How Incorporating Nudge Theory Into Corporate eLearning Can Motivate Learners

Use Nudge Theory In Corporate eLearning
Summary: Organizations using traditional Learning and Development (L&D) methodologies have failed to motivate employees to learn new skills. If corporate eLearning companies use a nudge strategy in their corporate eLearning solutions, it will steer an individual toward learning with determination.

What Is Nudge Theory?

Nudge theory focuses on positive reinforcement and indirect suggestions to shape an individual or group’s learning skills. It can have a positive influence on behavior and decision-making skills. This was originally defined by Richard Thaler and Cass Sunstein in 2008. Unlike ordinary training sessions, the advantage of using the concept of "nudge" in corporate eLearning solutions is so that an individual will make a particular choice purposefully (learning and retaining the information) which would be in sync with an organization’s objectives.

Why Corporate eLearning Companies Should Include Nudge Theory In Corporate eLearning Solutions

According to new research from Bersin by Deloitte (Deloitte Consulting LLP), 74% of organizations are using traditional Learning and Development (L&D) methodologies, which have failed to motivate employees to learn new skills that would help them improve their productivity in the workplace. This survey was conducted in about 1,200 global organizations. This research clearly demonstrates that pushing the workforce to learn new skills through traditional corporate eLearning solutions without reinforcement may not help. Unless an individual determinedly participates in a learning activity to acquire new skills, a corporate eLearning solution may not fetch the desired results.

These organizations worldwide spend a huge amount of money on traditional corporate training. Organizations fail to understand that a person or a group of people, who are involved in the training, may not be able to retain all the knowledge given by the instructor. A reason for this is that the person may have reached their learning capacity for the day, and therefore unable to process all of the information given by the instructor. Also, each person learns differently and learns at a different speed. The most important thing for an organization is to understand the stamina of each employee working there in order to get an effective outcome. This "phenomenon" should be considered during all training sessions, as it is essential.

On the other hand, if corporate eLearning companies use a nudge strategy in their corporate eLearning solutions, then nudge learning will help steer an individual toward learning with determination, without stealing his freedom of choice. Furthermore, it is tailored to suit an individual's learning style, pace, and convenience too. Importantly, since an organization would continuously provide feedback to their employees, this would empower employees to view learning and work as "two sides of the same coin." Above all, employees could utilize their learned skills in the workplace to help maintain a competitive edge.

How Corporate eLearning Companies Can Implement Nudge Theory Into Corporate eLearning Solutions

Unlike L&D, wherein content is rewritten, nudge compels learners to move beyond the boundaries of learning inside the flow of their work life. However, corporate eLearning solutions should encompass the following nudge strategy characteristics:

  • Clean-and-clear structure
    Corporate eLearning companies should choose a format and flow as well as colors for the content that learners would find appealing; it will be easy for them to learn the knowledge.
  • Usability
    Content should not have unnecessary or lengthy information with irrelevant details, a high number of clicks, and poor User Experience. Content should be tailored to fit learners' needs. This helps an individual to retain information in the memory as they go through the flow of the content.
  • Real-life scenarios
    Learning becomes interesting and fun when the concepts directly connect to a learner's emotions. This is only possible when real-life scenarios are included in the digital content with which learners can associate with.
  • Ready-to-reach
    It is important to provide 24/7 assistance to the learners as it makes them feel safe. As a result, they can reach for help when they come across any hurdles in the learning path.
  • Social influence
    There is plenty of research that indicates that the decision-making ability of a person is influenced by other people. Thus, adding a learner’s feedback and ratings to the content adds value to the content as it can influence others to opt for your corporate eLearning solutions.