Employees And Online Training: How To Make It Work
There is a strong focus on training now because of the changes. Online training is getting so much attention from companies because employees quit when they don’t get any success in their job goals. They suffer from low morale because they feel they are not trained enough to continue their duties. Employees also feel a lack of encouragement because they suffer from continuous job insecurity due to their inability to fulfill their duties.
They don’t feel satisfied by being employed and, as a result, suffer from burnout due to overworking to please their boss. There is, as a result, a higher payout of healthcare costs by the company leading to a shortage of profits. Therefore, online training is necessary for old and new employees so that the former are more confident about their job duties. They feel relaxed that they are contributing towards their own and their company goals and hence do their duties excitedly and even relevantly, not making any trial-and-error decisions.
Continuous learning has become necessary for employees because otherwise, they can’t advance in their careers. However, there are too many distractions in this kind of training, including surfing the internet on smartphones. Even the notifications make noise all the time. There are many reasons why employees drop out of courses. There are only 88% of employees who complete online courses.
Benefits Of Online Training For Employees
1. Better Decision-Making
With better knowledge, employees' ideas hit the target, leading to more profits for the company. Companies must provide online training; otherwise, the employees will pursue such courses and quit their jobs. In a survey about the employees who had quit their jobs in the last six months or were planning to leave them in the next six months, 83% said there was no professional growth in their current jobs. In this survey, most respondents were pursuing a course or had already completed the course. Professional growth accompanied by a salary hike is also very important for employees. Hence, companies must provide short training to employees to prevent them from quitting their jobs. Many topics are friendly for short-term training, like technology, finance, and insurance.
2. Timely Help When Employees Don’t Know Something
It’s also confusing for companies to know when employees should pursue the course. Indeed, the company cannot force the employees to pursue the course during office hours because that would mean they have to push their work. Also, they can’t be made to sit after office hours because that would mean missing out on family time. The employees should be allowed to pursue the course according to their schedule. Best of all, the course should have JIT components so that employees can learn from the course when they need the information.
Why Do Employees Drop Out Of Courses?
1. They Don’t Hold Any Value
The first reason employees drop out of courses is that they have not paid for them. So, they are not bothered about quitting them. For employees, such courses are free, so they don’t consider them valuable. Also, no one easily knows that an employee has left the course in between. It’s not like a classroom course when you just start missing attendance to leave the course and everyone knows. But despite the accompanying embarrassment, employees are quitting the offline courses also.
Moreover, in online learning courses, employees study alone. Indeed, employees don’t have anyone to get help from. It can happen that an employee has been given an onboarding course where they are the only one to join the company. So, they can just consult HR for some help and no one else [1]. But when many employees have joined the company simultaneously, there is no dearth of consultation. You can talk to fellow joiners through a chat forum or even join them through discussion rooms. They can also video call the other employees and seek advice about how to solve a problem in the course.
2. Not Properly Planned Courses
Unorganized courses can also cause a problem for learners when they cannot focus on them. For example, if the lessons are one and a half hours in duration each, then the learners lose their concentration and patience. With such long lessons, it also becomes tough for the learners to retain the information. Therefore, the lessons should be of shorter duration so the learners can adjust them in their schedule, like 30 minutes. With such short-duration lessons, learners don’t need to make any special effort to study daily.
3. Not Well-Structured Courses
The online training course is not perfect for all employees, especially if it is not made to order. The learners can feel bored with the information in the course and inundated because it’s irrelevant to them. There must also be a way to make the course interesting for users. For example, there must be bullets used in the courses. With such bullets, employees can understand the course pretty well. Apart from that, concise sentences should be included in the course so that the audience does not have any trouble reading and understanding them. If employees need any resources to corroborate the information included, they must be provided to them. The best way to design any course is to include videos [2] in it.
References
[1] What is the best training for HR to retain employees?
Originally published at creativtechnologies.com.
