5 Online Learning Tips to Improve Knowledge Retention

5 Online Learning Tips to Improve Knowledge Retention

This is a guest post by Michelle Gonzalez, a highly-experienced blogger and SEO copywriter, writing business blogs for various industries such as marketing, law, health and wellness, beauty, and education, particularly on e-learning platforms such as www.teachable.com.

The ultimate goal of companies that offer online courses to their employees is for them to successfully complete the online training program and be able to apply the knowledge and skills in their work.

In order for employees to use these acquired learnings, they need to absorb the information from the course modules and retain what they have learned so they can actually use these in the real world.

So, how can companies ensure that investing in online courses will lead to more productive employees and better knowledge retention?

Here are five helpful tips for improving knowledge retention among online learners in the workplace.

1. Align Course Objectives with the Company’s Vision and Values.

As you create an online course, review the company’s vision statement and values and use these as your guide when setting the objectives of the training program. And as you build the online course module after module, check these objectives and be sure that every part of the course is consistently aligned these objectives.

By aligning your course with the company’s goals, your online training program will provide real world scenarios in its examples and activities, and this will help ensure that your employees apply what they have learned in their current roles.

2. Keep It Short and Simple.

Divide the online course into modules that focus on a particular topic so learners are not overwhelmed with too much information. Keep videos short.

The ideal length for training videos is about six minutes or less, anything longer will just be dragging or too loaded with information. When presenting slideshows, keep sentences short and list items in bullet points whenever possible.

3. Don’t Just State Facts, Tell a Story.

Let’s face it, whether online or in a traditional classroom setting, training sessions can be boring. Instead of merely presenting facts, make learning more interesting by telling a story.

Keep learners attentive by sharing actual processes, activities, or events in the company and how these relate to the course modules. Feature company officers, managers, and fellow employees in videos or present company trivia in slideshows and reference materials.

This way, employees can see the correlation between what they are learning and its significance for the company.

4. Present Relevant Information Per Department.

While there are knowledge and skills that need to be learned by everyone in the company, how these are applied may differ depending on which department an employee is part of.

With this in mind, create personalized learning pathways for each department so employees are only focused on learning what is applicable for them.

The key to a successful online course is not to bombard your learners with too much information, but to present relevant content and materials that they can use in their work tasks.

5. Give It a Personal Touch.

When you teach online via e-learning platform, you want to keep the learners engaged.

Engagement is key to knowledge retention.

Throughout the course modules, inject questions and activities that will involve the individual employee and allow them to relate to the content and see how all the information is relevant to their own jobs.

Once they realize how significant the knowledge and skills being taught in the course are to their individual roles in the company, they will understand these better.

This understanding is what will make them remember all the learnings even after they have completed the course.

Keep these five helpful tips in mind when creating online courses for employees and you will see great results in their performance level and knowledge retention after completing their online training.

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