How do you review / refresh learning content?
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Hi community!
I wanted to find out what others are doing with regards to the following:
- How do you decide when it is time to retire learning content (especially if it is more soft-skill generic content?) - what factors influence this decision?
- Is there a particular content structure/approach you use that improves uptake?
- How do you push learners to your content/what is effective?
Really appreciate any tips here!
Thanks,
Kate
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Hi Kate Over, excellent questions - I'm curious to see what the Community recommends! In the Academy, we use Custom fields to keep on top of content audit. You can watch a recording of a live event here: How we use Custom Fields to keep the Academy organised. In terms of improving uptake, you might find Engage your learners: think like a marketeer! useful.
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Thanks as always Matt! :)
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After attending a session to see how they do this in the Academy, we now have a course field called “Review Date” which we populate when we add content - we typically give content a 1 yr review date. We can then report on field, filter by the date and create a list of what needs to be reviewed. We have course owners (by using another course field) so we know who to liaise with when we need to get content reviewed.
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HI Kate,
When to retire content:
We do not have a single ‘expiry date’ - decisions are driven by impact, relevance and data, but similar to Sandra we also have custom fields behind lessons that track build date, by who, which digital tools were used in creation, sponsor, vendor/creator, review date and next review date etc. Anything sensitive to change is reviewed minimum yearly, but soft skills we re-review every 3 years. But we also look at engagement and completion data, evaluation data etc to ask - is this content still relevant/ has it landed? We also check for does it link to a KPI improvement or behaviour change/ is it outdated or duplicate content. Does it take too long to complete or is it a poor experience. Is there a clear audience and ownership. Soft skills training can be more tricky to want to retire as it is nice to offer a wide package, and making this decision is something we struggle with, but if it is too generic and not contextualized it has a low perceived value and is hard to apply.
Content structure to improve uptake:
What works for us (for non mandatory training) is creating learning as a campaign, creating shared ownership and peer encouragement works really well for us, so pushing specific topics for awareness weeks such as Learning at Work Week is really valuable (but only works for us if we get business buy-in), the other is building programmes of learning that people are either encouraged to join (such our sales academies, and operations academies), or self enroll (such as our management development programme). Getting larger programmes of learning endorsed by professional bodies has also encouraged enrollment and engagement on these. But the two key ways of improving uptake is strong business buy/ sponsorship, in order to do this you need to involve stakeholders early, keep them engaged and involved, support them in communication and most importantly ensure it is clearly aligned to business goals and strategy - they need to clearly see the value add; and the second key way is making the content as personal to the employee as possible, really relevant case studies, scenarios, stories, impacts are for us what drives engagement and behavioural change.
How do we push learners to content:
Some ways I mentioned above (programmes/campaigns) but also:
- Manager led assignments
- Bespoke role/business catalogues
- Using the promotion function ( although I really wish you could have more than three as we have around 30 separate businesses under our umbrella)
- Curated pathways
- We massively utilise our senior leadership to champion learning, so they do a lot of the driving for us, a key way to do this is from reporting (which they can self service, but we tend to do this for them and create decks that they can use and share in meetings)
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