The global health crisis and the subsequent rise of remote work have revealed a truth that many tech-savvy entrepreneurs already knew: e-Learning is the future.
That being said, e-Learning is only as effective as its implementation. So below we’ve listed a few factors to keep in mind when it comes to implementing e-Learning within your organisation.
The first step to implementing e-Learning is to make sure that your team has the proper resources needed to make it work. Resources like business VPNs help ensure that everyone stays on the same network. Whether it’s online resources available through cloud storage or company memberships to platforms, you have to check with your e-Learning provider to ensure that this new resource is accessible to the necessary employees, or that your company has enough funds to provide such resources to employees who may need them. You should also put communication channels in place for employees to give updates on their progress and ask questions as needed.
AustralianWritings notes that real-time learning solutions empower employees develop the skills to directly solve problems within their own teams, so taking into account these internal shifts in behaviour can create a big change in the organisation over time. e-Learning takes a lot of time to implement, so it’s important that these solutions generate results. Insights from Maryville University shows that maximising ROI within your company is a major KPI all successful business leaders deliver on. Keeping this in mind helps managers continuously innovate while also granting room for employees to grow. Addressing your e-Learning ROI can also help your team see what other work needs to be done, thus creating another goal for you to work towards. Other than the cost of the program itself, you should also remember to measure your returns against the cost of implementation, training, and the like.
Our post on Using e-Learning to Gain Competitive Advantage outlines several advantages to implementing e-Learning modules, from easy implementation to access to a diverse range of topics. While managers may understand these benefits, implementing e-Learning at work may come across as yet another task that employees have to complete. It’s not only important to communicate why these e-Learning courses are important, but you should also find ways to make the learning process itself add value to their current processes. You can choose to reward certificates or badges at the end of the program, pick courses with interactive functions such as quizzes and videos, and host seminars to discuss the learning material. The course length is an equally important factor to consider — after all, engaging content stops being helpful once employees feel like a course has dragged on for too long.
e-Learning is a great way to keep employees engaged and ensure their growth even if your organisation works from home. As with any new tech resource, the correct implementation keeps everyone on track and allows you to focus on the benefits of your new tool rather than feeling bogged down by it.
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