When was the last time you took a long hard look at your company’s training strategy? If employees forget things you taught them back in onboarding or, worse yet, they’re leaving in droves to seek other opportunities — chances are your outdated training program needs to change, and fast. So, how does your training strategy stack up? Is it stuck in time? Or are you keeping up with the ever-changing needs of today’s modern employees? Let’s find out.
The modern work environment is very different from what it was just a year ago. Companies are now challenged to offer more and better eLearning programs that adapt to the new context and workforce needs. Without a firm basis in the needs of their workers, eLearning programs don’t succeed—in fact, some completion rates for online courses are as low as 4% because of this reason! How do you make sure your employees, with their 21st-century attention spans, are finishing learning effectively, and actually enjoying your courses? Be sure to pay attention to these trends. As technology advances, employee employees, and the business context also continue to evolve rapidly, forcing companies to continually revamp and adapt their existing eLearning courses.
Embracing and adapting to a changing landscape is not easy unless you know the rules to play by. Times-they-are-a-changing. As it is with everything else in life, change is imminent also in the field of corporate learning. The modern L&D scenario is vastly different from what it was just a decade ago. In this rapidly-changing landscape, the old order has given way to the new, and only the agilest and adaptable can survive and thrive.
As learning leaders, if we want to improve engagement, create impactful learning experiences, and improve ROI from our training initiatives, we need to get even more creative in capturing our audience’s attention and keeping them coming back for more. Instead of simply coming up with a course and telling people to take it, we serve ourselves and our audience better by finding ways to inject a learning spirit into the company.
They know that they make the best burgers in town, but McDonald’s still spends billions of dollars on marketing. If it is fried chicken, then it has to be KFC, but the makers still market aggressively. The truth is that your learner has choices, so they won’t come to you. You have to take your offerings to them! Marketing is no longer a dirty word in eLearning. In fact, now it is not even an option. As eLearning designers, you HAVE to take your courses to your audience and convince them of their value. Else there are just 0-5 percent chances that they will take them. The time has come for you to double up as a marketer. Below are some smart marketing tips to make your courses fly off the blocks:
Looking at all the things that are involved in creating an eLearning course could make you feel like your first step should be to “Give Up.” However, with these 12 steps, we break down the process into manageable chunks, which is a big part of what makes for a killer eLearning course design. Sounds good, right? Read through these steps, and soon you’ll have a good handle on what is needed and where to start to create your first eLearning courses.
eLearning is an option that more and more companies have started to embrace. But now, what do you do with your existing Instructor-Led Training (ILT) training material? If that content is effective, don’t ditch it! You can convert it into an eLearning program without reinventing the wheel... just taking into consideration some key factors. Look out for these common mistakes that companies do when converting their existing PowerPoint slides and Instructor-Led Training to eLearning - most of them don’t realize that eLearning and classroom learning are different:
Besides just a mere obligation to prove employees passed or completed the course, assessments play a key role in measuring their capacity to grasp the material. By combining different test and quiz options, and at different intervals of the course, studies have shown – we are effectively providing opportunities for a learner to practice the material. By practicing the subject matter of the course, an employeee has a much higher chance of retaining more of the content for their future use.