10 Tips for Preventing Quiet Quitting and Loss of Learner Interest
In the past decade, we have seen an increase in the number of eLearning project and Learning Management System (LMS).
These elearning Projects or Programs tend to reward Learners for their gain of knowledge and skill.
While these eLearning programs are a great resource for learners who need help in certain subjects or want to challenge themselves, they can also be very frustrating at times.
Some users may feel as if they continue to fail a certain level over and over again, which can lead to quiet quitting.
This blog article contains tips on how Learning officers and Instructional designers avoid quiet quitting and loss of learner interest when using gamified apps with learners.
What is Quiet Quitting?
Learning Experience Design
Video Based Learning
What is Learner-Centric?
Scenario Based Learning
Provide certifications and awards
Invest in Learning Experience Platform
Adopt Social Learning
Feedback and survey
And above all Listen and talk to your learners. Communication is key.
What is Quiet Quitting?
Employees who practice quiet quitting stick strictly to the job requirements by working within their designated working hours.
Employees who put no more effort into their jobs than necessary are referred to as “quiet quitters.”
Workers can lower their stress and burnout by reducing their workload outside of work, rather than quitting their jobs outright. Quiet quitting may be a way for workers to take back their lives.
Although the philosophy is named work-to-rule, it does not refer to quitting your job right away, rather adhering to the demands of the job.
Set clear learning goals for the session
Before Learners begin the e-learning courses, set clear learning goals for the session.
This will allow learners to know what they need to focus on while completing the courses and help them stay motivated to achieve their goals.
What will be learn?
Fix Goals
Recap what has been learned
Ask for feedbacks
Always be grounded in real life and the reality of the learner's work. An elearning course supports a task and must answer learners' questions.
Think about creating activities and interactions with the content. Only a concrete and pragmatic exercise will be effective and memorable
Don’t overload the learner
After setting the goals, don't throw too much at once. It is important to ease learners into MicroLearning. Each module should 5 minutes maximum!
When you first introduce a new concept, you need to keep it as simple as possible.
Don’t try to teach too many new things at once. For this you need to manage the experts! Creating real life examples helps.
It can be tempting to say, “Let’s get all this information out of the way to get the elearning courses rolling!” But if you do this, you might actually be putting learners off.
Learners don’t want to feel like you’re drowning them in information. They need time to process each concept and work out how it ties into their existing knowledge.
If you try cramming too much information into your lesson, learners might feel like they’re just not understanding anything. This can lead to boredom and frustration, which are two things that are sure to cause a learner to quietly quit.
5 minutes modules
Be visual
Invest in videos
Transform long text to Audio
Create activities
This will allow learners to gain confidence in their ability and build self-efficacy while also providing them with positive feedback and encouragement.
Provide frequent praise and recognition
When learners are working through a lesson or module, there will be times when they will want to quit. It is important to recognize these moments and provide praise and encouragement.
It can be easy to get caught up in the day-to-day grind of your class. You’re probably used to a certain amount of busyness and intensity, and you can often get caught up in the details of each lesson, without stepping back and seeing the bigger picture.
If you don’t take the time to celebrate milestones in your class, like finishing a unit, or achieving a certain level of proficiency, you’ll probably have learners who don’t feel like they’ve achieved anything at all. Silently quitting learners often feel like they’ve got nothing to show for their time.
They’ve completed all the work, but they don’t feel like they’ve really learned anything or progressed.
Organise regular webinar
Create group workshop
Give Awards and Badges
Write a clear learning path
Create a leaderboar
Give Certifications
By doing this, you will let the learner know that their progress is being noticed. You may also want to provide tips or strategies for the level they are on or remind them of their goals.
Offer a helping hand or guide hand when needed
Not all learners are self-directed. Some learners may need assistance with certain aspects of the app. If this is the case, don't hesitate to offer a helping hand or guide hand when needed.
If you notice that the learners are struggling with a certain level, you may want to offer assistance.
However, make sure that you don't take control of the app and solve the problem for them. Instead, offer help by suggesting strategies they can use to solve the level themselves.
Embrace Learning Experience Design
Learning experience design is the process of creating learning materiel to support a learner’s specific learning needs.
LXD practitioners are experts in designing tailored experiences that inspire engagement, retention, and performance.
As such, they bring a unique set of skills to the table: strategic planning, customer-centered design thinking, empathy for individuals with diverse learning needs, and an understanding of current trends in technology and learning.
Most importantly, Learning experience design practitioners have a deep understanding of how people learn, which helps them create engaging and memorable experiences that enable learners to build confidence and take ownership over their own learning.
As with any type of design work, it’s important for practitioners to keep an eye on current trends in technology, user behavior, and other factors beyond their control.
Adopt Video-Based Learning
With the development of technology, many people have started to use video-based learning.
This type of learning is mainly done through online videos and allows users to watch something and get the information they need right away.
There are many advantages to using video-based learning. One advantage is that it is easy to use.
Another advantage is that it can be more convenient than other types of learning because it can be done while doing other things such as watching TV or walking to work.
Video-based learning also has a higher retention rate compared to other types of learning. This makes sense because people can see the results faster and therefore have a better understanding of what they learned after the fact.
With video-based learning, you also have access to a wide range of content as there are many different types of videos available including documentaries, TED Talks, and webinars.
Summing up
To put your plans, techniques and best practices into action, a hybrid platform such as the Learning Lab offers you a Learning Management System and a Learning Experience Platform.