SMART Learning Management Systems
Many people think selecting and implementing their own LMS is the hard part, believing that once it’s launched and populated with glossy courses, staff will become full engaged, productivity will be enhanced, employees will feel valued and succession planning will be a thing of the past. Well, you might find it isn’t that simple.
It’s not uncommon for businesses to find their employees are not completing assigned or optional e-learning. Staff often view e-learning in one of two ways, either a necessary evil or just a mechanism to look good at performance reviews. So, don’t panic if you find your business facing the same challenge. Here’s how to make your LMS approach SMART.
Significance – People need to understand the significance of the e-learning on offer. It may be necessary to spell out the benefits so that they understand and can share the vision of the company. Courses should clearly state their purpose and the “take away” that learners can expect. Where possible, connect courses together in a recognisable path. That could be to provide a defined career development route or interconnected courses with a single purpose such as enhanced customer care. Don’t leave your staff wondering “What’s in it for me?”
Marketing – Keep the initial launch ‘buzz’ going. Keep interest in your LMS alive with internal marketing, which should continually highlight what it can do and what employees have achieved. Contests and leader boards will encourage engagement as will rewards and winner announcements. Don’t forget to use social media to highlight achievements and perhaps create office or departmental targets to generate a buzz. Look for any opportunities to promote your e-learning and the platform so it becomes part of daily life.
Amaze – For many, learning is simply a task they need to get through. So, combined with your efforts of highlighting the benefits and reaping the rewards, set your content standards high and give them the ‘wow’ factor! At all costs avoid any course that looks like glorified PowerPoint. Modern audiences have high expectations when it comes to online content and you need to live up to and surpass this. All courses should be feature rich with a mixture of media content, wrapped in a compelling narrative. Remember that e-learning courses can be sourced or commissioned from a multitude of companies, so if you are not seeing what you need, shop around.
Rewards – Positive motivation always works best. If colleagues haven’t been able to see how e-learning benefits their work or performance, try another tack. Never underestimate the benefits of peer pressure or human competitiveness! Group challenges which include badges or certificates work well, while league tables and public praise will go a long way, as will low cost rewards. Highlighting the role of your LMS when promotions are announced will help staff connect how knowledge unlocks opportunities to growth and opportunity.
Time –Encourage staff to work with their managers to find time exclusively for them to learn. Have them agree targets and offer support and encouragement. Look to work with staff so that newly acquired or enhanced skills can be utilised and tested. Give new tasks or responsibilities so they can see a positive cause and effect relationship. Keep in mind their busy workloads and ensure courses are available in bite sized chunks, taking just 5-10 minutes to complete. Certain subjects don’t naturally allow for this so it’s important that longer courses can be stopped at convenient points and restarted without losing their book mark of the narrative flow.
If you use this simple SMART approach, your LMS will more likely fulfil its potential. Instead of being the culmination of a task, make it the centre of a continuous journey.
If you would like more guidance on developing effective e-learning content then please contact Cortexa using the email form provided or call us now on 0330 024 2881.
Original Article by Cortexa