How Do You Work With Employees Who Are Resistant to E-learning?

How Do You Work With Employees Who Are Resistant to E-learning?

E-learning has become a cost-efficient form of training that can enhance your professional career. The reason it’s effective for employers is that it can take place in or outside the workplace and can be completed on the employee’s own schedule. Here are tips to help employees who do not readily accept e-learning as a fast-track to knowledge.

Overcoming Digital Indifference

There are various reasons why certain employees do not want to learn on a computer. One explanation may be that they simply haven’t adapted to the digital revolution due to inability to afford a computer or just lack of interest. Some people simply don’t like staring at screens for long periods.

Part of the problem may be that they don’t understand why e-learning is more efficient for a company. If an individual is otherwise considered a valuable team player then you should try to motivate him or her by effectively communicating how they will be helping the business save time and money by participating in e-learning. For those who are unfamiliar with software, take the mystique and confusion out of the equation by explaining that most software is designed to be user-friendly.

Make sure the learning material includes examples of how it specifically applies to work, so that you can assure trainees that what they learn will help them grow in their job position. Let them know what to expect by introducing the material with a simple one-page outline.

Facts to Share About E-learning

Here are some key statistics that could make e-learning sound more interesting to your employees:

  • e-learning can save a company up to 50% training cost compared with traditional instructor-based training methods
  • it can save time by as much as 60%
  • over 40% of the largest corporations now utilize some form of e-learning to train employees
  • about half of all college students now take at least one online course
  • an IBM report says e-learning helps boost productivity by 50%
  • it’s an eco-friendly solution because it uses 90% less energy
  • a study by the Research Institute of America found that retention rates can be increased by as much as 60% due to e-learning
  • it’s the future: by 2019 about half of all college courses will take place online

Encourage Exploration

Adults like to explore just as much as children, except that adults aren’t usually offered as many opportunities to be explorers once they enter the workplace. But if you create an atmosphere that makes learning fun and explain to employees that we are moving toward what Mark Zuckerberg of Facebook calls a “knowledge economy,” you can inspire them to think of learning as fun rather than hard work.

By allowing humor to be part of the process, you will naturally make learning more fun. Humor makes people pay attention more closely as opposed to institutional seriousness, which some people find boring. Using games and brain teasers as part of lessons is another way to make learning more enjoyable and stimulating.

Add Visuals to the Training

If you are using third party software to train your employees and it doesn’t contain visuals, then come up with your own images or videos to add to the lessons. Infographics have become powerful learning tools for accelerating knowledge because they combine pictures with summaries of important facts. You will find that most people learn faster through visuals than through reading.

Offer Rewards

Rewarding your employees who retain the knowledge you want them to learn can deliver positive results. The era of punishing people for not learning seems to be in the past due to its wasteful costly nature that increases the odds of higher turnover. Positive reinforcement simply works better for team building.

If you can’t offer a raise, think of what you can provide as a reward that gives employees reasons to meet the accomplishments you need. Perhaps it can involve a longer lunch break, a small prize or chance to participate in a creative project.

Ultimately, knowledge should be treated as self-rewarding. Let employees know the more they learn, the more they will be able to share knowledge with others, which helps make the team more powerful and potentially more productive and profitable. Most importantly, encourage the employee that it’s a way to advance their career.

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