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Jannik Weichert
Managing Director
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An important topic for L&D professionals is: creating a sustainable learning culture that fosters self-induced learning and drives the transformation from operating as a “knowing organization” to a “learning organization.” A learning organization is one where information, ideas, and challenges are openly shared and worked on collectively. A learning culture is one where learning is deeply rooted in the organization and embedded right across the entire organization. Why should organizations and L&D managers, now more than ever, be thinking about developing a learning culture? Let's find out in this blog post.
Remote learning has become a popular way for companies to provide training and professional development to their employees. In a corporate setting, remote learning can take place through online courses, webinars, and other forms of e-learning. It offers a convenient and flexible way for employees to gain new skills and knowledge without having to be physically present in a classroom or training facility. However, making the most of remote learning requires a different approach than traditional in-person training.
Remote learning has become crucial for companies to provide training and professional development to their employees. It offers a convenient and flexible way for employees to learn new skills and knowledge without having to take time off work or travel to a physical location. Remote learning can help to increase productivity and efficiency in the workplace, as well as save money on training and professional development expenses. It can also help companies to attract and retain top talent, as it demonstrates a commitment to employee development and growth. Remote learning allows companies to quickly and easily adapt to changing business needs and industry trends, and it can help employees to stay up-to-date on the latest skills and knowledge. Additionally, remote learning can foster a sense of community and collaboration among employees, which can help to increase engagement and motivation. Overall, remote learning is an important tool for companies looking to provide professional development and training to their employees.
We all experienced first-hand the importance of personal interaction. In the context of remote learning, of course, we lack the direct personal interaction with a trainer, as we are used to in classical training.
Blended learning can be the solution here.
Blended learning typically combines offline and online learning methods, i.e., e-learning and in-person training. Though, this method can be adapted to fit physical distancing and lockdown regulations. A blended experience is being created by including personal interaction in webinars or digital coaching (via video conferences) into common e-learning courses. Employees can ask questions and chat with each other (if they wish). Trainers or mentors can provide immediate feedback and answer questions.
Further training measures are only as adequate as their active usage by employees. Too often, learners lose motivation during training or lack practical relevance, which means what they learn cannot be applied and actively trained later on.
Implementing gamification methods (e.g., learning points for completing digital materials or digital leaderboards) has a proven effect on employee engagement.
Over 70% of employees believe that gamification inspires them to work harder (Source: Anadea)
Secondly, practical examples, such as case studies or smaller projects, encourage learners to apply what they have learned. Learning a concept in a sandbox mode under control is different from applying it to the real world - often this is a completely other beast and far more complicated; the result of this discrepancy? Lack of transfer.
One of the most important but rarely considered aspects of remote learning is the social component. One of the most common reasons employees don’t take online courses is that it can quickly become a very “lonely” activity. Especially in times of COVID-19, one should actively consider the social aspect of learning within further education measures.
Form smaller learning groups within your team or company to work together on new topics. Often, a focused Slack or Microsoft Teams group in which you regularly exchange information about the current status is sufficient. Giving learners the opportunity to exchange helpful information, discuss a topic, or help each other out with questions is often also a boost in motivation and engagement. If you can set it up, the availability of mentors who can support learners as needed is excellent support within the learning process.
Everyone who has ever been looking for a training course knows the problem: what is the right training or online class for me? Most courses do not pick us up at the point that is relevant to us. However, we often start with a topic that is, unfortunately, either too advanced for us or start at the very beginning. One size fits all learning solutions are extremely ineffective for most people. Learners rarely get exactly the right learning materials they need. Therefore, we strongly recommend personalizing the training offers for employees and offering the best possible support in learning content selection.
Now that you have a better understanding of how to make the most of remote learning in times of COVID, you may be interested in exploring the world of corporate e-learning even further. E-learning, refers to the use of digital technologies to deliver educational content and resources to employees. But what are practical tips and strategies for implementing an effective e-learning program in your organization? Find out everything in our guide for Corporate E-Learning 101.
edyoucated is funded by leading research institutions such as the Federal Ministry of Education and Research (BMBF), the Federal Institute for Vocational Education and Training (BIBB), Federal Ministry for Economic Affairs and Climate Action (BMWK).
