Microlearning Product

New Customization Features to Make Learning Stick

For a lot of Grovo customers, we see learning stick–that is, learner engagement increases–when content is tailored to the company–whether it’s Microlearning lessons specific to the company’s context, or how employees like to learn, or making the look and feel of the whole experience feel more like the company’s brand identity.

We’re happy to announce two new features to help make learning stick:

  • The ability to add voice-overs
  • Enhanced branding options

These features are available to all customers on the latest version of the Grovo platform.

“In a world…”: New voice-over feature

Adding voice-over audio to lessons helps you capture your learners’ attention. You’ll see a new Start Recording button in the right-hand menu on image or text cards when creating or editing a lesson. You’ll be able to add up to three minutes of audio, recorded right from your computer’s microphone. Learn more from this Grovo Support article.

Grovo voice-over

Your company’s brand look and feel, in Grovo

By customizing Grovo to use your brand’s logo, colors and imagery throughout the learning experience, Grovo will feel more like an extension of your company for your employees.

We’ve made a few powerful enhancements to the branding options for your Grovo account. You can find them all in the Admin section under Branding when you log in.

  • We’ve updated the user interface so it’s even it easier to add or change your company’s logo.
  • Your company’s logo now appears in more places – from lesson title cards, to assignment emails, to when a user logs in.
  • Your primary brand color is now the default card background color when you create a new lesson. Additionally, the primary brand color will be used for links, buttons, and the calendar on the learner’s homepage.
  • You can also now add two secondary colors, and all your brand colors will show up as shortcuts on the color palette when you create a lesson.
  • You can also set a default background image for the title card when you create a Grovo lesson–we suggest trying out a picture of your company’s office, or a team picture, or an image from your company website.

Grovo Cobranding

We hope you enjoy using these new customization options. Let us know what you think on Twitter, @Grovo. Thinking about how Grovo can you help you create learning that sticks? Get in touch.

Microlearning New Content

Announcing New Lessons on Ethical Leadership

I used to swear all the time. Then I got a job working with teenagers, and all of a sudden I had to clean up my language so that I was setting a good example, and so I could hold them accountable for their language. This moment happens to parents when their kids reach about two years old and start repeating everything they hear. A similar moment happens to employees when they become leaders: all of a sudden, your actions are setting an example for those who look up to you. Ethical behavior is important for everyone (and so, you may argue, is respectful language), but behaving ethically becomes exponentially more important when you’re in charge.

With their actions, leaders set the parameters for what is and is not allowed. The way they respond to unethical situations can have a huge impact on the company and team culture. For example, whether leaders let little things slide or address them directly, whether they hold different expectations for themselves or hold everyone to the same high standard, and whether they avoid accountability or take responsibility for their contributions to problems all affect the way their team will respond to unethical situations. Ethical responsibility increases with your position in the company.

But not only that, ethical risk also increases. Suddenly you have access to corporate cards, personnel decisions, and increased pressure to meet outcomes. Knowing the pitfalls, as well as best practices for leading ethically, can help keep your practices inline with your “preaching”, and keep your company on the straight and narrow.

Our new Grovo Microlearning® content, Ethical Leadership, by producer Jen SanMiguel will help parse out both the added ethical risks of leadership and how to handle them. This content includes topics such as:

  • What is Ethical Leadership?: Learn the ethical risks associated with leadership, and what it means to lead ethically in the face of them.
  • Lead an Ethical Team: Learn how to support ethical behavior on your team through your leadership.
  • Respond to Unethical Behavior: Learn how to prevent unethical behavior, and what to do in the event that you’re faced with unethical behavior on your team.

“With great power comes great responsibility”, and an increased focus on ethical behavior is one of those responsibilities. Get started by taking one of our lessons, What Ethical Leadership Looks Like.

 

Development Microlearning

Launch Online Training to Target Desired Behaviors

Changing behaviors is hard — even if the behavior is just getting people to take training! We can’t rely on our employees to be compelled to enter our platforms just because we tell them that it’s “suggested” or “required” training. Our employees are busy, so why should they use their precious time on what we assign to them?

The thing is, the most relevant and effective training content in the world will only be effective if people consume it. Getting learners onto your platforms and into your content is an essential first step before any change can take place, and it’s time we all put more emphasis on changing that behavior.

From our efforts over the years working with clients launching Grovo, or specific learning programs within Grovo, we have some suggestions for how to raise completion rates (completion rates of assigned content by customers on Grovo are ~92% and climbing). Here’s what we’ve found:

One-time announcements aren’t enough

Instead of one automatic email notification that goes out with a new assignment, the most effective launches make use of multiple instances of When learners are informed or reminded about the training, How they are informed or reminded, and Who the message comes from.

When

The first mistake we make is relying on the one-time assignment notification to do everything. Instead:

  • Start the hype before the launch, like previews for a movie. Get people excited that it’s coming, and aware of the date when the training will “drop”
  • Make an extra big deal on the day of the launch (see How and Who, below)
  • Follow up. Remind folks who haven’t completed the training both as the due date approaches, and increasingly if the training is overdue

How

The second mistake we make is relying on one avenue to promote our training – and often that’s email, which is full of spam and other things we’re conditioned to ignore.

Instead:

  • Use physical advertisements. We’ve had customers hang posters throughout their building, or stick fliers on the backs of doors or desks
  • Mention it in-person. If it’s important, give it airtime. Make sure people hear about it
  • Use other electronic media. Put a splash on the homepage of your intranet or send around related stats on Slack
  • And if you’re sending email, make sure it packs a punch. Craft your titles, use some design, and make sure the content includes the value-prop for the content – why should your learners want to take this?

Who

The third mistake we make is relying on HR or L&D to be the mouthpiece (or worse still, just relying on the automatic notifications from the learning platform) when important initiatives should be championed by people throughout the organization.

Instead:

  • Get your leadership to communicate the importance of the initiative to the success of the company
  • Get managers involved. This is especially important for follow-up and accountability, since managers have direct and authoritative relationships with every employee. If they’re communicating how important it is, and enforcing that it gets done, your completion rates will go up
  • Provide avenues for peers to encourage each other. Why do they think this training is relevant or important? What are they hoping to get out of it?

Let’s look at a launch in action

Here’s an example launch campaign arranged by timeline (When) for a topic that is near and dear to many of our hearts right now: Sexual Harassment Prevention.

When: Pre-launch

  • Who: L&D How: physical
    • L&D posts fliers on bathroom stall doors with stats about how sexual harassment affects workers, announcing that training is coming that will help everyone contribute to a more inclusive and safe environment
  • Who: CEO How: in-person
    • CEO addresses need for inclusion training and action at company all-hands, emploring everyone to engage once the training is launched
  • Who: Managers How: in-person
    • Managers reiterate the need for this training in their team meetings, and the impact they’re hoping it will have on their environment

When: Launch

  • Who: L&D How: email
    • Sexual Harassment Prevention assignment email goes out via the platform or HR
  • Who: HR How: other electronic medium
    • Assignment splash page is added to intranet
  • Who: Managers How: email
    • Managers send follow-up email to their teams reinforcing the importance of completing the assignment on time

When: Post-launch

  • Who: L&D, Leadership, and Peers How: other electronic medium
    • L&D creates a Slack channel or discussion forum for learners to post the most impactful moments or takeaways as they complete the training (managers and leadership actively encourage participation)
  • Who: L&D How: email
    • Email reminders are sent to learners who have not yet completed the training, and to those learners’ managers via the platform or HR
  • Who: Managers How: in-person
    • Managers follow-up with individuals who have not completed the training by the due date

Get started on your next launch

Many of us work for resource-strapped teams and can’t make all of this happen, and it’s not always easy to motivate leadership and managers to support training initiatives. But take a look at what you’re doing now and see if you can add even one additional When, How, or Who. See what kind of impact that will have on your completion rates.

And if you’re interested in using your new launching skills on the Sexual Harassment Prevention content we mentioned above, take a look through ten of our new lessons, which we’ve made available to everyone for free. It’s a great opportunity to launch an engaging training initiative that can have a valuable impact throughout your organization.