Like many digital technologies, online training software has been celebrated for its transformative potential. By harnessing the power of cloud computing, data analysis and other modern technology, organizations now possess the ability to make training more effective, efficient and engaging for users. Businesses can lower costs while also cultivating the skill sets of their workers.

This kind of resounding success isn’t assured, however. Some organizations have seen their online training initiatives overpromise and under-deliver. As with the implementation of any significant project, the success or failure of an online training program is largely determined by how well it’s executed.

Explosive Growth, but Challenges for Some Learners

The core advantages of online training (greater efficiency, effectiveness and engagement) are the primary impetus for the explosive growth we’ve seen in the larger e-learning market. That market eclipsed the $100 billion barrier in total global value in 2015 and is expected to crest $325 billion by 2025.

As larger numbers of organizations adopt or dedicate additional resources to online training programs, it becomes even more critical to do so effectively, as failing means ceding a significant competitive advantage. If you can’t refine your employees’ skills and help them become more valuable in their roles, you can be certain that other organizations will do so. For most businesses, the crucial question is not, “Should we invest in online training?” but rather, “How can we get the most out of our online training efforts?”

Efforts to track the efficacy of online learning and training have demonstrated mixed outcomes. A systematic meta-analysis of more than 1,000 studies into the effects on online learning showed that those who learned with an online component performed better than those who received face-to-face instruction. This study is one of the most detailed evaluations of its kind, and it provides evidence supporting the efficacy of the online approach.

However, a recent Brookings Institute study showed that some learners do not always fare as well with online instruction. The authors of the study ascribed some of these difficulties to poor course design and the inability or unwillingness of instructors to use online tools to their full potential. Instead of harnessing the singular power and capabilities of online tools, too many instructors are simply using them to replicate the in-person, face to face experience.

Mistakes to Avoid

Given the importance of execution when administering online training initiatives, it’s important to identify the common problem areas that are most responsible for lowering efficacy. These include:

• Lack of user friendliness: Nothing disengages workers faster than a choppy, tedious or hard-to-follow user experience. Training requires workers to digest and synthesize new concepts. If they are struggling with the training architecture, how can they be expected to effectively master new information?
• Failure to offer streamlined presentation: Course materials should be concise and to the point (think punchy paragraphs, bullet points, lists, etc.). Courses that feature an overabundance of text, a shortage of visuals, long-winded writing and other errors will struggle to maintain learners’ attention.
• Single-minded devotion to the replication of live training: Online training should not simply be a virtual version of face-to-face training. The two approaches have many profound differences, from philosophy to learner expectations, and should not be considered interchangeable. Online training offers powerful features that can’t be leveraged if you approach it like in-person training.
• Poor (or no) resonance with learners: Creating compelling, emotionally resonant content will keep learners engaged. Trainers need to be eternally cognizant of the learner’s perspective. How are they experiencing the lessons? Is the material relevant? Do they connect with it? If so, completion rates will soar, and learner retention will improve dramatically. To craft more resonant courses, offer real-world scenarios and narrative content.
• Failure to leverage data: Tracking and reporting learner progress is essential. For a clear view of individual progress, organizations should test their learners not only following course completion but also before the course begins. An advanced online learning platform can monitor learner progress and help instructional designers create new, individualized approaches that foster successful outcomes.
• An impersonal approach: No two employees are alike, so why would a generalized approach be the best option for online training? Organizations that take the time to develop personalized learning programs help their workers cultivate the precise skills needed to thrive in their positions. Cast too wide a net, and workers will find training irrelevant and disengaging.
• Missing critical feedback: Employees are the best source to gauge the effectiveness of a training program. Smart organizations don’t wait until training courses end to gather feedback; they take advantage of real-time feedback capabilities and act on that information.
• Failure to promote a culture of continuous learning: Organizations should view online training as an ongoing process that becomes more refined and effective over time. Workers need to have their knowledge reinforced, while employers need to develop a self-renewing talent base. Organizations that fail to promote this kind of culture will fail in both regards.

The Takeaway

Online training offers a variety of benefits for modern organizations, yet execution remains key. By avoiding the common implementation, design and administration errors outlined here, you can help ensure that your employees develop the necessary skills to flourish.