Thursday, 08 December 2016 06:18

Four Strategies to End the Crisis in Online Training

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Current e-learning can be boring, ineffective and lacks motivation. Training may not be engaging enough with dropout rates of 70% for e-learning. This means companies could waste 3 out of every 4 dollars invested in online training- a disproportionate and unaffordable cost for any company.

How can we improve online learning completion rates? Discover these 4 strategies to solve this learning crisis:

1 OFFER QUALITY, PRACTICAL AND APPLICABLE CONTENT

Deliver your employee what they need in your training courses; quality, useful and applicable content. To ensure that your content is practical and useful for your employees, it is essential to turn it into a set of tools directly applicable to real life. Avoid the indiscriminate use of models, theories or definitions that only convey obviousness. If you want your employees to be engaged within your training, you must first convince them that the training is beneficial to them.

2 OFFER SAFE ENVIRONMENTS

If you want to motivate your employees to learn, you must first improve their self-confidence.

An employee who faces training with confidence is likely to become a motivated employee. Create a safe environment in which the participant can test the contents without risk, thus improving their confidence.

You can use gamification techniques, collaborative activities, business simulations or business games to create these safe environments. Make sure your training does not become an obstacle.

3 GIVE PERSONALIZED FEEDBACK

It’s important to give your employees the chance to observe the result of their decisions and receive immediate feedback about areas to improve. Feedback which is permanent, personalized and that allows adaptability and is scaleable. Be sure to leave enough time for the employee to internalize the improvements and to put them into practice again.

Feedback should be:

>> Clear and direct

>> Constructive

>> Given immediately

>> About facts, not about the person

>> Descriptive, not qualify or judge

>> Focused on behaviors that can be changed or improved.

4 TURN YOUR TRAINING INTO A GAME

What if you told your employees that they can train and develop their skills while playing and having fun? What do you think their answer would be?

The game has become the most effective learning tool, as shown by a study conducted by Traci Sitzmann. Her findings show games:

>> Improve learning retention by 90%,

>> Improves the conceptual knowledge of the student by 11%, and

>> Increases task completion by 300%.

And since we are playing, there is nothing better than a learning video game. This solution solves the learning completion challenge, as it:

>> Engages. Through the adventure, learning turns into something entertaining for students.

>> Builds confidence. Being a video game, the user relaxes and feels safe, increasing their self-confidence.

>> Improves performance. The game dynamics motivates students, increasing their effort.

>> It is based on practice. The content is fundamentally practical, allowing the user to learn and master the skill or the competence through experiential learning.

To discover how to add games to your training programs, contact gamelearn at www.game-learn.com.

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