One of the biggest challenges related to remote learning and development opportunities is keeping participants engaged. Disengagement is a prevalent problem in the remote environment.
To make our communications more effective, we need to shift our thinking from ‘What information do I need to convey?’ to ‘What questions do I want my audience to ask?’
Chip Heath, Professor, Stanford Graduate School of Business
Here we outline some common problems and solutions to help address employee engagement.
Zoom fatigue
Rather than opting for passive webinars where team members just listen experiment with a learning management system that facilitates creating hands-on learning experiences and requires participant involvement. This type of platform allows attendees to jump right in and start honing their new abilities. Plus, it requires accountability.
Information overload
To prevent cognitive overload, look for ways to break down course materials or micro-training. Another method to improve the effectiveness of L&D programs is by ‘scaffolding’. Through this process, employees learn about one concept or tool in the first segment of a learning program and then build on those skills with another tool in the next. With scaffolding, basic introductory concepts are reinforced and your trainees only move on to more complex materials once they have mastered the basics.
Lack of feedback.
Develop benchmarks and 360-degree feedback to measure the success of your L&D programs. Getting feedback gives you an insight to what is working, what can be improved and address what needs changing.
