Why eLearning May Not Lead To Speed Enhancement

Why eLearning May Not Lead To Speed Enhancement
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Summary: This article explores the reasons why participating in an eLearning training course may not immediately lead to speed enhancement in the performance of tasks.

Is eLearning Delivering Results?

The world is now focusing on eLearning more than ever before. Companies strive to make employees more proficient, but sometimes the training does not deliver these results.

Reasons For The Failure Of eLearning

1. Lack Of A Good, Speed-Focused Design

The training does not take the learner into account. Also, formal training is not enough to make learners acquire speed. There is a need for informal training and performance support tools too. Also, the training should be on the actual setup of a job rather than just the theory. Although the learner might show their skills in training, they may not perform as well in real life, where they are under pressure. Hence, the use of simulations in eLearning is vital. The learning designers must take the help of multimedia developers to come up with such simulations. It's crucial for SMEs to conduct proper case studies before the developers execute their concepts.

The learning designers sometimes don't get enough time to focus on eLearning because they are not given any speed metric. Once they have such metrics, they know how the course must be designed to improve the speed of learners. When the eLearning designers don't know anything about the speed enhancement goals, they focus on skill enhancement in the course. Hence, the course fails when it comes to delivering the intended results. Learners don't increase their speed even after finishing the course. The Pareto principle should be used to devise learning judiciously. This principle states that only 20% of the most critical learning elements get 80% of the results.

2. No Involvement Of Managers

The role of managers also can't be ignored. They can assign learners the proper tasks to practice their skills. Hence, post-training mentoring by managers can change the tide in favor of the company. When employees don't get to work on the skills taught in training immediately, they forget them. Managers must be aware of the proficiency goals of their subordinates and hence delegate to them the required tasks after training. When learners are given group tasks, they carry out their learned skills. This is because no one can become perfect without practice. Even doctors have to work on their skills during their residency period before they become full-fledged doctors. They can't be expected to carry out surgeries after graduation because they have not practiced.

3. No Inclusion Of Simulations In The Course

An Instructor-Led Training session is not always a plausible solution when learners need to improve their speed [1]. This is because sometimes learners need to be taught in a real-life environment. For example, a learner will show good results when learning to use some software in practical situations, rather than just asynchronously in classrooms. In the latter case, they may falter when they are in high-pressure situations where the client might also be talking to them on a voice call and cannot run the software. A gamification system makes sure employees face irate customers and still deliver, especially when their performance is tied to rewards or other incentives.

4. Lack Of Social Learning

Learners need to share information, and this is only possible through social learning. When information is exchanged with peers, this improves retention even during stressful situations. Hence, social learning in the form of online learning groups and offline group-based exercises must be encouraged.

Role Of Companies In Improving Speed

1. Prepare The Learners For Change

Learners always show resistance because they are disturbed from their state of equilibrium. When learners are taught a new skill, their reaction is not great. They will feel it is tiresome to try to learn a new skill, let alone master it, because their minds and bodies have become used to believing and behaving in a certain way. But once they realize that they can change, they will do so. Hence, before introducing an eLearning course, make learners believe in their capacity to change. Then they can be shown testimonials of successful learners who took the course.

2. Wait For Productivity To Rise

Although a learner has gone through an eLearning course, their performance may not improve immediately. They may initially show a fall in productivity after completing the course. Companies should allow for this short-term productivity reduction because soon it will be replaced with better performance. The learner becomes more efficient, and any short-term productivity losses are accounted for.


Sometimes, even after studying an eLearning course, an employee's performance might not improve because they have no reason to do so. This is because they are not adequately motivated or do not have the right triggers. When a person knows they will be rewarded after a good performance, they will deliver.


[1] Instructor-Led and Virtual Training

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Creativ Technologies
We provide niche elearning solutions to corporate clients. Our company also provides LMS administration services. We are experts in Blended Learning, Mobile Learning and Web Based Training