The short answer: it depends. Your company’s business goals are the ultimate factor determining the importance of eLearning course completion.
For highly-regulated industries banking, healthcare, and insurance, courses may require a 100 percent completion rate as part of a corporate directive or government mandate.
In other industries, companies may invest in training to improve employee skills and practices, and course completion might not be critical. If employees can demonstrate and apply the new skills before they’ve completed the full course, in many cases, this meets the business needs.
In case completion rates are critical for your company, continue reading.
There are a number of potential roadblocks that might keep employees form completing your courses. Issues can stem from both human nature and the courses themselves. So, before creating your next eLearning course, be mindful of these common issues facing learners that might prohibit them from course completion.
1) Degree of Difficulty
How challenging will the course be for your employees?
Consider the complexity of your subject matter and the newness of it to employees taking the course. Pay special attention your audience’s education level, job position, prior knowledge, and their familiarity with the topic. These factors will you determine the level at which you present your content. If your course is too easy, participants are likely to get bored and un-engaged. But making the course too difficult will lead learners to grow frustrated and increase the likelihood they’ll give up.
- How much does your audience already know about your topic?
- How can you associate new material to elements or concepts they are already familiar with?
2) Not Enough Time
Is the course schedule realistic for your employees?
Time is recognized by many as our most precious resource. Your team members are balancing busy work and personal life schedules. If your eLearning course is too long, if you’re assigning unrealistic timelines, or if employees are not given enough time during work hours, participants are not likely to complete the course.
3) Zero Motivation
What incentives do your employees have to complete the course?
In a perfect world, the opportunity for training would be substantial reward for individuals taking a new course. However, while this may be the case for some, other individuals need additional motivators. Employees are driven to achieve personal goals, take on challenges, improve skills, and demonstrate their ability to succeed. Individuals who feel that a task, activity, or training program will help them achieve their own personal goals are far more likely to actively participate and complete a course. Without clear goals or rewards, training is seen as a burden rather than a benefit.
Online courses grant students total control of how, where, and when they study. This is one of the greatest advantages of technology in education, but it comes at a cost – course completion relies on each student’s own attitude. Students must hold themselves accountable; they’re responsible for checking off tasks as complete, for sticking to deadlines, and for remaining disciplined throughout the course.
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4) No Management Support
Is your management engaged with employees throughout the course?
Without the buy-in of upper management, training programs can be devalued and deprioritized in favor of other projects or daily operations. This puts additional pressure on already rigid time constraints, eliminates what limited motivation trainees may have already had, and learners may ultimately drop out.
You need to ensure that you have management buy-in and that each manager is able to articulate why the course is important to the individual employee and the organization as a whole. You may wish to invest in some management training, to equip your managers with the information they need to help them encourage their team to sign up and complete the training. Tell them what they need to know in order to support their employees before, during, and after training.
5) Technology Issues
Are you providing learners the resources and tools they’ll need?
Without reliable access to the courses and infrastructure to support learners, training ultimately suffers, employees become frustrated, and course completion may not be in reach.
Newer generations of students are often assumed to be tech-savvy. But familiarity with social media or video games doesn’t always translate to the skills necessary for eLearning. Technology proficiency is necessary for any learners to complete their assignments and optimize all the functions of online learning system.
Low computer literacy isn’t the only challenge related to technology. Outdated devices and poor or slow Internet connection make the eLearning process frustrating, if not impossible.
6) Poor Course Design
Is your course user-friendly and visually appealing?
If you think that you can take your 15-year-old PowerPoint presentation, dump it into an eLearning format and have high completion rates, then you are sadly mistaken. Employees expect A LOT more than an online version of the same old PowerPoint that they have seen before. User experience also can greatly affect completion rates. Consider the way course materials are parsed and presented. eLearning courses becomes difficult when delivered in a lengthy manner without a variety of engaging content. Courses should be broken down into bite-sized modules, and visuals should be modern and not over-saturated.
7) Student Forgetfulness
What steps are you taking to remind your employees to complete the courses?
Sometimes employees (and even managers) simply forget to complete the training. When taking into account self-paced learning, time constraints, and lack of accountability by management, it’s no wonder these courses aren’t top of mind for employees. The Compliance and Ethics Program Environment Report reveals that 71 percent of organizations rely solely on email reminders to achieve training completion goals, yet email alone is rarely sufficient.
8) No Opportunity to Apply the Learning in Real Life
Is your course content relevant to your employees outside their jobs?
If learners don’t see the content as applicable in their day-to-day life, they’re more likely to become bored or uninterested, and the chances greatly increase that they won’t finish the course. You want to make sure that they won’t file your course under “Learn It Later.”
For instance, think about:
- How relevant is this to their everyday duties? Your learners should never feel like they are wasting their time.
- What is going to come of this? How soon? Your learners have certain expectations from your course. You have to fulfill these expectations.
- You created this program with your outcome in mind. But let’s switch this around--what's in it for them? Share that.