Six Ways to Increase E-learning Usage and Completion

Sometimes the training department ends up playing the role of "cop", that is, trying to make sure everyone finishes assigned courses within the prescribed time periods and success levels. When you add e-learning to the mix, you've got more real estate to "police" - and sometimes the online pieces fall to the bottom of the list. After all, the online courses are supposed to be "self service", right? Instead of patrolling completion, here are six ways to increase usage and encourage associates to finish online courses, as well.

1. Develop an e-culture. It's great to roll out e-learning, but be sure that the organization's culture is ready for it. If not, roll it out slowly using email or intranet campaigns. Put out tutorials that help associates log in to courses, navigate them, and know what to expect when the courses are completed. Another e-culture piece could be a blog or online discussion threads to help associates discuss content and online course usage. The biggest mistake is to just put e-learning out there and expect the organization to adapt to it right away, with no "priming".
2. Hold managers accountable. With any training program, we sometimes forget that others can be held accountable for each person's attendance or completion. With e-learning, you add the variable of people working on courses from their desks or workspaces. Without management help, some of them won't know how and when to schedule their learning. By holding managers accountable, you're helping the learning process. Managers will be more likely to create schedules and encourage associates to complete their online learning. You're also adding to a culture that values learning.
3. Add a "social" aspect to e-learning. Many online courses simply require an associate to log on and take a course. But some courses can be developed to create online discussions or pre-work with other course participants and even an instructor or "coach". This type of intervention is especially useful with geographically diverse learning populations, where associates from different parts of the country or even the world can interact in a virtual classroom. Not only does a social aspect encourage completion, it also creates an opportunity for networking.
4. Reward and certify. If you're offering a "core" of online courses, make it into a certification. Better yet, online learning cores can be used to "career path" associates in various job groups. With this arrangement, you can certify associates and offer an entrance into a talent pool or even a bonus or increase for completing a certain number of courses. Just be sure that completion leads somewhere, i.e. to consideration for promotion or a into a new job group.
5. Track completion. This may be redundant to add, but don't be surprised if you come across organizations that just don't track e-learning completion. If you're running a Learning Management System (LMS), you should have tracking as part of the e-learning platform. If you've developed your own LMS, be sure to add tracking. When you track, associates have a clear record of accomplishment, as do their managers. Associates who are looking for mobility or promotion can use their course completion record as further proof that they are ready to move forward. 
6. Communicate, communicate, communicate. The best online learning systems and interventions are not worth much if no one knows about them. Even developing an e-culture won't last if you don't continue to communicate the courses, the rewards, the accountabilities, etc. And this type of communication is not just informative - it's marketing! Create communications that make associates want to log in and take courses, showing them the benefits of doing so. Create an online learning communications plan - and stick to it.

E-learning is a fantastic way to reach diverse populations and encourage the self-direction of adult learners. But remember that you must help e-learning along, and these six items can get you started.

Learn more about e-learning development, design, and communications at Blue Notebook Communications.