Online training gets a bad reputation. Training software that’s tough to use, training that doesn’t relate to the business, training with information overload, and training that lacks organizational support are just a few of the reasons why your employees might hate online training.
However, your employees don’t need to hate their online training, as each of the issues above can be easily fixed.
1. Training for the online training software?
There are hundreds of learning management systems in the market today. And, just like any type of software, some are easier to use than others. So, why not pick an e-learning platform that your employees can just dive into without any additional training?
The e-learning platform should be intuitive, with enough features to get the job done, but without so many that your employees need to be trained in how to use it. Try before you buy, and take advantage of any Free Trial that your online training software company might offer.
2. And, how does this relate?
Just finding some pre-fab training videos and uploading them into your LMS might seem like a cost-effective approach to training. However, if the videos aren’t specific enough to your company’s needs, you’re wasting time and money.
A better approach might be to create your own training videos and then create a video module within your company’s course management system. And, even if the video is of lower production quality than something created by a “professional”, your employees will appreciate the fact that the training actually matches what they do at your organization.
3. T.M.I. (Too Much Information)
Another reason employees hate online training is that there’s too much information. Try not to forget that your employees have a lot on their plate already. If the training consists of 50 hours of reading plus a 10 hour exam, your employees won’t be thanking you.
Instead, a good strategy to employ in online training is to use the concept of microlearning. With microlearning, the learning all takes place in bite-sized chunks. You get to the point…fast…and then, move on!
4. Too much screen time
According to Ofcom’s Media Use and Attitudes 2015 report, the amount of time spent online has doubled in the past decade. And, as people spend more time online in their leisure time, your employees may not want to add to that time when taking a training course.
In addition, age is a factor in how much time people spend on the internet 1http://www.digitaltrends.com/computing/age-matters-how-much-time-people-spent-online-in-2010/#:QsvF1OPFXMOzrA. And because of this, your own particular workforce might be more or less willing to have all of their training done online.
One approach that you could use to minimize the online training while still reaping the time and cost savings associated with online training is to use a blended learning approach. With this approach, part of the training will be completed online while part of the training will occur face-to-face, giving your trainees the best of both worlds.
5. Do you really care if I do this?
Employees can grow to hate their online training if there isn’t support from their managers. If an employee gets the message from their own manager that the training is a waste of time, the employee will certainly resent the training.
Instead, managers should give clear messages to the employees that the training is important. In addition, employees can be given incentives or rewards to complete the courses. Providing some sort of organizational recognition, whether in the form of a certificate or a gift card are both low-cost, yet powerful ways to show the employees that they have the support of the organization.
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