Work-related learning happens all the time, whether collaboratively, via social platforms, or self-directed — in addition to formal training.
Everboarding recognizes that learning is constant and transforms training from a “go-to” or “one-and-done” event to a continuous process.
One-time exposure to information is rarely enough. Spaced repetition is a proven approach to mastery and knowledge retention.
When learners complete their training, they might be able to pass a quiz or regulatory exam that day. But what about next week or in 4 months? And, with a large gap until their next training, how much prep time will they need to recertify next year?
Knowledge retention is the goal, not completing a training course.
Everboarding recognizes that learners need repeated exposure to content to remember and retain the important concepts and facts. It acknowledges that onboarding training might overwhelm new employees with too much information all at once, and it provides a structure to review and reinforce their learning.
The specific details of each everboarding strategy are as unique as your organization and learner population.
Whatever your approach, the ongoing portion of your everboarding strategy should include moving training, retention, or both into the workflow, by making short learning sessions a part of the daily or weekly routine. That can help with retention because learners will access lessons and activities within the context of their work — they will find and review the information at the moment they need to use it.
Integrating learning with work also increases engagement, since learners do not have to schedule time to train and interrupt their work processes.
Improve training results and job performance and embrace a continuous learning culture: A move from one-and-done training to everboarding is a win for learners, managers, training admins — and your bottom line.
Simple games layered on top of content
Scenario-based games that use the content
Fan excessive competition among employees or teams by offering large prizes for top performers and/or shaming those with lower scores
Challenge employees to beat their own past performance, or design a leaderboard that shows each employee only the four scorers above and below them
Points, rewards, badges
Award points or levels for completing sections of training or playing for a set number of minutes
Award levels, badges or points for recalling or applying content correctly, demonstrating mastery
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