Maximising the impact of eLearning

Since 2000, the global eLearning industry has grown by 900% and by 2025, it is projected to reach $325 billion. This growth is driven by the increasing adoption of online learning platforms across various sectors globally and is set to continue.

eLearning – a benefit for employers and employees alike

eLearning continues to be a cost-effective solution for organisations. It helps to ensure uniformity of content and scalability to employees regardless of their location. Progress and effectiveness of training can be measured using tools embedded in an LMS (Learning Management System) enabling organisations to track and continuously improve the content.

For employees, eLearning offers a flexible solution, often accessible on different devices, enabling training to be planned in and around busy schedules. The inclusion of interactive elements such as videos, quizzes and gamification enhances engagement and retention of information.

In this blog, we focus on how managers can ensure practical application of new skills and knowledge by their employees completing eLearning courses.

How a manager can maximise the impact of eLearning

Although eLearning is a cost-effective solution, it is an investment in time as well as money, so it’s important to maximise its impact to prevent it becoming the foe.

There are several strategies managers can implement to maximise the impact. Encouraging and supporting employees before and after increases their levels of motivation to learn and reinforces its importance:

1. Align eLearning with organisational goals: for eLearning to have a meaningful impact, it needs to align with organisational objectives. Managers should identify the skills and competencies their teams need to achieve these goals and select eLearning courses accordingly

2. Identify individual learning needs: organisations can maximise impact by tailing eLearning to individual needs; conducting training needs analyses, one to one discussions and performance reviews can all help identify areas for improvement. Personalised learning plans help employees see the relevance of the course(s) to their roles

3. Regular check-ins: schedule follow-up sessions to discuss how employees are applying their new skills and to address any questions or challenges. Here are some example questions:

    • What did you enjoy about the eLearning?
    • What did you learn and how will you apply it?
    • What challenges do you envisage in terms of application?
    • What can I do to support your learning?

4. Communicate the value of eLearning:

    • Encourage people to set aside time to complete and reflect on the content
    • Include learning as an agenda item in regular team meetings; managers could ask open questions such as ‘can anyone share an example of something they are doing differently as a result of eLearning?’
    • Encourage people to ask themselves some questions for reflection such as ‘what will I do differently now or in the future because of the eLearning? – ‘what else do I need to learn?

5. Use a blended approach: integrate eLearning with other methods; follow up eLearning with small-group sessions or workshops for larger numbers of staff to reinforce key messages, tools and practices

6. Integrate eLearning into employees’ projects and assignments: discuss and assign appropriate projects or short assignments that use the newly acquired skills to employees; this helps bridge the gap between learning and doing

7. Mentorship programmes: buddy up staff with mentors who are more knowledgeable and who can provide ongoing support to help embed the learning

8. Measurement: gather feedback from staff about the eLearning and its suitability to ensure continuous improvement. Managers should also set measurable goals tied to course outcomes; for example a sales manager might set a target for an employee to increase sales by 10% after completing a course on advanced sales techniques

9. Recognise and reward learning efforts: recognition is a powerful motivator. Celebrate employee achievements – acknowledge course completion, improved performance or successful application of new skills.  This encourages continued participation and reinforces the importance of learning

eLearning will continue to be a helpful way of learning in the future and by implementing these strategies, managers can create a supportive environment that encourages the practical application of eLearning.

If you would like to find out more about our eLearning courses and how we can help your organisation, do get in touch and one of our consultants would be happy to have a chat.