Top 5 Funny Workplace Safety Videos

Workplace safety is no joke, but training videos can be a good opportunity to grab the interest of learners (with a dash of humor). Funny workplace safety videos are a fan favorite, but the ones in this blog probably aren’t the videos you’ll show to the new hire—and yes, safety is necessary even in an office setting.

Surprisingly, office-related injuries are more common than you would think. Ergonomically incorrect workstations increase the risk of musculoskeletal disorders (MSDs) amounting to over $15 billion in worker compensation costs.

Now it’s time to learn from some funny safety moments. If you’re in sales, take a break to watch our 8 Funny Sales Videos blog that will have you ROFL (rolling on the floor laughing). Otherwise, stay tuned for some funny  safety videos…

 

1. First Aid Fail – The Office (US)

With over 23 million views, this funny safety video from The Office (US) is a crowd-pleaser. The short clip of the show below is a spoof on workplace first aid training. The office employees attempt to learn CPR, but the class goes awry.

In the words of Michael Scott, “this is why we have training: we start with the dummy, and we learn from our mistakes…”

 

 

2. Office Safety in RTP: Appily Ever After

Not quite a fairytale ending, but who doesn’t enjoy a good pun? Creating a safe work environment isn’t just for seemingly dangerous occupations. In fact, falls are the most common office injury. The Center for Disease Control (CDC) discovered that office workers are 2x more likely to injure themselves falling than those who work outside of an office space.

Workplace hazards can come in all shapes, sizes, and foods apparently. So next time you’re walking down the hallway, be sure to look out for runaway apples…

 

 

3. Mike Rowe – Safety Third – Whaaat??

It only seems fitting to put this video as third on our list. Mike Rowe from Dirty Jobs takes an unconventional approach to safety. He begins by pointing out a classic “Safety First” banner and argues that safety is never really first, but third. Surprised?

Rowe continues his thought by assuming if “workplace safety” is the first priority, people will become complacent and tune out its necessity. If everything is safe, then caution is thrown into the wind and forgotten. Your business might not be as hazardous as a crabbing boat, but where does safety fall in your company’s priority list? (Hopefully in the top 5).

 

 

4. Thank God You’re Here – Safety Officers

This is one of the most viewed funny workplace safety videos on YouTube. Construction sites are a classic setting for safety videos because of the high-risk environments employees are subjected to. In 2017, OSHA reported 1 in 5 worker fatalities in private industry alone occurred in construction. The job site in this video is obviously void of safety precautions, but as the foreman says,

Safety Inspector: “Your safety officer is doing stunts! What message does this send to your other workers?”

 

Foreman: “That one day, if they work hard enough, they can be like Vinny*!”

*the safety officer doing stunts in a forklift.

 

 

5. Funny Office Accident Video – Rubber Band Safety

Who knew that a rubber band could cause a safety hazard? They may look harmless on your desk, but at any moment a rubber band could fly across the office wreaking havoc! Getting struck by objects is a common, but avoidable workplace safety hazard.

Watch how one rubber band takes out half the office in a snap.

 

 

Custom Employee Training Videos

At Unboxed Training & Technology, we don’t provide generic training videos: we create custom-built, award-winning training. Start boosting employee engagement with training they will retain using videos produced specifically for your company.

We have plenty of employee training video styles to choose from: live-action, screencast, animation, you pick! Learn what to expect during pre-production, production, and post-production when you partner with Unboxed by downloading our free guide: Employee Training Video Production – Humanized.

Want to talk to a human? Contact us today to find out how we can help create custom training solutions for your company.

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Difference Between Employee Training and Management Development

Companies are very aware of the return on their investments—and for good reason. Tracking ROI helps determine what initiatives are moving the needle and creating a profit. But before receiving a positive return on employee training and development, companies must first invest.

Employers are generally hesitant to invest in employees because they are afraid of turnover. As a result, companies tend to simply train for the job and avoid the additional cost of development.

But what if employees stayed?

 

What if investing in your employees’ potential resulted in overall company growth?

 

What if you started developing employees to become impactful leaders who will manage the company’s future?

The companies of tomorrow are taking action by embracing a culture of learning and prioritize employee development to prevent turnover. “When employees are consistently learning, they are happy,” says David Clark, senior vice president and chief learning officer at American Express.

 

Employee Training vs. Management Development

Employee training and development go hand in hand. The terms are usually tied together in corporate conversation, but they have very separate definitions. Both training and development are completely necessary to invest in, but knowing their differences is important.

Training
Development
Short term (business benefit) Long term (mutual benefit)
Job-related tasks Open-ended goals
Fulfills present needs Future-focused
Company growth Personal growth
Enhances hard skills (job-specific) Enhances soft skills

The difference between training and development has to do with the purpose and end-goal of each:

Employee training impacts a company’s immediate needs by teaching new hires how to do job-related tasks. The more technical work that can be carried out, the more bandwidth a company has to sell their services.

Employee development serves as a long term growth tool to enhance employees’ skillset, thereby creating a more valuable workforce. Well developed employees who are trained to lead will support the company culture and impact future goals.

 

Employee Training

Employee training is the process of educating and equipping new employees with technical knowledge and skills to perform job duties. Job training is a necessary component of successful onboarding to produce a high-performing workforce. But before employees can do their jobs well, they need to be empowered with the right tools of the trade.

Training is content-centric: company policies, procedures, product or service knowledge, unique value proposition, CRM software, etc. The content learned in training supports employees as they figure out the rhythm of their new jobs and workplace norms.

The modalities for training have drastically evolved with the ever-changing digital workplace. Today, eLearning is a popular and increasingly effective way to train. Modern learners are on hyperdrive and prefer to learn on-the-go, which provides them with more mobility. Companies are shifting from physical to virtual classrooms for employee training, but that’s a conversation we’ve already had…

So if employee training related to the technical aspects of a job, what is employee development?

 

Employee Development

Employee development is a deciding factor for prospective hires. A comprehensive new employee onboarding process includes career development and goal-setting because new employees expect it. 87% of millennialsreported they value and care about receiving professional development and career growth from employers.

Once a new employee joins the team, keeping them engaged (and retained) requires a whole new strategy. A healthy employee development program promotes employee retention and job satisfaction. Harvard Business Review explains that losing top talent is more costly than investing in employee development in the long run:

Dissatisfaction with some employee development efforts appears to fuel many early exits…Workers reported that companies generally satisfy their needs for on-the-job development and that they value these opportunities, which include high-visibility positions and significant increases in responsibility. But they’re not getting much in the way of formal development, such as training, mentoring, and coaching—things they also value highly.

In comparison to training, development is people-centric, focusing more on the learner than the content being learned. Development refines employees’ soft skills, encourages personal growth, plans out career goals, and more. Ongoing employee development supports company goals because it enhances team member performance.

 

Benefits of Employee Training and Development Programs

Everyone has heard of “mobile-first” at this point, but now it’s time to think “people-first.” Companies are profitable because of the people behind the screens. If employee training and development are not priorities, don’t expect the workforce to improve.

Investing in employees, professionally and personally, will ultimately benefit the bottom line. In the same way software requires updates, employees need—and want—to advance in their careers. Employers need to start thinking about the ROI of both training and management development (starting Day 1).

Remember, the leaders of tomorrow are developed today.

 

Employee Retention

Companies need to focus on programs that will retain employees and make them assets instead of liabilities. If employees are unhappy, it’s probably safe to assume customer satisfaction is not at an all-time high. 94% of employees say they would stay with a company longer if it invested in their career development.

Employee learning and development in the workplace keeps employees active and committed to their jobs. Technical skills give employees confidence in their work, while personal development serves as a catalyst for growth.

 

Higher Employee Engagement

Highly engaged employees find value in their jobs and feel valued themselves, resulting in a mutual benefit. According to Gallup, employee engagement drives company growth. Employees who are more engaged at work double their odds of success compared to those who are disengaged.

When employees succeed, the business succeeds. Different methods of training can be used to increase employee engagement. Learn more about how a learning management system like Spoke® LMS can fast-track employee engagement.

 

Well Developed Leaders

With the increase of tech-savvy hires, the soft-skills gap is becoming more noticeable:

Soft skills—which are needed to effectively communicate, problem solve, collaborate and organize—are becoming more important for success as the workplace evolves socially and technologically.SHRM

Employee development is a way to refine high-demand soft-skills to form influential leaders. Internal employee development also helps foster a consistent company culture. A healthy company culture provides motivation and camaraderie for employees.

Develop managers and leaders who will inspire, support the company culture, drive growth, and engage others in the process.

 

Employee Training, Management, and Leadership Programs

Are you ready to invest in the future of your company? The potential of your employees is waiting to be developed. At Unboxed Training & Technology, we provide award-winning industry expertise to help you train, develop, sell, and succeed. Contact us today to learn more about employee training or custom management and leadership training programs.

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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. Integrating eLearning games into your training increases training interactions by 3x, improves knowledge from beginning to end by 64%, and boosts employee engagement (who doesn’t love a good competition?).

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 eLearning games by watching our Beyond Gamification webinar!

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Humanizing the Virtual Classroom: Using Tools to Drive Real-Time Connection

Every day more companies make the switch to virtual classrooms to save time and money on things like airfare, lodging, and meals. While the shift to virtual eliminates these expenses, some worry it comes at the cost of face-to-face, real-time human connection, but it doesn’t have to.

You can have a similar level of interaction in a virtual classroom using software like Adobe Connect or WebEx Training Center, but you have to use them wisely for your training to be effective. According to ATD, 80 percent of online presenters use fewer than 25% of the interactive features available in these type of platforms. This somewhat disconcerting statistic is how virtual classrooms got the reputation of being less human. Because let’s face it, learners don’t like to be talked at, they like to be engaged.

 

Tools to Use in a Virtual Classroom

Here are the tools you can use to create a sense of human connection and boost engagement in your virtual classroom.

Foster Personal Connections with Webcams

To help boost that face-to-face connection, have the facilitator use their webcam to introduce themselves at the beginning of the session. To boost credibility, start out with who they are, an explanation of their role, and how long they’ve been with the company. Then, dive into something more fun. Have them share a joke, their greatest success, or an anecdote about the training topic.

Using the webcam functionality builds trust, drives connection, and humanizes the facilitator.

Then, take it to the next level by asking any guest presenters, or even learners, to use their webcams too. If it’s a smaller training session, you could use the webcams for the duration. If it’s a larger group, use it strategically when someone needs to share something with everyone in attendance.

 

Encourage Groupwork in Breakout Rooms

Breakout rooms allow you to divide participants into smaller groups and give them their own private virtual space to collaborate on an assigned activity. The word private here is key. Think about an in-person session where there are multiple groups in a classroom. Each group can hear the chatter from the others and may be inclined to copy their answers rather than come up with their own.

The independent thinking that virtual group work requires boosts participation, engagement, and retention.

In a virtual classroom, the option to copy other groups disappears, pushing your learners to come up with their own unique answers. Once the activity’s time is up, just pull everyone back in the main room and have each group share what they discussed. You’ll be surprised by what each group is able to come up with.

 

Garner Participation with Polls

Polls are a great way to build human connection. Just send out a question, set a timer, and wait for the responses to start pouring in. As you close a poll, it’ll generate group-wide results you can share with your learners. From there, invite the group to discuss their reaction to the results. This open conversation helps learners forge connections with each other, but also form a sense of belonging in the larger group.

You can ask all sorts of questions with this functionality. One of our favorites is using the polls to gauge comfort level with some of the training topics. Use the poll to check comprehension of a topic you just taught or start the session by sending out a poll to gauge how much learners know about a topic upfront. That way you know what content to review and what you can skim over if everyone’s already got it down.

 

Gauge Emotion with Emojis

We use emojis on our phones every day to show people how we feel. Maybe we’re sending the cry-laughing face in response to a joke or a heart to someone we love. The same principle applies here, but it has powerful learning implications.

At the beginning of a session, give a few emojis a designated purpose. For example, in WebEx you can use the green check and the red “X” for a variety of purposes. It could be how they respond when you pose a True/False question (check for “true”, “x” for “false”), based on comprehension (check means they understand, “x” means they don’t), and so much more. Emojis provide powerful, yet fun, visual cues for how people are feeling.

 

Facilitate Conversation Through Chat

Use the chat functionality to send a message to individuals, all participants, or just the session leader. Again, this comes in handy when someone has a question or needs help, but learners can also use it to submit responses.

Say you want your sales leaders in attendance to share the greatest opportunity for their respective sales teams – why not ask them to send in their responses via chat? If a response comes in and you want to hear more about it, just call on that learner, unmute their line, and ask them to tell you more. By engaging with the responses you see, you’re bridging the gap and forming a human connection by acknowledging someone’s point of view.

When you’re building out instruction for a virtual classroom, keep all of these tools in mind and do your best to use as many of these interactions as possible. Whether it’s chat, webcams, polls, or emojis, these little touch points go a long way to making your virtual classroom feel more authentic, and most importantly, more human.

 

Need help?

If you need a hand with the writing or strategy piece of your virtual training, reach out to us. We geek out over this sort of stuff and would love to partner with you.

 

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Training Delivery Methods: Choosing the Right Modality for Your Content

Content is a huge focus in the training world, though it’s really only one part of the learning equation. The magic happens, though, when strong content is shared through the most effective training delivery methods, enabling the message to be absorbed, retained, and implemented by learners.

Whether your aim is to impart knowledge, sharpen skills, or adjust behaviors, there are a lot of different methods of training delivery to choose from. But there’s no silver bullet. In fact, data continues to prove a blended approach, incorporating more than one modality to deliver your content, increases retention by up to 60%.

So, how do you determine the most effective training delivery methods for your needs? Start by considering the options available and how they align with your goals, audience, and content.

Below is a list of our recommendations.

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    Choosing the Right Modality for Your Content

    Training Delivery Methods for Building Knowledge

    When we speak about training for knowledge, we’re referring to helping learners understand the what and the why of a concept. To tackle these topics, the training delivery methods we recommend hinge greatly on well-organized information and storytelling. These include:

    •  Podcasts
    Borrowing from the popular media format, Podcasts are an excellent way to educate team members, allowing them to absorb information at their own pace in a familiar style.

    •  Infographics
    Visual tools help to reinforce concepts, and the Infographic remains a popular delivery method as it clearly outlines vital data and information in a memorable and engaging way.

    •   Animations
    Another popular visual option, Animations are a great way to educate learners. By imparting critical information in an entertaining way, you can increase both retention and engagement.

    •   Group Discussions
    Part team-building, part training, Guided Group Discussions are a great way to build relationships among team members while educating them on key concepts.

    •   Interactive Training Tools (Pitch)
    These interactive modules from Unboxed’s Training Technology team organize key concepts in an interactive, data-based tool, making it effective for knowledge acquisition and knowledge sustainment (refresher training).

    Training Delivery Methods for Improving Knowledge & Skills

    Building on those, there are several modalities that bridge both knowledge and skills, helping learners to understand the how behind the what and the why. This category of modalities includes:

    •   Instructor-Led Trainings (in-person or virtual)
    Instructor Led Training (ILT) or Virtual Instructor Led Training (vILT) allows you to build upon learned knowledge by giving learners a chance to put knowledge and skills into practice through classroom activities.The bonus of vILT is it allows you to reach learners near and far with training that’s as equally engaging, interactive, and effective as in-person training — without the pricey travel costs.

    •   Interactive Learning Guides
    Self-paced and fully interactive, our Interactive Learning Guides (ILG) keep learners engaged at every step. With a modern, web-like interface, video, animation, gamification, and interactive exercises, ILGs create an engaging experience for learners, making them effective for both knowledge and skills training.

    •   Videos
    Taking cues from what many learners engage in on their own time, training videos are an incredibly popular choice to help learners improve their skills in addition to reinforcing their knowledge.

     

    Training Delivery Methods for Sharpening Skills & Behaviors

    Moving further into training for skills, the delivery methods below allow you to focus more deeply on the tactical responsibilities of your team. These modalities also lend themselves to training for behaviors, educating learners on the action taken, and include:

    •   Group Participation, Hands-On Activities, Role Plays, On-the-Floor Training, Mentor Shadowing
    Each of these training delivery methods differs in their approach but share the same goal: to allow team members to improve their skills in settings and situations where they actually use them.

     

    Training Delivery Methods for Shaping Behaviors

    Behavior-specific training goes one step further, allowing you to work with team members to help them make changes in their interactions, approaches, and performance with direct feedback. There are two modalities that are ideal for this type of training, these are:

    •   Huddles
    Combining the benefits of group participation, hands-on activities, and role play along with direct coaching, Huddles are an excellent training method to help shape and improve behaviors.

    •   Video Simulations
    Offering the same advantages of a Huddle, Video Simulations allow geographically dispersed teams the opportunity to observe team member behavior and coach them to be more effective in their approach.

     

    Need Help?

    We recognize there are a lot of options out there, but choosing a training method doesn’t need to be a chore. We can help you analyze and understand both your goals and content to select the best option for your needs. Reach out to schedule some time with our Training Content Strategists to learn more.

    Want to know more about choosing a training method? Download our free guide!

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    LMS vs. LXP: How and Why They’re Different

    Learning and Development (L&D) is an industry that loves acronyms – for learning platforms alone we’ve got LMS, LXP, IOL, SEP….the list, like the Energizer Bunny, goes on and on. For a lot of folks, the distinction between them is a bit hazy, but it doesn’t have to be. When it comes to Learning Management System (LMS) and Learning Experience Platform (LXP or LEP), the difference is simple – it boils down to who controls the content and the learning journey.

    Let’s break down the key differences and why they matter.

     

    The Basics: Defining Key Terms

    Learning Management System (LMS) is a common industry term. It’s what most people think of when they think of a training platform. The traditional approach, an LMS is the software where you house, deliver, and track your training content.

    Learning Experience Platform (LXP or LEP) is a newer term by comparison. It’s a platform where content is both curated and aggregated for personalized learner experience.

    Everything you need, nothing you don't

    The Spoke® learning platform provides a seamless experience between formal and informal learning. The results are 5.5x increase in training completion rates and 4x more user engagement.

    Who Controls the Content

    In an LMS, the LMS administrator controls the content.  That could be someone in HR, someone on the leadership team, or a trainer. This individual uploads courses into the LMS and makes them available to learners.

    This person is typically also in charge of approving any user-generated posts that would appear within the system. If a learner asks a question, the admin must approve it before it appears for the general population. Think of this admin as the dam. They control the volume and flow of the content and hold back anything that isn’t essential. In an LMS, the admin has complete power over the content.

    Meanwhile, in an LXP, everyone helps curate the content. That means someone in HR may post something, but so could your field sales rep or front-desk team member. That’s because LXPs are built to be content aggregators; basically, the platform is a catchall for any content your team decides is valuable.

    With LXPs, the content is less curated than an LMS. It’s more like an open frontier.

    Since anyone in the system can add content, LXPs typically contain internal training, external resources, and loads of user-generated content. In that way, LXPs house much more diverse content and can foster more interaction between learners. For example, one learner may leave a comment on a training they found helpful or post a link to a URL that taught them something new. When another learner logs in, they see the comment or URL and are more willing to engage with it – that’s because it came from their peer in the same role, so it’s validated by someone else who does the same job and has the same needs.

    Considering that roughly 70-90% of learning happens informally (peer-to-peer or on-the-job), it’s no real surprise that the social engagement that comes so naturally in an LXP is helping this type of platform gain traction.

     

    Who Controls the Journey

    As you can probably imagine, the content and the journey are closely related. In an LMS, just like the content, the learning journey is created by someone else – everything the learner experiences is carefully curated by someone else (the admin).

    That means that, in an LMS, learners follow what is essentially a map of exactly what they’re expected to take and when. For example, in Q1 they have to take security training and in Q2 harassment training. Their path is laid out before them and they just need to complete each gated milestone to get to the finish line. The upside here is that learners know exactly what their next steps are and when they need to complete them. In terms of compliance, it’s easy to see if a learner has or has not completed the required training – that way if anyone isn’t compliant, it’s easy for you to see and address.

    By contrast, the LXP lacks that clear delineation and focuses instead on the learning process itself – that’s because, in an LXP, discovering yourself, your skills, and your passions is what the journey is all about. LXPs allow for greater freedom for the learner to pursue their areas of interest. In this way, LXPs are much more focused on personalization (a growing trend in the industry).

    For example, LXPs enable learners to navigate through all of the content that’s available and pick what they want to learn about. This self-directed learning is what personalization is all about! The benefit of this personalization is that learners will be more engaged with the content because it’s things they actually WANT to learn, not just things they have to.

    Basically, LMSs are better suited for mandatory training, like compliance, because learners must complete specific, predetermined steps to be successful. In an LXP, the learner steers the ship and instead focuses on seeking out their own personal interests and professional development. That’s why LXPs are considered more experience-driven, whereas LMSs are more about compliance and checking those mandatory boxes.

    In a nutshell, the LMS puts the power in the hands of the administrator while the LXP gives it to the learner.

    So why’s it matter? Truth is, in today’s market, learners are used to having a wealth of information at their fingertips. In their personal lives, they seek out podcasts that align with their interests, influencers who share their hobbies, and news that gets to the heart of what they care about. While compliance training will never go away, the rise of personalized content is impossible to ignore.

     

    So how do you decide what’s right for you?

    Since learning platforms aren’t one-size-fits-all, it’s important for your individual organization to let your needs steer the type of learning platform you pursue. In general, most companies have to have mandatory trainings (i.e. compliance), but also want learners to have self-directed access to materials that align with their learners’ professional curiosity and development – if this sounds like you, you’ll want to consider having both platforms available to your learners.

    If you’re still stuck trying to figure out what you need, contact us or attend one of our weekly webinars to see Spoke LMS in action.

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