One size does not fit all when it comes to designing elearning content

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Elearning is a great tool.  It has revolutionized the way training is delivered, and allowed employees to learn in many different environments.  It also has fiscal benefits, too; it eliminates the expense of hiring in-person trainers and results in less lost production as employees no longer have to leave their work areas for long stretches to attend classes.  It really is a great tool in the learning and development arena.  However, it is only as good as its design, so it is important to take certain factors into consideration when developing content. 

In his March 2017 blog post titled How to Avoid the Potential Pitfalls of Elearning on e3learning.com, Troy Foster talks about some of the most common difficulties companies have when developing their elearning content, and shows trainers how they can get overcome obstacles and design training that is engaging and effective. 

One of the first things Foster discusses is repurposing content.  He talks about how companies often attempt to take existing training materials and simply transfer the material to an elearning course, which he says often result in "poorly written, text-heavy modules" that don't hold employees' interest.  He suggests overcoming this issue by including things like quizzes, games, and even "instant affirmations" that encourage and motivate learners. 

Another mistake companies often make when designing elearning content is assuming all learners have the technological savvy to complete the training.  As we all know, tech skill levels are incredibly variable in any organization, so trainers should keep this in the forefront of their minds when designing content.  Foster suggests things like providing easy to follow instructions for accessing and completing modules, and keeping focus on one subject at a time so the content does not feel overwhelming to those less skilled in the technology.

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Companies often attempt to design their elearning content using existing resources already available online. Foster discusses how companies should avoid this approach as "the potential to miss the mark with a 'one-size-fits-all' approach is too great."  This type of design fails to take into account the varying learning styles of employees in the organization.  There are many resources available to trainers that can assist in customizing training that will keep the unique needs and values of the company in mind, while at the same time taking into account the different learning styles of trainees.

The final issue Foster mentions is how to effectively evaluate training results when using elearning methods.  He emphasizes the advantages of using an elearning provider that can guide organizations through the programs and help not only with the content design, but also help breakdown and evaluate data collected to track employee learning. 

Elearning is a great tool for any company to have in their learning and development arsenal.  Following these guidelines will help ensure that content is delivered in an effective manner that encourages learning transfer and keeps employees engaged in the process.


Source: https://www.e3learning.com/confidentbusiness/avoid-potential-pitfalls-elearning/