Top 5 Online Learning Trends of 2023

In 2022, we took the pandemic “new normal” for what it’s worth and made it our own. The workforce has settled into a spectrum of anything from remote to in-person, and everything in between. Just as fast as we needed virtual solutions, we then needed hybrid and blended solutions to accommodate organizations operating anywhere on the work spectrum.  

Over the past few years, online learning has been used to train and develop workforces across industries in innovative ways with impressive results:  

• Since 2000, the eLearning industry has grown by 900%, making it the fastest-growing market in the education industry by a large margin.  

• 40% of Fortune 500 companies use online learning for professional development with over 72% of American organizations believing online learning gives them a competitive advantage, reported Forbes.  
• In the world of healthcare, a review commissioned by the World Health Organisation (WHO) and carried out by Imperial College London researchers concludes that online learning is likely to be as effective as traditional methods for training health professionals.  

Online learning has been shown to quickly and effectively teach and train employees in critical roles, enabling them to reach their highest potential. Return on investment following online learning implementation is demonstrated in many ways. For many, less time spent, more optimized resources, and fewer adverse incidents means dollars saved. For some, it is patient lives saved.  

Online learning is here to stay, and its expansion is not slowing down any time soon. As each year comes and goes, organizations find new ways to use online learning as it fits their needs. Here are some of the biggest online learning trends forecasted for 2023. 

5 Online learning trends to pay attention to in 2023: 

1. Hybrid and blended training

Again, online learning isn’t going anywhere, but it does not have to be an all-or-nothing solution. Many organizations have adopted blended or hybrid learning in some capacity.  

So, what do blended and hybrid learning really mean? Blended learning refers to combining the traditional in-person setting with any digital technology. Hybrid learning is the comprehensive approach of combining the best parts of in-person learning with the most effective parts of virtual learning. It’s more than just half in-person, half online. It’s a strategic format that puts the learner at the center of the experience, incorporating the best teaching strategies for better learning and stronger retention.  

Hybrid learning has many benefits that suit the modern workforce. For organizations, hybrid learning gives learning and development personnel the freedom to develop training plans that incorporate a variety of teaching tools. Hybrid learning is more flexible and inclusive; it can be done anywhere, anytime, anyhow. It has shown to be more effective than traditional learning. And finally, it can be cost-effective too due to less expenses accrued associated with in-person learning. 

2. Personalized learning

In a post-pandemic world, offering virtual options is now the bare minimum. People expect personalization. One-size-fits-all never works, and as it turns out, it is an expensive waste of time for employees and the organization. That’s where personalized learning makes a difference, and we see it taking a front seat in the online learning world this year. 

An adaptive platform that adjusts to individual learners’ knowledge levels is essential to learning personalization, and thus the overall learning experience. The learning experience is rigorously personalized with adaptive functionality. It cuts learning time in half (sometimes more) by treating each learner as an individual with their own unique mix of mastery, misinformation, uncertainty, and information gaps. By adapting to their knowledge level, trainees don’t waste time relearning things they already know. Instead, they spend more time only on subjects they demonstrate struggle with. 

In action, this level of personalization has powerful effects for both trainees and health systems at large. One such example is how UCHealth cut training time by 87.5%, achieved an 86% learner satisfaction score, and experienced $1.45 million in savings by incorporating adaptive learning via learning platform. Where learners typically spent eight hours in the classroom with their previous training system, learners now spend an hour or less on average in training. This not only respects learners’ time, but also increases their time out on the floor, helping patients.  

3. Catalog courses

As more organizations turn to online learning in some capacity, the benefits of on-demand course libraries become apparent. Training employees at scale and developing effective, quality content to do so is no small undertaking. That’s when having a selection of courses designed by subject matter experts is invaluable. 

For example, Amplifire Healthcare Alliance members benefit from a range of course catalogues, co-developed by Alliance experts: obstetrics, compliance, electronic health records, and more. Alliance members that are challenged to get all their clinicians training online, at scale, in record time implement on-demand courses  or modify the course content to their organization’s specifications. Again, personalization comes into play — but this time, for the learning and development team. 

4. Microlearning

“Mircolearning” will continue to take the online learning world by storm. The Rapid Learning Institute conducted a survey in which 94% of learning and development professionals stated that they opt for “bite-sized” online learning modules over traditional learning because their learners prefer it. And if subjective “preference” isn’t convincing enough, learning architect Ray Jimenez, Ph.D.’s research concluded that by creating micro-courses, learning developers can reduce development costs by 50% and increase the speed of development by 300%. Microlearning makes sense in a world where attention spans are rapidly shrinking. 

There is no official definition of microlearning but as the term implies, all interpretations share the same characteristic: brevity. Perhaps the most familiar interpretation is short-term learning delivered in micro-bursts via text, app notification, email, or other. Another way to deliver microlearning is simply through small learning units. Adherence to brain science principles inherently bring a microlearning feel to learning platforms. Cognitive triggers like motivation, repetition, spacing, and retrieval all create a gamification feel that create a microlearning environment. Features like assessment-based question format, module content breakdown, post-learning refreshers, and adaptive functionality allow for intentionally delivered learning in small bursts at the right time. Learners prefer these “smaller” formats, and businesses benefit from their satisfaction. 

5. Immersive learning

What was once technology limited to science fiction, virtual and augmented reality are now tools that can be inexpensively brought into any home, classroom, or office. While virtual reality (VR) may not be a tool appropriate for all topics, it can certainly be useful in certain situations. Aviation and healthcare industries often use simulator training reinforced by online learning to invoke an immersive experience, enriching the training process. Immersive learning isn’t only limited to simulation and virtual reality training; it also includes any training, like hands-on training, that makes it easier to practice skills that, in the real world, carry a high degree of risk whether to people or costly equipment. 

Immersive training is a costly investment, which is why online learning is a crucial complement. Often, simulators or VR require pretesting or prior knowledge, which can be efficiently delivered via learning platform. With the learner analytics, learners get the right training at the right time, ensuring no time or resources are wasted. Robust learner analytics capture learner behavior as well, ensuring the efficacy of your training investment when used following an immersive session, therefore maximizing ROI. Smartly implementing immersive learning in 2023 will revolutionize the training world.  

As we gain more and more experience with online learning, we find new ways to optimize the way we learn to maximize outcomes. People are learning better and retaining more information, faster. Organizations are spending their employees’ time wisely, and effectively training highly competent and confident workforces. The beneficiaries of these organizations’ services — patients, passengers, etc. — experience more positive outcomes as a result. In the coming year, we look forward to expanding the ways in which Amplifire’s learning platform can help learners and organizations reach their goals and explore new learning possibilities. 

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster with online learning by requesting a demo. 

Does Microlearning Work?

As our collective human attention span continues to shrink (thanks, TikTok), it’s a wonder we get anything done. A recent study by Microsoft concluded that the human attention span has dropped to eight seconds – shrinking nearly 25% in just a few years. This phenomenon has widespread implications. How does this shortened attention span affect our ability to learn? Is it worth adapting the way we learn? Is there a way to work in tandem with shortened attention spans in an engaging way? Can we retain as much information with shortened learning? Some think microlearning may be the answer. 

Whether you accept the idea that attention spans are shrinking or not, it is a fact that people prefer shorter content. According to a report by Software Advice, more the 50% of the 385 employees who took part in a survey indicated that they would use their company’s learning tools more if the courses were shorter. Rapid Learning Institute conducted a survey in which 94% of learning and development professionals stated that they opt for “bite-sized” online learning modules over traditional learning because their learners prefer it. And if subjective “preference” isn’t convincing enough, learning architect Ray Jimenez, Ph.D.’s research concluded that by creating micro-courses learning developers can reduce development costs by 50% and increase the speed of development by 300%.  

But, does microlearning really work? Microlearning can look different in different practices, but it always comes in one size: small. Let’s talk about when microlearning works and how to implement it for the best results — and what common microlearning mistakes to avoid. 

What is microlearning? 

There is no official, formal definition of microlearning but as the term implies, all interpretations share the same characteristic: brevity. Perhaps the most common or most familiar interpretation is short-term learning delivered in micro-bursts via text, app notification, email, or other. Another way to deliver microlearning is simply through small learning units. 

Microlearning can be delivered in many ways. Examples of microlearning content include text, images, videos, audio, tests and quizzes, and games. In addition to traditional eLearning platforms, microlearning is often hosted on smartphone applications, too. 

Microlearning has been shown to improve retention when delivered in the right way. However, not all microlearning is created equal. Just because something is quick and easy does not necessarily mean it is retained in our minds. We can watch all the quick social media reels we want, but that doesn’t mean the content has made an impact. Implementing an effective microlearning program comes with challenges and limitations. Just because we successfully (and quickly) complete a micro-lesson doesn’t mean the information stuck.  

Limitations of microlearning 

Relying on microlearning to teach important concepts runs the risk of not landing crucial information. In a training context — whether you’re teaching sales strategy, code, or infection-prevention guidelines — forgotten information or misinformation can lead to poor outcomes. Here is when not to use microlearning: 

Not for complex concepts or in-depth training 

If you can’t scale your solution to include multi-tiered lessons and complex concepts, your employees will miss the big picture (which can be critical to your organization’s success).  

Not to sacrifice substance for brevity 

Short does not automatically equate to engagement. If microlearning does not employ known cognitive science principles, information likely isn’t sticking you’re your learners — no matter how short it is, or if employees like it. 

Not for multi-tasking 

It may seem that microlearning can be completed while also being productive elsewhere. However, multitasking leads to fragmented learning. Fragmented learning occurs when there are not clear objectives for time spent learning, or when learning time is not clearly delineated from other activities. This is not conducive to information retention. 

While microlearning can be misused in these ways, learning and development professionals can avoid these common mistakes by implementing best practices.  

How to incorporate microlearning the right way 

Microlearning can fall short of its long-term retention promises by some delivery methods, but when applied from a cognitive-science perspective, it is an effective learning tool. If you’re considering how microlearning can fit in your training program, here are some things to look for to ensure your microlearning works. 

Qualities of effective microlearning 

For microlearning to work, it should adhere to brain science principles that are known to create lasting learning. Amplifire’s eLearning platform employs cognitive triggers — mental mechanisms identified through research by the world’s leading cognitive scientists — that induce fasting learning and longer retention. When it comes to microlearning, it’s not the shortness of the lesson that is engaging. It’s a whole host of factors working behind the scenes to enrich the learning experience, making learning happen faster. Here are some examples of if cognitive triggers that Amplifire’s platform uses to make shorter learning engaging, fast, and effective: 

Motivation 

While shortening attention spans may suggest a general lack of motivation, motivation readily exists in our minds — we just have to trigger it. On a molecular level, motivation is generally facilitated by the neurotransmitter called dopamine. While many people associate dopamine with pleasure, it is actually responsible for kickstarting pleasure by prioritizing human attention and interest. Motivation compels us to acquire the necessary information to get us from where we are to where we want to be or what we want to do. Understanding the motivational feedback loops can help us channel them into long-term learning. Stimulating curiosity, implementing rewards, creating uncertainty and risk factors, generating optimism through progress (that rewarding feeling when you complete a session), and gamification can boost motivation, thus keeping learners engaged and focused on learning. 

Spacing 

The spacing effect shows that “cramming” information in one massed setting is about the worst of all possible ways to learn anything for the long term. Research reveals that the optimal study gap to test interval is 10% to 20%. That breaks down in the following practical manner: 

• If the time to the test is 1 week, the optimal study gap between initial study and restudy is 1 day. 
• If the time to the test is 1 year, the optimal study gap is 3 weeks. 

When restudy takes place too closely following the initial study session, there is little effect on memory. However, learners can achieve 300% memory gain if the proper study gap to test interval is used. Microlearning makes it easier to deliver spaced learning.  

Repetition 

Science has shown time and time again that repetition is an effective way to commit information to memory. Psychologist Herrmann Ebbinghaus demonstrated that a first learning attempt creates a memory trace, but that trace is vulnerable to rapid forgetting. He also discovered that memory improves through repetition and flattens the rate at which we forget things. 

In the 1950s, psychologist Donald Hebb postulated that repetition is linked to the strength of the synaptic connections between neurons — memory formation. He pointed out that “neurons that fire together, wire together.” The more something is repeated, the stronger the memory pathway is forged. You can maximize repetition both within a microlearning session and by delivering the same information over multiple microlearning sessions.  

Retrieval 

Repeating information in an assessment format during microlearning also triggers the retrieval process — a powerful technique for better learning (known as the test effect). And assessment can be one of the most effective ways to learn. Microlearning through assessment format is a potent combination. In a study (Roediger and Karpicke) where groups of students were asked to 1) read a passage four times, 2) read the passage three times and test memory once, and 3) read a passage once and test memory three separate times, the third group that prioritized memory testing rather than merely repetition retained 62% of the original information, whereas the first group retained only 39%. This demonstrates the power of activating the brain’s natural retrieval process to commit information strongly to memory. 

Microlearning best practices 

In Amplifire, learners can complete smaller, shorter modules within a larger course, creating a microlearning effect without missing the “big picture.” Delivered through our eLearning platform, these modules are more effective than say, app learning, because they incorporate cognitive triggers like other methods can’t. We’re sharing some of our best practices so you can implement microlearning in a meaningful way.  

Modules 

As we mentioned, within Amplifire, courses can be broken into modules so learners can work in shorter segments without losing context. While microlearning sometimes isn’t suitable for complex topics, modules can help build the depth you need for your training.  

Assessment format 

Speaking of building, microlearning can also act as a primer for hands-on learning. In situations where online learning can’t quite replace hands-on practice (ex. Flight simulators, patient care), it can be a great way to prepare for real-world scenarios. Priming is a cognitive trigger (as identified by Amplifire’s Science Advisory Board); the process of pretesting “primes” the mind for learning and improving long-term retention, maximizing your training efforts. The Amplifire platform uses the Socratic method of questioning to incorporate the pretest primer in the learning process. This way, learners are actively engaged in learning, rather than simply watching a video or reading a passage. If microlearning can’t replace all training, it can certainly give it a much-needed boost. 

Data 

Another benefit of online-hosted microlearning is backend data. Amplifire’s AI collects learner data based on their interactions through the answering process. It sees when learners struggle, where they were misinformed and when they were uncertain. Microlearning might not come easily to all of your learners, so learner analytics can help you identify which learners struggle with what, so no one gets left behind. Amplifire’s in-depth reporting gives you the tools to offer highly personalized coaching when learners need it. 

Refreshers 

When learners present a large amount of struggle during learning the first time around, Amplifire creates a refresher course for them to briefly review those topics. Forgetting is inevitable, but when learners who struggled take the time to complete a short — dare we say “micro” — refresher, that information they worked hard to learn becomes solidified. These smart refreshers are short because it only serves up content where they didn’t have prior knowledge, saving time in the process.  

Faster learning does not have to compromise the quality of our learning. As we evolve socially in the world of endless tech and seemingly shorter focus, our wiring remains the same. Learners can enjoy shorter and smaller learning sessions, but still retain the same amount of information with an eLearning platform that adheres to brain science principles. Microlearning is not merely a learning trend when implemented appropriately, powered by cognitive science. Boost learner engagement and satisfaction with the flexibility that microlearning offers. Furthermore, shorten training time, reduce costs, and maximize scalable learning opportunities for your organization.  

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster by checking out a demo.

101 Series: Building Online Learning Platforms with Cognitive Triggers and Switches

Not all learning is created equal. And when it comes to online learning, there are many routes you can take. People develop platforms to create different learning experiences and objectives, whether they simply want learning to be enjoyable, they need to just check a box that the course was completed, or they want the fastest and cheapest path to completion. But, in many cases, online learning platforms can’t demonstrate proof of learning. It’s not that fun isn’t valuable to learning, in fact, it can be when used appropriately. It’s not that the fastest options aren’t effective, because learning can be fast when people are engaged. But when evidence of learning matters and people need to retain important information longer, online learning platforms informed by brain science principles is the most effective route. 

Cause and effect drive the learning process. Causes out in the real world can lead to learning effects in the brain. Some “causes” are more potent than others, since people tend to remember some things better than others. In the cognitive science world, causes are known as “triggers” and the effects in the brain are known as “switches.” Amplifire’s learning platform was built from the research of some of the world’s most renowned cognitive scientists, who have discovered which triggers are more conducive to faster, lasting learning compared to others — in other words, the platform is designed to foster better learning. During learning, not only does Amplifire track and report on completion in online courses, but it also measures each learner’s path to mastery, demonstrating evidence that real learning took place.  

So how can triggers flip mental switches, and how do they translate into online learning platforms that facilitate faster learning and better retention? 

4 Steps to devising techniques in online learning 

One of our tasks is to describe useful distinctions between the triggers in the real world (which Amplfire’s engineers code into techniques in our platform) from the switches in the brain they affect. Here are four steps that describe the translation into online learning. 

• The first step considers the most useful model of what it is to be a human being that learns about the world, encodes a representation of it in their mind, and remembers it at will.
• The second step describes the learning switches in the brain that are active during learning and the memory formation.
• The third step identifies triggers in the world that switch on those circuits that are responsible for learning and memory.
• The fourth and last step invents techniques that can be coded into learning platforms. This stage is working through the cause-and-effect model and figuring out how information can be presented, tagged, timed, organized, and communicated to trigger the brain’s learning switches.

So if learning effectively in an online setting is reliant on these triggers and switches, what are they and how do they work? 

The learning switches in the brain 

These 14 switches are the result of decades of scientific research and have been previously identified by Amplifire in various papers (see our blogs on cognitive, emotional, and motivational triggers). These are the switches that Amplifire has discovered so far that have a direct bearing on memory, cognitive processes, and the emotional and motivational drives to learn. 

Turning triggers in the real world into online learning techniques 

Triggers and switches correlate to causes and effects. However, the distinction between a cognitive trigger and a mental switch is not always clear. For example, take the phrase “fun and games.” The two words seem nearly synonymous, but upon inspection we can see that fun is an internal experience that a person feels inside their brain. It’s an emotional state that derives from some combination of valence and activation on the map of human emotion and it has a biochemical source which originates in a lovely combination of the neurotransmitters serotonin, dopamine, and norepinephrine.  

Games, on the other hand, exist out in the world. Monopoly and baseball exist outside the brain, nevertheless, they have a profound effect on the feelings the brain generates. A game is a trigger that throws the internal switch called fun. This is also an example of what the Amplifire platform achieves in the learning process. Amplifire’s task is to find the triggers that throw the switches that lead to learning, and then code those triggers into online techniques. 

Here are some ways that triggers appear in Amplifire: 

Multiple-choice questions: According to research by some of the world’s leading cognitive scientists, the multiple-choice format is the best type of test question to truly promote better, long-lasting learning. The multiple-choice format used by Amplifire presents a prompt with several answers in which one or more choices are correct, and one or more choices are incorrect. The test-taker must read and contemplate all the answers to determine which is correct, invoking a “search and retrieval” of information stored in the brain. Therefore, multiple choice is not merely about recognizing the correct answer. It is a combination of recognition and recall, tapping into the cognitive process that increases memory retrieval and storage strength. 

Feedback: Feedback is a great way to directly access the brain’s natural memory-storage process to help learners retain more correct information. Studies have shown that feedback in the form of a correct answer and explanation can improve retention dramatically. This is especially true for low-confidence, correct answers. Let’s face it, we’re not always confident about the answers we give, but feedback including the right answer can help solidify correct information in learners’ minds. Therefore, offering an opportunity for feedback (slightly delayed after a learner answers a question) can greatly enhance retention. Amplifire includes feedback for every question and response type. 

Repetition: The rehearsal process is one of the most effective ways to create long term memory. Science has shown time and time again that repetition is an effective way to commit information to memory. Psychologist Herrmann Ebbinghaus demonstrated that a first learning attempt creates a memory trace, but that trace is vulnerable to rapid forgetting. He also discovered that memory improves through repetition and flattens the rate at which we forget things.  

In the 1950s, psychologist Donald Hebb postulated repetition is linked to the strength of the synaptic connections between neurons — memory formation. He pointed out that “neurons that fire together, wire together.” The more something is repeated, the stronger the memory pathway is forged. In Amplifire, the platform repeats a question until mastery is achieved, showing that learning has occurred. 

These are just a few examples of how learning that’s guided by brain science is uniquely effective, and we’ve seen our clients enjoy the benefits of science-based learning time and time again. For further detail on cognitive triggers, emotional triggers, and motivational triggers, continue reading about the psychology and science of learning on our blog. 

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster by checking out a demo.

Getting K-12 Math Back on Track with Adaptive Online Learning

Last week, the Education Department released a report revealing the largest year-over-year decline in scores in every state. The numbers exposed a bleak reality: only 26% of eighth graders and 36% of fourth graders are proficient in math (down from 34% and 41% in 2019, respectively). This decline has occurred despite the federal government making the largest single investment in American schools — $123 billion, or about $2,400 per student — to help students catch up after the pandemic.  

Americans are trying to make sense of any trends in the report, but nothing is neatly adding up. During the pandemic, school closings did not necessarily correlate to bad test scores. For example, California, which closed schools longer, and Florida, which was known for staying open, both declined slightly less in math scores than the national average. Texas, which was among the soonest to reopen, saw math scores plumet.  

There are some telling metrics that divulge some significant gaps in American math education. In fourth grade, students in the bottom 25th percentile lost more ground in math compared with students at the top of their class, leaving the low-performing students further behind. Moreover, only half of fourth graders who were low performing in math said they had access to a computer at times during the 2020-21 school year compared with high-performing students. 

Some have responded to the report insisting that the $123 billion investment isn’t enough to close the gap, yet, just under 5% of the investment was spent as of Jan. 31, 2022 — some 10 months after funds were disbursed. “Many districts do not have a concerted plan for math,” said Marguerite Roza, the director of the Edunomics Lab at Georgetown University, who is tracking pandemic relief spending. Between district leaders’ demands, the time it takes to vet proposals, issue contracts, and hire and onboard teachers and counselors who then draw down salaries, the delay in spending is not surprising.  Although, the longer spending is delayed, the larger the math gap will become. Not to mention, the funds expire in September of 2024.  

As school districts start spending the funds in a variety of ways, only time will tell which solutions work, and which do not. The growing knowledge gaps, lack of equal access to technology, teacher burnout, and absence of any proven-effective solution are daunting and will continue to catch up to students. ELearning platforms, like Amplifire, provide a uniquely intersecting solution for these nuanced issues. According to a 2021 study that analyzed data from more than 2,500 K-12 students using curriculum-based online learning software both before and during the pandemic shutdown found that students’ performance actually increased during the shutdown. While there is no unified plan to attack the U.S.’s K-12 math problem, online learning stands out as one solution that is proven to work, despite speculation.  

Closing the math gap with online learning 

Flexibility 

During the pandemic, schools closed, then reopened, and closed again, and grappled with opening and closing. They navigated hybrid solutions, software, technology access, learning curves, and other obstacles. As hybrid learning gained momentum even before the pandemic, it became a necessity after 2020.  

The silver lining of needing a remote solution is gaining the infrastructure for a hybrid or blended learning solution, which makes learning much more flexible for both teachers and students, thus increasing the amount of learning that can be achieved in variable circumstances. For example, if students or teachers get sick, learning can continue uninterrupted through an online platform. Schools can offer more choice, so students don’t fall behind.  

Personalized learning experience 

What the Nation’s Report Card shared is that the bottom 25th percentile fell even more behind than the top students. Therefore, a one-size-fits-all solution simply will not work. With staffing shortages, schools struggle to offer personalized learning for every single student. But Amplifire’s adaptive platform does just that. People in general have vary levels of base knowledge. Amplifire’s adaptive learning algorithm tailors learning to students’ individual knowledge gaps, uncertainties, and misinformation, making sure no one falls behind and everyone achieves mastery. 

Instructor support 

From the adaptive learning algorithm, Amplifire collects data based on numerous student interactions throughout the learning process. This data provides learner analytics to teachers, who gain a window into their students’ minds. As the math gap widens, it makes teachers’ jobs more difficult as they strive to ensure their students get the help they need to be proficient. Amplifire’s learner analytics offer detailed remediation plans so teachers can offer personalized coaching to struggling students. For schools with staffing shortages or for teachers experiencing burnout, these analytics do more of the technical heavy lifting so teachers can do what they do best: teach! 

Proof of learning 

Data not only helps inform instruction, but it also provides evidence of learning. At a time when educators and school districts are under a microscope, having rich data to show how learners have mastered material proves progress has been made. For many school districts, the path to raising math scores is ambiguous; with eLearning, progress is clear and trackable. Learner data can also inform education strategy, as improving scores after such a sharp decline will take longer than one year.  

While the education funds spending deadline will come and go, an upfront investment in technology and training is a lasting solution that will support staff as they continue to tirelessly serve students — and an investment that has already happened for many schools that relied on hybrid and remote instruction throughout the pandemic. While math scores have declined, there is no evidence to suggest that closures or early reopenings were the culprit, so why not lean into the future of learning without temporary solutions?  

Moreover, Amplifire’s eLearning platform is built on brain science discoveries, which have been shown to help people learn faster and retain more information. Just as the platform offers learner analytics to inform instruction and teaching strategy, it also employs cognitive science-backed learning principles that are proven to foster better learning and recall. School districts can be sure they’re using every possible (and scientifically proven-effective) method to get students back up to speed and ahead of the game with stronger recall than traditional learning settings. 

Learn more about how eLearning will close the gaps in K-12 math or see how Amplifire and the science behind learning can benefit your educational needs and download our education case study or check out a demo. 

How to Enhance the Online Learning Experience

The quality of a trainee’s learning experience is directly correlated to your organization’s success. As more organizations look to transition to online learning or blended approach for their training and development, they’re often met with friction. Learners suffer from virtual burnout — when people kick into survival mode where the focus is only on keeping their head above water and getting the urgent things done. They aren’t interested in covering material they already know, and it is important to respect their knowledge and time. 

But just how serious is employee burnout? Joel Goh, Harvard Business School professor, along with Standford business professors Jeffrey Pfeffer and Stefanos A. Zenios, estimated based on mathematical projections that the U.S. government spends about $125 to $190 billion dollars a year on the mental and physical ramifications from burnout — representing 5 to 8 percent of national spending on healthcare. So, while transitioning to online training may seem like a solution to staffing, expense, and productivity issues, it remains critical to organizations’ health to prioritize the learning experience when choosing a solution. 

The name of the online learning game is engagement and a learner-centric approach. When designed correctly, online learning can be engaging and effective. The science behind learning centers around cognitive triggers that stimulate neurotransmitters that keep learners engaged — which is so much more than building in little games or adding videos. Yes, gamification can be a good strategy to keep attention during learning, but it must be executed in a way that is actually helpful to the learner. The reason Amplifire consistently cuts training time and associated costs is because our brain-science-based platform successfully keeps learners engaged, learning faster, retaining more, and performing at higher levels. Instead of being burnt out, employees are energized and confident after training.  

Wondering what features you should be looking for or best practices to implement to provide a positive learning experience for employees? Fight burnout and enhance the online learning experience with these best practices. 

5 Best practices to create a positive online learning experience: 

1. Personalization

An adaptive platform that adjusts to individual learners’ knowledge levels is essential to learning personalization, and thus the overall learning experience. Amplifire’s adaptive algorithm watches each learner’s starting levels of knowledge, uncertainty, and misinformation and refines which areas they need to focus on. The learning experience is rigorously personalized with adaptive functionality — no instructor intervention needed. It cuts learning time in half (sometimes more) by treating each learner as an individual with their own unique mix of mastery, misinformation, uncertainty, and information gaps. In the Amplifire platform, learners also benefit from a virtual instructional coach, VIC, who encourages, cajoles, and prompts learners with guidance.    

2. Flexibility

Another way to combat employee burnout during training is to provide flexibility. Virtual learning is inherently more flexible than in-person formats but offering additional flexibility as to what time and where employees can complete their online training reduces the stress of trying to complete it during busy work times or during their personal time. 

3. Science-based learning techniques

Choosing a learning platform that uses science-based techniques is important not only because it makes learning more effective, but also because it is a better experience for the learner. The Amplifire platform is built on cutting-edge brain science discoveries from our Science Advisory Board (SAB) — some of the world’s leading experts in neuroscience and cognitive science. It is built to work with the way the mind naturally learns, so learners can spend less time learning and actually retain more than traditional methods. 

Science-based learning is also a more engaging experience. Over twenty cognitive triggers — identified by the SAB — are coded into the platform to guide people on their personal path to mastery. Cognitive triggers such as priming, metacognition, feedback, spacing and more create a learning experience that has a gamification feel to it. Triggers increase learning and retention by switching specific brain circuits on so that it can be recalled at a future point in time. Some of the most effective triggers work by creating engagement through emotion and attention — two powerful influences on memory. These triggers have been identified to form rapid, long-lasting memory that sticks. And when learning sticks, employees perform better, and organizations prosper. 

4. Feedback

Feedback is a critical component in online learning environments. Learners may feel disconnected or lost without valuable feedback that addresses their specific learning needs. In a comprehensive literature review of studies exploring the role of feedback in learning, 65.07% of the studies demonstrate that automatic feedback increases learner performance in activities and 82.53% of the studies showed that there is no evidence that manual feedback is more efficient than automatic feedback. So, instructors need not feel any added strain to provide feedback — it can be automatic, just not cookie cutter.  

Feedback (an Amplifire-identified cognitive trigger) should be personalized to each learner, rather than blanket explanations that lack relevance. For example, Amplifire offers feedback in real time based on a learner’s answer. Upon submitting an answer choice, learners receive immediate feedback whether they were right or wrong, and the correct answer is delayed to further stimulate curiosity and motivate learners to seek the correct answer. Detailed, elaborative feedback can boost learning by 500% when compared to non-feedback learning. The timing of the feedback process is optimized for maximum retention, according to research provided by the SAB. 

Furthermore, learners can see and track their own progress as they move throughout the module. This eliminates the guessing game and makes the path to mastery as transparent as possible.  

5. Data analytics

A key part of the successful learning experience equation is collecting data to inform any further enhancements your organization should choose to offer. In a blended setting, Amplifire’s data analytics offer insights that were previously invisible. Instructors can see which topics have landed and which topics students have struggled with, and where further instruction is needed. They can then filter topics with a high struggle rate to inform their instruction. Instructors can identify individuals who are struggling with what questions or topics to provide at-the-elbow coaching. This level of personalization ensures struggling learners get the help they need and the best learning experience possible. 

Training comes full circle when organizations can also use learning data to see evidence of mastery when their people complete Amplifire courses, ensuring they can operate to the highest standards. This is how the quality of a trainee’s learning experience is directly correlated to your organization’s success. Every detail matters when employee wellbeing is at stake, too. Amplifire’s platform helps you ensure their learning experience is positive and effective, so everyone wins.  

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster by checking out a demo.

3 Best Ways to Increase Engagement with Online Learning

In a world where we’re constantly peppered with distractions, it can be hard to focus on any one thing, let alone learning. The distractions are even evolving to manipulate our attention spans (ex: TikTok) to keep people locked in. So, if things like social media, television, video games, and communication are ever innovating to keep people engaged, how can the learning and education industry keep up? 

Another barrier to creating more engaging learning environments is the content. If a lesson is too boring, learners tune out. If the content is oversaturated with extraneous multimedia or unrelated information, learners miss the point. There’s a nuance to instructional design and it’s not always easy to implement. Although technology may seem like the enemy in the age of distraction, eLearning has emerged as a potent vessel for delivering engaging content. 

More often than we’d care to admit, we are enticed by shortcuts, gimmicks, and convenient falsehoods to serve as short-term solutions to our problems. When it comes to learning, we want to learn faster and remember as much as possible — so any solution promising these results by easy means is attractive. The problem with these solutions is that they don’t stick because they don’t cater to the way the brain actually works. Cognitive and neuro- science exist for a reason; and thankfully, some of the world’s most renowned researchers have shared their discoveries with Amplifire. Our adaptive learning platform is built on brain science principles that activate the brain’s natural learning processes. These “triggers” — as we call them — are designed to cut through distractions, inform instructional design, and effectively enhance retention. By working with the way we naturally learn, rather than against it, the Amplifire platform has been successful in keeping learners engaged so they can learn faster and better. Here’s how we do it. 

Why learner engagement is important

There is a direct correlation between high learner engagement and subsequent performance. For example, in a 2019 study of higher education students who took online courses, the mean performance of highly engaged students was significantly better than those with low engagement levels. Therefore, it should be instructors’ top priority to keep learners actively engaged. 

Not only does increased engagement lead to better outcomes, but it also improves the learning process. Engaged learners typically learn faster and retain more information in the long run than distracted or disengaged learners. 

Amplifire uses the latest brain science research to help people learn faster and remember better. These principles inform the way information is taught via our adaptive learning platform. Because the scientifically sound principles stimulate the brain’s most effective learning mechanisms, learners are naturally more engaged. This leads to better outcomes when the information is applied in real life, whether that’s out of the classroom or out in the workforce. 

How to keep learners engaged in online learning 

More specifically, Amplifire relies on twenty-or-so cognitive triggers to stimulate more effective learning. These triggers are presented through the Socratic method of asking questions to teach, test, and reinforce information. Questions are presented via an adaptive learning platform, which conforms to each individual’s needs, thus personalizing the learning experience — even in a virtual setting. Content is intentional and carefully crafted, adhering to instructional design principles.  

By homing in on all these factors to keep learners engaged, Amplifire has helped clients achieve impressive results. People tend to think online learning lacks a personal touch, when in fact, it can provide a flexible, powerful canvas to enact effective engagement strategies. 

3 Strategies to increase engagement 

1. Harness the power of brain science 

There are plenty of gimmicks and falsehoods (i.e. “learning styles”) out there that claim to help people learn better. However, the only reliable way to truly create a more effective learning experience is with brain science.  

As we previously mentioned, Amplifire’s Science Advisory Board has identified over twenty triggers that allow people to learn faster and retain more information. This ultimately leads to better performance. But how are they put into action? Here are some examples: 

• Priming — Priming is a powerful strategy to improve retention. It involves pretesting learners before they’ve studied material. When compared to traditional studying, priming results in higher test scores, regardless of whether learners perform well on a pretest (a 2010 study). Instructors use the Amplifire platform to prime learners before lessons to improve retention. 
• Feedback — Studies have shown that feedback in the form of a correct answer and explanation can improve retention dramatically. The Amplifire platform provides feedback (slightly delayed after a learner answers a question) to significantly enhance retention. 
• Metacognition — Within our platform, learners can indicate whether they feel confident or unsure about their answer or indicate that they don’t know the answer. The process of thinking about how much you know has been proven to strengthen the pathways around that information, promoting stronger learning. 

2. Personalize the learning experience 

Another powerful way to engage learners is to make the learning experience personal. We’ve all experienced a time when an instructor elaborates in detail on a subject we already know — the eyelids tend to get droopy. However, we also understand the intrigue when hearing interesting information for the first time, too. 

Adaptive learning platforms — like Amplifire — tailor content based on individual learner’s needs. Since the experience is adapted to each learner, they don’t waste time learning what they can demonstrate they’ve mastered and can focus on only what they don’t already know.  

3. Carefully craft content 

A common misconception is that there should be a lot of images, videos, colors, illustrations, graphs, etc. to make lessons interesting. Neurologically speaking, oversaturating a lesson with superfluous content is detrimental to learning. On the other hand, intentionally designed content enriched with the right material can create an engaging experience for learners. 

When instructional design and eLearning come together, design intersects with science to create an engaging and effective learning experience. It does matter how you present information — learning outcomes are at stake. Even the format of a question matters. To make learning stick, Amplifire uses multiple-choice format (proven to be most the most effective question type) to present information, with illustrations, videos, and other materials on an as-needed basis. 

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster by checking out a demo.

Why You Should Be Investing in Online Learning for Hard Skills Training

Soft skills are increasingly emphasized in job recruitment. Monster’s The Future of Work 2021: Global Hiring Outlook reported that when employers were asked to name the top skills they want in employees, they cited soft skills such as dependability, teamwork/collaboration, flexibility and problem-solving. These skills are desirable because they are regarded as harder to teach than hard skills. But as emphasis is placed on soft skills during job recruitment, conversations about the workforce’s hard “skills gap” grow louder. 

Just how deep is the skills gap void? Deloitte and the Manufacturing Institute issued a report showing that as many as 2.4 million jobs could go unfilled in the next decade. To put a dollar amount to it, that gap could jeopardize $454 billion of economic output in 2028 or more than $2.5 trillion over the next decade. Furthermore, almost 40 percent of American employers say they cannot find people with the skills they need, even for entry-level jobs, according to McKinsey & Company. Almost 60 percent complain of lack of preparation, even for entry-level jobs. This sounds like a lot of untapped talent that could be developed with effective training. 

Employers are behind the eight ball when it comes to investing in training to address this workforce dilemma. Corporate investment in workforce training fell by 30 percent between 1999 and 2015. More generally, as a share of GDP, the U.S. federal government now invests less than half as much in workforce training as it did 30 years ago. However, a new hire for a skilled role can cost up to 20% more than workers that companies reskill to do the same tasks. So, why the hesitation? If organizations are aware of the continuously increasing skills gap and still aren’t investing in training, there must be something barring them from making the leap.  

Investing in training is risky — what if your investment doesn’t produce real training outcomes, doesn’t increase productivity, or doesn’t improve the organization’s bottom line? There remains an ambiguous connection between training initiatives and business outcomes. If a training solution could prove learning occurred and training was successful, organizations could then measure the business impact of training following implementation. There are a number of training solutions — apprenticeships, programs, instructor-led training, eLearning platforms — that aim to provide organizations with an alternative that effectively closes skill gaps. Amplifire’s brain science-based learning platform stands apart because of its ability to demonstrate that learning has occurred, thus ensuring training has been effective. 

Online learning offers a flexible solution for organizations who not only require training that fits within their structure, but also generates ROI and tangible outcomes. When it comes to upskilling, reskilling, and training employees, Amplifire’s adaptive platform creates a personalized learning experience for each learner. This, combined with proven-effective brain science principles incorporated throughout the platform’s design is what generates the positive outcomes that our customers experience — shown through our ability to provide evidence of learning. 

Amplifire not only employs cutting-edge science to close the skills gap but has also benefited businesses by decreasing employee turnover and preemptively mitigating risks. Here’s how effective learning can translate into ROI. 

How online learning improves business outcomes with effective training 

Close the skills gap by closing knowledge gaps 

From the Amplifire perspective, a skills gap is the result of a knowledge gap — one that can be filled by effective learning strategies. Our adaptive learning platform fixes knowledge gaps, uncertainty, and misinformation quickly by determining what learners already know, versus what they don’t. This way, the employees’ learning experience is tailored to their experience level. They spend less time training and more time on the job, cultivating their careers, equipped with more skills. 

This type of personalized learning for skills training increases employees’ growth potential, expanding their career opportunities. 

Decrease employee turnover 

We touched on how personalized learning for skills training increases employees’ growth potential, expanding their career opportunities. Additionally, personalized learning keeps employees actively engaged — and employee engagement is critical these days. A Workday report revealed that growth-related comments represented 8% of all employee comments in 2021 — a 2% increase compared to 2020. This figure puts lack of professional growth as a top correlate to high turnover rates. 

Amplifire also encourages the leadership side to engage with employees, as well. For example, when a learner demonstrates significant struggle on specific questions or topics, Amplifire’s reporting suite provides that information to instructors and/or managers as an opportunity for more personalized intervention. Ultimately, more one-on-one interactions emerge — perhaps an ironic result of a virtual solution. 

Learning experience aside, Amplifire was first and foremost designed to make learning stick. Our platform is armed with numerous cognitive triggers that have been found to help people learn faster and retain more information. Faster, better training means increased productivity, and increased productivity is good for your bottom line. 

Preemptively mitigate risks 

A unique capability of Amplifire’s learning platform is that it detects commonly held misinformation (CHM). CHM describes the scenario when a person believes they are correct, but they are actually wrong. This confidence, although misplaced, is a precursor to action. When a person is confident, they act. When they act based on a misconception, mistakes are made that can be insignificant or substantial. CHM is detrimental to good business and can cost organizations revenue or worse — but you’d never know it’s there until after the mistake was made. 

With the ability to detect and subsequently correct CHM before it results in costly mistakes is Amplifire’s superpower. As an online learning platform, we have the unique bandwidth to execute this feature.  

Other benefits of online learning for skills training 

Many of the business outcomes we discussed snowball into associated benefits. For example, offering skills training through Amplifire’s platform keeps employees engaged, thus promoting employee retention. But establishing a culture and infrastructure of training for hard skills not only helps to keep talent, it also allows companies to engage in more inclusive hiring practices. Say you find the perfect candidate, but they are lacking some hard skills as a result of circumstance. With an effective training program in place, companies can hire a wider range of talent. 

The bottom line is: training is good for your business. Moreover, investing in the right training solution is even better for your business. Online learning is a scalable, flexible solution that can be tailored to fit your business needs. Amplifire’s platform takes online learning a step further, combining brain science with personalized learning to create a uniquely effective experience for learners. As the skills gap continues to grow, fill the hole instead of yelling into the void. 

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster by checking out a demo.

The Best Assessment Strategies for Effective Learning

When we think of assessments or tests in a learning context, we think of them as a tool for instructors to measure how much a student knows. But if the goal is to ensure that learners retain as much material as possible for as long as possible, what if the most effective use of assessments is before they’ve actually studied anything?  

At Amplifire, we’re concerned with better learning: remembering more, faster, over a longer period of time. And frankly, we believe that is everyone’s goal when it comes to learning. Our platform is built on brain science principles and employs the Socratic questioning method to stimulate learning. Our approach to assessment is science-based; and, as it turns out, assessments themselves can promote stronger, longer lasting memories. However, not all assessments are created equal. We’d like to share some of our research-backed testing strategies for better learning. 

Best type of test for learning: Multiple choice 

As we mentioned, not all assessment strategies are created equal. Some resources will say that open-ended, essay-like questions are the best way for students to practice recalling information. There are many types of test questions out there, including true/false, fill in the blank, the aforementioned essay, and more. But according to research by some of the world’s leading cognitive scientists, the multiple-choice format is the best type of test question to truly promote better, long-lasting learning.  

After all, testing isn’t simply about evaluating what learners know — the act of testing can be a tool to improve memory. In a study about testing efficacy, researchers Elizabeth Ligon Bjork, of the Bjork Learning and Forgetting Laboratory at UCLA, and Jeri L. Little concluded,  

“Answering multiple-choice questions…can enhance performance on a later test, not only on questions about the information previously tested, but also on questions about related information not previously tested — in particular, on questions about information pertaining to the previously incorrect alternatives.” 

They then investigated why this is true. The format of a multiple-choice question presents a prompt with several answers in which one or more choices are correct, and one or more choices are incorrect. The test-taker must read and contemplate all the answers to determine which is correct, invoking a “search and retrieval” of information stored in the brain. Therefore, multiple choice is not merely about recognizing the correct answer. It is a combination of recognition and recall, tapping into the cognitive process that increases memory retrieval and storage strength. 

How to design an effective multiple-choice test 

There are several criteria that ensure your multiple-choice assessment is optimized for maximum efficacy. Factors like timing, feedback, and content design all contribute to the quality of the questions and ultimately the quality of retention derived from the assessment. That is because these factors are known cognitive triggers — mechanisms that maximize the brain’s natural memory processes. The multiple-choice format, combined with these factors, can help any learner retain more. 

Timing 

Tests are most often given after learning and studying to gauge learners’ retention. Learners implement a variety of study methods — from flashcards to notes, from cramming to spaced-out prep — in the hopes of achieving a high score. But if the ultimate goal is truly to learn and retain as much as possible, then it might surprise you that the best time to give a test isn’t after students learn material, but before they study anything. 

The reason pretesting is so effective for learning is because it invokes a cognitive trigger known as priming. When compared to traditional studying, pretesting before learning and studying — or “priming” — results in higher test scores, regardless of whether learners perform well on a pretest (a 2010 study).  

Not only is pretesting conducive to better learning, but it also helps learners and instructors gauge existing knowledge, so they know where to focus attention. Rather than wasting time learning what they already know, learners can focus on topics they struggle with. 

Feedback 

If you’re using multiple-choice assessments as a pretest, this process allows for feedback either during learning or after the test is completed. Feedback is a great way to directly access the brain’s natural memory-storage process to help learners retain more correct information. 

Studies have shown that feedback in the form of a correct answer and explanation can improve retention dramatically. This is especially true for low-confidence, correct answers. Let’s face it, we’re not always confident about the answers we give, but feedback including the right answer can help solidify correct information in learners’ minds. Therefore, offering an opportunity for feedback (slightly delayed after a learner answers a question) can greatly enhance retention. 

Content 

When it comes to writing multiple-choice questions, the content of the entire question matters, even the incorrect answers. The key to designing an effective multiple-choice test is to make sure all the content in the questions serves a purpose. The study by Elizabeth Bjork and Jeri L. Little not only determined that the multiple-choice format led to better learning outcomes, but also determined specifically what type of content led to those outcomes. They post-tested for results comparing a group that pretested with multiple-choice questions that contained non-competitive (obviously incorrect compared to the correct answer) incorrect responses and a group that pretested with questions that contained competitive (intentionally similar) incorrect responses. They found that the content in the alternative, incorrect responses made an impact on later test performance on related material. Learners who took the test with competitive alternatives performed better on a later test than the other group. Content matters, even if it’s the incorrect response. 

These triggers are built into Amplifire’s eLearning platform, along with a few others. Like we mentioned during our discussion of feedback, learners aren’t always confident in the answers they choose — which isn’t a bad thing. For example, another trigger known as metacognition is also woven into the platform’s answering process. Learners can indicate whether they feel confident or unsure about their answer or indicate that they don’t know the answer. The process of thinking about how much you know strengthens the pathways around that information, promoting stronger learning. 

So, while multiple-choice format gets a bad reputation as an easier form of testing, it is the most effective way to test — not only for evaluation purposes, but for more thorough learning. By enhancing your multiple-choice pretests with certain cognitive triggers, you set learners up for success with stronger memories and better retention with less time spent learning, overall. 

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster by checking out a demo.

Amplifire Partner, Pri-Med Institute, Receives Two NAMEC Best Practice in CME Awards for 2021

An Amplifire partner, Pri-Med Institute, is the recipient of two 2021 Best Practice Awards from the National Association of Medical Education Companies (NAMEC). The 17th annual NAMEC Best Practice in CME Awards recognize best practices — ideas or processes that can be implemented by NAMEC members to improve continuing medical education (CME/CE). We are excited to join in celebrating Pri-Med’s continued accomplishments in continuing medical education and are proud to have collaborated on an award-winning course.

Of the two award-winning courses, “Treating More Than Just an Itch: Updates on Atopic Dermatitis for the Primary Care Provider” — which was developed in partnership with the Amplifire Healthcare Alliance — was recognized as “Best Practice in Enduring Material Educational Design.” By working with Amplifire, this leader in continuing medical education created a curriculum that combines the principles of active cognitive brain science and artificial intelligence to provide clinicians with a personalized pathway to mastery.

The Pri-Med Institute also received “Best Practice in Collaboration Among CME Stakeholders” for the CME/CE curriculum “Current Issues in Obesity: Stigma, Science, and Solutions,” developed in partnership with the Obesity Medicine Association.

Mindi Daiga, vice president of accreditation at Pri-Med, said “With our fifth NAMEC award in the past two years, we’re proud to be at the forefront of developing relevant education that meets the needs of clinicians and their patients.” She added, “We’ll continue to work with top-tier clinical faculty and education partners to develop courses that provide the latest medical insights, in the formats that best serve the primary care community.”

To read the full press release, go to “Pri-Med Institute Receives Two NAMEC Best Practice in CME Awards for 2021.” Learn more about how Amplifire is helping organizations put the power of brain science to work.

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster by checking out a demo.

How eLearning is Making the Learning Experience More Personal

In a post-pandemic world, offering virtual options is now the bare minimum. People expect personalization. Technology has been the go-to solution in the face of pandemic challenges; but, while tech often inherently allows for more flexibility, it’s not always a personalized experience for users. Whether in a virtual, hybrid, or in-person setting, employees are demanding to be seen as more than just a number. Therefore, it is critical to choose tech that understands the nuances of balancing your employees’ needs and organization-wide goals. An eLearning platform that has the capabilities to provide a highly personalized learning experience for employees is the solution. 

The importance of personalized learning 

“Personalized learning” refers to learning experiences that meet employees where they are. Many experts say it offers an elegant solution to a long-standing dilemma: Learning and development are critical to corporate success, but if leaders aren’t careful, training can quickly swallow big chunks of employees’ time and a company’s budget. One-size-fits-all never works, and as it turns out, it is an expensive waste of time for employees and the organization. That’s where personalized learning makes a difference. 

At Amplifire, we see the impact of personalized learning through our training results. Our platform guides employees to proficiency in less time at less cost. Take electronic health record (EHR) training, for example. EHR installations can cost billions. At UCHealth, a national center for EHR training, classroom instruction has been fully replaced with Amplifire. The result was a 56% reduction in training time and an estimated $1.45 million in cost savings. These consequential organizational results aside, UCHealth’s providers returned to the floor with the confidence to do their job to the best of their ability because their training targeted exactly what they needed to know and didn’t waste time reteaching what they already knew.  

Personalized, “learner-centric” training can be applied in corporate training settings with the same results: a >50% reduction in training time is common across the board. It is possible to achieve strong results consistently because learner-centric training puts the learner back at the center of the learning process — they are active agents in their learning. To truly offer an effective personalized learning experience, your training platform must be learner centric. 

3 Must-haves to personalize the online learning experience 

It may seem contradictory to claim that online learning could be more personal than literal in-person instruction. But as a company whose job is to ensure learning is effective and long-lasting, a personalized, learner-centric approach is at the heart of Amplifire’s eLearning platform. We rely on features that not only make the online learning experience better but have also proven to be more effective than traditional teaching and training methods. Here are some examples of what personalized learning looks like in a training platform: 

1. Adaptive platform 

An adaptive platform that adjusts to individual learners’ knowledge levels is essential to learning personalization. It tailors the experience to learners’ needs, filling in knowledge gaps, shoring up uncertainties, and correcting misconceptions. By adapting to their knowledge level, trainees don’t waste time relearning things they already know. Instead, they spend more time only on subjects they demonstrate struggle with. The platform then provides feedback to support active learning that sticks. Furthermore, trainees receive real-time guidance from Amplifire’s virtual coach. The coach encourages and cajoles trainees to keep up the good work, improve their pace, or to keep focused when they get off track. 

Amplifire’s adaptive platform is uniquely learner-centric because it allows trainees to indicate whether they don’t know an answer, are unsure about the answer they’re providing, or if they are answering confidently. This feature represents a particularly effective brain science technique that allows the platform to identify areas of weakness and adjust accordingly.  We’ll explain this personalized aspect in a bit more depth… 

2. Brain science-based techniques 

A common assumption about online learning is that platforms tend to neglect the humanity of the learner on the other side of the screen. However, our platform harnesses the brain’s natural learning mechanisms, which are innately personalized to the human experience. Combined with our adaptive algorithm that guides each learner, the cognitive science principles built into the platform provide yet another level of personalization. 

Amplifire is built on 23 cognitive triggers that are proven to make learning stick. One such trigger is meta-cognition which is built into the answering format we previously described. When learners think about how well they do or do not know something, it forces extra attention to strengthen or fill in any knowledge gaps, thus, better learning! What’s more personal than a platform that values how a trainee thinks and feels while they learn. 

Another trigger is feedback. Research indicates that a slight delay in feedback is optimal for better learning. So, when a learner gives an answer, feedback is adjusted to whether they answer incorrectly, correctly, or hesitantly, and is given with a slight delay. This is experience is tailored to individuals and is not one-size-fits-all feedback.   

These are just two examples of nearly two-dozen triggers embedded in the Amplifire platform to enhance the learning process on a personal level. 

3. Analytics

Robust analytics collected on an individual basis provide an outlook on a learner’s starting point and progress, down to the exact instances of misconceptions, uncertainties, and gaps up to the degree of mastery.  

But analytics aren’t only for back-end use — they can help learners inform their own progress, too. If learners are preparing for certification exams, tests, or simply gauging their knowledge on a particular topic, self-assessment pre-tests are a great way to identify where to focus time and effort. These pre-tests also act as a priming mechanism — another powerful cognitive trigger to make learning stick. 

Learners can also access their personal dashboard, which is constructed on the fly during learning. The dashboard gives each learner insight into their pathway to mastery. 

Online training doesn’t have to be cold, impersonal, and boring. In fact, when built right, it can be extremely engaging, highly personalized, and uniquely effective. 

From the beginning, Amplifire has relied on innovative brain science to guide its product development to create the most effective learning and training solution, perfectly tailored to the way the human brain works. Learn more about how Amplifire helps people learn better and faster by checking out a demo.