“The only thing worse than training your employees and having them leave is not training them and having them stay.” – Henry Ford

Training focuses on the development of new skills or skill sets that will be useful in the future. Henry Ford was one of the first one to understand that.

Let’s start with some figures :
92% of CEOs do not perceive the impact of training on business.
However, 70% of employees believe training could help them do their job. There is a considerable gap between employees and CEOs.
So, what are the opportunities and challenges of digital training today?

The importance of e-learning is now a given fact. It can offer an alternative that is much faster, cheaper, and potentially better.
Since the beginning of the 20th century, new technologies’ development enabled a new era of online learning.
It exists a lot of different e-learning systems called LMS and methods, which allow courses to be delivered. Traditional e-learning is boring. Training managers have to create interactive content and motivate employees to train themselves.

How can we create engaging learning experiences?

1. First of all, keep it short.
Fast training, less than 15mn. Microlearning makes learning 17% more effective because human concentration is limited.
Cutting information into smaller parts and spacing it out can lead to higher rates of engagement and retention.

2. Keep it simple; it’s 1 idea = 1 module
Otherwise, you may be confusing and losing your learners.

3. Diversify Formats.
It is essential to use and mix every tool we have in every format to make training interactive and fun.
Courses, Videos, Challenges, Quiz, Webinars, Gamification, or Social learning. Social learning is a collaborative and collective training, making it a group experience or shared activity; It also favorises user-generated content that can be integrated into modules for examples.

4. You must give rhythm to your content.
Remember, top-down training is annoying. Make your employees interact! Quizzes are often used as a modality for knowledge acquisition.
Advice: Less theory and more practice!

5. Make training available ATAWAD.
Content should be available at any time, anywhere, on any devices. That means No boundaries and no restrictions.
It is possible through mobile learning.
As people, we are looking at our phones more than 150 times per day. This a where training should be delivered.

Another challenge facing digital learning is the fact that employees and learners have to feel that there is somebody behind the screen, and they are not alone in this training. There are many strategies to feel closer to people.
Let’s have a look at blended learning, for example.

Blended learning is a combination of both digital learning and classroom-based training.
Being more human-oriented can be done through Social Learning.
Social learning is learning with and from others. It can either happen online (for instance, over popular social media tools like LinkedIn, Twitter, and so on) or offline (during group discussions, over coffee or during conferences).
Social Learning can take several forms like blogs, discussion forums, challenges, and videos and be directly integrated through an LMS (Learning Management System).

To sum up, these are the best practices to have in mind while implementing a digital learning strategy in a company.
Always create engaging learning experiences, with short, simple, and available content. Make them feel that a human being is behind the screen by implementing blended learning or social learning.
It is crucial to assess training; quizzes are a formidable lever to stimulate learners and facilitate the acquisition of knowledge intellectually.
And finally, always ask for feedbacks to create learning paths that meet employees expectations.

Last word from Richard Branson Virgin: “Clients do not come first. Employees come first? If you take care of your employees, they will take care of the clients”.