5 Ways to Prepare Your Learning Programs For Gen Z – The Mobile-First Workforce

While Millennials made it clear mobile learning was a necessity, Gen Z will push your organization to perfect it.

Generation Z (Gen-Z), a fresh-faced, straight out of college cohort is guaranteed to be even more disruptive than their Millennial counterparts in the world of work and learning, especially as it relates to the popularity and growth of mobile learning.

Born after the mid-90’s and raised in the 2000s, Gen Z will soon account for 20% of working adults (by 2020), rounding out a workforce made up of four generations working alongside one another (Baby Boomers, Gen X and Millennials).

Indeed, Millennials made the need for mobile learning clear, Gen Z will be the generation that forces organizations to perfect it. Doing so means a shift in the development of learning programs that considers a mobile-first design accessible to all learners, anywhere, anytime.

Here are 5 learning considerations guaranteed to connect with Gen Z:

• Develop a video content library (and make sure it’s equipped with seamless search functionalities)
• Establish a collaborative learning culture that’s backed by technology
• Always show them why what they’re learning is important (justify the value of all learning content)
• Incorporate self-directed learning and critical thinking into learning programs, especially in a way that leverages technology
• Ensure all of the above strategies are developed with mobile delivery capabilities at top of mind

This presents a new and exciting challenge in the world of corporate learning.

Docebo’s newest whitepaper explores the exciting world of Gen Z and how they’ll impact your learning programs. Download Gen Z is in The Building: Prepare Yourself for a Mobile-First Workforce, for additional insights into developing learning programs that connect with the mobile-first workforce, including:

• Millennials and Gen have less in common than you might think – and how those differences will impact your learning programs
• Connecting with Gen Z means knowing what makes them tick (it might surprise you)
• Why embracing change while building in adaptability to your learning programs is key to success in today’s mobile-first workplace

See how Docebo can help you prepare for the mobile-first workforce.

DOWNLOAD NOW!

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10 Stats That Prove Mobile Learning Lives up to The Hype

Are you curious to know what the future of mobile learning looks like? Come and see for yourself!

It shouldn’t come as any surprise that the momentum of mobile technologies hasn’t shown any signs of slowing down. After all, more people than ever before – 2 billion, in fact – are constantly head-down, tapping away on their touch-screens, messaging friends on Facebook, sharing selfies on Instagram, or working on big projects over Slack.

Indeed, there’s a lot of chatter about mobile learning and how it can be most effectively worked into the L&D mix. It’s not a new topic in the world of corporate learning, but rather one that’s been dependent on developments in technology (and the functionalities delivered by those technologies) to satisfy the needs of learning organization and the users of their e-learning platforms.

The benefits of mobile learning are well-known for organizations both big and small, especially as it relates to improved knowledge retention and increased employee engagement. These factors are even more important when you consider the fact that workforces around the world are at a crossroads, on which Baby Boomers and Gen-Xers are retiring (or preparing to), making way for the mobile-dependant Millennial and Gen-Z cohorts.

Making sure your learning activities connect with this new workforce depends on your ability to make your content seamlessly accessible through mobile devices.

The future of mobile learning might look a little different than you’d expect. Here are 10 stats that prove that making the leap into mobile-enabled learning will be the core component to guiding your learning activities into the future.

1. 64% of learners find accessing their training content from a mobile device essential [Towards Maturity]
2. 43% of learners see improved productivity levels compared to non-mobile users [Towards Maturity]
3. 89% of smartphone users download apps, 50% of which are used for learning [Towards Maturity]
4. 46% of learners use mobile learning before they go to sleep at night [Learner Events]
5. The number of mobile-only users (27%) has grown, now surpassing desktop-only users (14%) [Google].
6. Mobile device users will own three to four personal devices by the end of 2018 [Global Mobile Market]
7. 71% of Millennials say they connect more with mobile learning than L&D activities delivered via desktop or formal methods. [Gallup]
8. The average person spends 2 hours and 51 minutes on their smartphone each day, looking at it roughly 221 times and touching its screen more than 2,600 times. [Dscout]
9. 65% of all digital media is viewed on smartphones [Marketing Land]
10. Smartphone learners complete course material 45% faster than those using a computer. [Lynda]

Join Docebo on August 30 as we go on an interactive deep dive into the future of mobile learning. Insights will include:  

• What are we hearing from our customers, and the greater learning industry, as a service provider
• What’s worked with mobile learning technologies of the past (and how Docebo has worked to refine them), and;
• An interactive demo of the new Docebo mobile app, which has been designed with the end-user in mind and give them complete access to their learning platform from the device of their choosing (iOS, Android)

Come see the future of mobile learning for yourself!

REGISTER NOW!

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How to Boost Revenues With Improved LMS-based Sales Training

Ensure your sales team has the knowledge and learning resources they need to succeed.

Revenue is the key to success for companies across the globe, and the sales team is on the front line every day competing for business against your rivals. Making sure your sales team is coming to the table prepared and knowledgeable isn’t just a nice to have, it’s a need to have.

Training your sales team using a Learning Management System (LMS) provides the opportunity, for example, to increase the product knowledge they need to do their jobs effectively and conduct regular performance assessments.  With the Docebo platform, L&D professionals can provide sales staff a place where newer staff members can ask questions of experts within an organization using a social learning platform like Coach & Share.

Why Is Online Sales Training Important

Sales training in general has and will continue to be a key component to organizational success. Traditionally, sales training has taken the form of an annual kick-off meetings, followed by occasional formal in-classroom training sessions. The skills gained through traditional training provides your sales teams with product need-to-know, but the retention levels needed to be successful generally aren’t there. Articulating competitive advantages and having a pulse on the competition requires an ongoing approach to sales training. Providing your sales team with regular training opportunities and access to subject-matter experts gives them a tool that helps them always have a leg up on the competition.

Online sales training continues to provide the information that is critical to your sales teams success, but it provides the information to them when and where they need it, while also allowing a social experience with other employees within the company. The reality is, in the competitive environment your sales team works in, they need continuous training and are hungry to learn, with a desire to constantly improve their ability to sell.

Consider these four benefits of online sales training provided by eLearning Industry:

• Online sales training can increase confidence and job satisfaction while also improve knowledge and skills retention.
• Online learning can also help your sales teams stay up-to-date on products and procedures on an ongoing basis.
• Enabled by a robust learning platform, such as Docebo, sales training can also include opportunities to identify (and address) different strengths and weaknesses to further improve performance.
• Identifying areas for improvement can establishing opportunities to create the learning content necessary to close any gaps, while identifying various strengths give L&D a bounty of learning opportunities that can be shared across the wider sales team, aligning the entire sales organization.

Think about the last time you started a new job, how many questions did you have daily? This is especially true if you’re jumping in headfirst to a new sales team selling a new product. For the majority of companies, a traditional onboarding program is very costly and not always as effective as it probably should be. On the other hand, developing your sales training program through a LMS that provides specific information points, while also offering a social learning component allows your new hires to ask questions at the time-of-need to internal subject-matter experts, L&D departments can use their learning platform you can provide information they need, when they need it and more importantly on an ongoing basis that is relevant well beyond their first few weeks of employment.

Perhaps the biggest reason that online sales training is important is that your sales team is expecting it. The modern learner is used to having information available to them at their fingertips and by providing the information your teams need online through a robust learning platform you’re giving your sales team the information they need in the format they’ve come to expect. A recent Gallup poll found 87% of Millennials (compared with 69% of non-Millennials) approach jobs as development opportunities, providing ongoing training sets the stage for the opportunity.

Additionally, according to a Zenger/Folkman survey, 72% employees actively seek feedback to improve their performance. Your sales team wants feedback that is constructive, nearly 60% of respondents in that same poll indicated they wanted genuine corrective pointers. With online sales training, you have the power to provide the content your team is looking for to improve their sales performance, while increasing their knowledge and capabilities on an ongoing basis.

Online Sales Training Strategies

Research indicates that your sales teams are looking for training opportunities, but that doesn’t mean they’re going to be engaged with the content. Online sales training still needs to be approached strategically with careful consideration of the how, the why and what will be measured.

Offer Your Teams Varying Training Options

Chances are, your team is full of a variety of different learners, all with their own unique learning styles. Learning content needs to be varied to ensure that it works for everyone. Some learners need to be served visual content, such as online presentations, videos, and virtual instructor-led courses. Other learners might be more auditory, so they’ll need to be given material that provides the information, but can also be presented with the opportunity to ask questions and hear the answers. An online learning platform gives them a way to record themselves, review material and listen to it together with different subject-matter experts or direct managers.

Provide Assessment Opportunities

It is extremely important to provide opportunities for assessment. Even if the content is ongoing, there needs to be touch points with superiors during the process to make sure the learner knows how they’re progressing and feel a sense of accountability. Assessment is a critical step in the learning process both in formal and online settings. Carefully consider the frequency of assessments, and ensure experts and admins are giving actionable feedback to the learner to encourage them to continue completing assessments and finding enjoyment in the material they’re learning.

Utilize Real World Situations and Value

Providing context for why learners are expected to take a course is critical to the usefulness of any learning program. Through the implementation of an online sales training initiative, look to indicate why particular modules and courses exist and what it applies to in the salesperson’s’ day-to-day activities. Often times, content will be self-indicative of the value, such as a successful demo call, but other times further context will be necessary to ensure learners have a complete grasp on why they’re learning a new skill or piece of knowledge.

Create a Cycle of Feedback and Collaboration

Online learning cannot be static and ensuring your sales team are getting the most useful information in the best possible way, always look to receive feedback and improve your content accordingly. From the outset, establish a forum for your sales teams to provide feedback on the learning material. You should also use your learning platform as a venue to answer and address questions and challenges faced by your sales team on an ongoing basis. Utilizing Docebo’s Coach & Share, for example, allows newer employees to ask questions and be notified when the expert posts an answer, the entire team can benefit and learn from these types of interactions.

Identify Your Skills Gaps

Docebo Perform helps learning and development professionals identify the specific skills that are missing within a sales team. Mapping out the skills and competencies of your team is critical to providing the right learning material the right format to enhance your team. By identify the skill gaps you’ll also be creating new opportunities and strategies for your sales teams to leverage, which will lead to more closed deals and increase the bottom line.

How to Track Your Online Sales Training Strategies

Boosting your revenue through a LMS or online sales training strategy requires a well thought-out measurement regime. In order to prove that a sales training strategy is working, there are steps that an L&D pro can take early on in order to measure, quantify and report on the success of the training initiative.

Measuring Lift

Setting sales-based benchmarks from the outset can help to identify the success and revenue boosts that can be attributed to your learning platform strategy. Keep in mind that there are multiple factors that can contribute to revenue shifts, including market or competitor changes. If you keep those factors in mind, you can begin to establish benchmarks that  indicate exactly how much additional revenue being generated by enhanced online sales training.

Start by tracking the success of prospect calls performed by your sales team, the win rates of your sales teams, ability to hit quotas and the dollars sold per client. You can then take a monthly, quarterly and annual assessment to see the lift and attribute that lift to the sales training through qualitative analysis and conversations with your sales team and managers.

According to Louis Efron, there are five additional measurements that are needed to effectively gauge the ROI your teams are receiving from your sales training.

1. Pre-Training Assessments
2. Post-Training Assessments
3. Training Content Application
4. Training Content Retention
5. Sales Revenue Correlation

Using these five measurements can help L&D professionals to appropriate attribute boosted revenue to the sales training in place.

An additional strategy is particularly useful for organizations with sales team in multiple regions and offices. If possible, for a period of time, provide the sales training to a specific segment of your total sales team while withholding it from another. Creating a control group will help to measure if the online sales training effectively makes a difference in the performance of your sales team. An A/B test scenario will provide valuable information on the success and usefulness to your teams specifically and can help to avoid some of the market factors that could contribute to revenue changes.

Establishing benchmarks from the outset can help to set ROI expectations what success looks like in the context of your sales training initiative.

Remember to carefully consider what business results are important to your strategy. Is it market share, total revenue, revenue per deal or a combination. Thoroughly examine the objectives that your sales team and expected to meet and ensure that your sales training specifically address and assist in improving team members to achieve those objective.

And finally, take a close look at the sales activities of your sales teams are currently utilizing and have training content that enhancing those activities and generates compelling and useful knowledge centres that can utilized on an ongoing basis by your teams.

You sales teams are critical to boosting your organization’s revenue and ensuring that they’re equipped with the best tools and access to subject-matter experts can help to boost your overall revenue. Help your sales team hit their targets and measure the success of your L&D strategies with next-generation learning technology.

Learn how Docebo can boost your revenue through more effective sales training.

Learn how Docebo can boost your revenue through more effective sales training.

Start your 14-day free trial today!

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The Connection Between Learning Content Playlists And The Psychology of Personalization

Amplify learner autonomy, boost knowledge retention and send engagement levels through the roof with user-generated playlists

We live in the age of personalization, a reality in which technology has enabled content of all forms to be manipulated and organized to reflect anyone’s tastes. That means the ability to organize your favorite tunes into customizable playlists (a la Spotify) or consume video that might match your interests based on content you’ve already watched (think YouTube/Netflix).

Personalization is not lost in the world of e-learning. Technology has evolved to enable the delivery of personalized learning content that learners don’t just need, but demand.

Technology, however, is only an enabler of personalization, one piece of a complicated puzzle completed only when you understand the psychology behind personalization.

Understanding The Psychology of Personalization

According to a study by the University of Texas, our desire for personalization is rooted in our innate desire for control and the power of choice. Given that technology has afforded people a stronger influence over the kinds of content they consume and the device that content is consumed on, L&D activities, in order to be most effective, must reflect that flexibility and respect the psychological desire for control.

After all, it’s become harder and harder to reach people. While you might think your learning content is top-notch, there’s no guarantee it will connect with your learners. Fortunately, L&D professionals are well aware of the importance of personalized content – 77% say personalized learning is vital to employee engagement, while 94% of businesses believe personalization is key to their success.

So, how do you ensure you’re producing and delivering learning content that connects with your learners, keeps them engaged, and encourages them to keep coming back for more? Start by a recognizing that getting the right content in front of the right people, at the right time is only half the battle. Follow the recognition and close the loop by handing off the control of how and when that content is consumed.

Use Content Playlists to Support Learning as it Happens

Effective e-learning today requires a learning technology that enables learning as it actually happens, and not exclusively by completing formally assigned courses or attending classroom lectures – modalities that disrupt a learner’s workflow and aren’t effective drivers of knowledge retention.

User-generated playlists aren’t only a great way to spark social learning within your organization. They also give learners an element of control over the learning content they consume, promote learner autonomy and improve the overall effectiveness of your organization’s learning programs. Playlists are collections of different learning assets, created by your learners for a variety of purposes. earners should be encouraged to share their playlists with their peers to increase social learning opportunities.

There are various ways that learners can go about creating playlists. One example may see a learner may pull together a collection of content that is of interest to them, but not specifically tied to their day-to-day tasks. Another examples might have a learner create a playlist that’s full of information that’s job-specific or related to jobs-to-be-done that they can share with others in their specific role. Both uses of playlists promote learner autonomy and increase social learning opportunities while also improving the effectiveness of an organization’s overall learning programs.

L&D admins are also encouraged to monitor user-generated playlists to improve their searchability when other users are looking for various assets. Additionally, admins can identify experts within their organizations through the playlists they create or utilize particularly useful playlists to create new catalogues to assist with initiatives such as onboarding or sales enablement.  User-generated playlists are an excellent way for admins to gain insight into what courses are working and which courses or pieces of content can complement each other when distributed in a sequence or package.

For an in-depth view at how to manage and create playlists in Docebo, check out this Knowledge Base article.

Harness The Power of Personalization to Boost The Effectiveness of Your Learning Programs

User-generated playlists are a great way to encourage users to become more actively involved in your organization’s learning programs. The kinds of content and the variety of topics those playlists are developed from can also give you insight into what your learners are interested in.

Continual monitoring of those playlists may also give you the information you need to further personalize each learners’ experience with new content related to specific topics or jobs-to-be-done, helping you to encourage continuous learner development by delivering content they actually care about, that they’re willing consume at any time, and that they’ll share with their peers.

Give your learners the power of personalization with Docebo.

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Why Your Learning Platform is The Key to Enabling Sales Performance

Use your learning platform to maximize the value of each and every buyer interaction.

While meeting revenue targets sits on the shoulders of each department across an organization, its sales staff are those people on the front lines, leveraging the insights and support from other departments to work with prospects and customer to uncover what they want, create solutions to their issues and ensure a smooth sales process.

After all, the better an organization’s sales team performs, the more people will know about that organization and what it does to continually expand an awareness that generates more and more business.

But without the right tools, your sales staff cannot perform – or develop. This is why sales enablement is so important to the ongoing success of any sales organization and that means getting the right information into the hands of sales people at exactly the right time.

Yet, sales enablement remains a common issue at enterprises around the world. As competition increases and revenue targets become more aggressive, the pressure on sales teams is stronger than ever, requiring  the support of the L&D team to serve them the content, tools, knowledge and skills they need to be most effective.

Learning, particularly the way people learn, has changed.

Effective sales enablement in today’s business environment recognizes that sales training can’t depend solely on formal and event-based modalities, and instead must embrace a blended approach that combines formal, social and experiential learning to not only equip sales people with the right information, but also boost engagement and foster a healthy sense of competition among them.

Docebo’s exciting new whitepaper covers a number of insights, including:

• Why your existing sales training strategy might not be working
• Why your learning platform is the tool you need to boost sales enablement
• How learning-in-the-flow-of work boosts knowledge retention and learner engagement

Uncovers the insights you need to turn your learning platform into a sales enablement machine!

DOWNLOAD NOW!

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On-Demand Learning Isn’t Just a Buzzword, it’s a Necessity

Just-in-Time Learning is key to empowering your learners with the access to easily-digestible and effective content anytime, anywhere.

Companies around the world spend a lot of money every year on training, but much of their efforts are going to waste because their learners no longer connect with traditional learning modalities, which are compounding issues related to knowledge retention and a lack of time to complete training.

In fact, the average employees receives 60 hours of training annually, yet 70% of what they learn is lost within 24 hours – 90% within a week.

There’s a number of reasons this is happening, particularly the fact that humans are processing greater volumes of information than ever before, creating scenarios in which attention spans are also shorter than ever, having declined from 12 to about 8 seconds.

Fortunately, a new trend is developing in the world of corporate training – one that’s designed to empower learners with the knowledge they need when they absolutely need it, on whatever device they so choose.

Just-in-time learning is growing in popularity because of its flexibility and ability to connect with the needs and demands of today’s modern, highly-mobile tech-savvy workforce. It is a key component of the modern workplace learning experiences they seek, and when enabled by a next-gen learning platform, gives learners a way to access easily-digestible, actionable and effective learning anytime, anywhere.

Join Docebo’s James Breen, Sales Manager, August 22, as he dives into this exciting new world of on-demand learning with actionable insights to elevate your training activities, including:

• How to deliver just-in-time knowledge
• Why bite-sized learning is key to knowledge retention
• How to give learners a way to access easily-digestible, actionable and effective learning anytime, anywhere

Learn how to work just-in-time learning into your L&D mix!

REGISTER HERE!

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On-Demand Learning Isn’t Just a Buzzword, it’s a Necessity original post at Docebo

Why You Should Encourage Learner Autonomy

Encourage Learner Autonomy With A Next-Generation Learning Platform

On the road to learning success there are many paths to get to a final destination. Modern learners have a sea of options available to them that were not around when the concept of learner autonomy was first being discussed by Plato and Socrates. The opportunities for learners to chart their own course has never been more exciting.

Learners now have a vast array of human knowledge constantly available to them at their fingertips. The trick is to organize that knowledge and distribute it to learners when they need it, or at least have it sorted in some way that allows the learner to feel they’re able to easily access the information they need, when they need it. Online learning platforms give learners access to curated content necessary to skill-up on topics important to their day-to-day tasks.  Learning platforms are also able to carry additional learning opportunities that exist outside of the scope of a learners “necessary” learning activity.

What is Learner Autonomy?

Learning autonomy flips the traditional model teacher/learner relationship on its head. Traditional learning focuses on a teacher driven classroom where the student follows the learning path. With learner autonomy, the traditional teacher is removed from the equation and it is up to the student to drive their own learning experience. It is more about a learner’s ability to take charge of their own learning. As opposed to being reliant on the teacher, the student takes responsibility for their own trajectory.

There are plenty of learning opportunities available to a modern learner through their learning platform and beyond on the wider web. It is important as a learning and development professional to carefully consider the roadmap and necessary touchpoints of information that you are setting out within learning modules. While encouraging learner autonomy can increase engagement, L&D admins need to ensure that the engagement is focused on the right content.

A traditional teacher is removed in the context of learner autonomy and the focal point  is placed on the learner, but that doesn’t mean that there is no teacher. There is still an administrator in place to ensure that students are able to access and find the necessary information and maintains a learning environment that supports the development of the learner and their autonomy to seek out the content they want. Additionally, the tools L&D admins use help to provide the direction to learners that would typically be associated with a teacher in a classroom using tools like a syllabus.

Within a corporate learning environment, increasing learner engagement with learning materials alone can be a struggle. Placing an importance on autonomous learning can help to move that need by shifting the mindset of your learners.

Ultimately, learner autonomy means giving the learner a chance to take charge of their own development.

The Importance of Learner Autonomy

The autonomy of your learners to chart their own course is an invaluable asset when setting out a learning strategy. Autonomy in a lot of ways allows for the expression of creativity, and creativity can be pivotal to success. By providing your learners with the chance to make their own path, you are directly empowering the decisions they make and allowing them to creatively embark on their own learning adventure. Creativity also goes hand-in-hand with curiosity and forms the bedrock of what makes individuals hungry to learn. As said by the writer William Arthur Ward, “curiosity is the wick of the candle of learning.”

Consider the adult learning theory of Malcolm Knowles. According the theory, there are 6 key principles that are critical to educational impact.

1. Learners need to know why, what and how
2. Learners want to be autonomous and self-directing
3. Learners’ prior experience is an important consideration
4. Readiness depends on the learner’s needs
5. Orientation to learning tends to be problem-centred and contextual
6. Motivation to learn is an intrinsic value, with personal payoff.

The principles are intended to spark the creativity of the learners, but more importantly they are intended to ensure that the learning method used ultimately benefits the learner. Through autonomous learning, you are providing the framework to allow your learners to be self-directed. Importantly however, you can also  effectively allow your learners to have an autonomous experience while also ensuring that they are spending their time learning the information necessary for organizational success.

This strategy also makes the learner the decision-maker when it comes to what they need to learn and how. Additionally, if your learning platform is set up in such a way that it provides streamlined access to important information that helps learners solve day-to-day problems, you will ensure that the orientation of your learning remains problem-oriented. That problem-orientation will derive mainly from the learner who has sought out the information themselves and therefore provided their own context as to why they are taking the course and utilizing the learning materials.

How to Promote Learner Autonomy

Promoting learner autonomy within your learning platform revolves primarily around promoting a sense of ownership. If an individual feels empowered to learn and understands that it is to their benefit to continue learning, then they will be inclined to do so. In order for a learner to take charge of their own learning, or have a desire to do so, a learning strategy must instill a sense of ownership within the learner. Without that ownership, a learner is highly unlikely to care enough to pursue learning on their own, regardless of how easily accessible their learning material is.

Take the concept of learning back to how we learn as children when we are naturally tuned to learning informally, or through our own direction. In our formative years, it is informal learning in new environments that keeps us revved and mentally stimulated, often without even realizing it.Taking that same approach, by providing courses, videos or learning materials that can be accessed by learners at any time but without formal instruction allow for learners to go at the own pace when it is useful for them.

Ways in Which an E-learning Platform Can Encourage Learner Autonomy

L&D admins professionals can leverage their learning platform to encourage and foster autonomous learning within an organization by:

• Making Learning Available:This is foundationally the purpose in many ways of a learning management system (LMS). It is important that learning materials be made available to learners whenever and wherever they need or want to access the content.
• Making Material Relevant: Setting up your learning platform to deliver engineering courses to your marketing department likely won’t serve the right purpose. Instead, ensure that your learning platform is efficiently organized to provide courses and content that speaks not only to an individual’s role but to specific issues and needs that might arise within a given position. Docebo’s Marketplace, including our recent integration with LinkedIn Learnhelps learners to dig into a vast range of learning opportunities.
• Entertaining Content Wins: While not all course material can be “exciting”, it’s important to try to create a content engagement experience that is simply more than flipping through a slide deck. Increasingly, video has played a large role in its ability to  increase learner stimulation. Providing social learning opportunities as well where the content can be discussed or shared with others can help to provide a sense of entertainment.
• Employing a Flexible and Un-Rigid Structure: For learners to be autonomous, they need to be able to learn at their own pace on their own schedule. Administrators can encourage learner to take the time necessary to learn while also respecting the busy work days we all have.
• Powering User-Generated Content: You likely have content experts within our organization, or after using a learning platform throughout a career, your employees might become the experts. Allow your learners to put their learning into practice not only on the job, but also by creating courses to be distributed throughout their team, department or company.
• Making It Easy To Use: Perhaps most importantly, to encourage learner autonomy, a learning platform needs to be easy to use and be user intuitive. If a user cannot easily navigate the platform, they likely won’t go out of their way to find courses beyond those directly assigned to them with a specific purpose.

Learner autonomy can enhance a learning strategy and move the engagement needle. Docebo provides the ease of use, tools and autonomous experience that learner crave, while also providing learning and development professionals with the control necessary to ensure they’re able to effectively curate, organize and track the performance of their employees.

Fill your employees sails with incredible content and give them the freedom to chart their own course.

Start a 14-day trial today!

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