Diminishing Employee Knowledge Gaps for Organizational Maturity

Designing Digitally


Knowledge Gaps

There has been a constant rise in employee knowledge gaps within the corporate world, and they are only getting wider over time. While the advancement of technology has delivered information right to the doors steps of the employees, and the unprecedented access to data seems like a thriving opportunity, the incessant flow of figures and facts has in fact left employees drowning in data. A study published in Bersin by Deloitte reports that 65% to 75% of companies have an “overwhelmed employee” dilemma.

Such staggering amounts of information leave employees wondering what to focus on and where to look for it. To top it off, employees even find Google inadequate for solving all work related issues. According to IDC, employees are unable to find the answers they are looking for 44% of the time, and even if they do find what they are looking for, 61% of employees assert that they to access multiple systems to do it.

When employees do not have hassle-free access to the right information at their fingertips, it becomes harder for them to optimize their performance and make the right decisions. The consequence of employees not drilled in the how and why of things leads to issues with safety, lost sales , poor quality customer support, and more, all of which impact the bottom-line negatively.


Microlearning involves breaking down the flood of information into digestible chunks that employees can learn over time. Research shows that organizations which have implemented Microlearning achieved a 63% greater growth in terms of revenue per full-time equivalent as compared to companies that haven’t yet adopted Microlearning. Here are the key benefits of this methodology:

  • The information is much easier to comprehend and retain this way, since it has been divided into bite-sized chunks.

  • There is a lower risk of employees feeling stressed or overwhelmed when they are allowed to focus on learning only one module at a time.

  • Small content chunks can be revamped and modified as compared to managing bigger volumes of data. This way, the content be readily customized to suit the particular needs of thee group.

  • Learning can become more personalized since employees only have to take the training modules relevant to their job description and level of expertise.

  • Standalone modules allow the content to be tailor made in a way that best suits the present context, instead of being forcefully crammed into an existing framework.  

Learning Games

Game based learning is all about the Game mechanics; taking the concepts and principles that make playing games so addictive, and applying them in the context of learning. Short and interactive learning games not only help to reinforce a topic, but also serve to gauge a learner’s ability and knowledge, and boost retention of knowledge. They also foster a sense of community between peers and create a learning environment where knowledge transfer and creativity is facilitated. Complicated problems, which are harder to elucidate using the traditional learning methods, fit the bill.

Training Simulations

Training simulations are a great way of using learning activities to increase learner retention. Try learning simulations to create interactive learning assessments and as ways to fail safe training that could be costly and risky to the employee. For more information on trainingsimulations contact us today!