7 Tips for Creating Hugely Successful E-learning Programmes

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1 7 Tips for Creating Hugely Successful E-learning Programmes Introduction If you re eager to cultivate a workforce that s dynamic, motivated, and committed to helping you to achieve your business goals, you ll no doubt appreciate just how important it is to give your staff the training and development they need to truly shine and excel in their positions. Though learning methods have changed dramatically over the years, the current hot topic that has been grabbing the attention of forward-thinking business owners and HR experts alike for quite some time is e-learning. The strict definition is up for debate, but we re generally looking at development that s delivered via a technological medium think online courses, CD-ROMs, and solutions that require access to the internet or an intranet system. CIPD agrees that the definition is open for interpretation, but suggests that it s: learning that is delivered, enabled or mediated using electronic technology for the explicit purpose of training, learning or development in organisations. The reasons for its popularity are pretty clear. According to Elearning! Magazine in the US, for every $1 that a company spends on training, they can receive $30 worth of productivity gains. In addition to this, a study by Bersin and Associates, companies who offer best practice E-Learning and on-the-job training generate around 26 percent more revenue per employee. HR Unlocked

2 All of this makes a pretty exceptional argument that suggests that your business should seek to get involved, but developing an effective e-learning programme is much easier said than done. Where do you get started? How do you deal with the practicalities? What must you include, and what should you seek to avoid? These are all questions that even the most experienced of business leaders can struggle with when it comes to creating a success map for their organisation. In this e-book, we ll look at 7 tips for creating hugely effective e-learning programmes in your business. Make sure you take the time to familiarise yourself with these tactics before you progress any further. Put user experience and engagement at the top of your agenda The main objective of any e-learning solution is going to be important indicators such as ramped up productivity, boosted profits, and a happier and more engaged workforce. Though it s easy to appreciate this from a leadership perspective, you need to get in the minds of your employees and think about how they ll view your new learning initiative. They have existing commitments that they need to fulfill as part of their roles, and it s often simply human nature to be wary of new things. In short, you re going to need to make your training packages attractive and engaging, so your staff will be willing to get involved. Thankfully though, developments in technology and the field of understanding learner behaviour means that solutions are out there that will appeal to audiences and get them excited rather than making them switch off. When you re designing your modules and programmes, think about how you can incorporate various different techniques and mediums so you re appealing to differing learning styles and preferences. You might want to consider: Role play scenarios Audio and visual learning Virtual learning communities, where participants can ask questions and share their insights Quizzes or tests to monitor progress What this all comes down to is that e-learning is more than just content on a few website pages. If you want to create a solution that meets its objectives and keeps your staff interested and motivated, you need to recognise this. Don t put all your eggs in one basket E-learning is very much the topic of the moment, and there s good reason for that. It delivers results, it s efficient, and it has the power to revolutionise the way we upskill staff and give them what they need to thrive in the workplace. However, you need to keep in

3 mind that it s only one part of the story, and it wouldn t be wise to ditch all other learning methods in favour of high-tech options. For very hands-on roles, for example, there s often no substitute for practical, on-the-job training, closely monitored by a line manager and complemented by timely feedback. Similarly, group sessions can still have great value. It s simply a case of pinpointing exactly what your staff need, and then providing it within the scope of the time and resources that you have available in your business. Remember too that effective learning doesn t always have to be extremely structured and formal. Mentoring can be a great tool, and it s one that many employers ignore. It gives staff a sounding board for their concerns and problems, and it also allows them to develop their skills further with the support of a senior leader within the business. Not too sure whether this could work for you? It s worth noting here that Richard Branson is a massive fan of mentorship, and has publicly discussed the value that it s brought to his own businesses, and his own development as a leader. Get the right learning management system for the job When you re developing e-learning, one of the biggest hurdles you ll face is selecting the right learning management system to support your programme. There are many, many options on the market, and it s all about finding a solution that fits in your budget, but also meets all your requirements. It s easy to think that you re just paying for the interactive learning modules, but it s actually a little more in-depth than this. Advanced systems can effectively monitor learners progress, provide feedback to individuals and line managers, and send out timely reminders when new content needs to be completed. Rather than just going with the most affordable option, consider the bigger picture and how the various solutions will fit in with your wider goals. The last thing you want to discover is that you ve cut corners, and as a result, your e-learning programmes aren t ticking all your boxes. Most suppliers will be happy for you to take a test drive of their systems, so do your homework and get to grips with the ones that appeal to you. Be sure to ask questions about ongoing support costs and upgrades when improvements are made. Instead of cost, focus on return on investment The reality of the situation is that times are still tough in the aftermath of the recession, and savvy business owners are keeping a keen eye on costs. This can make the difference between a thriving business and one that s just getting by, so it s completely understandable, and indeed advisable, that you ll want to seek out the best possible deal. What s important here though is that instead of cost, you consider your return on investment. A fantastic e-learning programme isn t likely to be cheap, but the whole point of paying the price is so you can create a workforce that s skilled, up to speed, and eager to contribute. It s all about striking the balance, and seeing the cost as an investment in your workforce.

4 Start out by considering what your ideal outcome is in terms of the changes and developments you want your staff to make. If you succeed, what would the impact be on your business? What would productivity levels look like? Would you save money at all? Would it help you to attract top talent? Would it improve the engagement of your existing members of staff? Would it make a difference to your bottom line? Once you know the answers to these questions, you can make an informed decision around the true value of your proposed e-learning solution, and this can facilitate a better understanding of exactly what you ll be getting for your money. Finally, make sure that you take the time to consider the risk that you could incur if you don t invest in new learning systems to support your strategic goals. In a quick-moving, everevolving, and high-tech business world, leaders who can carefully assess risk will come out on top. The truth is that you re always going to have to invest time and money into learning initiatives if you want them to be successful. Develop a communication strategy You could have the best e-learning solutions in the world, but if your staff don t know about them, or they aren t fully onboard with your changes, you re going to experience problems. As is the case with all changes you ll ever implement in your business, the answer here is a robust and carefully planned communication strategy. First of all, you ll need to buy-in of your senior leaders and line managers. These people will play an integral role in rolling out your e-learning programme, and you need their full support. They ll be the ones who are managing the day-to-day considerations, such as giving staff the time and space they need to complete their modules, as well as helping them to overcome any barriers and understand the wider aims of your initiative. The exact nature of your communication strategy will depend upon a number of factors, including your organisational design, and the existing mechanisms you have in place to keep staff informed of changes and developments within the business. You might want to consider: An drive, in which you explain the changes that are coming, and share key dates for diaries Team meetings, where you bring everyone together and invite them to share their thoughts and questions Appointing communication chiefs, who will take responsibility for informing staff, and act as a point of contact for queries Teleconferences, so you can communicate with staff across different locations and give everyone the same information Think about what works best for your staff, and what methods they usually respond well to. Invite learner feedback, and act on it

5 Creating and rolling out an effective e-learning programme should never be about making the change and then simply leaving your staff to get on with it. It s usually a learning process for business leaders, and it requires a flexible approach. From the very beginning, you should welcome learner feedback and do all you can to make changes accordingly. Every business is different, and what works really well for one organisation isn t necessarily going to be the best solution for you. Here are some ideas for how you could manage this, in really practical terms: Run focus groups where a cross-section of staff, from various business functions and various levels of seniority, are invited to share and discuss their experiences Include a mechanism at key points throughout the modules that ask staff to share feedback. You might want to consider making this anonymous, to ensure you ll get honest and frank responses. Of course, you ll need to speak to your tech provider to make sure that this is possible Hold meetings with your line managers, asking them to share their thoughts on how the e-learning has been received, and what the benefits have been Obviously, inviting feedback isn t just a box-ticking exercise. You need to make sure that you carefully analyse the results and take action where appropriate. Look out for trends in the responses, and when you do identify areas where improvements could be made, make sure that you let your workforce know that their comments have been listened to, and that you re making changes accordingly. Staff will value your honesty and your commitment to getting things right. Of course, it pays to check in advance with your systems provider about how you can make changes. If you re sold an off-the-shelf package that doesn t allow adjustments to be made depending on the needs of your business, you could run into problems. Success with e-learning isn t measured simply by how many modules or programmes are completed. Be aware of the full learning experience, and monitor the difference it makes to your business according to your strategic objectives. Don t ignore resistance Just how well your e-learning programmes are received will depend upon the nature and demographics of your workforce, as well as your organisational culture. In an ideal world, staff would embrace the opportunity that e-learning brings to the table, and be fully onboard with the new way of working and learning. In reality though, it s completely normal to experience some resistance. If you ve been keeping an eye on the news lately, you might already know that technological advances often cause a big stir, and lead employees to speculate around just how safe their roles really are. Staff in China were so angered and frustrated by their situation that they literally took hammers to their machinery. Though investing in your workforce is a pretty good indicator that you plan to keep them around, it s vital to recognise from the very beginning that it isn t always going to be plain sailing. Instead of hoping for the best and burying your head in the sand, make a commitment to dealing with problems as they arise, and see the process as a journey rather than a destination.

6 So if you re hearing reports that certain staff feel like they just don t understand why they have to carry out the training? Consider how you can make changes that make the links between the learning and business and job objectives clearer. Get your line managers involved, and ensure that they own the process and take the lead when it comes to embedding the new practices. If you re finding that your staff are saying that they don t have enough time to complete the programme, consider how you could break the modules down into more manageable chunks, or reduce their productivity targets for a set amount of time so they can commit to the process without the pressure of still having to do all their usual tasks. It s rare that a company will get it 100% right first time when it comes to e-learning, but perfection isn t what s really vital here. You simply need to make the commitment to progress, and make sure that you re taking action swiftly when it s necessary. Final notes Unfortunately, when it comes to e-learning, there is no secret recipe of success. Developing staff is often considered as an art rather than an exact science, and it takes practice, time, and commitment to get it right and create a formula that delivers the best possible results for your business. Whilst the journey isn t likely to be easy, the benefits for your business can be massive, and if you re serious about embracing technology to help you to really get the most out of your workforce, it s time to stop sitting on the fence, and start thinking about how you can make e-learning an asset to your company. If you re eager to pursue the possibility but you re not sure where to start, have hit a stumbling block with your planning, or you just have questions that you want to run past an expert, we re here to help. Give us a call today to organise a free no-obligation consultation.