Five tips for successfully implementing e-learning

Do you think your organisation is ready for e-learning? Just to be on the safe side, check out these tips. This way, you can be sure that implementation will be a success and that your e-learning platform will not become something figuratively dusty.

1. Thorough preliminary research carried out?

Carrying out thorough preliminary research is an essential prerequisite for e-learning to succeed in an organisation. Inside us previous blog we explain the factors that are important in taking the step towards e-learning as an addition to, or replacing, traditional professional development activities.

When psychological, social and environmental factors as well as existing computer skills and existing resistance within the organisation have been considered, the organisation can start preparing itself to actually start with, and implementing e-learning.

For this implementation to be successful, these tips are essential:

2. Don't go too fast

Don't overwhelm employees directly with a wide range of software, apps, and technologies. Implement e-learning bit by bit. When employees are successful in the new way of learning, they are more likely to return to the learning material regularly.

When they feel overwhelmed and unable to navigate the new way of learning comfortably, they are less likely to invest time. It can then feel like so much time is being wasted figuring out the technology that it's not even the turn of the content.

3. Don't stand still

This tip seems to be the opposite of tip 2, but it is not. To ensure the highest efficiency and effectiveness of e-learning, it is essential to stay up to date with the latest e-learning opportunities. This contributes to creating a 'toolbox', in which different technologies and pedagogy can be combined to create optimal e-learning content and an optimal learning environment and experience for students.

4. Stay in touch with the student — virtually and face-to-face

When the employee is ready to start e-learning, this does not mean that he or she is then expected to complete the e-learning process completely independently. Keep an active finger on the pulse to gauge students' needs. The availability and accessibility of help are important for the student to feel comfortable while learning; after all, the student knows that help is nearby.

If a student has to wait too long for an answer or is not well aware of how to ask for help, this can lead to frustration and abandonment.

This makes sense when we compare it to a classroom situation. Imagine asking your teacher a question and he or she doesn't look at you or respond to the question you need the answer to in order to continue learning. That is unacceptable! 

The absence and inaccessibility of help is also unacceptable in the case of e-learning. Although the help may be experienced as less personal, its presence is very important.

Here, it is interesting to explore the possibilities of a 'virtual classroom'to investigate. A “virtual classroom” can be designed in several ways, such as Skype technology or video and chat integration, but the importance of connection comes first.

Starting a Community of Practice is also an effective way to brainstorm, share experiences and share best practices.

In addition, it is effective to nominate one clear person as the 'go-to' person for students who follow an e-learning process, for example an 'e-learning coordinator'. The e-learning coordinator must have a lot of knowledge about technology, contribute to the quality of learning and to the online learning experience. In addition, he or she guides the student on the way to successfully completing a possible assessment (and the e-learning coordinator may also assess the assessments).

Also read: increase intrinsic motivation with gamification in e-learning.

5. Monitor progress

One of the most important roles of the e-learning coordinator is to facilitate regular check-ins with students. These not only ensure that the student feels seen and heard, but also provide a sense of responsibility on the part of the student. Especially for students who do not naturally learn in a self-directed way, this can be an incentive to keep working on e-learning.

Collecting interim feedback from students is an effective way to adjust the e-learning in the meantime and develop solutions to meet the student's needs.

With these 8 steps, you can create an online training in no time.

Briefly summarised

1. Do thorough preliminary research into psychological, social and environmental factors as well as existing computer skills and existing resistance within your organisation. Examine the findings of this study before implementing e-learning.
2. Introduce e-learning bit by bit and don't overwhelm employees with countless new technologies.
3. Create a recent one - based on e-learning research and trends - toolboxthat combines high-quality technology and pedagogy for an optimal e-learning experience.
4. Be reachable. Make sure students don't feel alone and that they feel they can always ask for help. Realise the connection by starting a “community of practice” and appointing an e-learning coordinator.
5. Request interim feedback from students. In this way, the student feels seen and heard and, as an organisation, you can collect valuable data and adjust or adapt the e-learning where necessary.

Want to know more about e-learning? Download the e-Learning Essentials e-book for free!