Nobody cheats during eLearning units. And the Earth is flat...

Who hasn’t sat through them, the annual briefings on topics such as compliance, IT security and safety at work? Infamous due to the infinite amount of time it takes to complete web-based training and eLearning units. Dreaded because they are often designed by didactic amateurs or technical detail freaks, causing the 30- to 60-minute courses to often and rightly be compared to instruments of torture.

Knowledge transfer that stimulates, inspires and achieves its aim – most eLearning courses are not given outstanding marks in these areas. As a result, learners have developed an entire repertoire of tricks for avoiding or reducing the boredom and frustration of online courses.

Googling the answers is a popular solution, or asking colleagues for the answers. Or having an assistant complete the course. Learners skip entire modules whenever possible or, depending on how difficult it is and how much they already know, they “get it over with quickly” while participating in a telephone conference. Professional knowledge transfer, designed to enable and support behavioural changes, is entirely different.

The cleverest learners record the learning module on their own computers. And next time, they can simply watch the video recording again to find answers to some of the more difficult questions.

It’s indisputable: Important knowledge needs to be shared

But is one training course a year on compliance enough? And what about new IT risks? Should you wait several months until the annual online course is on the agenda again? Hopefully no new cyberattacks will occur in the meanwhile...!?

Lack of topicality, objective weaknesses in design, high licensing costs or long in-house production schedules aside – classical eLearning courses alone cannot adequately support employees in a knowledge society that is undergoing rapid change.

Alternative or supplementary formats that can be more successfully targeted to user preferences and habits are required. Today, knowledge transfer is better and more appealing:

Knowledge bites: The schnitzel can be smaller than the plate
Rely on micro content. Short learning units are easier to produce and can always be topical. And the shorter the learning unit, the higher the user motivation and acceptance.

Modern formats, not tools from the last century
Put infographics, explanatory videos and learning apps or interactive videos to good use! In short, use the digital formats that your employees use in their private lives and boost their motivation and willingness to learn.

The bait is for the fish, not the fisherman
The communication aspects of the course are at least as important as expert knowledge. This is why your content should be tailored to your target groups and not based on completeness and correctness alone. Create learning programmes that focus on user preferences.

Continual knowledge bites, not annual overload
Knowledge needs to be refreshed at regular intervals with newly initiated learning stimulation. Think ‘campaign.’ This is the way to maintain high levels of inspiration and motivation within your learning community and achieve learning and behavioural targets more easily.

Would you like to learn more about the numerous options? Simply contact us.

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