3 Things to Consider for Voice Over in eLearning

There’s a lot to consider when creating an effective eLearning course. Which platform do you want to use to build it? Does it need to be mobile responsive? What type of interactivity do you need? Do you need eLearning voice over? The list goes on and on.

When it comes to deciding if you should use eLearning voice over, consider what are the goals you want to achieve and if audio will enhance the learning experience. Voice over is an important element that can help your training feel inclusive and boost engagement and retention.

When you’re ready to think over whether or not you need voice over in your eLearning, consider the following.

 

1. Think About Accessibility

Arguably the most important piece of the puzzle is whether or not your training needs to be accessible.  If accessibility is a consideration, eLearning voice over is a must. Consider this, roughly 19 percent of the U.S. population has a disability according to the U.S. Census Bureau – that’s nearly 1 in 5 people.

That means, when you consider your workforce, you’ll want to take special care when developing your training to make sure it’s as effective and inclusive of different learning styles and needs as possible. Having narration or eLearning voice-over for learners who have vision loss or dyslexia can help ensure everyone has access to the training in a way that’s best for them. For this audience, the audio is exceptionally important because it could be the primary way they’ll consume the information.

Not just that, it’s also required by law in Section 508 of the Rehabilitation Act. Even though this law only applies to U.S. Federal Agencies, it is becoming a standard consideration across the L&D industry. So while creating accessible content entails a lot more than just adding audio, it is an important part of the process and one you can’t ignore.

 

2. Consider Modern Learning Trends

Today’s average learner consumes more information than ever before, using all sorts of technologies and platforms. (think curated news feeds,  AirPods, Google Assistants, etc.). But what does that mean for training?

Your training needs to cater to how the modern learner prefers to consume information.

Consider how many of your friends and colleagues listen to podcasts. How does that compare to the number who read newspapers or watch the news regularly? Chances are, podcasts are way more popular. Why is that?

The landscape is changing. The modern learner is tired of old school methods of consuming information. Instead, they prefer to multi-task and consume information on-the-go. By incorporating eLearning voice-over or narration, you’re catering to those who prefer to consume information by listening.

If you can, weave short podcasts or other engaging voice over into your eLearning to help it feel sleek, contemporary, and engaging. Your learners will be able to listen to the training during the morning commute or when they’re driving from site to site. It’ll be more efficient for their schedules, more effective, and much more memorable—and being memorable is how you boost retention.

 

3. Using eLearning Voice Over to Simplify the Complex

The last thing to consider is the complexity of the information you’re teaching. If you’re covering complicated topics or providing detailed directions, using audio can help to simplify and humanize your content.

Think about it. Would you rather read a long drawn-out paragraph about a complicated topic or would you prefer to hear it explained while looking at a visual? Reading long chunks of content is exhausting and the modern learner just isn’t going to do it.

Instead, consider creating a visual to convey part of the information and using voice over as an added layer of detail. It will seem a lot less daunting to your learners than a big paragraph and we guarantee, if the voice over is written well, it will boost retention.

The more ways you use to convey information, the more likely it is to stick.

Don’t believe us? Read this article about a study where learners were divided into groups: those who watched a silent animation, then heard the narration, those who heard the narration, then watched the animation and those who watched both at the same time. As you can imagine,  the group who did both simultaneously did best.

Is accessibility important in your training? Do you need your training to be easy to access on-the-go? Do you need to convey complex information? If you answered “yes” to any of these questions, eLearning voice over is a must.

Need help strategizing or building the training itself? We can help. With over a decade of experience, we can help identify the perfect blend of modalities for your training needs. We even have relationships with professional voice over artists who can bring your content to life. Give us a call!

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Why Your Best Individual Contributor Isn’t Ready to be a People Manager

If you’re a leader in your organization, chances are you’re able to pinpoint your top performer. It’s only natural to want to reward that team member with a promotion and give them a platform to make more waves within your organization. But have you stopped to consider that, according to ATD, 60% of people managers underperform or fail within their first two years?

Where does this 60% rate come from? By promoting your best individual contributor, you’re asking them to work with a new set of skills. They’re filling a role they may not be prepared for and your remaining team is scrambling to fill the gap.

So,  before you jump to handing out that promotion, take a moment to ask yourself the following questions.

 

Are They Prepared to be a People Manager?

 

People Manager Leadership 1

Much like Liam Neeson in Taken, your top contributor has “a very particular set of skills.” But how many of these skills transfer to the role of a people manager?

It goes back to the concept of Maker versus Manager. Your best individual contributor is a Maker—they focus on creating a specific product or owning a specific service. Managers on the other hand focus on the organization as a whole, company and team goals, and the professional development of their direct reports.

That means your team member will go from day-to-day tasks that focus on creating or making, to a role that’s focused on owning the professional development and performance of other employees — and with that comes a complete shift in their schedules, too. They’ll go from large blocks of brainstorming and heads down time to a calendar full of performance reviews, 1:1s with their direct reports, and ongoing strategy meetings.

This change can be jarring. The stress that comes with being promoted outside of their skill set could mean they begin to feel (for the first time) they aren’t excelling in their role. That sense of personal disappointment leads to a lack of fulfillment and, ultimately, the end of that top performer’s journey with your organization.

A Grovo survey of 500 managers found that 87 percent of managers wish they’d had more training before their promotion.

To help set the employee up for success, offer them a leadership training program to build key people management skills. The training should be multi-faceted and should include self-paced courses, coaching via 1:1 meetings, videos or simulations. Across these modalities, you’ll want to teach your team member the best ways to give feedback, build up their coaching skills, and remind them the importance of verbal and non-verbal communication styles and emotional intelligence.

Are You Prepared to Fill the Void?

Pulling your best individual contributor away from the day-to-day tasks they’ve come to be so good at means you should have a plan in place for how you’ll fill that gap. If you don’t, you may see an impact on your business in terms of quality and service speed, and your customers may even take notice.

You also don’t want your other team members to feel overburdened once you’ve promoted your top performer. If they do, there’s a trickle-down effect that could mean an increase in stress level and decrease in morale.

In order to get ahead of those concerns, make sure you have training in place to help the other team members level up to match the top performer’s current skills.

Their training should be targeted to the specific role and level you’re trying to fill. To kick off the training, use a Behaviorally Anchored Rating Scale (or BARS Chart) to define what not acceptable, good, and great looks like in that vacant role. Then, use it to gauge where your current team members fall and create targeted improvement plans based on their areas of opportunity.

For added sustainment, use a 30, 60, 90-day action plan to help set milestones and measure achievements as they work to improve their skills according to that BARS Chart. Then, meet with these employees at the 30-day, 60-day, and 90-day benchmarks to see if they’re tracking on their current goals.

To be sure you’re ready to make that staffing change, you have to do everything you can to prepare and get ahead of that 60% statistic. This means investing in developing your top performer’s leadership skills and training their replacement. This two-pronged training approach is essential to making sure the transition for your best individual contributor and your team as a whole is as smooth as possible.

Need a hand? We have over a decade of training experience and can help find the perfect blend of training for your unique situation. Want to hear more about self-paced course options, videos or simulations, BARS Charts, or 30, 60, 90-day action plans?  Give us a call.

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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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