The majority of e-learning courses are complex, boring, slow. But here at T21 we create award winning, easy to use, simplistic, creative and beneficial e-learning solutions.
It’s every L&D and HR professional’s nightmare. You’ve spent money on a new system and your bosses aren’t happy because it’s not engaging company staff the way it was meant to.
All is not lost however. So today we are sharing with your four ways we and L&D professionals can enhance e-learning.
1 | Communication is the cornerstone
Ensure objectives, benefits and outcomes of the e-learning are communicated clearly to staff at the beginning of the rollout. Motivate staff by clarifying how they will benefit: for example, their skills development, knowledge growth, how e-learning will help their role and team KPIs. By communicating to teams the specific benefits to them, a precedent will be set for a learner-centric approach, also allowing your staff to feel valued and invested in.
It’s also worth considering engaging staff advocates in each department who undertake the relevant modules in advance and onboard staff. By having a representative, this will help champion the e-learning and provide an opportunity for feedback.
An effective communications strategy with clear objectives from the outset will also bring authority to your e-learning, positioning it as a valuable resource.
By undertaking the above, you will reap the benefits: we estimate this step alone can improve engagement by as much as 75%.
2 | Design
Excellent e-learning design is crucial and there are a multitude of ways to improve this. The length of modules should also be short, to accommodate busy staff: no more than 20 minutes per module. Effective e-learning is a balance between attractive design, content and accessibility, with the user’s needs being the key priority.
3 | Content needs to be relatable
Content needs to be relatable and relevant to the roles of the people taking part. Include everyday real-life workplace scenarios in your e-learning content. By reflecting real-world issues and day-to-day scenarios, your teams will be able to empathise, engage and apply the e-learning more readily to their roles. Ensure that the content relates to the roles of those taking part. It shouldn’t necessarily be compulsory for everyone to take all of the modules, if it’s not relevant to them. For example, someone working for a pharmaceutical company in a finance admin role might not find a laboratory module about equipment safety helpful.
4 | Active learning
Active learning within e-learning can include: gamification, case studies and role-playing. Running an online session in which teams solve a real-life company problem for example, boosts staff advocacy of the e-learning. Gaming mechanisms are also a valuable way to motivate, encouraging staff through a reward system designed to psychologically engage.
By integrating some of the above solutions into your e-learning programme, you'll improve staff engagement with learning that motivates and inspires, whilst driving your company's bottom line.
Email firstname.lastname@example.org and visit our website www.t21group.com to find out how we can enhance your or your business’ e-learning solutions.