Corporate e-learning has been touted as the solution to expensive instructor-led classes and a way to streamline employee training, but the reality is far more complex. Successful companies have learned valuable lessons about implementing e-learning programs that actually work, and those lessons can benefit any organization looking to improve its e-learning capabilities.
Lesson 1: Don’t believe the hype (or the bluff)
The e-learning industry has a tendency to oversell the benefits of its products, and organizations need to be wary of buying into the hype. E-learning products don’t always work as advertised, and users may struggle to access and engage with online solutions. It’s important to drill down into the real issues and not be swayed by superficial promises.
Lesson 2: Develop your own technical capability
Successful e-learning depends on the effective use of technology, and organizations need to have the technical expertise to manage their own e-learning solutions. Having in-house technical resources can help liaise with external suppliers and internal IS resources to ensure the viability of the solution, and can even develop interim solutions as an alternative to expensive external products.
Lesson 3: Access to learning is key
One of the biggest challenges with e-learning is providing access for learners. Corporate intranets are not always universal, and many learners don’t have access to a PC during working hours. Short-term solutions may be necessary, but in the long run, the case must be made for greater access to the underlying infrastructure to support e-learning.
Lesson 4: Build it, but don’t assume they will come
Just because you build an e-learning portal doesn’t mean employees will use it. Many employees are accustomed to traditional instructor-led training, and may not have experience with self-driven learning. Organizations need to actively engage employees and incentivize them to use e-learning solutions, whether through active marketing, incentives, or fostering competition between departments.
Lesson 5: Align e-learning with business goals
Effective e-learning programs should align with business goals and priorities. Organizations should identify the skills and knowledge employees need to perform their jobs effectively, and create e-learning programs that address those needs. This ensures that e-learning is not seen as a separate activity, but as a vital part of achieving business objectives.
Lesson 6: Provide relevant, high-quality content
E-learning content should be relevant to employees’ job functions, and should be of high quality. This requires careful planning and curation of content, as well as ongoing monitoring and updating. Organizations should also consider incorporating user-generated content, which can increase engagement and relevance.
Lesson 7: Foster a culture of continuous learning
E-learning should be viewed as a way to foster a culture of continuous learning, rather than a one-time training event. This means providing ongoing learning opportunities and encouraging employees to take advantage of them. Organizations should also consider incorporating informal learning opportunities, such as social learning and peer mentoring.
Lesson 8: Measure and analyze effectiveness
E-learning programs should be regularly evaluated to determine their effectiveness. This includes analyzing usage data, assessing the impact on employee performance, and gathering feedback from employees. This data can be used to make improvements and refine the e-learning program over time.
Lesson 9: Involve stakeholders in the process
E-learning programs should be developed with input from key stakeholders, including employees, managers, and subject matter experts. This ensures that the program addresses real business needs and is relevant to employees’ job functions.
Lesson 10: Adapt and evolve over time
E-learning is a dynamic field, and organizations should be prepared to adapt and evolve their e-learning programs over time. This means staying up-to-date with new technologies and trends, incorporating feedback from stakeholders, and continually improving the program based on data and analytics.
Takeaway
In conclusion, the success of e-learning programs within corporations is not solely based on adopting the latest technology or following industry trends, but rather on implementing well-planned strategies that take into account the unique needs and limitations of the organization and its employees. Learning from the lessons of successful companies can provide invaluable insight and guidance to those looking to enhance their e-learning initiatives.
By prioritizing online access to corporate learning through a learning portal or similar platform, online management and tracking of access to learning, and supplementing existing training methods with online courses, corporations can develop a strong strategic e-learning capability. Furthermore, actively engaging in projects that provide additional online delivery support and developing new custom online programs to supplement external learning content can help to further enhance the e-learning experience for employees.
In addition to these best practices, it’s important to remember that there are several challenges to successful e-learning implementation, such as access to learning, engagement, and technical capability. However, by avoiding being taken in by industry hype and bluffs, building internal technical resources, and actively engaging the organization and individuals to drive and maintain uptake, companies can successfully overcome these challenges.
In short, incorporating the lessons learned from successful companies into e-learning initiatives can lead to better engagement, increased learning outcomes, and ultimately, a more successful and competitive organization. As e-learning continues to play an increasingly important role in corporate training and development, staying up-to-date on the latest best practices and strategies will be critical for companies looking to remain ahead of the curve.
