Simple Tips for Creating Better E-Learning
These days, there is a lot of discussion around e-learning. This blog is no different, we talk about the latest trends such as augmented reality as a feature of training; the way we collect and interpret data; and so forth.
However, in this article, we’re bringing it back to basics. We’ve compiled 11 simple tips to help you create better e-learning experiences in your organisation. Whether you’re new to e-learning and looking for a solid starting point, or familiar with e-learning and looking for a reminder of the foundations, we hope this provides a useful resource.
Strong foundations are the key to all great training programs!
- Know your goals. The importance of knowing and understanding your goals from the start is crucial to creating successful e-learning. This includes individual goals for individual courses and an overall goal for your e-learning program. Goals should guide all decisions when creating and delivering training. This allows you to focus your investment (time and money) on achieving what your business and employees really need. Ensuring a strong ROI.
- Use good development tools. It’s a simple fact that without the correct tools to build your e-learning contact, you will struggle to make the right impact. Many Learning Management Systems come with their own built-in tools, which allow you to create WYSIWYG type content, which means you can enter text on the screen and upload videos, PowerPoints and documents in a format that is deliverable online. You should seriously consider whether this approach gives you the content your learners will engage with, or whether you should focus on using a built for purpose authoring tool such as Articulate, Captivate etc.
Then you should consider the production values you want to add to your video development (if you are using them). You could record presenters using your iPhone, or go for more professionalism with green screens, teleprompters and full recording equipment. You could also consider things such as graphic animations etc. All of these elements should be carefully considered prior to setting out to build a course. This is often led initially by costs, followed by learning objectives. However, it’s worth bearing in mind that a poorly built e-learning course that is received badly, can have a detrimental effect on employee development.
- Use a good LMS. A strategy can only be great with great delivery systems. It is important to find a functional learning management system, or similar, to help streamline your e-learning onto one platform. This makes it easier for your learners to access and use, which boosts engagement and allows you to collect better data which can be used to shape future decisions. Many LMS’s come with gamification elements, social learning and other useful tools now too.
- Tell a story. We’ve explored story-based learning and its different formats in a previous post, and whilst it can be used in different training formats, it is considered particularly useful when dealing with e-learning. When stories are used to pass on information and knowledge, learners can immerse themselves in the course content and engage with it more effectively.
- Optimise for mobile. Ensuring mobile compatibility has become a crucial element of discussions around e-learning. E-learning usually offers learners freedom around when and where they complete their training, as it does not have the restrictions of a classroom space and time. For this reason, many learners utilise their free time between meetings or their daily commute to complete training instead of catching up on the news, for example. This means they may not be able to easily access their desktop or workplace laptop, making it crucial for e-learning courses to run smoothly and successfully on mobile devices.
- What’s useful and nothing more. E-learning should not be cluttered. This doesn’t mean it can’t be interesting and utilise different features, it just means that throwing in unnecessary media, animation or graphics can overwhelm or distract learners, making the e-learning less engaging, or less successful. You should select content not only because it appeals to you, but also because it adds value to the objective of the learning. Adding content simply because it looks good, will have no overall benefit.
- Brand. Many organisations like to ensure that they have a strong brand image with their learning. Whilst going crazy with design can be counter-productive, using your company colours and brand imagery in your e-learning courses can boost learner engagement. In most cases, learners will feel as though an e-learning course is aimed at their growth and development if it reflects their workplace. For instance, if your learners are based in a warehouse, your course would benefit from images in this environment, rather than an office. One thing we would note though is that we’re not big fans of including logos one every e-learning page, after all, nobody forgets what company they work for halfway through a course. Usually, a logo splash screen at the start and/or end is enough.
- Gamification. E-learning’s digital nature makes the opportunities relatively endless, and gamified training has grown into a prominent strategy for employee engagement. Interactive elements are at the core of great e-learning. Learn more here.
- Incentivise. Corporate learners are often motivated by rewards that impact their everyday professional life. These may be certifications, promotions, paid time-off or discounts in favourite stores, for example.
- Request feedback. Fundamental to e-learning, or any training program is the importance of asking the learners for feedback to help you make informed and productive decisions regarding changes. Quantitative data is excellent, and e-learning allows you to collect a great deal, but never forget how useful qualitative data from the mouths of the learners themselves can be.
- Offer upskilling. Engaged learners are those who have opportunities to expand their skills of their own accord. Optional e-learning courses are usually in soft skills, this allows learners the opportunity to grow and develop in areas they think will be beneficial to them. Moreover, offering optional courses highlights to employees that their employer is invested in their development, which encourages staff retention and productivity. The benefit to the business? Employers that are skilled in their roles and have an eye on personal development, which ensures a talented workforce.
- Remember the power of data. Today, trainers and learning and development professionals have more access than ever to data. These analytics can help you keep tabs on your e-learning program to ensure you are getting a return on investment. Analytics can highlight whether courses are successful, whether skills and knowledge are being transferred, and whether topics are of interest to employees. Explore more about learning analytics here.
E-learning is huge right now, and its increase in popularity in recent years has led to new developments and increased discussion around best practices, new trends and so on. Without the basics, however, e-learning cannot succeed. Bringing it back to basics every now and then when reviewing a learning program is crucial to long-term success and ROI.
Trainer Bubble offers a wide range of training course materials, including but not limited to e-learning courses. Explore our full range here, or contact us to find out how we can help your organisation succeed in offering the best training for your learners.
