Is it time to revamp your linear e-learning experience?
Employees like to take charge of their own training. Having a say in the resources used to bridge gaps and hone hidden talent. Even if they don’t look keen on the development they’re going on. For this reason, linear e-learning rarely meets their expectations. In fact, it may limit their potential and force them to keep pace with their peers, which leads to cognitive overload and unnecessary stress. The stress then flows into the workplace, causing productivity to decline. The best way to promote their success and put them in the seat of an L&D driver is to turn a linear course into a dynamic training experience. Below are six ways to make your next course interactive, engaging and learner-centric.
Six ideas to make your course more dynamic
1. Interactive Storytelling
It introduces memorable characters and emotionally persuasive backstory, encouraging employees to choose their own training path. For example, it all starts with a conflict between two managers between colleagues. Set the scene for the Dispute Resolution course. Employees can choose from three different activities/modules that explore relevant skills and tasks. Once you complete the first level of the story, you will be able to proceed to the next chapter. This is a way to maintain harmony between staff with team building and interpersonal skills. This also branches out into individual exercises they can choose based on preferences and personal gaps.
2. Clickable map
Send employees on an adventure through personal development and performance management. Well, that doesn’t sound like what you see in your travel brochure. However, clickable maps can bring autonomy and empowerment to your team. They can choose where they will go next and what purpose they will focus on. You need to cover all your essentials, including compliance and company policies, but at your own pace. You can also skip modules and courses by passing the proficiency exam along the way. This prevents boredom and allows employees to focus on the topic of the level rather than being forced to take part in redundant courses just for linear e-learning.
3. Personalized Pass
The dynamic training experience is more personal than anything else. No two employees have the same skill gap or goals. So why do they have to sign up for the same course or training activities? You can develop learner-centric paths and customize them to your needs. This allows you to adjust your path accordingly and change career ambitions when new pain appears. For example, they must decide to pursue a team leadership position in your organization and acquire new skills. Actual activities are valuable diagnostic tools that can help you pave the way for yourself. They choose the best resource for their work, as they reveal hidden areas for improvement and strengths. Simulations and scenarios convey a lot about their talent and overall performance behavior.
4. Group exploration
One of the drawbacks of self-paced training is isolation. At the very least, some employees may feel separated from their peers as they follow a self-paved path. Therefore, group exploration is the ideal way to create a dynamic training experience that improves morale and builds a stronger sense of community. They break into groups with employees and keep in touch using the PM platform. Each week, they meet to discuss this week’s training topic and select new activities and resources. Another approach is to encourage them to select their own resources and simply provide feedback or tips during their weekly sessions. For example, share how simulations improve your soft skills and recommend them to your colleagues. Or, each one overcomes training obstacles and make the most of their L&D library.
5. Course catalog combined with self-assessment
Open the entire team’s course catalog and run them wild. Of course, they are appropriate and need some direction to focus on the topic that fits your goals. That’s where self-evaluation comes into play. We provide a short pop quiz first to identify areas of improvement and allow you to peruse the catalog via a fresh lens. Something that is not clouded by what they are good at or the assumptions of the area they need to deal with. The assessment updates the training objectives and sets a benchmark. The catalog should be packed with a variety of content that caters to a variety of needs and preferences, from video demos to serious games. You can also embed links from external sites to enrich your repository without spending small assets. It supports resources to enhance your product knowledge, just like YouTube and vendor video tutorials.
6. Post-survey proposal
Employees complete the survey, followed by recommendations for the personalized course. The survey may not tell you how much they know, but it is reserved for ratings. However, you can identify your preferences, interests, and training habits to develop a dynamic training experience. The result is an interactive e-learning course like a glove. LMS automatically displays relevant certification paths or modules that employees think are useful. Based on survey results and learner profiles. This can also be combined with self-assessment to delve deeper into performance issues.
Conclusion
Linear e-learning courses leave little room for learners to interact. Instead of charting their own courses and taking calculated risks, they follow the ride. However, these tips can help you turn online training into a dynamic and engaging experience that empowers employees. All members of the team play an active role in their own development, taking personal interests, from exploring topics in group settings to perusing the course catalog after identifying areas for improvement. You can select activities based on this.
Need a new authoring tool to design high interaction training experiences with open navigation? An online directory makes it easy to choose the software that suits your goals and budget. You can search by features, pricing models and industry to invest wisely.
