Supporting Your Workforce During the Holidays: Prioritizing employee well-being for a healthy work environment through the new year and beyond

The holiday season is a time of joy and celebration, but it can also bring stress and anxiety for many employees. Here are some interesting stats by the American Heart Association:

• The majority of Americans (51%) indicate that it takes them weeks to recover from the stress of the holidays.
• 71% percent of respondents express that their main regret post-holidays is not dedicating enough time to relax and fully enjoy the season.
• 63% of participants assert that the holiday season is more stressful than tax season.
• 69% struggle to prioritize healthy eating, 64% find it difficult to maintain regular exercise, and 56% face challenges in getting enough sleep during the festive season.
• 79% of those surveyed agree that, during the holidays, their focus on creating special moments for others often results in neglecting their own needs.

The numbers have spoken: your workforce needs extra support during this busy time of the year. To promote employee well-being, health system leaders must make a dedicated effort to support their staff in practical ways. Here are some effective strategies for encouraging work-life balance and overall wellness during the festive season and beyond:

1. Make time off a priority

Recognize that employees may feel overwhelmed as the year ends. The above survey by the American Heart Association has a common theme: people feel there’s not enough time to take care of themselves. Prevent this problem by communicating early about priorities and timelines for the upcoming year. This allows employees to plan their time off and enjoy quality moments with loved ones.

2. Foster mental health dialogue

The stress of the season impacts mental health. Employers play a crucial role in fostering open communication about well-being. According to the American Psychiatric Association, which polled adults about holiday stress, a majority of adults who experience stress (70%) said they are comfortable talking with others about their stress during this time — although only 41% said they actually do so. Have an outreach plan, acknowledge potential stressors, and transparently discuss the challenges. Remind them of available mental health benefits to create a supportive environment that reduces the stigma around seeking help.

3. Embrace diversity and inclusion

Holidays have different meanings for different people. Embrace diversity by acknowledging various customs and celebrations. Plan inclusive gatherings that reflect the cultural richness of your workforce. Avoid making celebrations mandatory, ensuring everyone feels a sense of belonging.

4. Rethink gift giving

Mandated gift exchanges can add unnecessary stress. Instead, focus on alternative ways to foster camaraderie, like workplace decorations, exchanging cards, or hosting small parties. This shift not only relieves pressure but also promotes a positive and inclusive atmosphere.

5. Encourage patient conversations

In the healthcare industry, trust plays a vital role in effective patient care. Facilitate meaningful connections between healthcare providers and patients by encouraging small talk. These interactions build trust, provide valuable health information, and enhance overall satisfaction. By understanding patients’ holiday plans and habits, healthcare providers gain insights into their well-being.

Furthermore, these conversations bring immense satisfaction to healthcare providers. Every interaction, whether it’s discussing vacation plans or favorite foods, forms a meaningful connection between providers and patients.

6. Foster personalized professional growth

Despite the challenges of staffing shortages, it is crucial to prioritize professional development for your employees. In the year ahead, acknowledge employees’ aspirations for professional growth and invest in training opportunities that align with the evolving needs of the modern workforce. Learning is never a one-size-fits-all experience, so be sure your learning investment can adapt to the personalized needs of your staff.

Demonstrating commitment to the growth of your employees shows that your organization is dedicated to supporting long-term goals. Whether employees are upskilling, trying a new path, or brushing up on critical knowledge, the whole organization benefits.

By implementing these strategies, employers can prioritize employee well-being, fostering a positive workplace culture throughout the year, not just during the holidays.

New Analyst Report Profiles Amplifire’s Remarkable Learning Outcomes and Unique AI Capabilities

Analyst firm Brandon Hall Group recently profiled Amplifire, digging into healthcare outcomes like measurable increase in proficiency, 79% reduction in CLABSI incidence, and millions of dollars in cost savings as well as its unique use of AI to transform course content development. At a time when health systems are facing steep challenges that require innovative, efficient, and effective solutions, technology that improves margins, boosts clinician satisfaction, and enhances patient safety makes all the difference.

Read their Solution Provider Profile to learn how Amplifire:

• Expedites learning by cutting training time
• Boosts retention through embedded, cutting-edge cognitive science discoveries
• Measurably improves performance following training
• Offers industry-disrupting content authoring capabilities with AI and best-in-class, peer development opportunities

Addressing the Nursing Shortage By Reimagining Support Role Training with Online Learning

The Nursing Shortage and Filling the Gaps

As much as hospitals and health systems may fear the implications of the word “burnout,” their peers are right along with them — no one is immune to the devastating ripple effects of the pandemic. And the widespread result of healthcare worker burnout — among other factors such as increased demand for healthcare services — has created a staff shortage, particularly at the nursing level. This shortage has been exacerbated by the lack of incoming nurses (the United States would need to more than double the number of new graduates entering and staying in the workforce for the next three years straight to accommodate the existing gap). Feeling the pressure of a nursing gap this large, over 300 hospital CEOs ranked personnel shortages as their number-one concern in 2021, with 94 percent ranking the registered nurses deficit as the most pressing category.

Most importantly, this shortage is leaving a major gap in patient care and the situation is becoming increasingly urgent. Will this be the catalyst health systems need to get innovative and reimagine clinical education and develop new care delivery models to reduce workload burden?

Benefits of online learning for workforce development

Modern problems require modern solutions, and hospitals are discovering that online learning can be a faster and more effective way to develop more nursing support roles as solution to address the staffing shortage. Prioritizing nursing support roles enables health systems to develop candidates with little to no healthcare experience, but who are interested in the field. With online learning, hospitals can train candidates efficiently, getting care providers on the floor faster and better prepared to provide top-notch patient care. For example, UCHealth took a creative approach with their care model innovations and developed courseware to rapidly grow their Patient Care Assistant program, supporting their nursing personnel and diversifying their workforce.

Hospitals across the country embrace online learning as part of a blended learning program to make training accessible to more candidates but maintain a positive and effective learning experience. This approach allows for more personalized pathways, making it easier for learners to balance work and education. Here are the benefits to using online learning for both health systems and learners to train nursing support staff:

Flexible for learners with different backgrounds

Health systems are finding that care models that disproportionately rely on registered nurses (RNs) are no longer sustainable. Online learning offers flexibility that allows them to meet the diverse needs of candidates who are interested in the healthcare space but may not have experience, English isn’t their first language, are balancing responsibilities, or who struggled in traditional learning settings.

The learning experience is personalized

Online learning with adaptive functionality creates a more personalized learning experience than traditional learning. Adaptive learning platforms can modify the content and pace of learning to the individual learner’s needs and skill level. This can help to ensure that the learning is more effective and engaging — this often results in higher learner satisfaction levels, too.

Faster than traditional learning

When learning is tailored to individuals and their own knowledge levels, online learning via an adaptive platform is faster than traditional learning because it only focuses on what they need to know. Hospitals can train nursing support staff efficiently, getting them on the floor faster — which is crucial in addressing staffing shortages.

Learner data enriches in-person instruction and clinical practice sessions

Additionally, in-person instruction and clinical practice sessions can be enriched by the learner data captured by the online learning system. This data identifies areas of strength and weakness, allowing for more targeted training. Insights collected during online learning are useful for instructors leading hands-on training and clinical sessions.

The pressures of the nursing shortage will not be easing up any time soon. However, online learning has emerged as a practical solution to address the staffing gap by providing personalized, efficient, and flexible training for nursing support staff. The benefits of online learning not only help develop the workforce that enables new care delivery models, but also have the potential to improve the quality of patient care by leveraging learner data to enrich in-person instruction and clinical practice sessions. As healthcare continues to evolve, innovative care models and blended training supported by online learning will play a crucial role in meeting the workforce development needs of the industry and ensuring excellent patient care.

Using Adaptive Online Learning to Optimize Your Immersive Learning Investment

As we continue to shift out of traditional classroom environments for training, more emphasis is placed on creating opportunities for active learning, even in virtual settings. Adaptive online learning has many benefits, but sometimes, real-world simulation is still necessary, especially in critical professions where lives are at stake. However, this doesn’t mean virtual solutions cannot suffice. In fact, professionals can train with immersive learning technology — like virtual reality augmented reality, 360-degree video, and more — to gain valuable exposure to high-stakes scenarios without associated risk. It’s a win-win situation. 

Immersive learning is booming. In 2020, the immersive training market was valued at $26 billion. And the overall immersive technology market size is expected to reach nearly $300 billion by 2024. Not only is this market exploding, but it’s taking its users to the top. According to PwC analysis, virtual reality and augmented reality have the potential to boost the global economy by ~$1.7 trillion by 2030. Augmented reality is forecasted to provide the biggest benefits to global GDP, accounting for ~$1.2 billion of that total. With all this growth and earning potential, immersive learning is no longer a fringe solution. It’s the new reality in the learning and development space. 

What is immersive learning? 

Immersive learning uses augmented, simulated, or artificial environments for learners to experience scenarios and simulations, delivered through virtual reality (VR), augmented reality, 360-degree video, and other technologies. Founded in behavioral and cognitive science, immersive learning provides an experience that accelerates employees’ proficiency in their roles through an immersive training environment.  

The approach is based on the theory that the brain treats immersive learning experiences just like it would treat real life. A popular hypothesis known as predictive coding “suggests that the brain actively maintains an internal model (simulation) of the body and the space around it, which provides predictions about the expected sensory input and tries to minimize the amount of prediction errors (or “surprise”) (Neuroscience of Virtual Reality: From Virtual Exposure to Embodied Medicine).” One could postulate how this is selectively beneficial. This simulation not only evaluates action, but emotion as well, making it uniquely beneficial for training those working in critical professions. 

Types of immersive learning 

Depending on your training needs, your program may benefit from one or more types of immersive learning.  

Virtual Reality — Virtual Reality is an artificial environment in which the user is fully immersed in an experience. Totally immersive, this option allows the user to virtually pick up and move objects, turn on or take apart a device, walk around a room, and interact with virtual characters. 

Augmented Reality — Augmented Reality (AR) places virtual objects in real-world space. Think of AR as adding layers on top of the real world through the lens of your phone, tablet, or headset. Using individual headsets or AR-capable mobile devices, images appear in front of the user.  

Mixed Reality — Mixed Reality (MR) is a combination of VR and AR. Like AR, it overlays digital content with the real world. This lets digital and physical objects co-exist and interact in real-time. A major difference between mixed and augmented reality is that in MR, digital assets can be obscured by “real” objects. 

360 Film — Video Learning captures scenarios and training environments with 360-degree video to lead the learner through a process or location that can otherwise be difficult, expensive, or dangerous to visit. The employees can view the 360-degree video by dragging with their mouse or finger on desktop or mobile devices while also providing immersive experience using any VR headset.  

Immersive learning in action 

Benefits of immersive learning:  

A safe learning environment 

Immersive learning is a safer way to practice skills that carry a high degree of risk in the real world, whether involving people or expensive equipment (and in some cases, both). For example, flight school often requires hours of simulator training before pilots take the skies to ensure the utmost safety for passengers. Moreover, healthcare has also been implementing immersive learning to supplement medical education as a practice stage before interacting with patients or medical equipment and machinery. 

Better learner data 

Robust analytics are another added advantage to technology-based learning tools, as we in the online learning world well know. These analytics not only report performance data and engagement levels, but also give a keen insight into learner behavior. The data informs intentional instruction and intervention when needed. Learning and development teams can also use analytics to make changes to their training programs as needed. 

Enhanced comprehension and retention 

Immersive learning aligns with a key tenet of adult learning theory — that adults learn differently than children and retain more information under conditions that approximate real-world scenarios. Brain science-based learning is always more effective. Many immersive learning methods involve gamification, emotion, curiosity, and more — all known cognitive triggers that promote faster learning and better retention. 

Increased engagement  

Engaged learners learn and perform better, engaged employees stay at a company longer. Immersive learning is often inherently engaging due to the nature of the technology and becomes even more engaging if it is developed with brain science principles in mind.  

Sustainable training  

Immersive learning presents an initial cost barrier. However, a 2019 study showed that immersive learning, in the long run, can be very cost effective. The researchers compared the cost of training intensive care workers in hospital evacuation procedures using mannequins to the cost of providing the same training virtually. The cost of virtual training was higher initially, but within three years it became the more cost-effective option. So, once acquired, immersive learning technology can be used to train large numbers of people over many training cycles. 

How to maximize your immersive learning investment via adaptive online learning  

Immersive learning is an investment. And for critical professions, it’s an integral part of the training program. So, how do you know this type of training is working and exactly how well it’s working? What if you could enhance your immersive learning program by knowing exactly when to implement it to achieve maximum information retention in your trainees without any wasted time? Here’s an example of how Amplifire’s adaptive learning platform helped an aviation client maximize their immersive learning program. 

Flight operations were training pilots for the 737 MAX, which requires specific flight crew training and awareness. Moreover, flight operations needed to have proof of learning while also gaining insight into which concepts were difficult for pilots to better support continuing education and reduce time spent training. Simulation training is an essential component of pilot training, so they get practice in real-world scenarios without risk to passengers.  

Pairing simulation training with a brain-science based adaptive learning platform is the best way to ensure learning sticks. In practice, the Amplifire course was layered in between the aircraft manufacturer’s computer-based training modules and learning literature to act as a knowledge check and provide evidence of learning. Amplifire training acted as a pretest primer for simulator training; pretest, or priming strategies, are proven to enhance retention over time.  

In addition to brain-science based learning, the Amplifire platform’s algorithm watches learners for knowledge gaps, uncertainty, and misinformation, identifies these cognitive risks that pose a threat to future passengers, and mitigates future mistakes. Confidently held misinformation occurs when a learner thinks they are correct but are, in fact, wrong. This type of cognitive risk is particularly dangerous because confidence is a strong leading indicator of action, that in this case could be a catastrophic mistake. Through the platform, instructors gained insight into learners’ minds that would otherwise be invisible. This behavior, if undetected, would only be reinforced in subsequent simulator training, but was instead preemptively corrected in adaptive platform learning. 

The learner data collected through platform learning was used to optimize simulator time, showing instructors where learners should focus more time, or confirm where they have mastered concepts. While average knowledge across all pilots was good, the Amplifire platform revealed that knowledge variation among individual pilots was worrisome. By the end of the initial Amplifire training, knowledge variation was eliminated, and all pilots were proficient (both confident and correct) on all the material moving into simulator training, ensuring only best practices were carried over into critical real-time training. 

Pilots took a refresher two months after their initial training in Amplifire. Refreshers represent an opportunity to measure how well the material was remembered. The refresher data showed that pilots retained their training across the organization. In both modules, pilots were more than 80% closer to knowledge mastery of the 737 MAX, with about 60% reduction in misinformation that otherwise would have remained undetected without adding Amplifire training to the immersive learning experience.  

Absent the resources for a major investment in technology, L&D teams can still begin introducing immersive learning in these ways while developing a business case for building future immersive technology capacity with the data to back it up from adaptive online learning.  

Examples of immersive learning without a large up-front cost: 

• Simulations that include branching determined by the actions and decisions of learners 
• On-the-job training with the opportunity for hands-on practice 
• Role playing with a coach or mentor who offers actionable feedback 
• Job shadowing while observing real-world interactions with clients 

Online learning unlocks unlimited combinations of capabilities that are optimizing training for critical professions, from pilots to healthcare professionals. Immersive learning is a great way for such professions to gain real exposure to scenarios they may encounter on any given day, without the potential of endangering real lives in the process. This type of exposure during training — although virtual — has been found to improve “postintervention knowledge and skills outcomes of health professionals when compared with traditional education or other types of digital education such as online or offline digital education,” reported a literature review. Therefore, considering immersive learning options in tangent with adaptive online learning can yield exceptional training results, and inevitably, better customer and patient outcomes.  

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. 

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.