According to Global Market Insights, in 2011, organizations worldwide spent about $35.6 billion on self-paced e-learning; by 2015, that number hit $107 billion; and if the industry continues to grow at this rate, the market is expected to reach $240 billion by 2023. It’s no wonder that businesses and individuals alike recognize e-learning – and all its variations – as the holy grail of training and continuing education. But even with all its promise and benefits, integrating e-learning with your traditional learning program can be tricky. Here are some tips to remember when making the argument for integration or transition.

E-learning Is…

• Convenient and mobile: E-learning is an on-demand, meet-learners-where-they-are method of delivering training, so wherever or whenever someone wants to learn, it is ready for them. It meets learners where they are and at their own pace. There isn’t a need to keep up with classmates, as the pace and courses are theirs to determine.
• Accessible: For people who need to work from home, distance learning enables them to learn without coming in to the office.
• Interactive: While classroom settings can make learners feel like they’re being “talked at,” e-learning is more interactive, which facilitates retention.
• Personalized: Organizations can assign courses and content to meet the individual learning needs of each employee. Instructors can easily assign or remove course content based on the individual, maximizing efficiency and productivity to quickly reach the learner’s goals.
• Affordable: For learners looking to save money on education and training, distance learning provides convenient, cost-effective learning opportunities.

E-Learning Integration Tips

Ready to integrate e-learning into your training program? Here are seven tips to make the most of these cost-effective, education-revolutionizing learning approaches.

1. Short and sweet: Make sure your content is concise and focused. Use microlearning for short, focused, informative learning interventions.
2. Less is more: Consider keeping your course offerings to a minimum by removing courses that have low engagement and completion and then reorganizing what’s left according to need and demand.
3. Navigation: The average knowledge worker spends nearly 5 hours each day searching for information. Filtering content with tools to organize and find it means less time searching and more time learning.
4. Use it or lose it: Short quizzes; daily reminders; and short, curated content will improve learners’ retention. Information that isn’t applied is perishable knowledge, so help your learners use it before they lose it.
5. Related content: Suggest related reading materials at the end of a course, using automated filters to continuously refresh the suggestions.
6. Ask for feedback: Feedback from your “boots on the ground” can prove invaluable. Encourage learners to “like,” vote for or rate content, or use polls or surveys to determine what they find relevant.
7. Be adaptive: These tips and tricks are generally good ideas to implement for your training programs, but you still have watch what works – and what doesn’t – and adjust accordingly.

The e-learning industry, with its variations, methods and principles, is booming – and for good reason. There is something to offer for every learner – from every industry and location, on device, and serving every need in real time. With one finger on the pulse of what your learners want and need from their e-learning experience, you can meet them where they are, delivering information that is relevant, applicable, up-to-date and personalized just for them.