Three Tips for Successful Long-Term Online Training

Online trainings can be a useful tool for developing talent, but they can also end up being a waste of time and resources, even if the content and presentation are good. The difference between successful and ineffective online training often comes down to whether employees are able to absorb and retain the information they receive.

There are a lot of obstacles to the absorption and retention of training. Busy employees may listen to a webinar while they work on other things, catching only tidbits here and there. Or they may put a training video off until they’ve finished a project and are too exhausted to give it due attention.

To avoid these training pitfalls, consider these three tips:

1. Follow the AGES Model

The NeuroLeadership Institute argues that we learn quickly and retain information best when we focus on one topic (attention), actively connect what we learn to what we already know (generation), experience positive feelings while learning (emotion), and space our intake of information (spacing). For example, cramming training on multiples topics into a tight two-day workshop would be much less effective than spreading that training out over a few weeks. Learn more about the AGES Model.

2. Give employees time to reflect and practice the skills they’ve learned

In some professions, like music and athletics, you spend most of your work time learning, building, and reinforcing skills before the big performance, whether it’s a concert, game, or race. Good performance necessitates constant practice. But in most professions, practice seems like a luxury you can’t afford because you’re expected to be performing during your work time. This is one reason training fails to deliver results. To master new skills, employees need time to focus on building those skills. That means some work time needs to be set aside post-training for them to reflect on and practice what they’ve learned.

3. Align trainings with the present needs and future goals of both the company and the employee

When assessing employee training goals, consider what additional knowledge and skills would enable them to do their jobs better now, but also set them up for success in their future careers. Employees are more likely to be excited by and personally invested in their training if they understand their personal return on that investment. If they don’t recognize its value, it won’t have any value to them.

isolved, GTM’s human capital management solution, gives you the tools for successful online training. Create and track online training, as well as assign courses and paths, all personalized for your business and delivered across your entire workforce. Learning is self-paced, includes engaging gamification elements, and improves employee job performance by educating employees with learning that’s tailored to your organization and goals. Request a free quote to learn more.