You’ve invested in a Learning Management System (LMS) that more than meets your needs; you’ve got a mix of bespoke and off-the-shelf elearning that covers induction, compliance and a number of specific competencies, but although all boxes are being ticked, you’re employees won’t engage.
So what isn’t working?
A few years ago a friend told me of her first experience of elearning. She’s a science PhD whose employer had been bought-out by a multi-national corporation. Everyone was instructed to take a mandatory elearning course, though many felt they couldn’t spare the time. However, after several threatening emails, she and her colleagues submitted.
When I asked what she thought of the experience she talked about how loud and annoying the music was, and how she was unable to skip the pointless filler content between sections. She didn’t mention what she was supposed to gain from this exercise, but it was clear that she, and quite a few of her colleagues, saw it as a waste of time.
When developing learning/training for adults, success will depend upon an understanding of how adults learn.
The motivation for learning will come from perceived personal benefits i.e. how will this knowledge benefit me? Time for adults is a precious resource and no one wants to waste it on irrelevant training.
2. Specific Requirements
Adults tend to focus on information and skills that fill a specific need. They seek practical information that assists with the job in hand, rather than deep theory they may never need.
For most adults there is a need to control not just what they learn, but how, when and where they learn. As indicated in the case study above, taking employees away from their work can undermine the success of the exercise. By offering different forms of digital learning, especially if they’re in a mobile friendly format, gives employees more control and is less disruptive to their work.
Children learn by rote, but adults learn what interests them. This means you have to set things up so that your employees want to engage with what you offer. So to get a decent ROI on your training expenditure you should:
- Ensure the value of training is clear to reduce resistance to it being taken
- Don’t waste time on loud, flashy stuff. Your people have more important, and to them, more interesting things to do
- Keep it short. Your people are under enough time pressure and don’t need interruptions to their work flow
- Think about how you deliver learning, both in terms of format and in terms of how and when it can be accessed – think mobile, as learning can be a great way to pass the time while commuting.
Find Out More
Learning Software Ltd offers a range of digital learning solutions that are SCORM compliant and will work with your existing LMS. These solutions allow you to provide more engaging, and ultimately more effective, learning to your employees.