Boost Employee Performance Microlearning-Manager
Boost Employee Performance Microlearning-Manager
Apply
Improve job performance
Retain
Human Learning Process
LEVEL 4
LEVEL 3
LEVEL 2
Model
LEVEL 5
Reaction
LEVEL 4
Participant satisfaction
LEVEL 3
LEVEL 2
Model
Learning
LEVEL 5
Knowledge, skills and attitudes
LEVEL 4
LEVEL 3
LEVEL 2
Model
Behavior
Application and on-the-job learning
LEVEL 5
LEVEL 4
LEVEL 3
LEVEL 2
Model
Results
Business impact
LEVEL 5
LEVEL 4
LEVEL 3
LEVEL 2
Model
ROI
Return on investment
LEVEL 5
LEVEL 4
LEVEL 3
LEVEL 2
Model
ROI + Business Benefit Require Application
That’s why the Kirkpatrick-Phillips Model still
matters…
Simple, right? Should be, but too many organizations struggle with it.
No matter how much you invest into
training and development, nearly
everything you teach to your employees
will be forgotten.
SOURCE: Mentormegate.com
2
10 MIN. 2 DAYS 2 WEEKS MONTHS
Content
+
Technology
Stakeholders
Impact for Training Transfer
Manager
POST
Employee
Trainer
Manager
EVENT Employee
Manager
PRE Employee
Trainer
0 1 2 3 4 5 6 7 8 9 10
Most Least
Source: Barbara Carnes, Making Training Stick Impact/Usage Impact/Usage
Impact for Training Transfer
Manager
Employee
Trainer
Manager
Employee
Manager
PRE Employee
Trainer
0 1 2 3 4 5 6 7 8 9 10
Employee
Trainer
Manager
EVENT Employee
Manager
Employee
Trainer
0 1 2 3 4 5 6 7 8 9 10
Trainer
Manager
Employee
Manager
Employee
Trainer
0 1 2 3 4 5 6 7 8 9 10
Trainer
Manager Use /
Biggest disconnect is our perception of the impactFrequency
EVENT Employee
during the event and the reality. Power /
Impact
Trainer
Manager
PRE
Employee
Trainer
0 1 2 3 4 5 6 7 8 9 10
Manager
EVENT Employee
Trainer
Manager
U
PRE Employee Manager pre-training has the biggest impact. s
Trainer pre-training has the second biggest impact.
e
Trainer
0 1 2 3 4 5 6 7 8 9 10
example
5. Incorporate learning into @
day-to-day work
6. Celebrate and recognize
Manager Curriculum
Emotional
Intelligence
Delegation Engagement /
Motivation
Listening Strategic
Skills Thinking
Leadership
2
10 MIN. 2 DAYS 2 WEEKS MONTHS
48 hours:
• Coaching on content and learning objectives
• Performance improvement as goal
Poll Question
In your organization, how do your
managers support employees in the
application of new things to their jobs?
In your organization, how do your managers support employees in the application of
new things to their jobs :
a. Our managers offer little support, mostly because they are not committed to
learning and development themselves.
b. Our managers offer little to no support, mostly because they are not willing to do
so.
c. Our managers offer little to no support because they do not know how to do so.
d. Managers provide some support, but not enough.
e. Managers are well-trained, involved and provide excellent support across the
board.
f. Something else.
2
10 MIN. 2 DAYS 2 WEEKS MONTHS
2 weeks later:
• Use case: give the employee a new situation to explore
with new visual clues
2
10 MIN. 2 DAYS 2 WEEKS MONTHS
2 months later:
• Manager / employee review of quiz answers
• Hypothetical questions with visual examples
Overcoming the Curve
Manager Key for the 2 Month Mark
www.bizlibrary.com
Questions?
Advanced Train the Trainer Video Series
Learning Retention
Strategies
Professor Kohn explains the benefits of
boosts, the types of boosts, the
suggested frequency of boosts, and
much, much more.
Try out these video lessons and
more!
Let us know through the poll if you’d like a free demo of
BizLibrary’s online course collection.
www.bizlibrary.com/demo
Thank you for attending!