eLearning is not a new concept. However, with the fast-paced digital transformation that’s happening at workplaces, online learning can be twice as enriching as classroom training. We can’t agree more on that, can we? But every time companies embark on this journey, there are a few common questions that arise, and human resource managers have an added responsibility to convince both management and employees to get on board with the idea of online learning. We have simplified these roadblocks into five steps that will make your digital learning transition seamless. Let’s see how.
Identify areas of improvement
The first and the most important step in designing an online learning program for your employees is to identify areas where resources are lacking the skills to deliver their best. Every project poses a new set of challenges. A close study of the problems and identifying the root causes can help businesses to come up with a learning plan.
We gain most of our technical skills through academic studies. And, when people face actual business situations such as dealing with a customer conflict or facing a client with a business pitch presentation, many skilled employees struggle. When organizations plan for training their employees to enhance their soft skills, they are better equipped for success.
Ask your employees
After identifying areas of improvement, the next crucial step is to have an open conversation with your employees. Find out what their expectations are for training. Just offering a training program that’s not adding value to their growth within the organization makes no sense to them and they will be reluctant to take part in the program. On the other hand, when employees are part of this planning, they feel invested in the organization and this helps with employee retention in the long term.
One way to achieve this is by gathering data through surveys to understand what employees want. Another method is to conduct employee skill assessments and give them a learning plan that’s customized to their needs. This will eliminate lethargy in learning and motivate employees to advance their skills with a sense of accomplishment, as they can see their individual progress alongside business growth.
Align your eLearning strategies to your goals
When planning an eLearning program for your organization, it is only prudent to keep the company’s business goals in mind. This can differ from business to business. Since setting up an online learning program for your business is an investment, expecting a return is a natural outcome.
We can measure the results of traditional learning methods only after the completion of the training period. Since they are in a classroom set up with no access to real-time work conditions, measuring success has to wait. Whereas microlearning methods allow learners to learn just the needed skill and test it in live scenarios. This allows businesses to measure instant success rates.
Companies can therefore design eLearning and development strategies to reach multiple short-term and long-term goals.
Convince your audience
Convincing your audience is the toughest part of designing an online learning program. There can be many hurdles because of the differences of outlook between people of different generations, and other times because of the various backgrounds of people.
eLearning can be an intimidating concept for a few and for some it could be the reluctance to change the old ways of learning. We can change these fears and resistance only with the help of well-researched data from successful outcomes. At P2L, we can show you how companies have been able to reach their desired goals with our Plan to Learn strategies.
Take-off on your success flight
Now that we have carefully understood and overcome barriers in setting up an online learning program, the last step is to come up with a program plan that works for your business. Here are a few tips that have helped companies build a successful learning strategy.
Once you have identified the areas of improvement, included your employees in planning, aligned your learning plan with your business goals, and convinced your audience, put a roadmap together for a smooth take-off.
For this reason, you should not look at learning as an event that needs your attendance, but rather, think of it as a process that changes with changing times. And for change to happen, we need to set out on the first step. Let us be part of your change, email us at email@example.com