What's missing from today's enterprise learning? Driving and measuring curiosity
Imagine if we could drive and measure employee curiosity while they did their job? Not just knowing that they consumed or completed content but at the moment they became curious or had questions? Are they bored with the provided content? Did they find it interesting and useful? Should they be promoted or do they need help based on their present and historical “curiosity” level compared to their peers? Today’s enterprise learning systems offer all types of long and short form learning content, courses along with existing articles and documents deemed valuable for employees job and career growth. They focus their reporting on when content was originally delivered to employees and any accompanying test scores.
What’s missing: Driving and measuring curiosity
Reporting and analytics found in existing enterprise Learning Management Systems (LMSs) and Learning Experience Systems (LXPs) (like Docebo, Cornerstone OnDemand or Degreed) measure the total time spent on internally produced learning or 3rd party courses (Linkedin learning, Udacity). In some cases, these learning systems also look at the perceived difficulty, duration, quality and type of content (video, course, article) and award point values as a multiplier to time spent. Employees are then matched to skills based on what skills the content is meant to impart and then assessed to determine if they are a match for any available internal job openings. Even picking which job is right for you. Eightfold.ai use’s AI to predict what current and future job a given employee should be hired/ recruited for based on analysis of their previous training and performance as well as which mentor could best help them. All done automatically. This certainly lets companies understand where employees fit in the organization. But none of this shows how bored or excited employees are with the received content or how engaged they were as they viewed the content. Skill based metrics simply don’t measure or have any mechanism to drive employee curiosity.
Employee excellence depends on curiosity
We’ve mentioned in previous posts regarding how psychologists widely believe that curiosity is critical to human learning and achievement. In this view, regardless of cognitive ability higher levels of curiosity correlates to the attainment of knowledge. Many believe curiosity is a direct predictor of how good an employee is and will be in their job. Additionally, the more curious people become, the less fear they have engaging with others in authentic conversations to get answers to their burning questions. Instilling curiosity makes everyone more likely to push their own boundaries of learning and achievement as well as driving opportunities to have conversations outside of decided subject matter experts (SMEs). Or go beyond what employees would normally consume from specifically prescribed learning plans. Finally, driving curiosity by immediately getting answers from existing courses and content found in their company is a force multiplier for any existing zoom / classroom, individual or ondemand learning as well. How many of us would love to measure and provide the answers employees have regarding our Storyline or Captivate course we spent weeks to build? And then see the most asked questions and which page or video or even timestamp of video gained the most interest?
This is why we believe focusing on driving and measuring curiosity is so important and has been a focus for us at Feathercap to internally measure and use to improve our user experience. Feathercap is now available to make this a reality for everyone wishing to drive curiosity at their company.
Feathercap is your digital work peer. We make every employee happier, more curious and successful in their current job as we answer their job questions. For more:
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