Today, Millennials alone make up over a third of the global workforce. There is a sea of opinion as to why Gen Y and its successor, Gen Z, are so different from their predecessors. There is no doubt that, as a generation, they do things differently. There is a sea of opinion, yet few organizations seem to have a grip on what they really want from a job and how to help them get it. 

Why is this? Well, it is quite possibly because the gap in generational characteristics is far greater between Baby Boomers and Millennials than between any other generations, and so the gap in understanding when it comes to the workplace, is far greater. For this reason, this generation has been labelled disruptors. They now make up over a third of the global workforce and have become the catalysts for organizational change, just by being themselves. 

This generation of tech savvy, digitally hard-wired, high-speed individuals are capable in ways that previous generations are not. On the other hand, they are often perceived as lacking in the communication skills required to thrive in daily organizational life. Another way of looking at this, however, is that it is organizations that need to adapt to meet the learning needs of their workforce.

So, are Generations Y and Z  friend or foe to organizational learning and communication? Well, that all depends on the learning and communications strategies with which managers expect them to engage. A hierarchical organization looks at its workforce from above and asks, “why do you not fit in?”  A contemporary organization looks across at its multi-generational workforce (or over video link) and asks, “how do we need to adapt?” and maybe, “would you prefer me to WhatsApp you the question?”

In reality, a learning strategy that meets the needs of Millennials and Generation Y is simply a modern learning strategy fit for a modern workforce. These are fit-for-purpose learning strategies reflecting current externalities and making best use of the technology we have available to us today.

Stereotypes and Strategies

Because the behaviors of the Millennial generation have been amply scrutinized by others prior to this, we’ve created a handy summary of behavioral stereotypes, offered alternative perceptions, suggested some possible reasons for these behaviors, and proposed ways of adapting learning strategies to address these.

STEREOTYPE NUMBER ONE

Millennials are entitled, demanding and have high expectations.

We say 

Well, they are definitely motivated, intellectually curious learners. They value personal development over remuneration and are willing to spend their own time and money on self-improvement. They are searching for a sense of purpose in their work, beyond making money. They don’t shy away from taking on the big challenges, and they want to make a positive impact (a somewhat elusive concept in itself) as quickly as possible. 

Why is this?

The vast majority of Millennials have been educated to degree level and have developed a taste for learning. They are used to on-demand content that they can access whenever and wherever it is convenient for them to do so. 

They are a generation brought up to believe they can be and do anything they want in life, but they have also grown up in the shadow of a number of major world events including 9/11, numerous teenage shooting sprees, and the looming calamities of climate change, and the global Coronavirus pandemic. These things can shake a generations sense of security and drive. 

How can you adapt your learning strategy?

• Engage learners with self-directed opportunities that also allow them to use their own initiative in directing and managing their learning and development.
• Make access to learning flexible and on-demand with a mobile learning platform. 
• Make the most of their motivation and thirst for self-development and use it to embed a culture of learning in your organization.

STEREOTYPE NUMBER TWO

They are impatient, have short attention spans and don’t know how to communicate. 

We say 

These are definitely very efficient people, with little to no patience for bureaucracy. They like to get ideas out there, no matter whether you are their peer, boss or the CEO. 

Why is this?

These are people used to learning and communicating digitally, faster and without having to deal with bureaucracy or hierarchy. They do not see barriers where there don’t need to be any. They are used to accessing information whenever and wherever they need or want to, thanks to Google. 

They have grown up with high-speed internet and software that is well-designed and glitch free. They do not have Generation X’s patience for battling with user interfaces that are far from perfect. Social media has normalised the sharing of ideas and content amongst peer groups and this behavior carries into the corporate environment. 

They feel the need to get somewhere better, faster, because that’s what their peers on social media seem to be doing.

How can you adapt your learning strategy?

• Make lessons short and relevant, using a strategy based on micro-learning.
• Make it ok and easy for people to share their ideas via built-in peer communication capability modelled on social media platforms. 
• Ensure a glitch-free, intuitive user interface.
• Develop clear progression pathways and opportunities for personal development.

STEREOTYPE NUMBER THREE

They lack self-esteem and need constant affirmation.

We say 

They may seem confident and comfortable with big challenges, but they are, after all, still relatively young, maturing and growing their career paths. Gens Y and Z communicate differently – they have highly-developed digital communication skills and are accustomed to very open communication and sharing, which means that they are often not afraid to ask for support in the workplace, but if they don’t get it, they may not stick around.

Why is this?

Constant comparison – everybody else’s lives look better than theirs on social media. They have more conflicting priorities than previous generations due to social and environmental externalities. They want financial security, but this doesn’t always align with the sense of purpose and impact they want to have. Used to on-demand emotional reinforcement provided by social media systems. Interpersonal interactions differ from digital interactions – they are more complex, awkward, peppered with grey areas, and do not offer the same instant reinforcements as likes and smiley faced emojis.

How can you adapt your learning strategy?

• Embed regular, informal opportunities for relationship and trust building communication with colleagues – both face-to-face and via integrated systems of communication modelled on social media platforms.
• Set short-term, achievable, confidence-building goals.
• Engage as managers, integrating recognition and reward systems into your learning platform and offering regular feedback.
• Personalise learning pathways as much as possible.

STEREOTYPE NUMBER FOUR

They are always on their phones / texting / playing games

We say

Yes, it probably is true that they spend a lot of time on their phones, but they probably spend less time in meetings and on computers. They are avid communicators and keen learners and their phones support both of these missions. 

Why is this?

The amount of time spent coordinating communications (physical, phone and video-based) can be shocking to them. Also, phones are a learning tool as well as a communication tool and enable non-traditional modes of learning. Texting is a faster and more efficient way of communicating, organizing, and sharing information and new ideas than meetings and phone calls. It allows for highly time effective bursts of intensive communication and more flexibility than phone calls and meetings. Games are a valuable tool for learning winning strategies, problem solving and conflict resolution skills.

How can you adapt your learning strategy?

• Implement mobile-based learning & development to enable swifter, more flexible communication with peers and colleagues.
• Gamify learning to make it fun, but also to create opportunities for setting goals and rewards and enable a clear sense of progression.

Effective Learning Is a Two-Way Street

A workforce that wants to learn, get better, innovate and grow is surely a dream come true. It does, however, mean that organizations need to adapt if they are to fuel this enthusiasm and retain talented employees. Energy spent focusing on the challenges of managing Gen Y and Gen Z would perhaps be better spent developing engaging strategies to help them grow and achieve the impact that they so eagerly seek. 

If you would like to request a free demo and learn more about a Millennial-friendly mobile learning solution that offers flexible, self-directed, on-the-go learning, get in touch with us now!

By Jan Steinar Kvilesjø

Jan Steinar Kvilesjø, CTO at Motimate, is responsible for realizing our technological vision, making sure we offer our clients the best possible features to keep them at the cutting edge of mobile learning capability. Here, Jan Steinar takes a look at how the API economy has revolutionized the mobile learning and value creation opportunities for businesses working with cloud-based systems.

About the API Economy

Historically, businesses have often struggled to integrate digital services. Different bits of software, underwritten by different coding languages have found even the most experienced programmers struggling to connect the dots. Today, cloud computing and the rise of the Application Programming Interface (API) have massively simplified the possibility of combining different software.

Initially something used by programmers and coders to integrate new software into existing systems, today the Public API (Open API) is a strategic business tool, offering the promise of continuous innovation and new value-adding products and services. This once back-room species of software is now front and centre-stage, and the opportunities are manifold.

How APIs Work

Integrating your app-based services creates a bridge of communication between different bits of software. This means that you can create smart workflows that not only save time and resource for your business, but that form the basis of potential new products and services. Combining app-based services together opens up a world of innovation previously locked away behind doors that have been clunky, awkward and incredibly expensive to open.

One part of our API is the Experience API (XAPI). The XAPI standard allows systems to speak to each other and record data about multiple types of learning experiences. XAPI integration enables data gathering from a wealth of relevant sources, storing it in a single repository called a Learning Record Store (LRS).

A factor that sets an XAPI integration apart is its ability to record statements, essentially recording qualitative feedback. Integrating your mobile learning platform with the XAPI means that you can draw on far richer data, building a clearer picture of learning activity and helping you to deliver better, more relevant, learning experiences. Better data collection offers greater oversight, which informs better decision-making across the business.

How APIs’ Add Value

From a learning perspective, the value of XAPI integrations is that they enable context relevant, just-in-time learning. Connecting your e-learning system with a CRM such as Salesforce means that employees can be trained whilst they work, without ever leaving the Salesforce platform to look at their emails or log into their e-learning system. Information about learner progress can be collected and fed back to your e-learning system.

At Amazon, XAPI is used to integrate the e-learning system with workstation software to facilitate just-in-time learning on screens at packing stations. This means that new employees can learn on the job, greatly reducing the time to productivity of new employees. Couple this thinking with the flexibility of mobile based learning and the possibilities for combined system just-in-time learning increase even further.

From a business growth perspective, the XAPI standard simplifies the process of partnering with other organizations, enabling product and service innovations, greater speed to market, and allowing businesses to offer their customers more choice and greater flexibility – think Uber.

How Motimate Uses API

API makes meaningful new partnerships easy to establish and manage, making collaborative business models a no-brainer. In 2020, Scandinavian recruitment firm, Otiga Group, integrated Motimate with third party recruitment app, Mojob. This integration allowed them to develop a streamlined process for attracting, selecting and training the best temps for their clients’ needs.

By integrating Motimate you can also save time on training related admin and HR activity. Zapier is one of the tools that we use to connect the cloud-based business and productivity apps used by our clients to their mobile learning system. It’s a powerful combination and you don’t need to be a developer to action this integration. Here are some examples of Zaps that help automate simple activities:

• G-suite – to disseminate user diplomas on course completion
• Google Forms – to run surveys to help assign learners to the right groups
• Office365 – to set up calendar events for newly registered users
• Slack – to send team members notifications about completed training modules
• Twitch – to add new video followers to learning groups
• Mailchimp – to share new training courses with subscribers
• Shopify – to enable access to monetised training courses through a web shop
• Squarespace – to activate self-signup to courses

The experience a new employee has when joining an organization, has a significant impact on how long they remain an employee. When it comes to onboarding new employees, the popular focus tends to be on the onboarding process as a strategic lever, with investment directly increasing long-term retention and driving down cost.

This is all very well if you’re recruiting permanent staff, but what about businesses that rely on influxes of seasonal workers? To what extent is it worth investing in onboarding these employees?

Increasingly we are accepting that onboarding does not end at the close of an employee’s first day, because it’s not just about paperwork and orientation. It’s actually about feeling and learning objectives too. You can’t get a real feel for the culture and learn everything that you need to know, all on your first day – if only because we can’t retain that much information at once.

Different organizations roll out onboarding programmes that last a week, a month, 3 months and, in a few cases, as long as a year. The point is that learning doesn’t stop when you exit the gate at the end of your first day.

But for a business that relies heavily on seasonal workers, such as the hospitality and retail industries, extended learning programs are often not an option. So, what aspects of this thinking can be applied to onboarding seasonal workers and are they even relevant?

Why Is It A Good Idea to Invest in Onboarding Temporary Staff Well?

Recruiting a seasonal workforce takes time, planning and money. Whether we like it or not, the way we onboard can be subject to externalities that are beyond our control. If there is something that Coronavirus has taught businesses, it is the importance of flexibility, adaptability, and being able to move fast when you need to. An agile onboarding process, allows you to respond to these externalities

TusenFryd is Norway’s largest theme park, with 450,000 visitors a season. The park has just 35 permanent staff and employs up to 750 seasonal workers in peak periods. Most of these candidates are young, with little or no working experience. This year, the uncertainty created by Coronavirus as to whether the theme park would open at all, resulted in the TusenFryd team having to train their new recruits and open the park in just 6 weeks. In that time, members of staff created and deployed 8,000 moties (training modules).

4 Reasons to Invest in First-Class Onboarding for Temporary Staff

1. To the customer, temporary needs are just as important as long-term needs. Better onboarding means more preparation, which leads to better performance and satisfied customers.

2. If anything, the fact that a proportion of your workforce is made up of temporary staff means that you have to work hard to get your onboarding right in a shorter space of time. With careful planning and the right technology and tools, a short-term hire can have a long-term impact on customer experience, brand-building, and as an example to other staff.

3. Your temporary staff can be a long-term asset. If you’re recruiting a high number of people every peak season, onboarding becomes an important opportunity for brand building. These temporary employees may become brand ambassadors, helping you to attract future hires. So, give them a good experience. And they may themselves come back again next season. Long-term, this strategy can save you time and money.

4. Just because a hire is short-term, it doesn’t mean you won’t feel their loss if they leave before the season is over. According to BCG, there is a direct correlation between talent management, performance management, and revenue growth. Unproductive candidates who regret taking on their roles have a direct impact on turnover.

10 Things to Consider When Onboarding Seasonal Employees

1. STANDARDIZATION AND AUTOMATION: From an HR perspective, the efficiency of digital onboarding is a dream, facilitating standardisation and a level of automation is shown to increase response rates from candidates and smooth the onboarding process. Highlighted by the Harvard Business Review is the fact that organizations with a standardized onboarding process experience 62% greater new hire productivity, along with 50% greater new hire retention.

2. RELATIONSHIP BUILDING: For hiring managers, it means people can, to some extent, hit the ground running. It gives them an opportunity to set the tone, communicate culture, and start building a relationship. The social aspect of onboarding is also important, buddying up new hires with each other or with existing employees is a good idea and this can be done digitally.

3. COMMUNICATION: It’s important to set expectations from the start, communicating mission and making sure goal-related messaging is clear.

4. CULTURE: Set the tone with your onboarding programme. Culture is communicated top-down, so having leaders review onboarding materials periodically can be a good idea. Sharing resources that communicate culture is a helpful way of gaining buy-in. You might use a recording of the Founder or archive material talking about founding of the organization.

5. PRE-LEARNING: The value of pre-learning should not be discounted. This can help speed up the path to productivity. It is, however, important to be aware that time committed to pre-learning is time spent working and you may need to renumerate candidates for the time they spend learning before their first physical day on the job.

6. JUST-IN-TIME LEARNING: On average, we retain up to 70% of the information with which we are presented at any one time. It may seem like a luxury in a case such as Tusenfryd, where the focus is on opening the park under significant time constraints, but continuous learning helps staff retain knowledge over time. Once those park gates open to the public, new recruits are still very new. On-demand training capability means employees can access the information they need wherever they are, applying it to the task at hand. It’s the difference between someone doing an average job, and a great job.

7. THE RIGHT TECHNOLOGY: Just-in-time learning requires the right technology to ensure that you are rolling out the same training capability to everyone. This is worth thinking about if you are operating across multiple sites with different configurations and conditions. In such scenarios, mobile-based applications are often the most flexible.

8. PERSONALISATION: Time is a precious resource and not to be wasted on training that is not relevant. Prioritising delivery of relevant learning for individual candidates helps them focus their time on the knowledge and skills relevant to them.

9. SCALABILITY: If you are recruiting seasonal staff across multiple sites it’s important to think about scalability, making sure the information is applicable, and that the tech is available and con|

10. CONFIDENCE BUILDING: Just like learning to read, a good beginning is the foundation for future success. But you need to be told that you are doing well to believe it and you need examples to follow. At TusenFryd, they use confidence building modules, awarding titles such as “best with the guests” and “happiness champions” to quickly help employees achieve their best and become examples of excellence to others.

By Marieke Bjørgung

Marieke Bjørgung is a Key Account Manager, working to ensure that Motimate is meeting the evolving learning needs of 21st century organizations and the people who make them work. Here, Marieke takes a look at how the LMS has evolved over time, what the expectations are of an all-star LMS system today, and what features truly engage users.

When it hit the scene in the early nineties, the LMS was a revolutionary technology. It wasn’t until we were well into the 2000s that we realised our learning systems were no longer fulfilling the needs of learners and their managers. This was due, in large part, to the arrival of the mobile phone and the new capabilities that it unlocked.

The First LMS – A Contentious Issue

There are many definitions of the LMS, causing some disagreement on when the first one was invented. However, it is generally agreed upon that the first fully featured, internet enabled, Learning Management System (LMS) was released by Norway’s NKI Distance Education Network in 1991. Named EKKO, it was designed to enable distance learning.

The purpose of the LMS, in its various guises, is to enable e-learning – aggregation of training materials, automated delivery of training programs, tracking and reporting.

The early LMS meant that learners could, for the first time, sit at their computers and complete training modules based on quizzes and multiple-choice questions. From the very beginning, an LMS could track basic information, such as course completion and competence. This made it a useful tool for managers to keep track of how learners were doing.

Enter the Mobile Disruption

In the nineties the LMS was about providing a web-based solution that supported on-demand learning. By the time the 2010s arrived, needs had evolved, expectations had changed and the LMS needed to keep up. It became about enabling learning anytime, anywhere.

The impact of the mobile phone on learner behaviour was revolutionary. People were suddenly talking to each other more regularly and more often. Information was being shared at a rate never before achieved and this, of course, had a significant impact on outcomes.

The Smartphone – Things Will Never Be the Same Again

Once the smartphone was introduced, giving us the gift of mobile internet, things sped up even more. Work began to spill over into travel time and home time until, suddenly, you didn’t need to be in the office at all, or even static. The speed of information exchange and so had our expectations of being able to learn, execute and deliver at a rate never before imagined.

Over time, behaviours shifted. Attention spans shortened with information being parcelled up in increasingly bite-sized chunks. Content became more colourful, more interactive, more fun. We became arguably more social – sharing information continuously between friends, family and colleagues. Constant information flow and communication made it possible for more people to do things that once may have seemed out of their reach. A basic level of competency became the norm.

In the last decade the LMS has become far more sophisticated. An LMS can now integrate with CRM and HRM systems and collect and analyze data in real-time. It offers more complete insight and a far richer learning experience than its predecessors could.

The Old Versus the New LMS

In the last decade we have seen the introduction of new capabilities and features such as real-time communication, new forms of mixed content based on audio, videos, images, gamification and more. Many of these have been enabled by the smartphone which has also been the catalyst for truly mobile, anytime, anywhere access to learning.

An analysis of how the LMS has changed over time highlights the following areas:

The Future of Learning is Personalization

The traditional LMS improved learner management. For the first time managers could see what courses had been completed and by whom. They could see their scores and suggest additional modules to candidates. They were able to track knowledge retention over time, using quiz-based tests. But the training was generic, and users often found themselves learning things they had no need to apply.

So, the future of learning has become about personalization in five key areas:

1. Customisation

Internally, an organization should be able to apply its own stamp on its LMS, making it part of its culture. This helps build internal culture and communications. Personalization of the system helps people feel ownership and that it is a part of their corporate identity.

2. Timing – Flexible and The Real-Time

A truly flexible LMS can be accessed by users anytime and anywhere. Mobile-based LMS’ offer autonomy, allowing people to be masters of their own schedules and learn on-the-go whether on the train, at home, or in the field. This flexibility means that they can apply the training in real-time if they need to, reinforcing the learning before they have a chance to forget it. They can also feedback and ask questions in real-time, providing an immediacy of learning that’s fit for the 21st century.

3. Personalized Learning Pathways

Today, LMS’ use intelligent algorithms to make automated recommendations for courses based on a user’s skill profile. It can also extract meta-data from learning materials in order to make such recommendations even more accurate. As a result, the learning becomes more targeted and relevant to the individual. No-two learners have exactly the same experience and no time is wasted on training that is not relevant to the individual. LMS’ have often been accused of being impersonal, but this level of individualistic learning, I would argue, could not be more personal.

4. Content-Enabled Alternative Learning Modes

We know that people absorb knowledge differently, showing natural aptitudes for oral, visual or kinesthetic learning. The modern LMS offers a content-rich learning environment capable of catering to different learning styles through traditional formats as well as with live content, internet video and gamification. We can’t yet truly personalise every aspect of digital learning for every single individual, but we are getting a lot closer.

5. Incentivisation & Feedback

Everybody needs encouragement. Countless studies have told us that feedback and incentives are key to engagement and growth. Recognition systems integrated into your LMS help you unlock the potential of essential engagement tools. Based on LMS data, these tools facilitate leaderboards for peer benchmarking, reward systems based on badges or points, and prompts for managers to offer prizes, if warranted.

Skills Gaps and Learning Management Systems – The Future at a Glance

The Davos 2020 World Economic Forums Jobs Report states that by 2025, 85 million jobs may be displaced by a shift in the division of labour between humans and machines.

For those workers set to remain in their roles, the share of core skills that will change in the next five years is 40%, and 50% of all employees will need reskilling.

Surprising stats? Well, 80% of CEOs now believe that the need for new skills is the biggest business challenge, and opportunities for development have become the second most important factor in workplace happiness for employees.

Traditionally, companies have recruited externally to fill these skills gaps, engaging in lengthy and expensive recruitment processes and choosing from a limited pool because there just aren’t enough people out there with the right skills.

Now, they are starting to think differently about delivering learning, investing in developing existing employees to fill knowledge gaps and create competitive advantage.

As a result, companies are having to reimagine traditional learning management systems and engage with a new concept, Learning in the Flow of Work.

What is Learning in the Flow of Work?

Have you ever wanted a job so much that you’ve over-emphasised the breadth of your experience? And then found yourself Googling sentences starting with “how to…” in your first week, hoping to learn on the job before anyone notices you’re not quite up to speed? Well, if so, you have, to some extent, experienced the concept of Learning in the Flow of Work.

Until now, employees have had to go to the learning, attending dedicated training days, ushered into meeting rooms to stare at power points, or engaging with cumbersome digital learning systems that involve taking time out of work.

The learning has often been catch-all, has involved taking time out of busy workdays and, if not applicable in the next 24 hours, is most likely forgotten before it has ever been used.

Learning in the flow of work brings the learning to the employee, aligning itself with the needs of the individual and the task at hand. Useful learning that can be applied straight away.

This means creating responsive e-learning ecosystems that target the specific needs of individual employees so that they can apply the learning in real-time (just like when you Googled how to do your job in your first week).

The Workplace Has Changed and So Have We

The concepts of workplace and the working day are changing as workforces become increasingly mobile and flexible in their working hours.

Social and search have had a huge impact on the way that we interact with and absorb information. People access information and learning wherever and whenever they want. And, whether baking a cake or fixing a bike, they apply it straight away. So why isn’t it the same at work?

Currently, the majority e-learning programmes aren’t working. Employee onboarding times are too long and on-the-job training isn’t as “on the job” as it could be.

It’s So Obvious It’s Hard to Believe It’s a New Idea …

But then the best ideas almost always seem obvious once someone says them out loud:

1. Investing in learning is more cost effective than recruiting externally.
2. Developing your workforce makes them feel valued and helps you gain competitive advantage over time.
3. We lead busy lives and need to access information on the go.
4. We learn better in interactive, bite-sized chunks (micro-learning) and we can apply the knowledge straight away.

This is still fairly new thinking, but it has gained traction and is being pioneered by leading businesses across the globe including Procter & Gamble, Sainsbury’s and Banco Santander.

What does this mean for Learning Management Systems?

Well, here are some things to think about …

• Mobile learning platforms allow you to offer continuous learning to disparate workforces on-the-go.d
• Learning experiences that match consumer-grade experiences offer fast access to relevant information, interactive content, and are available anytime and anywhere.
• Harnessing the power of social and search helps inform the design of intuitive e-learning ecosystems. A responsive LMS will offer a level of autonomy to the user. It will use search, offer feedback and connect users.
• Personalisation of content is key to engagement. A personalised experience delivers a targeted learning experience. It uses Personalised Performance Learning and automation engines to generate learning modules directly applicable to the individual and task at hand.
• E-learning learning resources need to be succinct, interactive and fun, using tools such as infographics, video and gamification.

What we already know about mobile learning

Everyone has a mobile phone and we have it on us pretty much all of the time. As the world and business practices evolve, flexibility is increasingly important to the majority of employers and workers.

Add to this the impact of globalisation, workforces spread across multiple locations, online shopping and unforeseen events such as pandemics, and the case for flexible, anytime, anywhere training makes itself.

We know that mobile based training is more accessible, more engaging and more fun. But it’s so much more. It means you can onboard, upskill, communicate with and engage employees at a rate never before possible.

Mobile learning harnesses the power of social networks and technologies, facilitating communication and collaboration.

So, as well as facilitating fast onboarding and continuous learning, mobile learning is a great tool for engaging employees and, it seems, for improving business outcomes. But why is it so effective?

Learning + Recognition = Engaged Employees & High Retention Rates

Empowering managers to quickly and easily create training courses themselves, and employees to learn according to their own schedules, makes them feel valued and trusted.

Recognition is also an essential component in engaging and retaining employees. According to a recent survey of 1,154 people by leading employee recognition company, Achievers, lack of employee recognition is the third most common reason employees leave their jobs.

A Harvard Business Review study of more than 550 executives from 12 best-practice company leaders, reveals that 72% of respondents rank recognition for high performers as having a significant impact on employee engagement.

The powerful combination of learning and recognition results in employees that feel valued and respected, who buy-in to company mission and want to remain in their jobs.

Whether recognition is based on a social or monetary/points driven system and comes from management or peers, it matters.

Recognition for learning achievements is not just applause, it’s about creating culture; it’s feedback and incentivisation – rewarding an employee for reaching a milestone and setting a standard for others to emulate and improve on. To be effective, it needs to happen consistently and often.

Good behaviours get rewarded and, therefore, repeated, and the results are measurable.

Learning + Recognition = Increased Productivity & Business Success

So, a flexible learning platform is a necessary tool for a successful business, but a recognition platform is just as important. Having only one side of the coin buys you less than half as much.

According to McKinsey, culture is vital to organizational success, with higher-performing cultures creating 3 times the return to shareholders.

The Harvard Business Review study tells us that 71% of respondents rank employee engagement as very important to achieving organizational success.

Recognised employees are more engaged and more productive. Happy employees lead to happier customers, which leads to better business success.

At Motimate, we know this is true because we’ve seen it first-hand in our work with several companies, including Norwegian supermarket chain REMA 1000, whose mobile learning programme has led to tangible results that have resulted in it gaining greater market share. You can explore the case study here if you like.

Find Out How Mobile Learning & Recognition Can Benefit Your Business

Motimate is partnering with Achievers. We’ll be working together to deliver the simplest, most easy-to-use and fun integrated mobile learning and employee recognition system available.

To find out more about how learning and recognition can benefit your business, view our on-demand webinar How to Supercharge Remote Learning through Recognition. Click here to access the webinar.