Online training can be a hard sell; especially to employees who feel mandated to take the training. What do you do in order to appeal to a reluctant staff? How can you give them a positive experience so that they’ll no longer roll their eyes when the subject of training comes up? Those seem like tough questions.
The good news is that it’s not as hard as it sounds. There are several strategies that you can start using right now to get the workforce on your side. If you do the job correctly, they’re be asking for more.
Here are a few tips to get you started.
Make It Easy To Get Started
The first thing that an employee new to online training will do is to register for your course. In order to make the experience seamless, you can get the manager to send out activation codes. This allows the new them to create an account, access the learning management system and start to take courses immediately.
If your online training software is unable to send out activation codes, try to keep the initial registration information to the minimum so that you don’t frustrate the learners. The minimum fields that you should include are: First Name, Last Name, and Email Address. The email address is needed for any notifications that are sent out.
Open The Channels Of Communication
Notifications are an important part of your learning management system (LMS) and allow the learners to stay in the loop and receive notices.
The first email that an employee will receive is the confirmation of registration. A confirmation email doesn’t have to be a boring thing. By adding some personalization such as the first and last name fields that you captured upon registration; language and vernacular that speaks to your them; and enticing graphics; you can create an email that will be read, understood and acted upon.
Certifications and reminders to recertify are another thing that can be sent via email. After the successful completion of a course, the employee can be sent a completion certificate. The certificate can be personalized with their name, course and the date of completion. Also, make sure that it’s a printable format like a PDF so that they’re able to hang it in their office.
Give Your Staff Options
If your staff spend a lot of time out of the office and aren’t mandated to take the online training at a specific time, you need to make sure that the course is available to them 24/7 wherever they’re taking it.
By building courses with mobile learning in mind, an employee won’t run into the bottleneck of not being able to take the course because they didn’t have the right technology.
Course authoring tools are making it easier and easier to export to mobile formats like HTML5. Often times, it’s simply the click of a button.
Make Your Courses Engaging
There are several strategies that can accomplish this. The easiest of which is to mix up the question types rather than using a string of multiple choice questions. There are several that you can draw from including; fill in the blank, drag and drop, and hot spot. Introducing these questions keeps employees on their toes and will increase engagement.
A step further is to build training that contains role-playing elements. Right away staff will be engaged their active participation in the role play. You can see how this is accomplished by trying our custom role-play elearning demo.
In this sample, you are an office manager who is trying to delegate an appropriate task to an employee based on their experience and temperament. You need to get to know the employee first in order to choose correctly.
In our Patient Management role-playing demo course, your job is to correctly diagnose a patient based on their answers to your questions as well as looking at their medical history and performing a check up.
With some creativity and perseverance, you’ll be able to find many ways to keep your workforce from groaning and also have them looking forward to your next course.