Maximizing Retention In E-Learning – Part 1
There is a big difference between just scattering seeds on the ground and hoping to grow something versus taking the time to prepare the soil, add fertilizer, compost and then add the seeds. Even after that you work very hard to make sure the area retains the amount of sunshine and rain needed to make your seed turning into a thriving productive plant. Maximizing retention in e-learning is no different. In part 1 of this series we are going to focus on the groundwork. Let’s prepare the soil.
Soil that has never been cultivated can be extremely challenging to work with. It takes a lot of initial effort to really work the soil so that it is ready to produce what you need. That thought lends itself to the culture that you need to bring to the table. Ask yourself these questions:
- Has training been part of my company culture?
- When I do setup training classes do I have a reasonable amount of buy in to the concept?
- Is training used as a development tool or a screening tool? Do your employees know the difference?
Maximizing retention in e-learning or for any learning for that matter, starts with acceptance. I have come across many companies who really understood the seriousness of this undertaking. It can be a huge waste of company resources if you do not plan accordingly. A training program can be born and die in the same month if there is not careful planning. If you have the resources, create focus groups within your company. If you are the Lone Ranger of the training department use tools such as LinkedIn groups to network with other trainers and learn from their experience. Once you have a foundation for your training program why not try it out on a test group within your company. As you develop your program you will quickly see who the champions or leaders are of your training initiative. Harness their passion and determine how their positive influence will benefit the program.
This wraps up part 1 of our series. Stay tuned for part 2 where we will dive into determining learning plans and competencies for your various job titles and departments.
Written by Jonathan Saar
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