Ten ways to make e-learning fun and engaging
High dropout rates due to unengaging and irrelevant course content, unmotivated learners and system issues is one of the main problems that continue to plague e-learning programmes today.
As Oliver Taylor, Vice President, Customer Support, Litmos, explains at the recent Learning Technologies Asia show, there are two reasons for this.
One, when designing learning interventions, businesses often forget the key metrics, which is to improve bottom lines. Secondly, individuals have the wrong attitude towards learning, rendering any programmes, no matter how well-designed, ineffective.
Taylor suggests ten tips for companies to make e-learning fun and engaging for employees.
1. Make it mobile. Having a mobile-ready platform gives users access anytime and anywhere
2. Gamify the experience. Through features like peer competitive leaderboards, learners will be motivated to do their best.
3. Shorter is sweeter. Short, highly engaging visual content leads to higher engagement and higher retention. No one is focused long enough to complete the course. Bite-sized is key.
4. Boost their learning. Push course snippets days after learning is complete. Follow-up is important because people struggle to remember or retain knowledge. Reinforce what they have learned in a timely fashion.
5. Make it just in time – make it intelligent. This concept developed from the days of retail because the idea was to bring in stocks just enough to replenish the shelves when inventory is down. So learning should be timed like this too. This is difficult and not easy to achieve
6. Make it personal. Design content based on interests, peers, trends. It’s hard to personalise, but you can make it feel personal. It’s not always realistic, but do this where possible.
7. Fun, engaging content. Through multimedia, videos and visual content. If you want to change behaviour rather than just tick off compliance on a course, you need to do this.
8. Lead by example. Executive buy-in is key – employees want to see that leadership is also taking the same learning. If you won’t do it yourself, it won’t be fun for anybody else. Be your own training advocate.
9. Answer what’s in it for me. Tell employees how it is going to help them with their work, learn about other people and progress in their career.
10. Let them feel success by adding an action – something they can actually feel or achieve as a result of the training. Let them practice a concept.