It would not be wrong to say that safety E-learning has drifted the method of learning that is imparted to the learning professionals – unlike the conventional training methods, it makes giving and receiving simpler, prolific and productive. It helps in grasping the lessons adequately – one remains sync with the latest learning.

The main aim, although, remains closing specific competency gaps and adding specific skills to meet safety career goals – creating a virtuous cycle that advances collaborative thinking.

Still, there are companies that are not open to E-learning options – their only way of training is instructor-led.

Replacing them isn’t an option that we are talking about, but E-learning complements well in scenarios where imparting knowledge instantly remains the key goal.

For industries who are hesitant to adopt safety E-learning, here are 5 ways that can help –

1. Building alignment to overcome shock and denial

   Shock and denial can be the response of the audience when they are introduced to E-learning because of –

   • Their need of face-to-face interaction while dealing with near-misses, or learning about on-job essentials
   • Their opinion that on-job learnings are better than online trainings

   A proper alignment with their thoughts and views are possible when there are–

   • Awareness sessions about the importance of E-learning
   • Customer and success stories of E-learning
   • Contributions from trainers and SMEs in the decision-making process

2. Boosting communication to embrace better

   Sudden shift can be frustrating because there are changes taking place in tandem with the workplace, with the reach, impact and relevance – differing pathways can hinder adoption. For EHS domain, people are slowly getting acclimatized to online methods, because feasibility is questioned a several times.

   To offer flexibility for the learners to upskill their careers, even companies need to find in new ways since lifelong learning is the only way forward.

   Proper influence from the managers, team leaders, trainers and SMEs influences a pilot group of learners. Their stimulus can be anything – highlighting the drawbacks of not converting to E-learning, ways of training improvement etc.

3. Kindle interest in E-learning and motivate learners

   A learner can be busy to ‘deal with the additional responsibility of completing a training program.’ To refrain learners from thinking this, they need to be explained about their role changes and make them ready to give inputs on the content.

   Their motivation can include –

   • Giving them control of the learning process (Learners are free to decide the time they wish to spend on training completion)
   • Providing them the flexibility to complete trainings even outside the workplace.

4. Develop learner capability to experiment

   Combining insights from the safety professionals and novices effectively shapes the direction of the safety E-learning programs – a shared learning ecosystem is therefore, fruitful. Ways that one can get along with the learners includes –

   • Getting trainers and SMEs involved in brainstorming on how to present this content
   • Get trainers onboard to identify potential learning gaps that can occur as a result of converting content from ILT to eLearning, and find appropriate ways to address them

5. Implement decisions by knowledge sharing

   Safety E-Learning provides expeditious delivery of lessons – where there remains no procrastinator and hence becomes a quick way of learning. When it helps you learn without having to give up the comforts of the environment you are at ease with, knowledge sharing is given the importance it needs. Further –

   • Setting timelines to finish conversion from Instructor-led courses to eLearning helps
   • Specify the roles and responsibilities of people involved becomes essential

In this way, deeper engagement promotes accessibility for working professionals, personalizing safety education for millions of EHS and OHS mavens.