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    Beyond the Checkbox: How To Create eLearning Courses That Enhance Employee Motivation, Skills, and Satisfaction

    As the go-to person for training in your company, you're in quite an interesting spot right now. It's 2024, and the whole game of workplace learning is changing fast – it's all about new trends and shifting what people need and want.

    Your job isn't just about rolling out those e-learning courses anymore. It's more about crafting learning experiences that really change the game for your team. We're talking about the kind of learning that sticks, makes a difference, and gets people fired up about what they do.

    Navigating Today's Corporate Training Landscape

    Let's face it, keeping employees engaged and excited about online training is getting tougher. It seems like these courses are often seen as just another item on the to-do list rather than a chance to really grow and develop.

    What we're seeing now is that employees are looking for more than just the usual training. They want learning experiences that are not only useful in terms of skills but also offer personal growth and a real sense of achievement. There's a growing preference for learning that's not just one-size-fits-all but is tailored to fit their individual needs and career ambitions.

    And with the way technology is constantly changing things up, the old-school training methods just aren't cutting it anymore. E-learning has to step up its game, making the most of the latest tech to keep things fresh and engaging.

    So, what does this all mean for you? Well, it's a crucial time to switch things up. You've got to offer courses that do more than just tick a box. They should really make a difference in how motivated and skilled your employees feel, and how satisfied they are with their jobs and their growth opportunities.

    Here are 3 key strategies you can put into action to reshape your corporate training and truly meet the needs of today's workforce.

    1) Break Down Learning into Short Modules

    Alright, let's talk about making e-learning courses that don't just fill your employees' heads with info, but actually fire them up and get them inspired. It's all about getting how adults learn.

    We all know attention spans aren't what they used to be, right? Especially when we're surrounded by a million distractions. The trick is to chunk it up. Break down that big pile of info into bite-sized pieces. It makes learning not just easier to swallow, but also way more satisfying.

    So, how do you nail this? Let's dive in and make it happen:

    Short, Focused Modules:

    • Step 1: Identify the Core Knowledge: Each module should focus on a single concept or key skill. Focus on what's essential for your employees to learn and discard the superfluous.

    • Step 2: Modular Design: Build each module as an independent unit. This allows employees to progress step by step, with a clear sense of progress and achievement.

    Microlearning for Maximum Retention:

    • Strategy 1: Brief Content: Use formats like 3-5 minute videos, infographics summarizing key concepts, or podcasts for break times.

    • Strategy 2: Variety of Formats: Alternate between different types of content. One day it could be a video, the next an interactive quiz. This variety keeps interest and engagement high.

    Task-Based Learning:

    • Approach 1: Applied Learning: Develop tasks that simulate real work challenges. This helps employees understand how to apply what they've learned in everyday situations.

    • Approach 2: Clear and Concise Objectives: Set small but meaningful goals. For example, "By the end of this lesson, you'll be able to create a brief digital marketing plan." This gives employees a clear and tangible goal.

    Interesting Read: Three Ways Audio Can Elevate Your Company's eLearning Strategy


    2) Clarify the 'Why'

    Ever wonder what really sticks in your employees' minds after a training session? It's not just about dumping loads of info on them. It's more about the how and the why you're teaching it.

    You, as the training guru, have this superpower to not only share knowledge but to make it pop, to make it matter, and to make it stick.

    Think about it: what's the point of knowing stuff if you don't get why it's important, or how to use it in real life? Training needs to be more than just going through slides and handouts. It's got to click with what your team is going through, what they're aiming for, and the hurdles they're jumping.

    Your big mission here is to make sure your team doesn't just learn stuff – they need to get why it matters and how to put it into play in their everyday work life.

    So, how do you pull this off? Here are some pointers:

    • Converse, Don't Just Inform: Whenever you introduce a new concept, do it as if you're having a conversation. Ask your team: "Have you seen this in action in your work environment? How do you think we could apply it here?"

    • Relate Lessons to Everyday Work: Show how each concept applies in real situations. For example, if teaching project management skills, use examples from current projects in the company.

    • Integrate Examples in Every Lesson: Choose real cases from your company or industry and introduce them at the beginning of each lesson. For instance, if the lesson is about conflict management, start with a real case of a workplace conflict and how it was resolved.

    • Use Relevant Case Studies: Develop case studies reflecting challenges and situations that your employees might encounter in their daily work. This helps them see learning as tangible and directly applicable.

    • Make It Personal: Encourage your employees to share their experiences. When they see how what they're learning connects to their own lives, the 'why' becomes much clearer.

    • Additional Resources: Provide access to articles, videos, and tools that complement the training and offer more practical application examples.

    • Let Them Experience: Propose challenges or projects where they can immediately apply what they've learned. Nothing makes theory more sensible than practice.

    • Real-Time Feedback: Create a space to discuss how they're applying what they've learned and what results they're seeing. These conversations are invaluable for reinforcing the purpose behind the learning.

    • Show the Impact: Link achievements and improvements at work with the training received. Let them see it's not just another certificate, but a tool that boosts their development and the company's success.

    Also Read: Transform Your Outdated eLearning Courses with These 6 Tips


    3) Beyond Content: Foster Action, Interaction, and Reflection

    Let's dive into the real deal about eLearning - and I'm not just talking about snazzy content and cool graphics. It's time to step up from just spoon-feeding information online.

    As the person steering the training ship, you've got more on your plate than just making sure folks log in and tick off modules. Your real gig? It's about sparking that "aha" moment, getting your team to not just passively scroll through content, but to really live it, breathe it, and weave it into their day-to-day groove.

    So, how do you make this happen? By turning every single piece of your course into something that jumps off the screen and grabs them.

    This isn't about just checking boxes and moving on. We're aiming for moments of reflection, action, decision-making, curiosity, and even those "wow" surprises. You want your content to stick, to really leave a mark, and transform the way they think and work.

    Your aim here is to create an environment where each video, quiz, and resource isn't just another thing to look at. It's a chance to flip their perspective, to try out new ideas in the real world, to share what they're going through, and to actually get something meaningful out of the whole learning journey.

    Let's get into the nitty-gritty of making this whole interactive eLearning thing a reality:

    • Get Them Doing, Not Just Watching: Let's spice things up with activities where your team is in the driver's seat. How about, instead of just reading about project management, they actually get their hands dirty planning a mini-project? There's huge value in learning by doing. Throw in some hands-on exercises, real-life scenarios, or simulations that push them to use what they're learning. We're aiming for activities that are more than just going through the motions; they should really get those brain gears grinding.

    • Teamwork Makes the Dream Work: Utilize your platform to get people collaborating in teams. Think of virtual breakout rooms for brainstorming sessions. The goal? To create a sense of connection, not just with the course material but with each other too.

    • Time to Reflect and Digest: Design your courses with deliberate breaks that give your team time to ponder what they've learned. These could be in the form of written reflections, group chats, or even some guided meditation that ties back to the lesson at hand. These moments of reflection are crucial for helping them process and really absorb the information, which in turn boosts how much they retain and can put into practice.

    Remember, the real magic of online training isn't just in the content, but in how it's delivered.

    By focusing on crafting experiences that are interactive, team-oriented, and reflective, you're doing more than just dishing out info. You're changing the way your team interacts with that knowledge, which leads to deeper, more impactful learning.


    Also read: x-Learning: 3 Tips to Evolve from Courses to Learning Experiences

    The journey toward excelling in online training is neither straightforward nor effortless. It is a complex tapestry woven with challenges, learning curves, and boundless opportunities for innovation. In this journey, your creativity and vision become instrumental in not just enhancing skillsets, but in profoundly impacting the professional and personal lives of your employees.

    As you reflect on this journey, consider these questions to guide your path forward:

    1. How can you further tailor your training programs to meet the unique needs and aspirations of each employee, ensuring that learning is not just comprehensive but also deeply personal?

    2. In what ways can you leverage emerging technologies and innovative methodologies to create more engaging, interactive, and immersive learning experiences?

    3. How can you measure the transformative impact of your training programs, both in terms of skill development and overall employee satisfaction and growth?

    4. What strategies can you implement to foster a culture of continuous learning and curiosity within your organization, turning training into a dynamic, ongoing conversation rather than a static, one-time event?

    5. Finally, how can you ensure that the knowledge imparted through your training programs is not only retained but also actively applied, leading to tangible improvements in work practices and business outcomes?

    These reflections will not only help you refine your approach but also ensure that your training initiatives remain at the cutting edge, truly making a difference in shaping the future of workplace learning.

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    Diana Cohen
    Diana Cohen
    Education Writer | eLearning Expert | EdTech Blogger. Creativa, apasionada por mi labor, disruptiva y dinámica para transformar el mundo de la formación empresarial.

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