E-learning has become one of the fastest growing mediums in the fields of training and teaching, as organizations and educational institutes are increasingly choosing to train their employees through e-learning. According to the Global Industry Analysts project’s survey, e-Learning market is expected to reach $107 billion in 2015. Doesn’t that sound great!
However, dropout rates have become a bane to the e-learning world. Organizations and educational institutes face this serious problem more often when they offer e-learning to their employees and students respectively. Do you know why learners drop out while taking an e-learning course?
Generally, learners drop out while taking an online course because of various reasons.
- Lack of motivation and guidance
- Lack of time
- Issues with browser and technology
- Poor courseware designing
Here in this blog, I would like to share 5 tips to reduce dropout rates in e-learning.
- Motivation: Employees have a responsibility to work on their targets to meet timelines; at the same time, they should also focus on learning and growing. This actually needs a high degree of motivation and self-direction. The training manager should motivate the employees and create a learning culture in the organization. One of the key factors to reduce dropout rates is to motivate employees by aligning the training objectives with their career goals and KRAs. Some other options to motivate employees are tracking progress through LMS and keeping them informed about their progress levels on a timely basis and appreciating them for obtaining good scores. Arranging online and offline interaction sessions with co-learners and instructors can boost the motivation of employees.
- Planning and scheduling: It is a known fact that unlike classroom training, e-learning can be done from anywhere and at any time. Here comes the actual challenge. There is chance of unplanned work or even a call that can disturb learners’ entire schedule/ plan and lead them to dropping out of the course. So to overcome this, the training manager should contact your direct supervisor and understand the work schedule of employees before allotting official time and place to them to take on the e-learning module. Just like classroom training invites, email communication should be sent and a specific time should be allocated to take on an e-learning course.
- Guidance: The training manager should dedicate reasonable time to guide and direct employees on the importance and need of the e-learning that is assigned to them. Induction can be a good platform to guide and educate new employees about e-learning and usage of their LMS account.
- Solving technical issues: There are some technical issues that are associated with e-learning. There can be browser compatibility issues; the Internet connection could be slow when the learner accesses the training; login and password issues could arise; all these will trigger the learner to lose the interest while going through the course. E-learning administration can be contacted to address and solve the technical issues immediately. Also, the training manager should conduct an open session to new employees about various technical issues and show them the action plan for the different issues.
- Engaging learner: E-learning courses should be designed in such a way that it engages the learner through the full length of the course. Poorly designed courses fail to address the objectives of the training most of the time and this can lead to dropouts. In order to overcome this, e-learning developers need to give a definite structure and follow proper flow of content in the course and should not use complex terminology and heavy text on screen. Purposeful interactions, knowledge checks, and scenarios should be added to the course to engage the learner.
Thus, by following the above tips, dropout rates can be considerably reduced.
Please share your views.