Why talk about change management through mobile learning? Far too many companies still consider that change management is limited to a communication plan supplemented by two or three days of training to align employees with new organizational priorities. However, training is central to ensuring that employees do not feel disoriented or out of step with changing realities. In a context of change management, the Mobile learning is presented as a particularly appropriate and virtuous response, here is why.
Why include mobile learning as part of change management?
In a context of change, employees need more than just an announcement. Internal communication is, of course, an essential step, but for most, if not the majority of employees, it is important to know exactly how these changes will impact the content and conditions of their daily work. A company-wide rebrand, for example, is less about learning a new skill and more about understanding a new concept. In any case, employees who discover what's new should also understand why the change is happening. In addition, to be sure of the effectiveness of change, it is necessary to ensure the support of everyone.. Since resistance to change is a human and understandable reflex, a simple announcement or an information day may not be enough to ensure the support of the majority. In this context, the Mobile learning helps prepare teams for a new reality and helps them better understand how change will benefit their roles and the business.
What actions should be put in place?
1 - Identify all new concepts and skills related to change that could be the subject of training
2 - Identify the potential obstacles employees face in the face of change
Step 1: A flexible format
Change management thanks to Mobile learning is largely favoured by the flexible nature of this type of training solution. With work environments that are constantly evolving or business strategies that adapt, change is as much about big revolutions as they are about small revolutions. Mobile learning is a “take-away” format, which promotes the ownership of training and allows easy updating and development of training content in almost real time. In change management, combined with a regular audit of employees to identify potential obstacles or misunderstandings, mobile learning makes it possible to react quickly with the provision of content accessible from anywhere and anytime.
What actions should be put in place?
1 - Associate mobile learning modules with all changes, however small they may be, to set up the reflex in employees
2 - Regularly ask employees about their potential annoyances in the face of change
Step 2: Use gamification to engage
There are few things that gamification doesn't help overcome, change management is no exception. Gamification is a central element of mobile learning. It is a powerful driver of involvement and above all calls on the employee to come back. Gamification makes the employee experience unique and makes it possible to mobilize it throughout the change management stages using quizzes, challenges or even point and ranking systems.. Especially adapted to the microlearning format, which is the particularity of mobile learning, gamification helps to remove the formal and “official” character often assimilated to communications related to change management.
What actions should be put in place?
1 - Identify topics related to change that can be treated in a fun way
2 - Develop short modules that use gamification, as well as a system of progression or points to engage employees to come back
Step 3: Microlearning to create regular appointments
Microlearning is a considerable asset in change management thanks to mobile learning. By allowing information to be sequenced in short modules and simple concepts, it makes it possible to spread the distribution of information over time.. We now know that the effectiveness of training courses concentrated over a period of time limited to one or two days is very limited in the long term. Learners forget much of what was communicated to them fairly quickly if they are not reminded of the concepts. With microlearning, mobile learning makes it possible to regularly connect employees with the information they need to keep in view as part of change management.. Sessions of 5 to 10 minutes on exercises, quizzes or even the visualization of short videos help anchor messages without overloading the learner with information.
What actions should be put in place?
1 - “Burst” all topics related to change into simple designs (one module - one concept)
2 - Create the appointment, in particular using reminders, so that employees can progress regularly, sequence after sequence
Step 4: Stimulate collaboration and mutual aid between employees
Last but not least, advantage of mobile learning in change management: Social learning. By promoting collaboration and mutual assistance between employees, it allows them to appropriate the new ideas, skills or concepts brought about by the changes made in the company.. For example, some companies use mobile learning to allow employees to share their skills, as part of change management, it can simply be a question of facilitating dialogue and mutual assistance between collaborators on topics related to change.
What actions should be put in place?
1 - Engage employees in change management by making them trainers themselves with the Peer learning
2 - Use mobile learning tools such as forums, which allow employees to communicate and help each other.
