eLearning implementation is an active process that cannot end with just rolling out training once. Moreover, it’s not about learners going through a course just once. Even with the learner going through the course, it is important that they do not simply mug up. Rather they actively learn to understand the subject and use it to solve real-world problems. Also, learning must perpetually go on till the learners completely understand the subject at hand. L&D teams must ensure that sufficient training is rolled out on a timely basis to ensure that this training function does not pause midway. Repeated training is true eLearning implementation.

Finally, with training, you can never really expect a group of learners to display the same levels of retention and application. As learners and their ability to learn differs, just like their ability to apply and retain this training.

Yes, we have unlimited access to information covering almost all subjects in the world. But that does not mean you flood your learners with all of this information because you can.

Cognitive Overload is the phenomenon of overloading learners with too much information.

Remember that learners have finite amounts of attention spans and memory space that can be allotted to learning and retaining a topic. Retention rates drop with an increase in complexity.

When building your training, always keep the microlearning principles of ‘less is more’ in mind. It’s the principle which states that microlearning is not about what you include in the course,  rather it is about what you exclude.

You want to let your learners wisely use most of their available attention span constructively. This is one way to simplify eLearning implementation.

When discussing eLearning implementation, blending learning is important because you’re working with a group of learners displaying varying needs. Some learners may prefer in-person training while others may prefer self-paced training. The only solution here is to listen to your learners before building your training program, and try your best to include the best of both worlds.

One way to determine which portions of your training can be moved online and what stays with a trainer is quite straightforward. Tough topics which require one-on-one interactions like learners asking multiple questions, can be conducted in person – for obvious reasons. Like the ability for learners to directly interact with the trainers and solve their doubts.

On the other hand, assessments, complex explanations, workplace training and coaching, software training, and topics which involve technicalities and extensive visualization of the subject matter are best served in the form of eLearning.

You have a myriad of options like simulations, videos, role-play, scenario-based training and so much more to get this message across.

Why do the L&D teams conduct training? L&D professionals conduct training in a bid to upskill their learners so that productivity increases and employees are upskilled to take on greater positions. However, why do employees train?

Employees train for three reasons:

• Learn new skills that can help them unlock better opportunities
• Solve their current work-related problems
• Get noticed by employers

Well, many employees equate training and development to one or all three of the above mentioned reasons. Indicating to their employers that they are ready to learn, develop, and take on more. And rightfully, this is very true, and is something that no employers or trainer must ever forget.

More than the ability of a learners to grasp a topic, it is important for the L&D team to notice the efforts that a learner has put in to complete a training course.

As a result, you need to reward learners for taking the time and putting the efforts into engaging with and successfully completing your training program. That is the only way you send a clear message. A message to the rest of the organization about the benefits or advantages of learning and developing one’s skills.

On the other hand, unsuccessful attempts indicate a problem. Either at your end or the learner’s end, and it’s up to the L&D team to look into the matter. eLearning implementation is a delicate balance of testing what works and what does not, it takes time to master.

Sometimes your training is very useful but learners do not know this. This happens because they have not yet enrolled in the training.

So what can you do to get such learners going?

You may sometimes realize that getting the learner to simply view the course once, is all it takes to get them engaged. Why? Because they realize that the course is indeed very useful to them and completing it is truly beneficial. Which is why getting them to enroll and view the course is very important.

By gamifying your training, you give learners a reason to enroll in and view the course at the very least. Even if it’s out of sheer curiosity, it promotes your course to the right audience, which is very important. Moreover, if the gamification mechanics are tied in correctly to the complete training experience and is relevant to what is being taught, it only makes the whole experience more enjoyable. Gamification is definitely something to consider when looking into eLearning implementation.