7 steps to engage e-Learners

So you've bought a package of e-Learning for your employees. Now how are you going to make sure they use it? Well you need an engagement strategy. This is vital not only to demonstrate the return on investment but also to be able to measure the return on learning, i.e. did the e-Learning actually make any difference?

We have always needed to engage learners, but with e-Learning it's even more important because, unlike the classroom, you can't monitor what users are doing and how they are feeling about the experience.

15 years ago completion rates for e-Learning averaged only 50%. We've managed to improve that, slightly. A UK report estimated the completion rates for compliance training in 2014 were 70%. Hmm, not really 'wow'. And of course you want 100%, and you should get it! So here's my list of 7 steps to try and get there. The extent to which you can put these into practice is what is going to determine your completion rate. 

1. Engaging content

Probably the most important step is to make sure you have (bought) rich, engaging, multi-media, tried and tested e-Learning content. You'll be lucky to get even 50% completion if your e-Learning looks like online PowerPoint because the only way learners engage with this content is to press the 'next' button on the bottom of their screens!

You need to insist on metaphor-based learning sequences, learner paths with clear objectives, self directed learning through flexible navigation and menu-ing, etc. Shop around: e-Learning has become a lot more sophisticated in the last 15 years (one reason why it is a serious threat to classroom learning now). 

2. Assessment

Test, test, test! Use pre and post knowledge assessments to measure the difference the e-Learning made. Test results are not just for HR spreadsheets; learners are motivated by knowing how they did too. Assessment gets you to level 2 of the Kirkpatrick evaluation of learning model; retention and assimilation of new knowledge and skills. Don't skip it. 

3. Reporting

You'll need a decent reporting feature to allow you to monitor take up, progress, assessment and completion. This will come as standard with any LMS you might purchase. Make sure you know how to use it (and get trained if you don't). But also make sure the line managers of the learners us it too; line managers are your best soldiers in the engagement battle, because they know the learners better than anyone and can be both enforcers and supporters for them.

4. Customisation

Design is not just a cosmetic consideration. Employees will feel more engaged with a training program that looks like it was produced by the organisation they work for. It may not have been, but you can get your logo and colour scheme spliced onto the learning and I'd advise you do. Adding an introductory video by your CEO explaining why the e-Learning is important can also help create buy-in from employees. 

5. Timing

However enthusiastic you are about the new e-Learning package you've just bought, you don't want to throw it at employees all in on go; this will overwhelm staff and de-motivate them right from the beginning. You will get higher completion by allowing employees to space out the learning so that it's a manageable workload; about one course every two weeks would be fine. Of course there may be some employees who prefer to do the learning in one go, and that's fine too - the important thing is to give learners the choice. 

6. Devices

Today there are multiple types of devices that can all access e-Learning; from PCs to laptops/netbooks, tablets, phablets and mobile phones. You can increase learner engagement by considering which devices your employees like using and making sure the content can be presented on them. But this can be tricky; not all devices are compatible with Flash and while Flash is feature rich and looks more structured, new technologies like html5 will play on any device and is more suited to touch interfaces like tablets.

Beware of using mobile phones for e-Learning; it may be technically possible to view the content on a mobile phone but most e-Learning is not designed for these screen sizes and will be difficult to use. e-Learning is not the same as Mobile Learning!

7. Communications

I already mentioned the importance of getting line managers onboard, but there are other important stakeholders too, not least the target learners themselves. As with many things, the way you communicate what is going to happen will set the level of acceptance. A good communications plan will gain buy-in across the organisation by considering the different (and sometimes competing) interests and power of different stakeholder groups.

What you don't want to end up with is line managers not knowing about, or complaining about the e-Learning; I've seen this happen and the results were disastrous. 

I hope this list will be useful for someone, and it would be great to hear any success stories or lessons learned from e-Learning roll outs you've experienced.