E-learnings have arrived as relevant, mobile, self-paced and personalized learning platform that fulfill the online mode of learning. The onslaught of digital tools has led to changes in how the content is accessed, consumed, shared and discussed.
At a workplace, employers leverage e-learning for skill acquisition; something extremely important to increase competitiveness and address skill gap. As much as the digital front accommodates everyone’s (employer and employee) needs, there is an air of uncertainty in its adoption. It often happens that some employees undertake courses because they are mandated to do so. They just go through the cycle of motions; neither use trainings to improve their work, nor realize the value of investment.
Before launching a course, companies should aim for behavior change as it can bring a better return on investment. E-learning is uniquely suited for this challenge, as businesses can tweak their delivery methods according to the learner’s needs.
Interact with potential learners before creating a course
When industries hear directly from their employees, they become aware of the reasons that hold them back. Some might be fearful in undertaking a new course; others simply might not be interested in the offerings. If the employees are given the opportunity to provide their inputs and courses are tailor-made – their habits, mindsets and beliefs change, and they display adequate willingness and curiosity in learning.
In terms of safety, this approach needs to blend in as employees embrace safety only when a shift in their mindset and behavior occurs.
Define expectations before the course begins and make them accountable to produce results
If an E-learning course introduces a worker to fire hazards, risks, and preventive measures, the course completion should ensure that they are mentally equipped in fire safety. Economics of scale and scope should be clearly outlined – workers should exactly know what they will learn and when they should apply it. This can guarantee improved performances and in turn, benefit the organization.
If the first step of interaction is taken, industries have already intervened in the people’s beliefs and behavior (persuasion per se). Hence it is easy to expect outcomes and achieve behavioral successes.
Post-trainings should emphasize on frequent communication between workers and their supervisors
E-learning communicates a uniform message across its target audience and enables a higher degree of coverage. As these learnings are in sync with the modern learners, they enhance their ability to learn and implement new processes at workplace. Here is when the behavioral change takes place. Where some are ready to utilize the knowledge effectively, some might still need additional information, coaching and motivation. If the participants are aware that they are expected to exhibit behaviors they are trained upon, this will drive interactions with their managers and influence the organization’s culture positively.
Knowledge sharing plays a key role here as it is hard to be productive in unsupportive environments. Employers can give a real shot on this ‘motivation to advance’ to shape an employee’s behavior.
Customized E-learning courses prepare the learners for practical challenges they would encounter at their site. They set the tone for the daunting tasks ahead, without causing any harm. Such experiments in the digital space allow companies to spread ‘EHS awareness’ and help provide an edge over others.
These are not pie-in-the-sky prospects but are simple core practices that will support the organization’s never-ending quest for operational efficiency.