Nominated for “Belgian Startup of the Year”

What is Datanews?

Datanews is a prestigious Belgian ICT-magazine. They are well known for their various events such as “CIO of the year”, the “ICT Manager Contest” and “She goes OCT”. But most importantly, Datanew also organises the “Datenews Awards of Excellence”- the most prestigious ICT-event of the year, ladies and gentlemen. And yes, we are extremely proud to announce that we are selected for “Belgian startup of the year”!

Awards for Excellence

The Data News Awards for Excellence 2019 rewards companies, products and individuals from 14 important categories within the ICT sector, including “Belgian Startup Of The Year”. In April, a professional, specialist jury will use the ranking to decide who is the final winner in the 14 categories.

We need you!

 Every vote counts, which is why we need YOU to help us win by voting on MobieTrain in the “Belgian Startup of the year category! It only takes a couple of seconds to vote, but it can make a tremendous difference for us!


You can vote until the 7thof April here:


Thank you, from the bottom of our hearts – The MobieTrain Team

Mobile microlearning platform MobieTrain

We’ve been awarded Top 10 HR Tech Solution Provider 2018


We’re proud to have been selected as one of 2018’s Top HR Tech Solution Providers! MobieTrain was selected by leading HR Magazine, HR Tech Outlook,  for the prestigious award.

Check out their feature below that explains why they awarded us the title:

Boosting Performance with Micro-learning

It is surprising, yet true; 80 percent of employees forget what they learn after a month. Adding fuel to the knowledge crisis is the amount of domain-specific facts that each employee has to learn in a short time, which can prove overwhelming. The traditional training model is no longer sufficient for organizations focused on bridging this knowledge gap. MobieTrain meets the challenge head-on, with their mobile-first, micro-learning platform that delivers short bursts of training that boosts knowledge retention in only 5 minutes per day.

“We provide an affordable, user-friendly, mobile learning platform that revolutionizes training,” says Guy Van Neck, CEO of MobieTrain.

MobieTrain’s micro-learning platform makes learning fun and engaging. The solution comprises three components, with the first being the Content Management System. The CMS empowers customers to transform their own learning content into mobile learning paths that can take anything from a week to six months to complete. They can tailor the content around the amount of training needed on any topic from customer service, selling techniques, retail tips and tricks and more.

The second component is a web application that delivers this training content to employees on any device, anywhere. It combines micro-learning and gamification to engage and empower employees to drive their own development. MobieTrain has developed an inbuilt knowledge retention algorithm through which knowledge is refreshed after certain intervals, to ensure the training is remembered and applied.

As a company, MobieTrain is first focused on the retail industry, as the knowledge crisis is prevalent here. Stores are challenged to provide a consistently good customer experience, and this means training a diverse and mobile workforce on an ever-changing topic base. That is why the third component of MobieTrain’s solution is a comprehensive dashboard, that gives management mirror insight into exactly what is happening at their stores.

MobieTrain’s dashboard provides business-critical data and insights into activity and engagement levels in order to clearly showcase knowledge gaps within the organisation.

Personal learning paths can then be used to address the knowledge gaps and training needs of each individual and, based on that result, employees can be given additional coaching or face-to-face training.

One notable instance where MobieTrain’s expertise came to the fore was for a big fashion retailer. They are distributors for more than 40 different big brands in the Middle East and Africa and didn’t want to reinvent the wheel on customer service and selling techniques within their brands. The CEO of the company wanted a distribution tool and some general content that would work across all of their brands, so as to easily monitor the selling and customer service techniques.

MobieTrain rolled out training modules for their 7800 retail fashion employees across the Middle East and Africa on behalf of more than 30 different brands to constantly monitor and optimise their training based on these parameters.

Over the coming years, MobieTrain plans to integrate social learning and chat functionality, so that employees not only learn via the learning paths but also in a structured and gamified way.  An AI-powered news feed is another inclusion in their platform that will bring it to the next level. The news feed is GDPR compliant and can be tailored according to the client’s information for the respective stores.

“Also on the cards are integrations with LMS or HR systems and incorporating AR and VR, the possibilities are endless,” concludes the CEO.

Article originally published here:

Business blogging
Employee Engagement, Microlearning

How to create engaging learning content for mobile

Creating engaging and motivating mobile content might sound easy, but in reality, many people struggle to write content that audiences love. Luckily, there are a few easy steps to guide you towards an easy and fun content creation process, so there is no need to stress!

In this article, we’ll look at the 3 key pillars for great content:

  1.     Short, bite-sized information;
  2.     Fun and informative visuals;
  3.     Engaging and creative media.


Short, Bite-Sized Content

Keep it short and fun

It may sound obvious, but when writing content for mobile, always keep in mind that your audience will be reading it on their mobile devices. So keep the information as short and concise as possible, otherwise it becomes very difficult to consume a lot of content on small screens.

Keep it friendly

Try not to create an uncomfortable distance between you and the readers by being too formal. Most of the time, it’s best to simply use “I”, “we” or “you” when writing content. For example: “At our stores, we believe in creating a pleasant atmosphere for our customers, how can you achieve this? Multiple answers are possible”.

Try to create scenarios where you sketch a situation and ask a question about it. This is a more appealing way to help your audience to visualise a specific scenario. For example: “When you see a customer entering your store, clearly looking for a certain object, what do you do?”

  1.   “I give the customer some time to look around.”
  2.   “I immediately approach the customer to help him or her.”
  3.    “I welcome the customer into the store and ask if I can help.”

Keep those brains in mind

Try to remember that the human brain can only retain so much, so don’t overload readers with overly-complicated content. Introductions should be clear, easy to understand and as short as possible. For example, try to replace all difficult words with easier to understand synonyms. Brainstorm about what you would really like to teach your employees and write these ideas down on a big sheet of paper. Once you start working on those ideas, it will become easier to create an entire learning-path for your employees.

Keep it relevant

Always keep your target audience in mind. It’s essential that you know exactly who you are writing for. The content creation process will be different for each target group, eg. the style of writing would be quite different for engineers as compared to your sales team.

Nonetheless, no matter who you write for, try to keep it fun and engaging; the whole purpose of mobile-learning is to get everyone on board in a fun and motivating way. Constantly analyse and rewrite the content you create, ask your co-workers for advice and always double-check your spelling.

Keep that feedback coming

Getting the right inspiration for writing good content might not always be easy. You can always base your information on manuals, online courses and the entire internet of resources, but the challenge remains keeping it creative and unique. Therefore, it’s always a good idea to ask your potential audience what kind of content they would like to receive: what type of questions they prefer, what kind of information they would really like to learn more about, what kind of writing style engages them etc.

Once you’ve published the content, always ask for feedback, either through face-to-face meetings or a simple survey. Content creation is a continuous process of improvement and optimisation until you find the perfect level of engagement.


 Fun and Informative Visuals  

Switch it up

The goal of using a mobile-learning platform is to create some fun variety for your audience. Instead of creating overwhelming 3-hour long courses where most people will forget 80% of what they have just learnt, you want to keep it fun, short and motivating to increase knowledge retention.

Visuals are a perfect way to do that. By introducing different kinds of visuals such as photos, infographics and animations you create great variety. Online, you can find plenty of royalty free photos. (Check out sites such as Unsplash or Pexels).  Try to find the most relevant, high-quality images; one tag-word is usually enough to find the perfect image to introduce or support your content. Use creative photos as an example of how certain things should or should not look, this makes your content more memorable.


A creative way of providing interesting content is through infographics, which is a visual representation of information or data in a chart or diagram. Creating an infographic is a very easy process: there are several tools which can help. (Try Infogram or Piktochart). All you need to do is to provide the content to the designer and give him or her an idea of what you would like.  

Engaging and Creative Media

Engage the management team

There is nothing more motivating for employees than seeing how engaged their management team is with your chosen mobile platform. Once you explain the benefits of mobile-learning to your employees and show them – perhaps in a video – that you too use and enjoy the app, your employees will get on board even faster than you think.

By filming your existing trainers, managers or other employees and using these videos in the training-platform, you create your own mobile-learning culture. When recording a video, always remember to film horizontally and not vertically as a horizontal video looks much better on mobile-platforms. Try to use professional equipment if possible, although most smartphones these days have excellent video specs!

Once you’ve actually recorded a video, it’s best to upload it on a (private) YouTube-account. This way you can easily copy the YouTube link into the mobile-learning platform. Keep in mind that the quality of the video depends of your internet speed. This means that you might upload a high-quality video but, depending on your internet, it might look different.

Thank you, Google

Don’t have the time or resources to record these videos yourself? No problem! Luckily there are plenty of perfect videos available online. Some are free and others cost some money, but it is always a good idea to invest in good videos as you will be able to use them over and over again. If you’re feeling creative, you can even provide the entire script and idea of the video and online designers can create a personalised video for you. Freelancer sites such as Upwork or Fiverr are easy, affordable ways to do this. 

Creating mobile content isn’t as difficult as you think- so what are you waiting for? Start the creative process today!

millenials gamification mobile learning microlearning Mobietrain
Employee Engagement

How to motivate & retain your millennial workforce

By 2025, millennials will make up three quarters of the global workforce. Yes, 75%!

Defined as anyone born between 1980-2000, and therefore coming of age in the millennium, how many ‘millennials’ do you have working for you? And how confident are you in their loyalty to your company and brand?

As the first generation of true digital natives, technology plays a key role in training, motivating and engaging millennials at work. In the second instalment of our gamification series, we explore how gamified technology can boost your employees’ motivation so that you can captivate and retain the future lifeblood of your brand.

Attracting and Building Talent with Reward-Based Motivation

Why do your employees work for you in the first place? In this competitive marketplace, company culture, salary packages, benefits and team incentives play a big part. Especially with fresh-faced millennials who are still carving out their career paths.

As explored in our last article, how to future-proof your brand, this is what is known as extrinsic motivation and is a key part of any gamification strategy.

Extrinsic motivation is perfect for driving short term change and inspiring new recruits. As such, it is an integral part of most business tools and technology, such as Slack’s communication tool, Hubspot’s sales hub and MobieTrain’s mobile learning and development platform.

This is normally integrated through fun, engaging and competitive elements such as badges and leaderboards, defined by leading theorist Scott Nicholson as ‘BLAP’ gamification:


‘Most of the current applications of gamification are based on providing external rewards for some activity; for example […] levels and leaderboards to encourage progress and competition, badges […] and achievements for reaching goals. Gamification systems that focus on Badges, Levels and Leaderboards, Achievements, and Points will be referred as BLAP gamification.’


So integrating an element of competitiveness into your company culture and tools is great practice for initial motivation, engagement and short term business goals. However, it has been proven that rewards alone are not enough for longer term goals, and that is where intrinsic and meaningful motivation techniques come into play.

Encouraging Long Term Results with Meaningful Gamification

Any successful business strategy needs to plan towards longer term business goals. This is also the case for gamification in the workplace, especially in regards to your training and L&D programmes. As Nicholson states:


‘Learning is the process of making meaning out of life.’


Therefore, learning in the workplace is the process of finding meaning within your career. And rewards alone do not achieve this intrinsic motivation.

You want your employees to be happy and fulfilled in the longer term outside of straightforward monetary rewards and benefits. That is the key to retaining your millennial workforce as they progress through their careers.

So how do we achieve this?

Put Your Employees First with Human-Focused Design

Gamification expert Yu-kai Chou defines the process of meaningful gamification as ‘human-focused design:’

‘He explains how “function-focused” systems are designed to finish projects quickly which leads to employees working because they are required to, not because they enjoy the tasks or want to perform them. By focusing on human elements and not only on getting the job done, space is created for human feelings, ambitions and preferences.’

Put simply, you need to put your employees at the heart of any technology or process that you introduce. In technology terms, they are your end user- not your board of directors or managers.

Personal learning paths, meaningful narrative and user profiling is key to this. Your employees need to be intrinsically motivated to see how they are progressing towards their own career goals, and not just in contrast to their peers with leaderboards and badges.

When combining personalisation with reward-based techniques, you are guaranteed to retain a happy and motivated workforce in the build up to 2025 and beyond.