Most of our employees are deskless or blue-collar workers. Even though some are not tech-savvy with computers, they all know how to use a phone. While searching for innovative solutions, our safety manager discovered 7taps. We now utilize this microlearning platform to communicate safety rules and protocols quickly and efficiently to our construction sites' visitors, such as delivery drivers.
Watch Amanda’s interview about McConnell Dowell's microlearning project at MicrolearningCONF.
The goal was to shift from monstrous PowerPoints and overwhelming, lengthy training sessions to short, barrier-free, and engaging learning experiences that workers could easily revisit. We wanted to facilitate understanding, enabling employees to learn at their own pace, with materials designed not to intimidate but to educate. We also wanted to make all the content relevant to the employees' environments.
"There was a bit of resistance in the initial stages, with questions like, 'What on Earth is microlearning?' We explained that it's still learning, just presented in a more digestible way, as opposed to confining people in a room for hours and hoping they retain something after the training.”
1. Choosing the starting point
The shift to microlearning began with identifying small, easily adaptable content pieces, such as delivery driver induction. We decided to implement microlearning on our worksites, to help the drivers overcome communications challenges.
2. Simplifying learning materials
We transformed text-heavy documents into engaging, visual microlearning content for learners to study at their convenience. Content-rich safety inductions take many forms, from text to full-blown interactive multimedia, but it is always brief and targeted.
3. Altering established behaviors
We wanted to change the way inductions were conducted. We introduced QR codes for drivers to access training materials digitally, directly from their driver’s seat before they enter the work site. This was a huge move away from the traditional handout of paper documents. The change required direct intervention and guidance to ensure compliance and effectiveness.
4. Gathering feedback and fine-tuning the content
Feedback played a crucial role in refining our microlearning strategy. Initially focusing on English language content, we soon realized the diverse linguistic needs of our workforce. By translating materials into six different languages, we not only made our training more inclusive but also demonstrated our consideration for the workforce's backgrounds. This attention to detail enhanced the learning experience, making it more personalized and considerate of the learners' needs, which fostered worker loyalty.
“The initiative has been selected as a finalist for the Best WHS Learning & Professional Development Program award, bestowed by the Australian Institute of Health & Safety for showcasing the impact on professional development and health safety practices in the construction industry. “
Currently, the program is available in English, Chinese, Vietnamese, Greek, Hindi, Punjabi and Indonesian. The transition took about three months to fully take root, revealing the importance of patience and gradual implementation in change management.
Results
In the end, our shift to microlearning was a lesson in empathy, adaptability, and the power of small changes. By breaking down barriers to learning, we not only enhanced our training programs but also fostered a more inclusive and supportive work environment.
The success of this microlearning program showed the potential and appetite for this approach among our diverse and deskless workforce. We are now exploring other use cases for micro-learning across our sites and offices.
