Crimson Flags That It is Too Lengthy For Staff
Online Training Seat Time: How to find out when your time with modern employees is up
Working adults may want to advance their education. Especially the kind of jobs that can advance their careers. But they simply don’t have the time between office tasks, family responsibilities and the occasional leisure activity. This is why so many choose to train online. The idea is short, bite-sized lessons that you can sneak into your day. It’s something they can do after running office errands or meeting with clients. That means the typical online lesson takes 5 to 15 minutes. But other than a stopwatch, how can you tell that your online workouts are taking too long? Here are 5 red flags that your online exercise station time is testing your patience (and attention span).
1. Low competition rates
Many online courses incorporate some type of gamification metrics. They often include point-based activities and a leaderboard. If the top scorer isn’t that high and the competition isn’t on their heels, that’s a bad sign. It can mean many things. Competition rules can be too strict or too complex. The contest parts can be boring or boring so that corporate learners are not motivated to take part. Or maybe training sessions require a long eLearning sitting time and corporate learners drop out before getting to the test sections. Consider asking corporate learners if there are any issues with the online training course. Study course metrics to see at what point they drop out. Do the averages and you will have a clearer idea of how long their attention span is.
2. Bad evaluation results
Corporate learners are unlikely to share poor test scores. Fortunately, the average employee training software has extensive analytics. Not only can you see your test results, but you can also see how long the test took. They can even tell you how much time it took you per question and show you which topics were causing you the most problems. Perhaps these particular questions were poorly worded.
Or maybe the apprentices from the company didn’t make it to the part of the online training course that covered this topic. Your analyzes can tell you exactly at which point the apprentices in companies stopped studying. In this way you can correlate your training selection with your test results. Once you’ve identified the drop off point, you can reformat the online training content to keep it within your attention window. Try to make it shorter and more interactive. Remember that an excessively long online training session time usually results in poor knowledge retention.
3. Exhaustion from cognitive overload
When you were in school, you probably had night time drills before exams. At some point your head just couldn’t take in any more information. The next day, during the exam, the topics you learned may not have appeared in the thesis. And even if you did, you were so tired and unfocused from lack of sleep that you still did poorly. Online training can have the same result. If your data shows that the company’s learners completed the unit … but still failed the test … the problem is elsewhere. Maybe you just gave them too much information. So her mind couldn’t tell what was critical and what wasn’t. That said, the details they stored in their memory banks are not what turned up on the exam. Summarize and simplify your online training content. If you need additional knowledge, offer it as supplementary reading. They can also start a microlearning library to provide them with follow-up support tools. For example, bite-sized tutorials that they can access when needed. This makes them more likely to remember the information in the long run and avoid the tiresome online training session time.
4. Limitations on desktop-based courses
This seems cumbersome and is a sign of both corporate learners and online training designers. If you’re creating for mobile devices, keep your screen size down. They automatically limit the text on the screen and reduce the size of the online training units. You will also be aware of everything else on the phone and how it competes for learner attention. Text messages, memes, social media, email, actual phone calls. Mobile optimized design is … optimized … for brevity.
Therefore, if the online training only includes a desktop module, the pages are likely to be verbose and the modules are extensive. By simply letting your course creators know that your online training course will have mobile components, things will reflexively become tighter. From compressed images to compressed content.
5. Missed Certifications
Another sure sign that your online training place time is too long for modern employees is a lack of certifications. You are not meeting the training standards because the certification courses are too long, too complex, or both. Therefore, they postpone the modules and activities until the last minute because they are afraid of it. If you find that many employees are falling behind, conduct surveys to find out why. Use targeted questions to determine if it is caused by online exercise sitting time, cognitive overload, and / or a lack of motivation. Then use the data to refine your certification strategy and break it down into practical subtopics. For example, your comprehensive sales training certification course becomes a 5-part series. Employees can earn badges on the go to track their progress.
One of the best things about online learning is analytics. If your metrics show corporate learners spending more time on their indexes than on their actual online training course, it says a lot. The over-reliance on attachments and JIT resources suggests that online training course units are unusable, causing corporate learners to take shortcuts. How else can you tell that they are spending too much time on online training sites? Low leaderboard scores, lower test scores, constantly tired corporate learners, and software with no mobile options. If you’ve noticed any of these symptoms, it is time to review and edit your staff training.
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