Why the Transition to E-Learning is a Good Thing

  • Cost-effective. This one is a no-brainer as it amounts to a one-time investment for the digital training course. You can add training for your entire workforce and ensure you’re supplying consistent information across your team.
  • Personalization. Not everyone has the same learning style or even the same content needs. With the technology we have today, you can adapt lessons to employee performance, modify content to everyone’s needs, learning style, and even delivery method.
  • Keep it short. No one wants to sit through a 3-hour lecture — and if you’re not an auditory learner, this won’t be effective anyway. Offering smaller, bite-sized courses for learning, like an hour-long session that directly correlates to the employee’s immediate challenges or opportunities, will feel much more approachable to them.
  • Gradual integration. To build sustainable new habits it’s best to introduce new ways of thinking and working slowly. Taking a day-to-day integration approach will better help you to achieve this.
  • Don’t force-feed. This method of learning is rarely effective. Instead, set a high standard and give your team autonomy but remember to reinforce with accountability to generate engagement. Bonus: this also encourages on-the-job learning which is valuable because employees can apply what they’re learning in real-time. This will help ensure the habits they’re working to build stick.
  • Get creative. When crafting your L&D courses, don’t get bogged down in the old ways of learning. Stretch yourself and build something new but rein yourself in if it’s getting too lengthy. We’re in a day and age where shorter courses that build on each other are more on target than ever.



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