What happens after the launch of an eLearning campaign? How do you keep the initial buzz around eLearning alive? Sometimes the eLearning is launched and then left to individuals to complete. There are a number of potential issues with this. Trainees can choose when or when not to start the training and might see the training as less important or valuable than classroom based training. Also when trainees don’t leave their desk to complete training they may not be allocated a clear amount of time to complete the training.

As we have already discussed the trainee needs to be given the support of the managers to complete the training in a timely manner. This support needs to be ongoing and therefore the manager’s commitment to the training programme also needs to be ongoing.

Shout About Successes

The more buy in from trainees and managers the more successful the eLearning is likely to be, therefore it is important that it isn’t forgotten about. Using whatever resources are available (intranet, newsletters, emails, bulletins, notice boards, word of mouth etc.) feedback the results of the training. Feedback ideas and suggestions so that people can see that their input is being noticed which could encourage wider participation.

If a department or team has been innovative in the way in which they have received, completed or applied the training communicate those ideas to help other departments and teams.

Reward Trainees

Trainees can also be rewarded for their participation. Perhaps they could receive certificates for completing the training or recognition of another sort. One customer put an article in the company magazine with a photograph of all the trainees and their certificates. Any positive message that encourages individuals can help.
Perhaps completing the training will be count towards their personal development portfolio which in turn could help with their career development.

Encourage Participation

Communicating statistics of who has completed courses may help to encourage some healthy competition amongst trainees, teams or departments. If a regular ‘well done’ list is published with the names of the trainees who have passed is published it may encourage others to strive for the same recognition.

If individual managers receive email updates of who has completed what it may encourage them to support the training more; they may want to outshine their peers. On a practical level it will help managers to see who needs to complete the training or who may need help with it offering any additional support that is needed.

Positive Communication

If surveys or interactive quizzes have been used to get feedback on the training and its method the results can be publicised so that individuals know that they are being listened to. The training then becomes a two way thing rather than something that someone feeds back to but doesn’t receive anything back from.

Positive communication not only encourages participation but it also sends out a clear message that the organisation values the training and therefore expects it to be completed.
This article is the concluding part of our four articles that discuss how to successfully deploy eLearning. We have already looked at selling the benefits to get buy in across the organisation, building the foundations for success through strategic planning and alternative delivery solutions for different needs.

If you have missed any of these other articles and would like to read them please go to http://www.thelearningbusiness.com/about-us/article

Next Time.................. Making eLearning a Success – A – Z of Best Practice Findings.