How engaging is your online training?

Do your employees connect with the training you provide to them?

Have you ever measured the real value your eLearning courses are offering to your employees?

Employee Training

Every organization aims at developing online training programs that are worth the investment. However, not all succeed in measuring the efficiency of these training programs with regard to the skills and knowledge these must provide to the employees.

In any online training course, learner engagement is a crucial parameter to analyze the efficiency of the training program. Effective online training experiences help employees bridge gaps, build necessary skill sets, and improve overall productivity. The content of the course is responsible for driving the interest of the learners and helping them establish a personal connection with the training content. The simple logic of relevancy applies here. If the training course content is relatable and relevant, it is easy to memorize. Hence, this translates into increased learning ROI for the organization.

Here is a step by step guide to creating relatable, memorable, and meaningful online training courses.

Step-01: Know your corporate learners.

Know your Corporate Learner

Not all learners will perceive online training in the same way. As they undergo an online training experience, they develop a perspective which may vary from one individual to another. The training might be interesting and meaningful to a few learners, while others may not be of the same opinion. So, the first step to creating a training course is to research about your learners. This includes building an in-depth understanding about their backgrounds, personal interests, and experience levels. Learning about their goals, ambitions, and expectations will help you create more relatable content for them. Also, it’s not a one-time process that you must do. It is important that you re-evaluate your research about your audience to ensure if your training content is still relevant and relatable.

Step-02: Pick relatable images and graphics.

Pick Relatable Images

Visually compelling content ensures that learners are taking interest and are more likely to remember the training content due to the incorporation of relatable graphics. Use of more visuals establishes an emotional connection with the learners. Photographs, charts, icons, infographics, etc. improve knowledge retention and helps break down the content into digestible chunks. Like how we remember logos of brands, similarly incorporating metaphors into your training will help your learners associate that metaphor with a piece of learning. Too much text on screen and not enough imagery will also make the content boring and harder to digest.

Step-03: Create objective-oriented online training activities.

Create Object Oriented Online Training Activities

For employees to be able to participate with interest and extract meaningful information from online training, your training must focus on their personal areas for improvement. Online training activities should concentrate throughout on the defined objective of the course. For example, an online training course based on task management will help employees fine-tune their task management skills with a focused approach.

Step-04: Assess corporate learners to identify gaps.

Assess Corporate Learners to Indetify gaps

eLearning assessments are a must to analyze the strengths and weaknesses of your learners in order to develop more interactive and personalized online training courses. For this, you can use a few assessment techniques that can help you assess corporate learners effectively and identify gaps:

  1. Online Training Simulations and Branching Scenarios
    These are a great alternative to your on-site observations. These techniques help you test the ability of your employees to apply their knowledge in the workplace. Online training simulations and branching scenarios enable you to provide meaningful online training experiences to employees based on their requirements.
  2. Self-Evaluations
    Self-evaluation is an integral part of assessment of any training. This way of assessment enables you to allow your employees to determine their knowledge, experience, and skills. Being more self-aware will help them provide you with honest feedback, thereby ensuring you create meaningful online training resources.
  3. Quantitative Exams
    Quantitative assessment techniques include multiple choice questions that help you test the existing knowledge and understanding of the subject of your employees. These can help you develop more effective online training courses based on their existing knowledge on the subject.

Step-05: Include personalized course maps and online training paths.

Personalized Course maps and Online Training Paths

To personalize online training experience for your employees, you must allow them to chart their own online training path. Clickable course maps are a good way to help employees align their online training activities with their goals. However, personalized online training paths enable employees to customize and make necessary changes to their own development goals and plans. Hence, both approaches add to the value of the online training courses.

Step-06: Provide microlearning online training resources.

Microlearning Online Training Resources

Your employees need access to quick bites of information that can be easily digested and help them be more productive. Microlearning is the solution to this need. These short training modules add to the overall benefits of an online training program as they provide ‘just-in-time’ support to your employees. These can help them hone their skill sets whenever convenient and develop skills as per their personally defined goals. Some microlearning online training resources that you can add to your online collection are:

  1. Infographics
    These are text and visual aids to improve understanding. These often comprise important aspects of any subject, task steps, or compliance issues that employees can refer to and learn quickly from.
  2. Task Demos
    These comprise every step of the work-related process. Employees can refer to these to understand real-life situations they may encounter and apply them on the job. Task demos are of great help in learning about product features too.
  3. Games
    Games are a fun and engaging way to help your employees learn anything online. Providing online training for anything from essential skills to task-based activities through games is a good idea. Here you must focus on key aspects such as a memorable storyline, characters, and relatable challenges. Incorporating game mechanics like leaderboards and badges to encourage employees to participate can help create meaningful training courses you’re your employees.

Step-07: Gather eLearning feedback from your corporate learners.

Gather eLearning feedback

Feedback is a very crucial aspect when it comes to validating the online training courses developed for your employees. And what better way than asking them outright? The best way to find out how meaningful, relatable, and relevant your online training courses are to gather feedback from your employees. Polls, surveys, feedback forms, webinars, etc., are a few ways to get the opinions, questions, and ideas of your employees about the online training courses provided to them.

Conclusion:

Online training helps organizations with improved customer service, sales, employee satisfaction, and employee retention. To drive employee engagement and motivation, creating meaningful online training programs is clearly an important thing today. For any skill to be improved among employees and increase their efficiency at work, providing meaningful online training to them in digestible pieces is necessary.