Aside from poor employee buy-in, another issue that can pop up when rolling out eLearning courses is when completion rates are not as high as you’d like. And that can stem from a number of issues: poor design elements, content doesn’t hold interest, time constraints, and so on.
So what can you do to make sure the courses in your library are being completed on time? Here are four ways to keep your employees in their seats until the end.
Don’t Make The LMS Interface Confusing
An LMS with one too many entry points is an eye sore for learners. The longer it takes for employees to find the course they want, the more frustration builds. Because not only is there patience wearing thin, but so is their time allotted to train that day.
You must have a user-friendly LMS that gets learners to their course quickly. It must have “hot keys” that let employees pull up the courses they want, tag ones for later, etc. For instance, with ej4’s Thinkzoom, learners are able to view the required courses assigned to them at the top of their dashboard - and below that is a list of recently uploaded/viewed courses. Plus, there are other features like social buttons below each courses, quizzes to take part in, and much more.
But above all else, the LMS itself is easy to navigate.
Design Shorter Courses
Are the courses testing their patience? If so, no wonder none of the courses are being completed. Course length is just as important as the content inside. While you may have a great course on, say, “How to Be an Effective Team Leader,” if that course wraps up after a good 30-45 minutes, will they be able to sit through it and retain everything? Remember, even though our attention spans are not as bad as a child’s, they’re still not that far off.
Keep in mind that when you go to trim courses to a respectable length, don’t sacrifice great content in the process. If you need to include other points, then it’s not a bad idea to consider the next step...
Parse Out Courses When Needed
If you have a number of talking points lined up for one course, but get nervous that it might spill over past the 10 minute mark, just create another video that’s short and to the point. For example, if you design a course on “Leadership Fundamentals” and want to go more in-depth on each fundamental, consider splitting them up into two courses (or more, if necessary). And as an added suggestion, make sure the same design elements are there, use the same presenter, and try to mirror the closing times. For retention’s sake, you don’t want to lose too much familiarity.
Create Courses That Fulfill Needs
Employees are more willing to watch something that pertains to their specific job over something that’s general. Not to say that general courses are a non-factor - because they are just as valuable - but employees want a course that speaks to how they can improve what they do. If you are trying to teach a merchandiser to improve their job, provide them with courses on “How to Set Up a Professional Display” or “How to Prevent Back Injuries Lifting [Company Product] From Off The Trucks” instead of, “How to Be Motivated at Work” or “Safety Skills Tips”.
Like I said, the last two courses are important to watch, but what’s the more pressing need a merchandiser would look to fulfill?
Like I stated before, time is a precious commodity for both the employee and the company. And the more employees yawn and disengage from a course, the more minutes are wasted having to backtrack for a second viewing later on. Your eLearning courses should always pique interest, teach a relevant skill and be able to kick employees back to their job quickly.