training to your employees. By deploying your training using our gamified microlearning platform, you’ll also gain added benefits like increasing motivation and improving knowledge retention of the training material itself.
Contact our microlearning experts today and learn how Ottolearn can aid your organization with training and be part of the equation to boost employee retention rates, resulting in a capable, efficient, and happy workforce.
ProTip: By default, the languages you add will be inactive until you finish inputting all your translations. Having each language set to inactive until it’s ready to use prevents learners from being presented with a Module in multiple languages. For example, you don’t want learners to do a Learning Session and read one Concept in English and the next in French.
Once you have added all your translations, you can set a language to active using the toggle. You’ll also be able to change the Module’s primary language (the language in which it is presented to learners by default).
In our next post, we’ll look at how learners can set up the language(s) in which they receive content. Stay tuned!
- For learning content to enter and remain in a learner’s long-term memory, the learner needs multiple exposures to the content. Long-term encoding “needs opportunities for rehearsal and repetition,” Jan Breckwoldt et al. wrote in a study on mass vs. spaced learning.
- Repeated exposures alone are not as helpful as spaced repetitions that ask learners to recall and apply information — and especially when learners have to use that information in different ways, many studies have found (for example Rohrer, Lin et al., and Bjork and Bjork).
- The ability to remember information depends on the number of times a learner encounters it and the interval between repetitions, according to Tabibian et al.
Intrinsic
Extrinsic
Access to knowledge or performance support tools
Achieving a worthwhile or meaningful goal
Achieving a reward — a grade, a badge, points, a prize
Receiving an unexpected reward
Contributing to improving a project or a product
Wanting to be perceived as a team player, wanting to be liked
Improving performance or effectiveness relative to own past performance
Improving performance or effectiveness relative to coworkers; “winning” or being the best
Knowing enough to avoid making mistakes and do better work
Losing status or levels within a gamified framework as the result of making a mistake
Feeling of completing a task, accomplishing a goal, finishing a project
Doing the “right” thing — following rules or norms, being ethical
Is the corporation’s compliance training program well designed?
Prosecutors will look at whether the training is designed to prevent and detect wrongdoing and whether management is enforcing the program by means of training, incentives and discipline.
Is the program being applied earnestly and in good faith? In other words, is the program being implemented effectively?
Prosecutors are expected to directly investigate whether a program is merely a “paper program” or a sincere effort. Evidence of a company-wide commitment to ethics and compliance, promoted by senior and middle management, is needed.
Does the corporation’s compliance training program work in practice?
Good intentions and training don’t count if they don’t work; in assessing whether the program “works in practice,” prosecutors will look at how the suspected misconduct was detected, what the company’s investigation process is and how the company is trying to correct the problem.
Microlearning delivers small, narrowly focused bits of information.
Adaptive microlearning tailors that content to each learner’s knowledge gaps and learning goals, ensuring the training is relevant.
Continuous adaptive microlearning conditions each learner to engage with relevant training every day — for just a few minutes.
Read More Burning Questions
Current Rank
Previous Rank
Technology
1
1
Personalization/adaptive delivery
2
3
Artificial intelligence
3
new
Learning analytics
4
2
Collaborative/social learning
5
5
Micro learning
6
new
Learning experience platforms
7
7
Virtual and augmented reality
8
10
Mobile delivery
9
4
Consulting more deeply with the business
10
6
Showing value
11
new
Performance support
12
11
Neuroscience/cognitive science
13
13
Video
14
9
Curation
15
12
Developing the L&D function
When people have a question or don’t know how to do something, what do they do?
Whip out a smartphone and look for information. What they don’t do is sign up for a 1-hour seminar.
Microlearning brings corporate eLearning into the modern paradigm. Microlearning describes eLearning content that is:
- Narrowly focused
- Short
- Available on demand
- Mobile-first or mobile-friendly
It must answer a question, meet an immediate need, or help the learner solve a problem.
In the City of BigTown, there was held a conference,
One of training professionals — those making a difference.
A difference to company ROI by delivering training,
From many perspectives — like Manufacturing.
And, too, there were call centers, colleges, corporate sectors,
Each chiming in about outcomes and metrics.
All shipped their training through an LMS platform,
But were desperately seeking true training reform.
One was Antonio, who hated the manuals —
For his product revisions and updates, they were annual.
Plus his printing costs? Oh, they were crazy!
And he truly believed that franchisors were hazy.
None knew how to train in an effective way,
"There’s too much to read, to do!” they’d all say.
For there were many levels of training to assign,
From the top at head office, down to those on the front-line.
Trainers Helen and Abinash nodded, “We agree!”
Said Feng, "Paper and handbooks? Just another dead tree.
On the job, not everyone will have the info they need,
Because the content changes and updates they never did read.
They never learned the content added along the way
That may apply to their region or division today.
Plus, in the field with team members in many locations,
Mobile-first training would make a stronger foundation!”
Said Sales trainer Jane of her PDFs stored online,
“They’re rarely revisited after onboarding time.
I need content delivered in snack-sized bites,
And the ability to test them until they get it right.”
Ursula chimed in, "Onboarding’s a pain for new hires,
With most feeling like their hair is on fire!
Plus, promoted reps must refresh what they know
To be properly prepared to perform their new role."
"I deal with compliance," sighed Manal the Banker.
Abinash nodded, Frank turned to thank her,
For she’d raised the ugliest concern of them all —
That certifications aren’t based on year-long recall.
“To maintain the standards and follow each rule,
We need more than one test that comes out of the blue.
When it comes to things like health & safety, it's a game-changer
Because if their training is lacking, they could be in danger.”
Continuing he asked, “Could training be location-specific?
As learners move through the plant, alerts would be terrific!”
Helen asked who used traditional classroom training
Combined with online to keep interest from waning.
Did they have workshops, seminars, or events,
The kind that take workers away from their desk?
"They learn at that moment, then likely forget —
is there a way to get long-term retainment?”
Rachel had been quiet, she’d said not a word,
When suddenly she leaned in so her voice would be heard.
"We solved these concerns after ditching binders and books —
We use daily drip training and our learners are hooked!
When we update our content, it gets to them faster,
And metrics and KPIs reveal the content 'masters.'
We use OttoLearn for microlearning and we’ve been thrilled,
for all of our training needs — and more — are fulfilled."
So ends our tale of the nine trainers complaining
about the problems they had delivering training.
Training that mattered, with metrics and firm ROI,
Based on data analysis of prime KPIs.
Many problems they shared, with no clear resolution,
Found Agile Microlearning with Otto was the solution!
Microlearning both adaptive and agile saved them from disaster,
Making trainers and trainees learn happily ever after!
- Arabic
- Chinese
- Dutch
- English
- Filipino
- French
- German
- Hebrew
- Hindi
- Indonesian
- Italian
- Japanese
- Korean
- Persian (Farsi)
- Portuguese
- Romanian
- Russian
- Slovak
- Spanish
- Thai
Content Studio
- Combining the question and activity tabs
- New WYSIWYG editor which is “inline” with the text
- Ability to include media (images, video, audio) within activities (question, answers and feedback)
- Icons to indicate correct answer, position locking, whether or not the answer is visible to learners (active), and override feedback
Recently Released
- Learner password reset
- Streamlined data entry into the content studio, by being able to quickly add
- Numerous small updates and bug fixes
- Check out our most recent updates and add yourself to be automatically notified when we push updates
Option
Pros
Cons
Seats
- Super easy to understand
- Very predictable cost, if you have a specific number of users (eg: employees)
- Doesn’t differentiate between users that have different volumes.
- Have to purchase seats for your maximum number of users.
Active Users
(Typically the number of users that log in during a month)
- You don’t need a license for every specific user, you can often only license half of your users (since perhaps only half ever log in during a month)
- Typically there is a large cost for going over your licensed number of users, which can be incredibly expensive (eg: 5-10x more than your licensed cost)
- You often have to “play games” as an administrator, not wanting to do a mass course enrollment if you have only have your users licensed in a month
Trend
What It Means
Why It Matters
Adaptive Learning
An algorithm determines each learner’s knowledge gaps and feeds them practice activities to close those gaps.
Efficiency. Learners learn the material faster because they spend less time on what they already know.
Personalized Learning
Learners can follow a scaffolded learner path or self-direct their learning.
Learners are inquisitive. We all Google for information when we need it, so why lock learners into a particular learning path?
Learners engage the most when they are allowed to deviate from a set path and explore available content.
At the end of the day, as long as each learner reaches their mastery goal, the particular path they took to reach there is unimportant.
Microlearning
Delivering content to the learner in smaller chunks.
Chunking content is important only if it is paired with the ability to search for and find specific content chunks “on demand” and the ability to consume just the chunks a learner needs. With these features, training doubles as a performance support.
Learning Experience (LX) Design
Using science and art to create experiences that help learners fulfill the learning outcomes they desire, in a user-centered and goal-directed way.1
Have you used Google? If so, then you have benefitted from Experience Design (XD): When you search for something, you rarely have to go past the first result.
With good XD, you don’t think about the design; it “just works.”
With poor XD, your learners will disengage. They’ll say they “don’t have time.” What they are really saying is that they “don’t have time for the poor experience.”
Artificial Intelligence
Typically, when used in relation to L&D, AI actually means “machine learning.”
Machine learning algorithms learn from data and “get smarter” over time.
Have you used Netflix or Amazon recommendations? They are based on machine learning.
The algorithms look at a ton of data, including your past choices and choices made by others who are similar to you, to make predictions as to what you will want to watch or buy.
In L&D, machine learning principles are being integrated in much the same way: to provide recommended content for a learner to consume.
This reduces the burden on training administrators to try to predict or guess what is relevant for each learner. It also provides a more personalized experience for each learner.
Imagine that you are a salesperson, and your training mix subtly and automatically shifts, based on the nature of opportunities in your sales pipeline. You are offered training only on available products that you have not already mastered. That would be a training program that is driven by machine learning.
Learning Analytics
An algorithm determines each learner’s knowledge gaps and feeds them practice activities to close those gaps.
Use learning analytics to make better decisions by converting data into insights.
The true value is not just in providing more data, more charts, and more graphs. The value is in leveraging AI to search for and surface insights that you’d never think to look for.
Combine the analytics from learners’ performance with key KPIs for the outcomes you desire, and have the analytics engine generate predictions such as, “Learners who reach mastery in the Objection Handling module will close 3.4 percent more deals.”
Now that’s actionable intel.
- English
- Chinese
- French
- German
- Italian
- Portuguese
- Romanian
- Slovak
- Spanish
Hi Josh,
About a week before I began getting my Ottolearn Mastery Moments, I had a popup window from Adobe appear on my screen as I was working on another project, prompting me to update my version of Flash. We do use Flash, so like an idiot, I clicked on the popup and asked it to start the update—and only then noticed that the url was not an adobe address. Of course, I closed the popup window using the X in the upper corner, which didn’t solve anything. Our IT guys did the best they could for me, but my computer is still compromised, and is being replaced.
Fast forward to Ottolearn and your Online Security for Employees course. After completing several mastery moments, I have now learned what to do with popups like that. This morning, as I restarted my computer again, that same Adobe popup appeared and this time I was ready! I opened task manager and killed that little $%^&^ dead in its tracks.
I know the point of letting us try out OttoLearn as participants was for us to experience the power of this platform from the learner’s point of view. I can tell you that I personally am very grateful for the training you provided to me, and the fact that I was able to let others in my company know how to kill off those nasty virus-carrying popups. Yes, it works. Yes, it’s fun! And yes, I have a true feeling of accomplishment.
I can’t wait for the point at which we can talk more about developing courses for our clients.
Thank you!
Experience
Exp.
High
New accounting rules
Workplace violence & harassment prevention
Low
Framing a basement
Changing a tire
High
Low
Perceived Relevance
Retrieval practice is the key to retention.
Your brain wants to be as efficient as possible. Why would it try to encode information for long term storage if it thinks you don’t need it? You need to actually practice retrieving memories (information) in order to have your brain store it in long-term memory.
Spaced retrieval radically improves learning efficiency.
You not only need to practice retrieving information from memory, but you need to wait until you’re on the edge of forgetting it. This is why cramming is so ineffective at generating long-term retention.
Interleaved learning feels strange at first, but dramatically improves retention and skill.
Interleaved learning—mixing up material while learning and practicing, such as mixing up practice activities while learning WHMIS and supervisory skills, will improve your retention of both.
Depending on your organization, some holidays may apply to most, if not all, of your employees.
When this happens, we recommend the following:
- Turn off notifications for your OttoLearn account. This will pause all notifications for everyone.
- Set a reminder to turn notifications back on upon return to work.
Suppose you have a global organization or employees located across multiple regions. In that case, you likely don’t want to turn off notifications for your entire account whenever one region has a government holiday.
Instead, we recommend the following:
- Set up and assign different engagement schedules for employees based on their region. For example, if you have employees in the United States and Australia, you should set up two engagement schedules and assign them to learners based on location.
- Whenever there is a holiday in one area, edit that specific engagement schedule. An easy way to turn off notifications without your learners losing access to their training is to set the engagement schedule to “Anytime”.
- Set a reminder to change the engagement schedule back to your regular settings upon return to work.
With summer in the Northern Hemisphere, you may notice more employees starting to book vacations. Everyone needs time to recharge and take a well-earned break.
When an employee books a vacation, we recommend the following:
- Turn off notifications for that specific learner, starting the day they leave. This is another time when it is helpful to set a reminder for yourself so you don’t have to remember everyone’s vacation schedule.
- Set a reminder to turn notifications back on when the learner returns to work.
There may be times when employees need to take a more extended leave period. For example, when on maternity or paternity leave, a sabbatical, or medical leave.
When an employee is gone for a longer period of time, you have a couple of options.
If the leave is temporary, we recommend the following:
- Turn off notifications for that specific learner, starting the day they leave.
- Set a reminder to turn notifications back on when the learner returns to work.
If the employee will be gone for many months, or may not return, you might want to remove their access to your training. In these situations, we recommend the following:
- Set the learner inactive in your account. To do this, edit their profile and toggle their status to inactive. This will prevent them from accessing your OttoLearn account and stop notifications.
The most challenging scenario to manage is when an employee takes a single day off. Sometimes you may know in advance; other times, the employee may call in sick on a day they were expected to work.
In these scenarios, we recommend taking no action. Employees can simply delete any Ottolearn email notifications when they return to work, or ignore push notifications on their mobile device (or even temporarily silence them).
If you do not want notifications to go to learners when they are off for a single day, you can also do the following:
- Turn off notifications for that specific learner.
- Set a reminder to turn notifications back on when the learner returns to work.
Option
Pros
Cons
User-based
(Seats)
- Cost predictability. Each seat costs you $x/month
- Typically more expensive than a usage-based license
Usage-based
- Typically less expensive than a seats license
- Cost variability tempered by pre-purchasing usage credits that never expire and consume them over time
Engagement Factors
Experience
Exp.
High
- Best possible quadrant for engagement
- Will overcome learning obstacles
- Will find a way to learn, even if materials are poor
- Won’t need nudging or incentives
- Text is great
- Can easily learn something
- May need to work up the energy to engage in low quality materials
- May procrastinate, so incentives can help motivate.
- Text is great
Low
- Wants to learn
- Has little experience so can benefit from more instructional quality
- Greatest benefit of video and other rich media
- Worst possible quadrant
- May not have experience in the topic
- May not really care about it
- Will require a lot of motivation to see engagement
- Video can help
High
Low
Perceived Relevance
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