Never underestimate the power of “bad” online training to help you miss your crucial business and learning goals. What is “bad” online training though? Besides the inability of poor training to increase knowledge retention and drive performance, there are some qualities that all “bad” online training have in common.
The key indicator of bad training is that the employees simply don’t look forward to it. It may seem obvious however there are a number of very good reasons that this is happening.
It’s Not Engaging
While online training can hardly complete with a Hollywood blockbuster in terms of capturing attention, there are a number of factors to consider before delivering the training to employees.
The first question that any Learning & Development Manager needs to ask to themselves should be “If I were in the same position of the employee, would the training be as interesting to me?” It’s not enough to simply deliver the training and wash one’s hands clean. As accountabilities exist at all levels in an organization, if the training completion rates and scores are consistently low, the critical gaze will fall upon the person implementing it.
If you work closely with the custom elearning developer to develop the training, it might not be as obvious if a course is resonating with employees because of your closeness to the project. Real data is needed.
Training management software gives you insight to course completion rates and employee scores. Consistently low completion rates may indicate a technical problem or a problem with the course itself. While technical problems are easier to diagnose and fix, if the problems fall outside of this scope it could indicate problems with the instructional design.
If employees do not have an emotional investment with the training then they won’t be compelled to finish or even start it to begin with.
There are two main components of a course; the instructional design and the graphic design. It’s the combination of these two components and how well they work together that truly indicates the success of training.
The problem with a large amount of online training is that it’s simply text and next. The reason for this is that the training is rooted in the presentation paradigm. Training needs to actually teach and not simply present information. Consequently, training needs to be designed in a way that brings the employee into consequential scenarios that encourage them to draw upon the knowledge they’ve gained.
Not only is navigating role-playing scenarios much more interesting from an employee perspective, the act of “doing” helps greatly towards knowledge retention. You can see an example of how we tackled this by trying out our Role-Playing Course demo.
Above all, any training that’s delivered to employees should be done with performance gains as its critical goal. Have a close look at the online courses that you’re delivering to your employees. Are they interesting to you? If you completed them would your skills and abilities increase? The answer should always be yes.