Ideas on how you can deal with online learning burnout
Ideas on how you can deal with online learning burnout
Pandemic or not, we think online learning has quickly emerged as a training format that will be here to stay for a long, long time. It is more cost-efficient and has helped businesses meet their goals in a measurable way.
While this comes with obvious (and many) benefits, it goes without saying that teams can get tired of looking at screens all day long. Such exhaustion can prove detrimental to your frontline’s learning and development.
How do you differentiate between work and learning? How to make sure your frontline finds value in your training? How to help them connect to your training after a long day’s work?
In this blog, we’ll go over a couple of ideas that can help your frontline connect with, and retain what they learn.
Structuring your training
Flexible training modules: Make sure your training is available to be consumed anytime, anywhere. Giving your employees the flexibility to decide when they can take their training can help make it feel less like a task.
Microlearning for the win: We’ve tried it, and it works. Microlearning content is concise, but can still pack a punch. Try not to exceed 10 minutes of training per session. This way, it does not become a cumbersome task, and can easily fit into your frontline’s schedule.
Encourage learning within working hours: Following the theme of the previous point, if your training modules are crisp, you should be able to schedule time for learning such that learners are not forced to take personal time out from their day.
Variety in media formats: Split your training sessions to add quizzes, take feedback, use as many media formats as you can. This will give your learners more variety to look forward to, and can even increase levels of retention.
Pro tip: If you’re doing longer sessions, add five-minute breaks for learners to stretch, meditate, move around for a bit. (you can even embed these within the learning module)
The little things that matter
Engagement, the old-fashioned way: Have discussions around learning content, to keep things as interactive as possible. This will help build a sense of community and will help learners to connect with their peers over ideas. Since digital fatigue stems from users reaching the saturation point of using digital tools, keep it simple. A meeting session only for discussions and conversations.
Learner-led content: Make sure your training helps your employees meet their personal goals as well. How you could go about this is to conduct a weekly poll on what topics your employees want to be better at. The option that gets maximum votes could be a training module that you deploy every Friday. Encouraging employees to chart their own growth can prove to be a great motivator.
Acknowledging the efforts of the learners
Tools to engage: You can build a positive learning culture by awarding badges and giving points for course completion. This helps learners feel a sense of accomplishment for every badge they earn. If you want to take things up a notch, add quizzes to reinforce the learning, and award extra points for good performance.
Gamification to motivate: To further motivate your employees, you could launch a learning-based contest. This could be a monthly affair, where you get your learners on a leaderboard, based on their points, the winners get vouchers or certificates. This will keep employees coming back for more learning, without making it seem like a burden.
Bsharp Learn comes packed with all the features you need to keep your learners engaged. If you’d like, your learning contest can be up and running in minutes.
