What are you worried about when it comes to eLearning? Is it that you’re worried you won’t get enough benefit from the switch – or is it managing the switch itself?Moving from a purely conventional training approach to one that maximises the benefits of learning online doesn’t need to be disruptive.
By partnering with a provider that really knows their stuff, you can streamline the process right from planning to rollout. By keeping your colleagues and workforce involved and on board throughout the process, you can get off to a flying start, with minimal hitches or delays.
Here are our top three eLearning tips for making a stress-free switch.
1.Make it a Conversation.
One of the best things about eLearning is that it gives learners more independence in how and when they learn. It’s a great way to motivate employees by showing that you trust and respect them enough to assume responsibility for their learning.So why stop at your training materials? If you’re going to all the trouble of involving employees in the process, why not involve them right from the start?
People grumble when things change because they haven’t been consulted. If they feel something’s been rammed down their throats, they tend to respond with an “if it’s not broke, don’t fix it!” attitude that slow the uptake of any new scheme, however better-designed it is. To avoid this, make sure you’re getting input from the workforce in the planning and design stages. In other words: ask what’s broke before you fix it.
As well as encouraging users to feel invested in the development and success of their training, this also makes it far easier for you to get the word out about any upcoming changes. It gives you a great excuse to get people talking about how and why the training needs to be updated, and to mentally prepare them for the way things are going to progress.
2. Work with what you Have
As well as asking people what isn’t working for them in the training, it’s important to ask them what is working – and to make sure that you don’t lose the good bits when you start to redesign your process. For example, if your current training structure gives new recruits plenty of opportunities to ask questions, or if there are elements of teamwork and collaboration that they really enjoy, think about how you can incorporate this into the materials and approaches that you introduce for learning online.Plus, there might be specific tools that you currently use, like internal email campaigns, webinars or even things like printed booklets and posters, which you can continue to use to promote your training and to ease the transition. You don’t need to change everything right away – it might be more effective to keep some familiar aspect in in the early stages.
3. Align Training with Company Culture
eLearning is most effective when it’s not treated in isolation, but considered as part of a bigger strategy.HR messaging, including information and questionnaires related to staff training (and the training itself) is closely related to internal corporate communications. Your role helps to bridge the wellbeing and interests of the workforce with the wider business objectives of the organisation.What better way to make your mark than to develop digital communication methods that help to keep employees in the loop? Things like video newsletters and regular updates that are engaging and interactive – and which reflect the style and tone of the tools you use in your training?
Implemented well, you’ll be able to demonstrate your credentials as a progressive, forward-thinking asset to the company while future-proofing your training materials and creating a consistent, coherent system of communicating within the organisation. And, what’s more, you’ll establish a powerful way of sharing and reiterating vital messages, reinforcing your company culture and keeping everyone on track for success
