As you’ve trained employees on job-related skills, you’ve probably encountered a couple of outcomes: Some may get bored and zone out, others could appear interested and then fail to integrate their new knowledge into their performance, and a few could leave the training and excel at work. Ideally, you want most (if not all) of your employees to find the path to a solid learning experience. How do you achieve that outcome? Studies suggest a number of methods, though the one you choose comes down to your company’s needs.   According to a study published in Sage journals, interaction is one of the key factors in developing good learning outcomes when using digital tools. It just so happens that video games are a very interactive platform, and they hold some clues for designing a training program that keeps your employees engaged and uses modern eLearning courseware tools.  The same strategies that make video games fun could help you teach your employees.   Covert guidance   Many video games are designed to teach players a skill set they'll use later in the story. For instance, a player might have to fight a low-level monster with certain skills. Defeating that monster teaches the player a strategy for beating that monster, even if the process doesn't feel like an education. Later in the level, the player may encounter a boss monster with similar skills. The player already knows how to defeat it thanks to the smaller obstacles he or she faced. While the boss is more challenging than the low-level monster, knowledge of the tools needed for winning are what matter.   Breaking this down, the strategy of teaching players is easy to apply to eLearning. You'll need a couple of things: example problems and real-life scenarios. Look for eLearning videos that teach a certain skill and offer examples. For instance, the video might display something like "What Susan should do if she's dealing with a tough client." The video will give employees an example of what to do, providing them with the skills they needs to handle the situation in real life (facing tough clients can be akin to fighting a boss in a game).   Achievement as motivation   When you accomplish something, your brain releases dopamine, a feel-good chemical. This is called reward, and it's a feeling your brain wants to experience again. So, your mind analyzes how to obtain the reward and yearns to go through the steps that brought it that satisfaction. Games make use of this system by adding achievements. For instance, you might get points for completing a goal.    Your eLearning program can use reward to inspire employees too. Consider giving some form of recognition for finishing training videos. The sense of reward could help motivate employees to watch more videos.   Using game mechanics to develop an integrative and engaging training program requires eLearning courseware. You can get a free trial of Thinkzoom to see what those videos could be like.  The post eLearning Inspired by Game Design appeared first on .

The winners of the 2014 Best of eLearning! Awards were just announced and ej4 is very excited to be going home with two Award of Excellence plaques in the following categories!     With over 3,000 votes cast on nearly 89 different vendors in 27 categories by readers of Elearning Magazine, this ballot honors the best-in-class developers and technology in the eLearning industry.   Thank you so much to all the voters for recognizing ej4 in this year’s awards show!   As we roll into the new year, we’ll take these honors with us as we continue on as the performance improvement leader for companies worldwide.   Check out our award-winning content today with a 15-day trial of Thinkzoom. Start Your Free Trial Today The post ej4 Selected as Best of eLearning! 2014 Winner appeared first on .

Path-goal theory is a system of leadership that emphasizes the setting and achieving of goals. Leaders use a path-goal approach because it’s designed to increase employee motivation, empower team members and boost productivity. While this method is generally reserved for strengthening leaders, you can apply it to your company’s training program - if path-goal theory can produce all those benefits, it’s certainly welcome in a training setting. Here’s a look at the theory’s four chief formats and how you can apply them to your eLearning courseware and training program:   Achievement   Leaders who use the achievement approach set high goals or standards for their employees to meet. For this approach to be successful, leaders must demonstrate confidence in their team’s ability to overcome challenges, otherwise the high expectations could cause too much stress. When it comes to employee training programs, set the bar high. Create a list of goals you want employees to achieve and a time frame in which they should get them done. For instance, you might note that your team has a week to watch all their assigned eLearning courseware and that they’ll have to have a meeting about what they learned at the end of that time. Make sure you express that this is an achievable goal, even if it seems like a short deadline.   Leadership tactics can apply to company training   Directive   The directive approach outlines specific goals for now and into the future. You might tell employees what you hope their training will accomplish down the road. For instance, watching eLearning videos about workplace safety could make the office a better place in which to work. Lay out how each video contributes to that overarching goal and what you expect employees to do after their training to support said goal.   Participative   When you use participative path-goal theory, you offer your employees a way to interact with your (or, in this case, their) training program. Have them leave suggestions, comment on videos or provide feedback in general. You may find they really like the course videos but wish they had more opportunities to put the information they learned into practice.   Supportive   Sometimes leaders need to step back to support their employees. Training naturally falls into the realm of support, as such programs are meant to help employees develop their work-related skills. Make sure everyone can access the videos they must watch and has the assistance they need to put newly acquired skills into practice.   Numerous studies have tried to determine how effective path-goal theory is. One study published in Administrative Science Quarterly noted that path-goal theory "shows promise." Using the model  in your training program may help you figure out whether it works for you. You can learn more about eLearning courseware and how you can use it along with path-goal theory for training purposes by contacting our sales team. The post Applying Path-Goal Theory to Corporate Training appeared first on .

Taking on eLearning for business is a step toward a modern and effective training program, but poor implementation can negate the benefits of digital tools. Companies that want to use eLearning courseware should take time before purchasing a subscription to think about what they need and how they’ll introduce new training tools. Furthermore, they must consider how they’ll ensure the program satisfies employees needs. Here are some factors companies must consider before getting the ball rolling:   Create a List of Goals   Writing a set of goals for your new eLearning-driven training program will help you select the right tools. You should also identify what was not working in your last program to figure out what you’ll need to change in this next one. Meet with others in your company to brainstorm together. A few goals might include:   Improve employee learning outcomes. Help employees retain training knowledge longer. Decrease the time it takes to onboard new staff. Reduce training spending. Increase convenience of the training program.   Use your goals as guidelines when developing your training program.   Plan a budget when restructuring your employee training program.   Write and Approve a Budget   All companies would like to reduce overhead costs, but you won’t be able to do so if you don’t track and plan your spending. What’s more, the budget you create likely must be approved before you can go ahead and purchase eLearning courseware. Consider what you’re spending now on training and how much of that money goes to various categories, such as paying staff or covering material costs. Then, see where you can save when switching over to eLearning. For instance, you can use off-the-shelf content, which is ready to go and covers a wide variety of topics, because it’s an affordable option. What’s more, because eLearning videos contain the content you’ll present employees, you may not need your staff to spend their time doing the training. Of course, you can follow up video-watching sessions with in-person collaborative meetings in which employees discuss what they learned.   Consider Employee Satisfaction   Training programs are designed for employees, so it’s important that they are satisfied with your work. As the theory goes, happy employees work more efficiently. According to a study published in the journal Computers and Education, employee satisfaction is made up of several elements: learner computer anxiety, eLearning course flexibility, instructor attitude toward eLearning, perceived usefulness of the training, quality of the eLearning courseware, perceived ease of use and diversity in assessments. Meet those needs by choosing a high-quality eLearning provider that makes flexible training tools. Then implement that courseware into your training program in a way that’s easy to use and provides content that’s relevant.    You can get an idea of what eLearning courseware will be like by signing up for a free trial of Thinkzoom. The post How to Prepare Your Company for eLearning Training Tools appeared first on .

Everyone relies on motivation to get through the work day. When the 2 p.m. slump comes around, a cup of coffee isn’t always enough to finish the remaining three hours. For this reason, boosting employee motivation is important for businesses. New research published in the journal Neuron sheds some light on a tool that improves intrinsic motivation: curiosity. According to the study, curiosity can improve learning outcomes and memory, so it’s an effective tool for training programs. You can use this information to help your employees learn new skills.     The magic of curiosity   Researchers from the University of California at Davis gathered 19 volunteers to assess the physical effects of curiosity on the brain. Each participant was hooked into a functional magnetic resonance imaging machine and researchers captured photos of areas of the brain that lit up when highly active. The participants looked at a trivia questionnaire that included inquiries like "What year did the Beatles sing ‘Hey Jude?’" Then, volunteers ranked each question based on how curious they were about the answer.   The MRI showed that when subjects were curious, the parts of their brains associated with reward and pleasure lit up. Additionally, the area associated with memory creation, the hippocampus, ignited as well. Once the MRIs showed that the volunteers were curious, the researchers had them perform a task that did not involve a subject about which they were curious.   After all the observation, participants took a quiz to see how much they recalled. They took the same quiz one day later. The results showed that when participants were curious, they had the best learning outcomes, even if they were learning about a subject they found uninteresting.   Harnessing curiosity   Training tasks may not sound interesting, but they can be. Prime employees prior to training by launching the program with a fun topic. Many of ej4′s eLearning videos employ this tactic. Though presenting information related to work, the videos are relatable and light. They open by noting something most people can relate to, which will hopefully help turn on your employees’ curiosity.   Want to experience ej4′s curiosity-inducing eLearning courseware yourself? Start Your Free Trial Now The post Using Curiosity to Motivate Employees appeared first on .

Thinking Bigger Business Media honors Kansas City’s best small businesses every year with it’s 25 Under 25 Awards®. And out of more than 1,400 companies nominated, ej4 was selected as a member of the class of 2015!     It’s a wonderful recognition and we’re thrilled to be included alongside other Kansas City area businesses.   Here’s what Thinking Bigger said on the merits of this award:   "These companies were judged on their financial stability; ability to overcome adversity and challenges; community involvement; distinguishing or defining characteristics; and company vision."   ej4 Owner, Paul Russell on this achievement:   "Kansas City-born in 2003, the ej4 streaming-video dream sprang from a need to rethink business productivity training. It worked. Primarily thanks to Pepsi-Cola and Anheuser-Busch, we were immediately profitable—unheard of for an internet business. Our team has since posted a decade of annual sales gains from varied clients in multiple industries across the country and aboard ships at sea. With one of our offices planted firmly in the Crossroads Arts District of Kansas City, we have proudly invented, invested and innovated and now enjoy pro bono partnerships with several local not-for-profits in addition to our far-flung business clients. We are honored to be among the 25."   ej4 CEO, Ryan Eudy:   "This award echoes our commitment to making a positive impact within our own communities, while also helping companies and their employees improve performance through better, more accessible training via our award-winning eLearning courses and services."   Thank you so much to Thinking Bigger for the honor! To learn more about ej4 and how we create smarter video-based eLearning solutions that positively change employee behaviors, watch this video…     … or check out our courses now with a free 15-day trial of our learning platform, Thinkzoom. Sign Up Here The post We’re a Member of This Year’s 25 Under 25! appeared first on .

With the many Federal Employment Laws currently in place, making sure your company adheres to them can be tricky. You have to cover all of your bases even when your plate is full. In fact, your company’s HR department is probably working hard to ensure safety, compensation, benefits, etc., all align with federal law. Despite the efforts businesses make, many find staying on top of the laws difficult. According to a survey conducted by ADP, 52 percent of mid-sized companies have experienced at least one HR-compliance issue. Additionally 90 percent of companies (of all sizes) look for outside aid to help them meet regulations. That statistic makes sense, given that half of HR departments worry they won’t be able to keep up with current laws.     If your business is among the 90 percent that wants a little extra help, you’re in luck - it’s readily available. The facets of HR compliance related to employee training (such as workplace safety and ethics) are easy to outsource. By using eLearning courseware to teach your employees and HR team valuable information about workplace laws, you’ll save time and adequately train the people in your company. Here are the ways in which video training makes HR compliance simpler:   Cuts down on time   Rather than place your employees in an hour-long meeting (which they may not have time for), you can present eLearning courseware that’s less than 10 minutes long. These short videos cover a specific topic, hitting all the key points. With the quick learning format, your employees will have to watch numerous videos, but they can more easily squeeze them into their already packed schedules.   Doesn’t require a trainer   If your HR department has to train all employees on certain labor laws, they’ll have to create presentations and administer them. Video learning removes that need. Employees can sit at their desks and watch videos without the help of other personnel. This frees up your HR team to work on other important projects, like meeting other compliance areas.   Companies can manage progress   ej4 eLearning courseware can come with Thinkzoom, an innovative system that makes tracking employee progress easy. Through the platform, administrators can check to see which employees have completed their training and which have not. This system makes ensuring the entire company is up to date on labor laws simpler. Furthermore, Thinkzoom has a custom content tool administrators can use to make training videos that address the company’s unique policies.   Start a free trial with ej4 now to see just how much using training videos for HR compliance will help. The post Simplifying HR Compliance Through eLearning Courseware appeared first on .

The holidays can feel like a haze of family, parties, gifts and relaxation, and they always seem to end too soon. Now that January and the new year have arrived, your employees are steadily returning to work, still remembering the joys of sleeping in and spending time with loved ones. With the excitement of the holidays still fresh in their minds, your employees may struggle to refocus when they’re back in the office - sitting at a desk for eight hours isn’t as nice as watching holiday movies in your pajamas.     However, you can help your employees find their groove again by following these tips:   Touch Base   Big projects and client meetings seem a world away when they happened just before the holidays, but now your employees need to dive back into them. You can help individuals identify what’s on their plates by having a quick meeting. Ask where they are in a certain project, if they need any help or if they’ve heard from the client. Simply chatting about work-related tasks helps your employees get out of the holiday haze and back into work mode.   "Of the employees who said their supervisor focused on their weaknesses, 22 percent said they were actively disengaged."   Utilize Employee Strengths   According to a Gallup poll, the more supervisors focus on the strengths and positive sides of their employees’ performances, the more engaged those individuals become. Basically, if you give praise appropriately and utilize the abilities of each team member, those people are more likely to focus at work. In fact, 37 percent of those polled noted that their supervisors focus on their strengths and positive characteristics. Of the people from that group, only 1 percent were actively disengaged. Of the employees who said their supervisor focused on their weaknesses (about 11 percent), 22 percent said they were actively disengaged. Finally, 25 percent of employees said they were ignored by their supervisor, and of those, 40 percent admitted to being actively disengaged at work.   The Gallup poll draws attention to the importance of supporting your team by attending to their strengths and praising their good work. Doing so can keep individuals motivated.   Offer Training Opportunities   Jumping back into work after the holidays can be a bit jarring, but you can ease employees into the new year with some eLearning courseware. Have employees take a little time to watch training videos that either reinforce skills they already have or teach them new ones. Whether you use off-the-shelf content or create custom videos, you can provide your employees with the support they need to develop professionally - and having that extra help can promote focus.   For more information on how eLearning courseware can help your employees focus at work, contact our sales team today. The post Helping Employees Refocus After the Holidays appeared first on .

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