Employee Training Lessons from EY's Mistakes: Traditional Training Needs a Revamp

In today's fast-paced corporate landscape, employees are expected to juggle a multitude of responsibilities while continually upskilling themselves through extensive training programmes. Recently, news broke that EY fired dozens of employees for alleged cheating and unethical behaviour during their Ignite Learning Week. The reason? Taking multiple online training courses at the same time. Not only does this highlight the immense pressure on employees to consume vast amounts of content, often at the expense of their primary job duties, but also the ineffectiveness of traditional training models, which are extremely time-consuming and incredibly ineffective.  

While we're not here to debate the ethics or whether EY's decision to dismiss these individuals is a proportionate response, we do need to consider what motivated these employees to try and optimise their time. One plausible explanation could be the immense pressure on employees to consume an excessive amount of content, much of which may lack engagement or relevance to their immediate job responsibilities. With heavy workloads and competing priorities, it becomes increasingly difficult for individuals to find the time and mental bandwidth to effectively absorb and retain the information presented.

Rethinking Training Methods: Traditional Training is Dead

Traditional training methods have been under scrutiny for some time, and with good reason. These methods often fail to capture and retain the attention of learners and are an ineffective use of people's time. Front-loading of large amounts of information, coupled with a lack of engaging delivery mechanisms, can quickly lead to cognitive overload and disengagement.  

Not only does this approach fail to facilitate effective learning, it also contributes to a sense of frustration and burnout among employees. When training feels like a chore rather than a valuable opportunity for growth, it undermines the very purpose it is designed to serve.

To address these shortcomings, a fundamental shift towards user-centric training solutions is essential. By prioritising learner engagement, retention and overall satisfaction, organisations can cultivate a culture of continuous learning and development that benefits both employees and the business as a whole.

The Key to Effective Learning: User-Centric Approach  

By making training user-centric and prioritising better knowledge retention, organisations can empower employees to improve their learning experience. There are a few simple things that any organisation can immediately implement in their learning and development to enable employees to effectively acquire new skills and apply them for improved performance and growth.

1. Leverage Micro-Learning

Micro-learning delivers training in small, focused chunks, allowing employees to grasp new concepts in short bursts. By breaking down complex topics into digestible lessons, employees can learn at a pace that doesn't interrupt their workflow. Not only does this approach prevent training from feeling overwhelming, it also makes it easier for employees to retain information as they focus on one topic at a time. For example, instead of an hour-long module on software updates, a series of five-minute tutorials covering each new feature is much more manageable and memorable.

2. Put Learning into Context

To make training relevant and meaningful, contextualize learning with real-life scenarios and examples that reflect the employee's day-to-day tasks. When employees see how training directly affects their work, they're more motivated to understand and apply it. For example, customer service training could use real-life customer interaction scenarios to demonstrate how best to respond to challenging situations. This helps employees connect theory to practice and see immediate value in what they're learning.

3. Implement On-the-Job Learning

Integrating on-the-job learning allows employees to immediately apply new skills and reinforce what they've learned through practice. This method encourages active learning, where employees not only absorb information, but also use it in real time. On-the-job learning helps employees build confidence by organically integrating new skills into their workflow.

4. Break Content into Bite-Sized Pieces

Large training modules can be overwhelming, so breaking them down into smaller, themed segments allows employees to focus on one topic at a time. This bite-sized approach can be achieved by organising training into distinct topics that are easy to follow and complete. For example, a training programme on new company software might include short sections on navigation, data entry and reporting, or step-by-step guides to new processes, each delivered as a knowledge nugget. This setup respects employees' time and prevents cognitive overload by focusing on one concept at a time.

Introducing GRAVITY: A Platform Designed for User-Centric Learning

GRAVITY is a cutting-edge training platform that embodies the principles of modern training approaches to meet the needs and preferences of the modern learner. In a world where employees are inundated with vast amounts of information, GRAVITY offers a refreshing approach to learning that ensures optimal engagement, retention and overall user satisfaction.

At the heart of GRAVITY is the concept of micro-learning, which breaks down complex topics into bite-sized chunks, allowing learners to consume and digest information at their own pace. This approach recognises the challenges of juggling multiple tasks and heavy workloads and provides a flexible and efficient way to acquire new knowledge without feeling overwhelmed.

In addition, GRAVITY incorporates elements of gamification, transforming the learning experience into an engaging and rewarding journey that motivates learners to actively participate and apply their new-found knowledge, improving comprehension and retention.

One of the outstanding features of GRAVITY is its emphasis on on-the-job learning. Unlike traditional training methods that deliver information at the front end, GRAVITY seamlessly integrates learning into daily workflows, enabling learners to acquire and apply new skills in real time, in the context of their work environment. This approach not only improves knowledge retention, but also promotes practical application and immediate impact on job performance.

Recap

Traditional training methods fail employees, leading to burnout and disengagement. To address this, training should move towards user-centric approaches, incorporating concepts such as micro-learning, contextual learning, on-the-job training, gamification and breaking content into smaller chunks.  

By adhering to these principles, conscious content design creates a more engaging and effective learning experience. Learners are not overwhelmed by massive amounts of information, but are exposed to targeted, relevant content that is easily accessible and applicable to their immediate needs. This approach not only improves knowledge retention, but also fosters a continuous learning mindset that enables employees to develop their skills and adapt to evolving job requirements.

Call to Action

Interested in making your content more user-centric? Why don't you contact us and discover GRAVITY: a modern training platform that integrates these principles for engaging and effective employee development. With GRAVITY, you can revolutionise your training approach to improve learning, retention and job performance.

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