Developing a Learning Culture

Corporate eLearning: Choosing a Strategy

You know you need to train your employees: that much is clear. But, what about everything that comes after? It might be clear as mud. Anyone who has tried to train can tell you that it’s not always as simple as it seems. Your organization is comprised of different types of objectives, media, and most importantly, people. If you want to be truly successful, corporate eLearning needs to be about more than just words on a page or a half-day training session. Mindful goals and purposeful approach can create an eLearning strategy that is crystal clear. 

Step One: Define Your Goals 

Before you begin planning your eLearning strategy, you need to make sure you have defined and measurable goals in mind. It’s not enough to just want your employees to do better: how are you going to calculate that success? If you’re not sure where to start, consider first your overarching organizational goals. Then, create learning objectives that align with that overall target. If your company goal is providing better customer service, for example, you can break down some of the contributing factors to help get you there. Corporate learning that includes soft skills and product training might be a good place to start. 

Step Two: Decide on Delivery 

Not all eLearning is created equal, and that’s just as true for eLearning delivery methods. Each type of training should be properly matched to the right delivery method for maximum impact since employees often respond as much to the medium as they do the message. Is your eLearning more suited to a conversation and in-person training, or would your employees benefit from a self-led mobile course in their spare time? Some training can be delivered in small, bite-sized pieces, while other topics require a blended approach with both classroom and digital elements. 

Take the time to consider your audience and how they’ll respond to the information you’re offering. The way you deliver your training could mean the difference between confusion and clarity. 

Step Three: Reinforce and Encourage 

Organizations often consider training as a one-time event. For example, everyone attends an afternoon meeting to cover their bases and then heads back to their desks. But learning and training should be an organic, near-constant state of operation for smart organizations. While you may be required to have event-based training (industry compliance requirements, for instance), think about learning as your company’s standard, rather than the exception. And, when you do have event-based training, reinforce new concepts often. Even something as simple as a text message reminder or a quick review could help create stronger connections between the learners and educational material. 

Part of your corporate learning strategy should be taking the time to help learners see how far they’ve come. Getting employees to buy into training is nearly impossible if they can’t see personal benefits. Tracking goals and using measurable checkpoints along the way takes your eLearning strategy from routine to a transformative experience. 

You don’t need to wait until you’re ready to overhaul your eLearning to start implementing a good strategy. Changing the way your entire organization approaches training will take time, but it can start today. By planning your strategy around the way your employees think and work, you’ll have a clearer vision of where you are and where you want to go next.