5 Reasons Your Online Training Modules Are Being Ignored

The launch of online training modules is done with noble intentions and lofty aspirations; however, the statistics concerning completions present a rather different picture. Initially, individuals sign up for training. They navigate to the first page of the course. Subsequently, due to the pressure of work, they lose focus, and the module fades away unnoticed. This is not a problem of lack of motivation. This is a problem with the learning experience.

5 Reasons Learners Ignore Online Training Modules

Below are the issues we see in every organisation, industry, and role. None of them is new. All of them have solutions.

1. They Feel Generic And Disconnected From Real Work

The training modules for employees are mainly developed to meet compliance requirements rather than create learning opportunities. The content is far away from the situations the employees go through, with the examples not even closely mirroring the kinds of stress and decision-making of the employees. Thus, the learners can't identify the relevance for them, and once that link is broken, the same goes for the engagement.

2. The Content Overloads The Brain

A lot of e-learning material tries to cover a lot of content too quickly. Long text paragraphs filled with complicated terms. Very little white space. The cognitive load increases quickly, and when the learners become overwhelmed, they simply exit instead of continuing.

3.  Interaction is Almost Non-Existent

The classical training modules for employees are nothing more than a series of clicks with no actual participation or even a chance to think. No decision-making. No repercussions. No contemplation. The low passivity that occurs in consumption results in just as low retention and even lower engagement.

4. Mobile Usability is Treated As Optional

The poor quality of digital learning materials has a direct effect on the learners’ mood when they are using phones and tablets. They have to deal with tiny text, the scrolling is quite awkward, and the slow load time just adds more frustration to the whole process. If a learner is in a hurry, he/she will not put up with a poor experience.

5. They Demand Too Much Time in One Sitting

It is true that many training modules for employees are based on the assumption that the learners will be able to give long periods of time without interruption. However, this is not a scenario that is likely to happen often. The learners get tired of the engagement and are likely not to finish the training.

Conclusion: The Hidden Cost of Ignored Training

Online training modules which are not completed still use up budget, time, and inner company's credibility. Trust in learning initiatives gets reduced when learners get disengaged over and over again. Future programs face resistance even before they start.

Shorter and sharper digital learning content minimises that resistance. It takes into account the limited attention spans and the cognitive process involved, thus making completion feel possible instead of tiring.

Well-designed training modules for employees are also in line with the actual workflows. Learning is now part of the day instead of running the risk of being interrupted by it.

Clear structure is also important. Strong digital learning content gives priority to clarity over volume, and therefore, it takes the learners systematically through one outcome after the other.

When training modules for employees are perceived as being supportive rather than performative, the engagement gets better automatically.

There is no need for online training modules to be neglected. When the aforementioned factors are taken into consideration, i.e. relevance, friction, and time, the learners’ response will be positive. First of all, fix the experience and then the completion rates will follow.