5 Ways to Utilize E-Learning Games in Employee Training

In the ever-changing world of technology, the race to stay up to date is an exhausting feat. Modern learners are bombarded with texts, emails, phone calls, push notifications, and all kinds of digital distractions throughout the day. Simplifying the training experience is pinnacle to both effective learning and knowledge retention. 

Gamification in Business

Gamification is a buzzword these days as one of the most popular learning styles for both learners and educators. Gamification is the application of game mechanics in non-gaming contexts, such as employee training, to increase engagement. Examples of game mechanics include badges, points, levels, and leaderboards. 

corporate university meister learning retention triangle data

Statistically speaking, people only retain about 10% of what they read and 20% of what they hear/see. Corporate Universities author, Jeanne Meister, notes compelling evidence for incorporating gamification in business today:

“interactive learning games can increase long-term retention rates by up to 10 times”

5 eLearning Games

In a previous blog, we talked about some questions to consider before introducing games in training. The question isn’t if your organization should introduce games, but how. To understand how you can start utilizing eLearning games in employee training, consider the following.

1. Jeopardy!®

Documenting all of the ins and outs of company products, policies, and best practices could quickly fill a 50-page manual; thankfully, those are long gone! Use the traditional Jeopardy!® format to train employees and reinforce specific topics, relevant to various job descriptions. Assess both hard skills and soft skills with customizable categories to fit your company’s needs.

Jeopardy!® for training includes all of the same rules as the top-rated quiz show on TV with wagers, Double Jeopardy!®, Final Jeopardy!®, and “Daily Doubles.” For cybersecurity training, the categories might be “Passwords,” “Don’t Do This,” and “Crack The Code.” The possibilities are endless and employees will most likely be familiar with the game rules making adoption easy.

2. Recall

Everyone learns differently, so using a mix of training games supports a range of employee learning styles. Recall uses visual learning to test employees’ ability to memorize using videos and images. 

For instance, the game will display a picture, such as a work environment, without giving the player any hint as to what they need to remember. The player is then challenged to recall specific details about what they just saw during a series of questions testing memorization and retention.

3. Trivia

Not a good test taker? No problem. Trivia transforms the negative sentiments around assessments into an exciting, competitive game using points, timers, and leaderboards. Employees are more engaged when tests are gamified into trivia questions. 

Trivia helps learners make the right decisions, faster. Use Trivia to test product knowledge, terminology, encourage asymmetrical thinking (i.e. Think Outside™ the box) and improve retention.

4. Scenarios

Product knowledge and negotiations can be difficult to practice when there is no application for on-the-job instances. Virtual scenarios provide employees the opportunity to learn in a fail-safe setting before being in the “real world.” 

Scenarios are a great training type for customer service representatives, salespeople, and management. Gamified scenarios allow employees to step into the shoes of a virtual character and engage in different conversation paths to test soft skills. Realistic, contextual simulations also help to assess cause and effect decision making.

5. Scramble

New job, new everything. A new employee can feel like they just walked into a foreign country as they begin integrating into the workplace. Colleagues may seem to be speaking another language if new hires are not well prepared with training. Onboarding is an important process to effectively equip new hires, but it doesn’t have to be all mundane.

Scramble is a great resource for terminology and can be played in two ways: Word Scramble and Sentence Scramble. Sentences are either written with a word missing or laid out in a word bank where players are challenged to correctly reorganize them. Learners are tested on knowledge retention whether they are new or seasoned employees.

Game On

Gamified learning management systems (LMS) motivate learners to excel, progress, and achieve final outcomes with anticipation. Each game is easily tracked for robust reporting on an individual or team data. Identify knowledge gaps, improve retention, and empower employees with more effective training experiences. 

When gamification is implemented into eLearning, companies increase employee engagement by 60% and improve productivity by 50% (eLearning Learning). Who’s ready for a performance review now? At Unboxed Training & Technology, we offer a full list of customizable employee training games. Learn more about how to level up your training with games by watching our Beyond Gamification webinar!

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Unboxed Training & Technology Wins Gold and Silver Brandon Hall Group Awards

We’re proud to announce that Unboxed Training & Technology has won two esteemed Brandon Hall Group Excellence Awards for our work with Hilton Worldwide to develop the Hilton Core Sales Skills program.

Unboxed received a Gold award in Excellence in Learning for Best Advance in Competencies and Skill Development, and a Silver award in Excellence in Sales Performance for Best Sales Onboarding Program.

Brandon Hall Group has long been viewed as the industry experts when it comes to recognizing learning excellence,” said Unboxed CEO Brian Leach. “We are thrilled to receive these two prestigious awards with our partners at Hilton. We’re delighted to see the positive impact that the Hilton Core Sales Skills HCCS program is having around the globe!”

The Hilton Core Sales Skills program is a comprehensive sales training curriculum developed by Unboxed and Hilton to unify their Hilton Global Sales Team around proven sales skills and behaviors. The Core Sales Skills program standardized the sales training process across Hilton’s 17 unique brands and many operating regions.

Hilton Team Members participated in an eight-week blended learning program that used microlearning techniques and in-depth learning sessions to maximize engagement and retention. Learners completed a mix of live-action videos, reflection activities, simulations, and virtual instructor-led training sessions to practice and hone their skills. Hilton’s internal assessment of core sales competencies found that the first wave of participants in the program saw a 37% increase in their scores on critical metrics.

“The HCM Excellence Awards recognize programs that measurably benefit organizations,” said Mike Cooke, Brandon Hall Group CEO. “Many human capital management departments are unable to confirm that their initiatives help the business’s bottom line. Because we focus on measurable benefits, our awards program is universally recognized and highly prestigious.”

Award entries were evaluated by a panel of independent industry experts, Brandon Hall Group analysts, and executives. Each entry was evaluated based upon the following criteria:

·     Fit the need: How well did the competency/skill model effectively align with business needs and situation?

·     Design of the program: Was the program designed to address competency/skill gaps?

·     Delivery: Was the learning program delivered effectively, in a manner easy to access and apply?

·     Measurable Benefits: Did the program produce measurable benefits and outcomes?

·     Overall: Did the program demonstrate a positive impact for the learners and the organization?

“The Brandon Hall Group Excellence Awards Program has recognized leading organizations for the past twenty-plus years for the latest trends in Human Capital Management,” said Rachel Cooke, Brandon Hall Group COO and leader of the HCM Excellence Awards Program. “The initiatives that were honored are not only innovative but fit the unique needs of the business and create truly remarkable success stories.”

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Training New Employees – 3 Essential Elements for Every Onboarding Program

So you’ve scoured the applicant pool and found the perfect person for the job, the hard part is done, right? Really, you’re only about half-way up the hill. The training the new employee receives is just as important as who you’ve hired.

Don’t believe us? ADP says that 91% of managers, 81% of HR administrators, and 75% of employees say onboarding is not done right. It’s also been reported that it costs an organization 1.5x the employee’s salary to replace and get a new employee up to speed. It’s safe to say, getting onboarding right is crucial.

Here are the three essentials to keep in mind so your training will hit the mark.

 

1. The Warm Welcome: Ease Their First Day Nerves

New employees have a lot to get the jitters about—a new job, an unfamiliar commute, a new office space, possibly a new city, and all new co-workers (not to mention new responsibilities). It’s important to start to build trust and confidence the moment they walk in the door. Let’s face it, first impressions are important, and a team member’s first day is also their first peek behind the curtain.

On day 1 new team members will start to make judgments on what makes you tick as a company, how the organization is run, and your culture. Are managers hiding behind locked doors? Are their new co-workers friendly? Do the leaders really care?

You only get one chance to set the tone for their first experience. Alleviate their fears and establish a culture of caring by showing them that they’re more than just a number.

If you’re a small company, have each new employee sit down with someone from the C-Suite to get the story of the company. It helps them feel like they’re more than just a number—the leaders care about them and take the time to get to know them.

For larger organizations, a good option is an Introductory Video – a short and sweet message from leadership that all new hires can watch. It tells them a bit about the company, the role employees play in their continued success, and how excited leadership is that they’re joining the team.

Why does this make such a difference? The Gallup organization reports that 71% of employees today are either not engaged or are actively disengaged at work. Establishing a culture where every person matters and is valued is a great way to help build a new employee’s trust that they joined the right organization—and that buy-in is an important factor in keeping employees engaged.

 

2. The Coaching Mindset: Establish Check Points and Expectations

87% of Millennials recently surveyed stated that professional development and career growth are very important to them. Your employees are hungry, and they want success – they just don’t always know how to get there. That’s where you come in.

Outline clear expectations and milestones using a BARS (Behavior Anchored Rating Scale) Chart. The BARS Chart serves as the foundation for the new employee. It outlines what not acceptable, good, and GREAT looks like in their role.

Peer mentor check-ins are a great way to reinforce these GREAT behaviors in a less intimidating setting. New employees can watch a tenured employee perform the GREAT behaviors, talk through their best practices, and openly discuss challenges with someone in their same role.

Then use a 30/60/90-day Plan to build off that framework. These plans allow managers to work with an employee to gauge where they fall at each milestone (according to the BARS Chart) and plan for next steps.

At each of these milestones, the manager should meet with the new hire to discuss their progress and goals for the coming days using the 30/60/90-day Plan as a framework. 

 

3. The Wow Factor: Cater to the Modern Learner

We all know that there are certain things that simply have to be covered when it comes to training new hires: your company’s mission, vision, values, the tools/software they’ll use, and the knowledge, skills, and behaviors they need to do their job well. Check out this Onboarding Checklist to see if your program covers the basics.

But it’s not enough to just check all the boxes, you have to make it memorable. The average employee checks his or her phone more than 150 times per day, so it’s not surprising that the modern learner has a shorter attention span and will tire of the “required” content quickly if you don’t make it exciting.

Reading a manual, sitting through a presentation, or taking a compliance course isn’t going to cut it for the modern learner. Instead, weave in as much interactivity as possible.

You can do things like a VR scavenger hunt for office essentials, add mobile-friendly self-paced foundational courses, or include Simulated or Animated Videos in to your onboarding program. We promise your learners will notice the difference and their knowledge and retention will improve.

Remember, finding and hiring the right people is only part of the battle—how you train them, starting at day 1, is a big factor. For more info on onboarding, check out our article on Onboarding Best Practices. And if you’re interested in learning about Introductory Videos, BARS Charts, 30/60/90-day Plans, Animated or Simulated Videos, incorporating Virtual Reality and more, let us know. We’d love to talk to you and help assess which onboarding training elements are right for your company! 

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Your Sales Enablement Software Needs Interactive Product Demos

Sales enablement is a fast-growing space. Look up sales enablement software, and you’ll find hundreds of proposed solutions. Most of them are rep-focused and provide information like lead data, sales presentations, and marketing collateral. These features can definitely help sales reps be more efficient, but if your sales enablement software doesn’t support interactive product demos, you’re missing out.

In this article, we explain how you can deliver a better customer experience, onboard faster, and close more sales when your sales enablement software includes interactive product demos.

First things first: if you think sales enablement is just for geofencing and tracking sales calls, expand your definition of sales enablement. Think of sales enablement as a smart mix of technology and training. When you include interactive demos throughout your sales enablement tool, reps have everything they need in one place. They can quickly learn about your products and services, and then sell them the right way—faster.

What are interactive product demos?

In this context, interactive product demos are highly visual pieces of sales presentation content that explain the features and benefits of a product or service. They help the viewer understand how something you sell works—and how it stacks up against the competition—in a compelling way.

sales-enablement-software-with-interactive-product-demos

I’ve seen two demo formats work really well: short videos and interactive, highly visual learning modules. Videos support storytelling and demonstrate benefits. Interactive learning modules simulate how product features work and explain how they benefit the customer.

sales-tool-with-product-demo-video

Short videos support storytelling and demonstrate benefits.

interactive-product-demos-Unboxed

Interactive learning modules simulate product features and explain the benefits.

What can interactive product demos help my sales reps do?

Deliver a better customer experience

In my experience, the most effective interactive product demos can explain a product or service in 10 seconds or less. 65% of your customers are visual learners, so when you show how something works (rather than tell), you seriously upgrade your customer experience.

Your customers are also busy, and they don’t have time for clunky PowerPoints and outdated brochures. They want to learn new information quickly so they can make a buying decision.

product-demonstration-upgrades-customer-experience

Forrester shares that interactive product demos change the medium of video from a “lean-back to a lean-forward interactive experience,” empowering and informing customers as they move further down the sales funnel.

Here’s what Hubspot says:

“When customers feel like they’re in control, they will often take risks, such as trying new services or taking a chance on a new product.”

If you want to share your value propositions with your customers in an exciting, visual way, see if your sales enablement software can support interactive product demos. You’ll help your customers understand how you can solve their challenges and why they should buy from you.

Onboard reps faster

You want your new sales reps to be more productive, faster. In fact, we’ve found they’re actively looking for short, to-the-point ways to explain your products and services. Reps want to deliver accurate information and hold their customer’s attention.

Interactive product demos allow sales reps to gain expertise with very little time commitment. In the same way product demos help your customers learn, they help your reps learn, too. There’s an assurance in knowing their sales enablement software has helpful product information, right there when they need it. I’ve seen reps who have access to interactive product demos achieve quota as soon as Month 2 or Month 3.

When sales enablement tools include interactive product demos, reps have more confidence during their customer conversations. They also have access to consistent, helpful content for each customer, regardless of their location and level of experience.

Close more sales

Time is a sales rep’s most precious resource. Selling Power says the average rep spends just 10 percent of their time selling. When your sales enablement software doubles as a sleek interactive product demo, reps gain time to devote to their core objective: selling. No more late nights formatting PowerPoint slides.

On top of that, interactive product demos make it easier for customers to make a buying decision. Customers are more engaged and can understand key benefits more quickly. You heard it from Forrester and HubSpot—this leads to a better close rate.

See it in action

Want to see examples of sales enablement software that doubles as an interactive product demo?

Check out Advisor or contact us to talk more.

The Essential Employee Onboarding Checklist

There’s a big difference between onboarding and orientation. Yes, they both start with an “O” and are crucial to new hires, but they’re different.

Orientation is a company-centric checklist completed in your new hire’s first week. Onboarding is a job-specific process that creates a confident, engaged and valuable contributor over many months.

So, the question is, does your current onboarding program go beyond the basics of orientation and cover everything your new hires need to get up to speed and productive quickly? To find out, download the Essential Employee Onboarding Checklist. For each checklist item ask yourself, “Is my current onboarding training great, does it need work, or is it non-existent?”

Employee Onboarding Checklist: The Essential Topics for new hire and onboarding training

Topics Included

In the Essential Employee Onboarding Checklist, we cover everything from organizational basics (i.e. company history, vision, and goals) and meeting your new team (because face-to-face time is so critical) to one-to-one checkpoints (yes, that includes mentors and managers) and measuring the effectiveness of your onboarding program.

With 40+ topics, this checklist will inspire you to look at onboarding in a whole new light. Gone are the days of sink or swim for your new hires. Hello, awesome onboarding.

So, What’s Next

After reviewing the Essential Employee Onboarding Checklist and understanding how your current program measures up, you have a few options:

  1. Check out our list of onboarding best practices to help you create or improve your new-hire training on your own,
  2. Learn how we can help your employees reach their A-game faster with a custom onboarding program built just for you, or
  3. Do nothing (warning: not recommended unless your existing onboarding training is already awesome).

Download the Checklist

Remember, orientation isn’t onboarding. Download the Essential Employee Onboarding Checklist to learn what goes into a great onboarding program. Then reach out and let us know how we can help.