How To Make Corporate E-Learning A Positive Experience For Your Employees
Professional development is an essential activity in the modern workforce. Employees require constant training if businesses intend to keep pace with the endless stream of new technologies and changing customer expectations.
Employees must also show a vested interest in continual learning. At this point, the average worker stays at a company for a mere 4.1 years (and much shorter in certain industries.) This makes it essential to develop skills so that they can remain a viable candidate in the talent pool.
Ongoing corporate education is a win-win for everyone involved. Online corporate education may include professional development courses but can also offer trainings on safety, diversity and inclusion, harassment and security. But that doesn’t change the fact that it can be a sub-par experience to go through. If you’re creating a corporate e-learning course, here are a few of the best ways to make sure the experience is as groan-free as possible.
1. Invest In Quality
It’s tempting to treat an e-learning course as a practical tool. And the truth is, it’s the content that will matter most. After all, you’re here to learn, right?
But that doesn’t mean you should settle for minimal quality or siphon resources away from properly developing an e-learning course. On the contrary, the way you present your course will make a big difference in how it’s received by others.
This applies to obvious things like navigation, interactive elements, and video quality. But don’t stop there.
For instance, Dolby.io offers tools that can enhance the audio quality of your course, too. It can remove background noise, enhance speech intelligibility, and offer advanced video insights. This polishes your e-learning course and offers an additional degree of credibility that will invite employees into the experience.
2. Study Your Students
It’s important to set clear goals when creating an e-learning course. The last thing you want is for the experience to drag, be long-winded, or fail to achieve what it’s designed to do.
One of the best ways to set clear KPIs for your e-learning course is to study your students. This may sound obvious, but it’s easy to lose sight of during the development process. As you consider the material to cover, delivery options, and other course-specific questions, it’s critical that you remember who will be using the program.
Take the time to let that inner marketer kick in by studying your target audience. In this case, that’s your employees. A few questions to ask include:
- What level of competency do your employees have in relation to the topic in question?
- Do they need an interactive element to help keep their attention?
- How can you present the course from a unique perspective that resonates with your employees?
- How old and/or computer savvy is the average employee that will be taking the virtual course?
By taking the time to consider your students, you can ensure that the final version of your e-learning course isn’t just loaded with good content. It’s also tailored to their learning styles, interests, and other proclivities.
3. Keep It Seriously Short
Everyone’s had that teacher in their past who was incapable of keeping a lecture short. Don’t be that person to your employees.
Make sure to only include essential information in your e-learning course. Remember, you aren’t teaching malleable college students who have nothing to do but sit in class and do homework all day. These are professionals who are managing work schedules. Not only that, they’re serious enough about their careers that they’re willing to sit through corporate education classes to further develop their skills.
Don’t reward this willingness with an unnecessary amount of overwhelming information. Take the time before you start to run every part of your e-learning program through an applicability filter. What parts are required? What areas don’t need to be in there? What sections are important but don’t need to be as long as they are at the moment?
It’s also wise to break your course up into bite-size modules. Provide plenty of pausing points as you go along. This will make it much easier for employees to break the course up into multiple events. Once that’s done, you can use a good calendar app to easily schedule short, recurring sessions to spend virtually learning together.
The world is changing at breakneck speed. E-learning saw unprecedented growth in 2020 and is showing no signs of slowing down any time soon.
As the future of work continues to sort itself out, it’s important for employers to offer their employees opportunities for professional development. When that happens, they must put their best foot forward by creating an e-learning curriculum that is high-quality, is able to be done in manageable sessions, and takes the interests of the learners into account.
If you can do that, it can take a corporate e-learning program from a miserable requirement to a positive, groan-free experience.