Times have changed and so have the needs of learners and their learning patterns. eLearning has brought learning to people at a speed that ensures flexibility in terms of self-paced learning, and adaptability while accessing information and training material on various devices. While online training has ensured easier ways of training, poor course completion rate is an issue that cannot be neglected in corporate training. Today, organizations are always on the lookout for ways to improve comprehension and retention levels of their employees, and this is where micro-learning plays a significant role.

Nowadays, as millennials form the majority of employee strength in any organization, their training needs should be looked after as well. These millennials demand training that is informal, customized to their needs, accessible on demand, and available in interactive formats.

Basically, an average learner cannot retain focus for long and has become accustomed to consuming small pieces of content in shorter bursts of time. Therefore, as corporate training requires knowledge retention among employees, micro-learning is an absolute tool that facilitates this by helping them digest important information in small chunks.

So, here are five reasons to opt for micro-learning for corporate training:

  1. Effective learner engagement

Effective learner engagement

Considering the attention span of humans is as short as eight seconds (lesser than that of a goldfish), it is a challenge to provide important information to employees that can be easily digested and retained for a longer duration. Micro-learning enables employees to learn in stretches of 3-7 minutes, which matches the working memory capacity and attention span of humans. Moreover, these short modules can be effectively accessed on tablets and smartphones. So, with more and more corporate organizations opting for mobile learning, the demand for micro-learning is also increasing.

  1. Just-in-time access to information

Just-in-time access to information

Micro-learning is the ideal way to provide just-in-time training and information to employees. These micro-learning modules can be of great support for teams that are a part of fieldwork. For example, sales, offline marketing, technical support, machine or system installation teams, etc.

  1. Personalized learning

Personalized learning

Micro-learning modules are designed to cater to the specific needs of learners. Offering solutions tailored to the requirements of employees via micro-learning makes it a more personalized learning process. This is because they can specifically choose what they need and proceed with the training course accordingly, without investing their time on modules that are not relevant to their work.

  1. Multiple ways to use short modules of training

Multiple ways to use short modules of training

Micro-learning modules created for various subject-matters can be clubbed into an eLearning course curriculum. For example, you can put CRM training modules together as an eLearning course to train sales and marketing teams on its features for process automation. Hence, these smaller chunks of information can be re-purposed, re-used, and combined as per learner requirements to provide them with effective training.

  1. Course development in lesser time and at lower costs

Course development in lesser time and at lower costs

According to Learning Architect, Ray Jimenez, micro-learning courses can be developed in 300% lesser time and at 50% lesser cost than traditional courses. Not only do they make the transfer of training more efficient, they also improve learner engagement with bite-sized interactive modules. Unlike traditional classroom training methods, it is easier and less time and resource-intensive to update digital information in micro-learning modules.

To summarize, micro-learning is the process of delivering large pieces of training in the form of smaller, digestible chunks of information. Providing training through micro-learning goes a long way in ensuring knowledge retention among employees. One of the best elements is that these tiny learning nuggets can be re-used and re-purposed based on the learning requirements, and thereby reduce the training costs for new hires and employees in the long run.

We, at eNyota Learning, deliver quality training modules that empower learners with quality learning experiences. To know how we do it, connect with us today!


Nowadays, training companies and corporate organizations have abundant off-the-shelf training courses options available to train their employees and learners. Not only are these courses readily accessible, but they are also economically available. However, as we all know, not everything that’s cheap and easy to access gives the best returns on investments. In this case, the issue is the efficiency of these courses. Although these options spoil you for choice, it is important to know if these are pre-developed or can be customized as per the learners’ requirements. In this blog, we give you five concrete reasons to invest in custom eLearning course development. Check them out below!

  1. You know your needs better

You know your needs better

There may be hundreds of authors who may have created training courses covering topics related to your domain of work, basically the topics that you may want to cover while training your employees. However, their understanding of your organization’s goals and objectives for providing employee training is lesser in comparison. In fact, these goals and objectives are unique to every other organization and hence, this demands eLearning courses that are customized to the requirements of the learners/employees. This ensures that they are more relatable and relevant to their work. On the other hand, readily available courses will not do justice to the learners for the time they would spend on these courses. These may help them develop their skills and knowledge to an extent, just like these would help the employees of your competitors. In this case, there is a negligible chance of getting an upper hand for your employees in dealing with market competition. Hence, custom eLearning course development becomes a reliable solution to train your employees for the competitive market outside.

  1. Custom eLearning eliminates the thought of ‘one-size-fits-all’

Custom eLearning eliminates

This is an inference that is evident from the first point above. An external author of an eLearning course would never know about your organization as much as you. The first-hand knowledge and information about the organizational structure, needs, target audience, etc., can be utilized to build courses that are directly related to an organization’s business needs, thereby eliminating irrelevant material that may divert the attention of your learners. For example, a training course on HR policies for induction of new employees will be of good use only when it speaks about policies related to your organization instead of general policies that are addressed in readily available training courses. Also, your organization may have a certain set of policies that may not be a part of the general training course. Hence, custom eLearning courses makes it easy for the organization to maintain clear communication with their employees.

Also, custom course development can save the time of your employees by avoiding the need to go through topics that are irrelevant to their work. Moreover, if anytime the training requirements increase, training material can be improved as per the requirements.

Custom course development gives you better control of what information needs to be shared with your employees and what shouldn’t. This also enables you to monitor and evaluate their performance during training.

  1. Not everything is covered under the generic tag

Custom elearning eliminates

There can be some requirements of your organization that will not be a part of the ‘generic training course’ regardless of how relevant the course is for your employees. This is because no commercial course can know the exact business needs of your organization. Also, there are certain elements that no commercial courses can cater to. Hence, custom training content cannot be avoided for such requirements. Even in the case of compliance training, some customization in training content is necessary as different businesses might have varied needs even though they belong to the same industry.

  1. Knowledge retention is an added advantage of custom training course development

knowledge retention

Custom training course development requires you to gather operational knowledge from inside the company to present it in the form of a training course that enables you to understand your business processes and day-to-day operations in depth. Besides, by adding this process-related information as content for your LMS courses, you’re improving knowledge retention by capturing and storing useful knowledge and techniques used by current employees for later use by your future hires. This becomes an added advantage for the long-term success of your organization and that too at zilch additional cost for creating your own customized training courses.

  1. It’s not an option to be picked.

It is not an option

You need not choose between custom eLearning course development and pre-built commercial courses. In other words, a combination of the two works the best. The commercial pre-built courses will get the general training topics covered and custom courses will capture your unique organization requirements and competitive advantages. In fact, a Learning Management System like Abara LMS will help you provide bespoke courses to your learners with its intuitive web-based user-friendly interface.

Hence, looking at these advantages, custom eLearning course development is worth the effort and investment, as it not only resolves and caters to the current business, training, and learning needs of the organizations’ employees, but also offers long-term benefits for the organization.


Staying connected with learners after the completion of their eLearning courses is a challenge that most training and corporate companies are facing nowadays. Basically, learning doesn’t stop with the completion of these courses, and you do stand a chance to leave a long-lasting impression on your learners by keeping them engaged even after their courses are over. In this article, we present to you eight interesting ways to engage learners after completion of their eLearning course and turn them into your lifelong learners.

  1. Follow-up courses

Follow up courses

Offering follow-up courses to learners who are self-starters and driven by the idea of gaining knowledge from all directions work a great deal in keeping them connected for upcoming or future courses. These follow-up courses allow them to develop skills and improve their proficiency at their own pace. A learning management system makes it easier for you to recommend such courses to the right set of learners. LMS reports can also help you monitor their progress from time to time and thereby, enable you to provide relevant solutions like certifications to help learners move on with the courses.

  1. Live events

Live events

Hosting live events are a great way of making direct interaction happen with learners. Conducting live question and answer sessions will help them in clearing their doubts and facilitate the exchange of knowledge in real-time. Also, recording these sessions can be fruitful to help learners who couldn’t make it to the live event. Synchronizing these sessions or events with your social media pages enables learners to stay connected and informed., not only about ongoing events/sessions but also about upcoming courses.

  1. Social media groups

Social media groups

Creating exclusive social media groups for learners is highly beneficial to spark online conversations and discussions related to the courses. It provides a platform for learners to exchange valuable resource links, information, and share peer-based feedback.

  1. Self-paced certification training programs

Self-paced certification training programs

Learners love to get certified for the skills they develop and knowledge they gain through eLearning courses and training programs. Online certification courses give importance to practical skills, tasks, and topics that help learners to appear for the exam and receive certificates that can aid them in their career path. Hence, offering these self-paced certification courses based on learners’ objectives can help you engage with them.

  1. Micro-learning library

Micro-learning library

Building a micro-learning library online with bite-sized training materials and learning assets will help learners to access information in digestible chunks. This helps you in two ways:

  • It keeps learners engaged long after the courses are completed, and
  • It keeps your brand name fresh in their minds.
  1. Monthly newsletter

Monthly newsletter

Sending out monthly newsletters to your learners keeps them informed about ongoing and upcoming courses. Through this, you can also initiate new topics for discussion that can engage learners. One important thing to keep in mind here is to ensure that it inspires learners and offers them valuable inputs or content. Having special newsletters from Subject Matter Experts can be of great value for learners and will provide them with engaging and interesting content. However, newsletter emails should also allow learners to opt out of the newsletter subscription as you would not want to force them into taking interest in your learning updates.

  1. Feedback is crucial

Feedback is crucial

Learners want to know that they are heard and their inputs and opinions are valued. Online learners are more likely to engage when you request for their feedback and give importance to their opinions. Conducting surveys and sharing questionnaires are a just a few ways to gather feedback from online learners. Inviting learners to participate in online discussions for the development of upcoming learning courses can also be an effective way of collecting feedback. This will allow you to understand the areas that need improvement and thereby, enhance the quality of content and learning experiences delivered to learners.

  1. Podcasts and online video series

Podcasts and online video series

Video series that cover new topics every month can generate interest among learners to follow your channel. Uploading or linking these videos on your website can help you reach your target audience and attract new learners along with keeping the existing learners engaged. Adding schedule details on the website for the next video or podcast can further attract new learners and improve engagement.

These are some of the effective ways to inspire, engage, and interact with online learners. They will also help you in attracting new learners and keep their interests alive for upcoming eLearning courses and endeavours.

To know more about how we, at eNyota Learning, build courses to drive learner engagement for our clients, feel free to connect with us today!


How often have you thought of engaging your online learners prior to the commencement of their eLearning course?

Most trainers want to engage their learners before launching their training program for increased participation, better knowledge retention, establishing a personal connection, and ensuring a smooth learning experience for learners.

Even though the learning takes place online, trainers can still interact with their learners. From the numerous ways that are available for interacting with learners and motivating them before they take their courses online, here are seven easy techniques:

  1. Emphasize the benefits of active participation

Emphasize the benefits of active participation

Online learners opt for eLearning courses and invest their time, effort, and even money. This makes it important for trainers to share the overall benefits of taking the eLearning course. ‘Is it really worth it?’ is a common question that comes to the minds of learners before they sign up for any eLearning course. So, trainers should share the benefits and takeaways of the course before they sign up for the course and tell them what to expect. State the objectives of the course, the problems that will be addressed during the course, and how it will improve their lives with clear communication. Also, ensure that they are aware that active participation will help them achieve most of these objectives. This will enable trainers to have a clear understanding of who all are genuinely interested in the course and who may not be interested in continuing with it.

  1. Discover what motivates your learners

Discover what motivates your learners

Each one of us has something that drives us to learn and motivates us to achieve our goals and objectives. Trainers need to find such sources of motivation for their learners. While some learners might find motivation in being rewarded for their efforts, some might believe that eLearning courses will help them resolve some issues in their lives. Conducting surveys, group discussions, and online discussions can help trainers to understand what motivates their learners at depth.

  1. Involve online learners during the development process

Involve online learners during the development process

Online learners want to be heard and like to know that their ideas are valued. This makes it imperative for trainers to reach out to their learners and gather their feedback right from the very beginning. Surveys and questionnaires are effective ways of gathering inputs from learners to improve the eLearning experience for them. Involving learners and asking for their inputs gives a sense of ownership to them as their suggestions are considered while designing the eLearning courses.

  1. Share the incentive plans with them

Share the incentive plans with them

Sharing incentive plans and rewards with learners prior to the course gives them sufficient time to get excited about competing with their peers. It’s good to share these details with them in advance as learners can clear their doubts beforehand and avoid any ambiguity. Leaderboards are a good example for motivating learners to aim for higher ranks in upcoming courses. Sharing the aspects that will be considered to monitor the performance of the learners can also be helpful for learners to prepare for the course in time.

  1. Keep learners updated about the new courses and eLearning events

Keep learners updated about the new courses and eLearning events

Involving learners in course design and sending updates related to the progress of the course design keeps learners informed and their excitement alive. These updates can also be about an upcoming eLearning event, a webinar, a new upcoming course in line, etc. These updates can be shared via emails, newsletters, or meeting invites. Doing this helps trainers to create a buzz about the courses and build the interest of the learners.

  1. Reveal teasers of the course before the course starts.

Reveal teasers of the course before the course starts

Learners enjoy teasers of courses they are about to take. As it provides them some details about the course, they will be interested in knowing more about it. Trainers can add a pop-up or opt-in where learners can sign up to receive teasers and pre-launch information related to the course. Here, the trainers can reveal the course related information one by one. They might want to retain some information as a mystery to keep the learners engaged and interested to take the course. If done properly, these little snippets work wonders to engage learners.

  1. Be transparent about objectives of the course and learner expectations

Be transparent about objectives of the course and learner expectations

It is important to be transparent and clear about the goals and objectives of the course with learners as some of them may have already taken an eLearning course and might have come across some surprises, which they would not want here. This can help trainers to avoid disappointing learners and setting their expectations right before the commencement of the eLearning course. Learners should be made aware of what they must do to make the most of the course. Giving them a gist of each step in the course will help them prepare for it ahead of time. Specify how much time they should invest in each course module or topic, how often they should have group discussions, and how should they go about learning by themselves at their own pace.

These seven simple ways to engage with learners can help trainers to get more participation from their audience. It is important for trainers to reach out to their audience on a regular basis and also remain fresh in the minds of their learners to make their training a success.

For any custom eLearning course design and development related queries, connect with us today!


‘Great leaders focus on developing people’s capacities rather than their limitations.’ – Leithwood ET AL.

Organizations are run by people who are highly motivated to make things happen. The growth of an organization is dependent on its employees. In an organization, the learning curve of employees plays a major role in determining overall progress. This demands a culture of learning for all. A learning culture is an accumulation of organizational values, practices, conventions, and processes that are laid out for the development of employees on both, professional and personal fronts. These values and conventions encourage employees to develop knowledge, expertise, and competence.

Why should you do it?

Having a learning culture encourages organizations to promote continuous learning. Constant learning motivates employees both professionally and personally, as it gives them the opportunity to grow and improve consistently for the better.

Why should you do it

Here are a few advantages of cultivating learning culture in an organization:

  • The triple benefit of increased efficiency, productivity, and profit
  • Enhanced employee satisfaction
  • Motivated mind-set of employees
  • A sense of ownership and accountability among employees
  • Smooth transitions due to constant learning
  • An atmosphere of sharing knowledge and inquiring information
  • Improved ability to adapt to changes among employees

Learning can be made effective for employees when it is kept more relevant to their field of work and business. It is also suggested that you conduct collective learning exercises instead of employees learning individually. This helps employees interact and mingle better, thereby building trust, developing mutual understanding, and improving coordination within the teams. Shared learning practices enable organizations to solve issues efficiently and develop a culture of sharing knowledge and contributing towards mutual professional growth.

learning can be made effective

How can you do it?

Creating a learning culture at your workplace must start with your leaders. Since leaders are responsible for carrying out training initiatives, their support and involvement in creating a learning environment is necessary.

Here are some quick and easy ways to establish a learning environment in your organization:

  • Make training and development mandatory for all. It is important to formalize training for all individuals in the organization to ensure the learning culture forms a strong foundation within the organization. Training and development programs that are not made mandatory for employees undergo the risk of being neglected, and at times, may not even be implemented.
  • Recognize the efforts and initiatives taken by employees towards learning new skills and capabilities in the organization. Encourage other employees to also follow suit.
  • Take feedback from employees on all learning initiatives taken up by the leaders/management. Evaluating the benefits of these trainings and development initiatives will help in analyzing the ROI of efforts and expenses made on these training programs.
  • A major outcome of training is having employees who are prepared for a bigger role. Thus, it is important to encourage individuals to gain knowledge through training for their growth within the organization.
  • Formalize information and knowledge sharing as a process within the organization. This will ensure that employees who require training/ knowledge/ information for any of their tasks, get it whenever necessary.

A learning environment ensures that the employees of an organization are competitive and growth-driven. In today’s highly competitive business environment, employees are required to stay updated with the market trends and business requirements that vary from time to time. Hence, creating a learning culture will help employees outperform competitors via easy access to the necessary knowledge and skills.

Considering the recent advancements in digital technology, it is imperative for organizations to cultivate a learning environment to keep their business growing organically and achieving goals.


Business mentoring programs have a major role to play in running a business successfully. These programs bring the less experienced employees and more experienced ones together, and do nothing less than wonders. Mentors have the ability to boost learning processes by sharing their personal experiences, insights, and learning with other employees. Moreover, their valuable inputs, advice, feedback, and support are of great advantage for the employee’s learning and development.

Why do you need a business mentor?

Business mentors are required to share their experiences, and guide less experienced colleagues with valuable feedback and reassurance. Apart from this, mentors can help colleagues with access to networks and resources for their better understanding and experiences. These eventually contribute to the professional growth and career of employees.
business mentor

There are two main reasons why employees need a business mentor. They are:

  1. Mentors are always open to providing free guidance to help employees progress in their career. Mentors can help aspiring executives jump-start their career by sharing their first-hand experiences. Moreover, their crucial anecdotes and snippets of wisdom cannot be found anywhere else, but from them alone.
  2. Business mentors can be of great advantage to employees with high-potential. While employees are required to learn from their own experiences, having a business mentor will help them speed-up their learning process and make new mistakes that result in new learning. A mentor’s valuable guidance can help employees avoid epic failures, while still getting to learn lessons.

Here are five steps on how to start mentoring programs at work:

  1. Identify and State the Program’s Objectives and Purpose

identify-and-state-the-programgcos-objectives-and-purpose

Any training program requires a predefined objective. A mentoring program also has an underlying goal that should be achieved by the end of the program. This could be improving employee retention, teaching a particular skill, or an improved induction process for new hires. You must also ensure that these program objectives are well-defined, and communicated to the employees who will be a part of it.

  1. Set up a Mentor-Mentee Pairing Process

set-up-a-mentor-mentee-pairing-process

After your business mentoring program goals are defined, the second step is to pair up mentors and mentees for the program. This is a big challenge as a lot of effort is required to pair a mentee with the right mentor as this pairing needs to be ideally the best match. How would you do this? Begin with defining the criteria for the selection process. Start qualifying the mentors and the mentees, and identify the pairs based on the criteria defined.

Technologies such as apps or algorithms may be of some help to pair up employees. Ask both mentors and mentees to fill forms, and you may make pairs based on the information they provide in the forms. If you are adopting a mentoring process from another organization, be mindful that there is no standard or magic formula to pair up employees. What may have worked for the other organization, may not work for you. Hence, adapt processes as per the needs of your organization and then implement them at the workplace.

  1. Add Formal Training to the Program

add-formal-training-to-the-program

Formal training activities like webinars/seminars, workshops, or online training courses should be included in the mentoring program. It lays the foundation of competencies on which the mentoring program will be created. Both the mentor and the mentee must be trained on the benefits of the program. Also, the mentees must be made aware of the skills that will be observed and developed during the program.

  1. Communicate the Program to the Participants Properly

communicate-the-program-to-the-participants-properly

Having defined the goals and objectives of the program at the very beginning, these then need to be properly communicated to the mentors and mentees. It will help in setting relevant expectations about the program through the right communication channels, and thereby, help in attaining the goals of the program. Make sure that expectations are managed well. To be specific, have a clear line of communication with the mentor regarding what the program is about, its purpose, and its benefits/impact on establishing the framework for sustainable mentoring programs at the workplace. Make the mentees aware of what to expect from the program and the business mentors.

  1. Evaluate the Program

evaluate-the-program

Evaluation of any program is crucial for comparing the efforts taken and the goals achieved. Basically, evaluation forms the base of measuring the success of any program with respect to the objectives set at the very beginning. Evaluation factors can be measurable, such as an increase in sales, and can also be immeasurable like better employee behavior, employee competencies, etc. A business mentoring program can also be evaluated by measuring or assessing the overall organizational results. If the objective defined in Step 1 was to improve employee retention, has this objective been achieved at the end of the program? Has the attrition rate reduced? These are some of the questions that need to be answered during evaluation to calculate the level of achievement of the mentoring program.

Implementing all these steps in an orderly manner in a business mentoring program will greatly help the career progression of employees. Mentoring programs also ensure smooth employee onboarding, training, and development, besides channelizing a follow-through mechanism for any training initiative in the organization.

Hence, having a business mentoring program for your employees will contribute towards both, the employees’ development, and the organizational growth.

If you plan to implement a training program for your employees, read our blog titled Improve Your Sales Training in 4 Easy Ways using a Blended Learning Approach. If you have any queries, feel free to connect with us!


The eLearning industry has taken learning to an entirely new level in terms of flexibility, cost-effectiveness, and accessibility over the past few years. Many organizations have transformed their businesses with eLearning. Any business/organization requires trained employees for their business to grow and hence, the need for online training exists.
Training employees has come a long way from traditional training methods like classroom training. Today, training employees on various subjects and providing on-the-job learning experiences has become an automated process. However, it is important to measure its efficiency to ensure the training courses are working for that particular set of learners/employees. It could be possible that a few training courses are well-designed with excellent features but are not right for the chosen set of learners. Hence, measuring the effectiveness of eLearning courses will help training managers to decide whether these eLearning courses are effective for their teams.

What makes eLearning effective

What makes eLearning effective?
Effectiveness of eLearning courses depends on various parameters. When eLearning helps companies achieve the defined goals and business objectives such as increasing the ramp rate of product revenue, increasing the turnaround time, improving customer satisfaction, enhancing productivity and efficiency of the employees at work, the eLearning is said to be effective. Measuring the effectiveness of eLearning courses can be done by analyzing the impact of a certain training course on the learners. There lies no benefit in providing the most expensive eLearning courses to your employees if they cannot help them enhance their productivity at work and help them do well in their jobs.
Here is a checklist to measure the effectiveness of your eLearning courses:

  • The Result or Outcome
    The first in the list is to check the overall outcome of eLearning. It is important to align the outcome to your eLearning objectives. For example, employees undergoing a certain training should able to achieve certain goals as a desired outcome of the training. The eLearning course won’t be considered effective unless it fulfills the purpose as defined.
  • Knowledge Implementation
    Another aspect that is a must for the eLearning training to be effective is to measure how well the learners are using their knowledge at the workplace. Your eLearning courses must aim at not only sharing knowledge with the learners but also helping them improve their decision-making skills and responding to real-life situations likewise.
  • Perceived Learning, Skills, and Competency
    A good understanding of the learning perceived by the learners, their acquired skills and competency can be helpful in measuring the effectiveness of your eLearning training. Comparing these aspects with their previous perceived learning, skills, and competency gives a fair understanding of how effective your eLearning courses are for their overall productivity. If a considerable improvement is seen in these aspects, then your eLearning programs can be considered effective.
  • Attitude
    The effectiveness of eLearning courses can also be determined by the levels of interests shown by your learners for the program. An effective eLearning course will attract more learners for further courses as they would want to train themselves better in various professional fronts. Ineffective eLearning programs would not lead to learners wanting to take more courses.
  • Learner Satisfaction
    Satisfaction of learners also counts for effectiveness of an eLearning program. An effective eLearning program needs to be designed in a learner-centric way such that it gives them a satisfying learning experience. The knowledge shared with the learners should be relevant to their job and which can be implemented at workplace. This will enable them to assess their knowledge and improve in the required fields of work. An effective eLearning course will offer a high level of learning satisfaction to its learners.
  • Skills Acquired
    The skills acquired by your learners after taking an eLearning course has a direct correlation to the effectiveness of the program. It would be ineffective if they do not acquire any skill even after taking the eLearning program.
  • Learning Content Retention
    eLearning programs need to be designed in a way such that they are not only provide the required knowledge and skills to the learners but they also provide content that is easy to retain for a long period of time. Even an excellent eLearning course is of no good use if its content is difficult to retain for the learners.
  • Completion of Courses
    The number of learners who have taken the eLearning courses and completed it also forms an important aspect of measuring the effectiveness of an eLearning program. Many times, due to various reasons like less engaging content, lack of relevancy of content with the learners’ profiles, etc., learners do not complete the courses. When the number of learners who do not complete the course is high, it shows the ineffectiveness of the eLearning program.
  • Learner Motivation and Engagement
    Effective e-learning motivates and engages the learners. Courses need to be engaging, motivating, and learner-centric to provide them with a good learning experience. Use of graphics, videos, quizzes, and games are a few ways to keep your learners engaged to make the eLearning course more effective.
  • Cost-effectiveness of eLearning Courses
    One way to measure the effectiveness of the eLearning course is to compare the cost taken to create an eLearning course and the impact or result it has produced. If the results are satisfactory and the eLearning courses have helped the learners to improve their skills, knowledge, and productivity, the courses are termed as effective. Measuring the ROI of these courses can also help you analyze the overall effectiveness of the courses.

If you have identified similar issues with your eLearning courses or have come across certain responses of learners towards the courses you conduct, it’s time to analyze the effectiveness of your eLearning programs based on the parameters mentioned above. If you have any queries related to any of these aspects, comment below or connect with us today!


A blended learning approach can be defined as a strategy that combines the personalized attention of traditional learning methods with the flexibility of digital methods. This approach emphasizes on improving the levels of learning achieved through face-to-face or online courses through blended instructions.

When it comes to training your sales team, there are multiple aspects that you need to consider about their job as it’s not an easy one. Sales professionals are required to multitask to be successful in their jobs. They need to aggressively source new businesses, engage in quality customer interactions, and manage reports to achieve their targets. Their job demands thorough knowledge and understanding of the product and services your organization offers to your clients. Complete information should be at their fingertips to be able to talk to their potential customers.

Sales Training

An organization expects quality output from their sales team based on the targets defined for each of them. This can be achieved efficiently when they are trained well. However, we are aware that the sales team is constantly on their feet, and providing them with fruitful training becomes a challenge to the organization. They not only need to be trained on useful product information and market insights, but also on soft skill development. Hence, your sales learning strategy needs to relate to these aspects in detail.

Ideally, a sales learning strategy should provide a blend of all these three factors, packaged in a way that catches the attention of sales professionals who are mostly running short of time. Blended learning is an effective way to meet all your sales training needs. Here is how this can be done:

  1. Efficient use of employees’ time.
    Efficient use of employees time
  2. Provide your sales team with digital notes and training material well before you conduct a classroom training session with them. You can utilize the valuable time of classroom training to further build and improve their understanding of the knowledge gained from the digital training material. This ensures that the team is progressing in the desired direction of learning and are also gaining practical insights on how to put that learning to use. Clearing their doubts about the digital material also happens in real time and this makes the training timeless and impactful.

  3. Sharing of information just-in-time.
    Sharing of information just-in-time
  4. While on the field, sales employees are on their own. There is a possibility that they may not be able to give their best when they are about to meet a big client. During such times, recollecting classroom training knowledge can be difficult. In such a situation, having just-in-time information on mobile devices can provide the required performance support to the team. These short mobile courses can help them quickly run through their classroom or e-learning course material to back their meeting with factually correct information. It gives learners need-to-know information in tiny and digestible bites that are easy to read and absorb. This also increases knowledge recollection and improves the chances of closing the sale.

  5. Up-to-date learning.
    Up to date learning
  6. The advantage of including digital learning in blended learning is that it provides the latest information and learning updates in no time. Organizations dealing with products can make the most out of this as products get outdated within a very short time. New versions and modules need to be updated at a faster pace that makes it difficult to go by the traditional learning approach. An LMS is a good means to update courses effortlessly with just the click of a button.   This ensures that your entire sales team has access to the latest courses and information at any given point in time.

  7. Benefits of both, classroom and digital training.Benefits of classroom and digital training
  8. Classroom training provides sales professionals the space to enact sales-scenarios using role-play games. These encourage them to conduct quality discussions with peers to frame an effective sales-strategy and also develop an analysis of competitors. eLearning courses, on the other hand, make it easy for the learners to grasp information through the effective use of multimedia like videos, audio, infographics, animations, etc. Hence, blended learning brings the best of these two methods of learning together, making it an extremely effective medium for providing knowledge and quality training.

So, if you are opting for a blended learning approach to train your sales team, prepare a fair blend of training courses and material to overcome most of the challenges faced in training sales professionals. To know how you can ready your sales force for the harsh market outside using a blended approach, connect with us today.


“Design is not just what it looks like and feels like. Design is how it works.” – Steve Jobs

Do you agree?

Designing has a lot to do with how well one understands people. The art and science of designing has recognized behavior patterns of people including their habits and actions in their everyday life. Design is as good as the level of understanding designers have about their people. Designing eLearning or online training courses is a lot about paying attention to detail, keeping in mind the psychological behavior of the learners. Use of effective images, videos, and content have an important role to play in measuring the overall efficiency of learning programs.

Understanding the reasons behind what people do, gives designers the insight they need to ensure the right information is shared with them, and the right message is conveyed through the eLearning content.

Online Learning

Good design forms the foundation of your eLearning courses to create effective learning solutions for your learners. It is important to understand the tendencies of the people interacting with your training courses so you adequately address their needs.

Susan Weinschenk’s book, 100 Things every designer needs to know about people has brilliantly communicated the importance of having a clear understanding of people while you work on eLearning designs. The book subtly helps you tap into the psychology of your learners to change the outcome of your training courses through thoughtful design. Out of these 100, we bring to you the 8 most important things that will help you understand why learners behave in a certain way, and how you can increase the effectiveness of your eLearning courses.

#1 – Familiar faces help.

Familiar faces help

People respond to familiar faces or people who look like someone they know or think they know. In short, people like people. Use of images, graphics, texts and messages from leaders, or graphics/animations related to your learners’ profile can enhance engagement and make the training more effective.

#2 Stories are compelling.

Stories are compelling

Presenting data in large chunks of information leads to information overload. Supporting your eLearning with a story will help illustrate your content to convey the message more effectively. Sometimes data can be misinterpreted which is least desired by any organization. Stories help in presenting information in a clear manner, ensuring emotional involvement of your learners, and a more active participation as well. This gives them an effective learning experience.

#3 Use information or lose information.

Use information or lose information

Our brains cut short information that is not required or of no use, in order to make room for new and more relevant information. Good eLearning design thus provides learners the chance to use new information so that it is stored and retained for longer. This involves repeating the information, allowing application of the information, and relating new information to existing knowledge. Understanding of the existing level of knowledge of your people helps in creating information that is relevant and useful for them.

#4 First impression matters.

First impression matters

People make judgments about everything they see based on how it looks and feels. Hence, creating an impeccable first impression is crucial to get your learners attention and gain their trust. A lot of attention needs to be given to the presentation of information and overall look and feel of your design. Even though it is important to ensure the design works best, it is also important to present it in the best possible manner for the design to work i.e. conveying the right message and making it last for long. The use of right fonts, images, layout, and navigation is critical here as these need to draw the learners in and not deviate them from the training.

#5 Order and organize information.

Order and organize information

You may have designed numerous courses but weren’t happy with the results. Why do you think that is? Perhaps the data wasn’t organized in the right order to make its way to the learner’s brain. Organizing and managing your content in the right order can help your learners extract the right message from the course and make it less likely for them to form their own perceptions that may not be right.

#6 Keep the fun quotient alive.

Keep the fun quotient alive

Fun, excitement, and surprises are a great way to grab your audience’s attention and keep them engaged in the course. Adding fun and engaging elements such as weaving a story using the story-arc model, interspersing interactivities and questions with a gamified touch, creating a dynamic, vibrant, and enthusiastic narration with a little humor, using interactive discussion boards for enabling incredible social learning experiences, etc. are great ways to grab the attention of your learners. These help learners develop different perspectives to a situation and interact with the world. Incorporating new ways of looking at information that learners may have come across repeatedly, pleasantly surprises them and broadens their outlook, thereby making it easy for them to remember that information. However, a balance of consistency and surprise is required for the design to be relatable, yet unique in some way.

#7 Retention of maximum information.

Retention of maximum information

It is difficult to retain a lot of information. Hence, it is important to prevent learners from filtering information from the training you have designed. For this, you must make the learning targets prominent and impossible to ignore. A few things like increasing the font size, changing colors or including a bit of animation can grab the attention of learners to the decided learning targets. eLearning design also gives importance to using tiny details such as using bullet points to breakdown information into digestible pieces.

#8 Progress is always encouraging.

Progress is always encouraging

The feeling of achieving something has a great impact on one’s approach. Who doesn’t want to succeed in anything they attempt to learn? We all love to see ourselves growing and improving. Hence, progress reports that update learners on a regular basis about their achievements and goals, are of great importance. Providing learners this information will encourage them to continue and complete the course they have taken up.

All these aspects form an integral part of eLearning design. Meaningful, engaging, and successful eLearning experiences are created with a thorough understanding of these 8 principles.

If you want to know how we can help you make your eLearning design more engaging and meaningful, get in touch with us today! For any other information about our eLearning services and solutions, connect with us here or follow us on Facebook , LinkedIn and Twitter.


Employee retention has now become a prominent issue in large organizations. There is no dearth of good opportunities for qualified candidates and getting the best candidate onboard is a mammoth task in itself. What lies beyond this effort is retaining them. Attracting talent and getting them to stay is a big challenge for organizations today.

The stats reveal that it costs 150% of a mid-level employee’s annual salary to replace them. And the cost increases with seniority. Hence, employee retention turns out to be of great importance. The below graph shows the Cost to Value of an employee in an organization.

Chart

From the above graph, it is quite clear that if an employee quits the company soon after joining it, it can prove to be very expensive for the organization as the organization is back to square one and the entire process of recruitment-onboarding-training will have to be redone. Such increasing attrition rates lead to reduced profitability of the company as a lot of time and effort goes into hiring new candidates at a high frequency.

So, how do you retain employees?

One of the most effective ways to achieve this is through eLearning. Employees who believe they are not getting proper training and learning opportunities in an organization are likely to look for better opportunities in other organizations as compared to companies that offer excellent training programs.

Qualified candidates don’t just look for higher salaries—they also look for professional growth in terms of acquiring new skills. The brutally competitive nature of the market today pushes the recruiters to a huge extent to get the right candidate onboard and hence, it becomes imperative that the organization offers everything it can to retain good talent.

Here are 5 ways robust eLearning can help with employee retention and utilize the talent development platform to its maximum potential:

  1. eLearning over traditional learning

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eLearning courses are comparatively more flexible than traditional training. It allows employees to get trained as per their convenience—whether they are sitting at their desks or while on the move. Use of attractive and interactive learning elements such as animations, infographics, videos, etc. make it more appealing for employees. This, in turn, pushes them to give their 100% and have a better understanding of the subject, along with a good eLearning experience. Customized training courses as per your recruitment training requirements allow employees to feel positive and connect with the organization in no time. This encourages employees to stay loyal to the organization for a long time as they do not feel left out at the beginning.

  1. Quality of training equals the quality of productivity

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Training employees through tried and tested training courses that comprise sound instructional design principles help retain information and skills among employees in a much more efficient way. The better the training, the better the productivity. Providing effective training to employees corresponds to improvement in their skill-set and boosts overall performance. Employees with a target-based job can witness a huge improvement in their numbers, as effective training empowers employee satisfaction and makes it a preferable place to work for them.

  1. A step ahead of learning and growth in the organization

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It is rare that salary is the only reason why employees leave an organization. There are various other parameters which can result in loss of interest among employees to work in an organization. These include a platform to learn and improve skills, professional growth that maintains their excitement of working, and opportunities that are created for them to move forward in the organization. Employees who see further development in their skills, also see a future for themselves in the organization and hence, their retention becomes easy.

  1. Empower employees and boost their morale

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Stagnancy in work and learning in an employee’s professional journey is a demotivating factor for them to continue working in the same organization. New and dynamic training programs that engage employees with the organization are a good way to break this monotony.

Quality training courses increase employee morale, creating a virtuous circle.

Great training –> high employee morale –> high engagement levels –> better productivity –> employee satisfaction –> reduced attrition rate –> repeat.

  1. Develop a standard, well-structured training system that is flexible

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Training is the core component in working relationships and retaining your employees. Hence, a great learning system with a thoughtfully planned structure in place should be the primary concern of an organization.

The flexibility of these online training programs encourages employees to take up training any place, any time. Hence, this ensures that your training provision is of the highest possible standard. This elasticity also enables employees to start from where they left off the last time and not miss out on any training session.

Conclusion

It is well known that majority of organizations do not have a proper training system in place and conduct onboarding training for employees while they work, resulting in high attrition rate. Hence, offering flexible, effective, and well-structured training programs to employees is crucial for organizations. This will ensure they get the right talent and build a team that not only believes in the organization but also want to stay with it for a long time ahead.