6 Mistakes Hampering Your Online Training Effectiveness
Online training effectiveness can be at par as that of in-house, traditional face-to-face training sessions. The need is to fine-tune your online learning strategy and make people believe in it.
Learning and branding are interconnected. Together, they communicate:
- how you help your people grow
- how much value you place in learning and skill development
- how your corporate brand is ‘people-powered’
More value you place in your L&D function, wider the talent pool you create for your organization. The way you deliver learning inside of your organization has a direct impact on your reputation outside of it. If you are deploying digital means, the online training effectiveness in your organization is directly related to how convinced people are and what value they place in the offering and the outcome.
7 Training Mistakes That Are Destroying Your Corporate Brand
The make-up of the workplace is changing. Best practices and current technology evolve quickly. Millennials now make up the largest cohort in the workforce. And the most common challenge they face is: they do not feel prepared for leadership roles.
Because digital plays an important role, online training effectiveness is contingent on how that technology is used. It important not only to have an efficient learning management system in place but to use it to its full potential to support learning. And if you think your efforts are not bringing desired results, you must be making any or many of these training mistakes:
1. Neglecting the Small Aspects and Focusing on Bigger Goals
It is one thing to have a goal that includes bringing everyone in the company up to speed of learning or improving everyone’s understanding of company’s product. But these are both examples of goals that are too broad and nebulous to be easily achievable.
Not having discrete and actionable goals that can be achieved in a short period of time is the biggest training mistake you’re making.
What to Do:
- Instead of trying to cover everything for everyone at once, break down the job suiting different levels of understanding.
- Focus on short-term goals. Help learners see and believe the takeaways.
- Make learners put newly acquired skills into their work immediately.
2. Assuming Everyone is Hands-on With Technology
In a survey conducted by The Gartner Group, it was found that 26 percent of Western European employees did not consider themselves expert or highly proficient with technology. There are multiple such examples where it’s assumed everyone is hands-on with technology. But the reality is that more than a quarter of the total strength are not comfortable with technology.
So, it should not be surprising or looked down upon if employees don’t have a required technical know-how.
What to do:
- Before you start employees on an online learning course, do a quick survey to find out where everyone is in terms of technical skill.
- Are they busy struggling to use the technology? If yes, they are not absorbing the knowledge in the course itself.
- For the top level of online training effectiveness, make sure to make your employees familiar with the interface that you are using. A 15-minute guide to the technology you will be using in the course can make a huge difference in what your learners will absorb during training.
3. Trainers Are Not Experts in Technology
Just as a lack of familiarity with the technology can hold learners back, your trainers will lose too much instructional time trying to figure out how technology works, if they are not experts in deploying the LMS. Additionally, it brings a bad reputation to them. Also, the learners don’t take the training program seriously.
What to Do:
- Take time for your trainers to get their own training before launching any online learning initiatives.
- Allow them enough time to explore the learning platform on their own and be familiar with it.
4. Expecting Learners to Complete an Online Course Without Any Follow-ups
In too many cases, companies will toss learners into an online program, push them toward completion, and then never mention the training again. One of the biggest training blunders.
Without reinforcement and application to real-world situations, the lessons will never really take. Just as there is a learning curve to master a topic, there is a “forgetting curve,” as well. Many studies show that someone who takes in information but does nothing to reinforce it will forget 50 to 80 percent of the material within 24 hours. By the time a whole month has passed, the average person will remembers only 3 percent of what he or she learned.
What to Do:
- Reinforce learning through action
- Allow learners time to spend together to discuss the training content
- Give them access to peer mentors in the workplace
- Give them work assignments that let them use the content of the course in their working life.
5. Not Having Any System in Place to Measure Learning Outcomes
Completion of the course is not enough. No one loves the idea of testing, but it is necessary to ensure that your learners are taking in the information they were meant to bring away from the course. Make sure that every online training module has tests and assignments at the end. This doesn’t just tell you about individuals’ understanding. If you find that many learners have trouble passing the tests, it can signal that your material needs to be updated and made easier to understand.
What to Do:
- Follow up and see how learners’ work performance is affected after training
- Do periodic reviews to ensure that the people who have gone through training are fully benefiting from what was covered
- Hands-on peer mentoring can help those who still need the ideas reinforced
6. Learning Function Not Aligned to Business Strategy
There are two sides of the learning function – employee development and business goals. Not aligning the learning function with business objectives is the biggest blunder L&D managers make. Though these seem unrelated, the reality is they are intertwined. A training initiative is effective only if it’s resulting in employee development, which leads to enhanced output.
What to Do:
- understand the unique needs of your organization and your employees
- create a sync between organizational and personal training needs of employees
- ensure that L&D function directly contributes to organizational growth through enhanced employee productivity
Conclusion: It is vital to your brand’s future success to address all of these issues while imparting training to employees. Additionally, they must be provided with hands-on training with technology before adding online training to your company’s in-house offerings. Lapses in any one of these areas can cause serious damage to your online training effectiveness and your brand. Get on top of them before they become an issue, and you can be sure that your training efforts will be effective and your enterprise’s employees will be ready to face the challenges of the ever-changing marketplace.