You know something’s wrong with the eLearning courses that you are offering if: The reports are dripping in bad news. The results are screaming “drop-outs” and “low retention.” Your employees are not showing significant improvement in the performance that was expected of them. Their morale is down. The negative stats are congealing like clots in your revenue stream. It’s “Death by PowerPoint presentation” all over again. You know you have your scapegoats: Tight deadlines, the shoestring budgets, highly technical content that needed to be communicated, and even the bad managers who had not properly bought into the eLearning strategy and were forcing the employees to take up the courses. Buy you know that it was more than that. Your course failed to engage the audience. Hence, they have gained a bad reputation. In this post, we'll go over the main reasons that have given your eLearning courses a bad reputation.
Learning is mentally taxing. So, why would you assume that your employees want to spend additional time learning something, especially when you’ve labeled it "mandatory"? Here are some synonyms that are dancing through the minds of your employees as soon as they receive your email about the new “mandatory” training course: COMPULSORY; Unavoidable; ENFORCED; Obligatory; and a horde of other disfigured words dancing in the distance, chanting: “THERE IS. No. Escape.” Given your position, you may understand the significance of the course and its relation to bigger, strategic organizational goals. Your employees don’t. And your task is to pique their interest, engage them, and continuously compel them to keep on learning. This is only possible if you learn from the one trait that all ads, marketing content, and compelling stories have in common: they value their viewers’ time, their knowledge and capacity to absorb the content. Here are some simple tricks to get learners to buy into mandatory training:
The most challenging aspect of imparting effective online training is targeting the many learners taking the same program. Understanding the different types of learners, summed up in following categories, is beneficial to any designer looking to create personalized eLearning courses.
There are principles of good learning design and delivery every training professional should be aware of. These are not mere abstractions but rather serve as a practical guide in planning effective online training programs. In fact, Geri E. McArdle, in his book Training Design and Delivery, encourages training professionals to become familiar with these and apply them later. Basically, if they understand these principles and weave them into their training, they'll create more effective online learning experiences.