When it comes to learning and development, the pandemic has changed everything.
I’ve spoken to a number of HR and training professionals within major corporations over the past few months, and they’ve told me categorically that, going forwards, their entire training programs will be delivered online.
What was seemingly unthinkable just a few years ago is now commonplace. Organizations of all sizes have discovered that technology offers a viable alternative to hosting in-person training sessions. Not only that, but they’re also starting to realize just how far the benefits of virtual L&D extend, including significantly reduced costs, wider accessibility, less time lost to travel, and less disruption caused by people being away from their desks.
Indeed, in a snap LinkedIn survey of almost 100 organizations, we found that eight out of 10 businesses are now providing a mix of online and in-person training, with more than one-third focusing almost entirely on the virtual provision.
It’s an approach that makes a lot of sense, particularly given the irony that even pre-pandemic, more and more in-person training sessions were culminating in attendees sitting online tests and exams.
But of course, running a successful virtual training program isn’t always easy. So here are a few lessons we’ve learned from our experiences working with L&D teams across the world.
Lesson 1: You may need more than one type of technology
A learning management system (LMS) is an essential tool for any organization committed to delivering virtual-only L&D programs at scale. These systems provide a centralized, secure online home for all on-demand course content, presentations, tests and other vital materials. It’s a great way of organizing and administering organization-wide training and there are plenty of choices available.
However, LMS tools are not as helpful for delivering live training sessions. Not all of them have high-quality, reliable video and audio streaming integration, and even where this is available, the functionality is generally limited. Using this technology alone won’t replicate the feel and approach of an in-person session, so instead, organizations need to augment their LMS with built-for-purpose audience engagement tools.
Lesson 2: Don’t rely on Zoom
We all learned from the first Covid lockdown in 2020 that Zoom is not a built-for-purpose audience engagement tool. It does introductory video conferencing very well, but like all basic video conferencing technologies, it is designed to facilitate virtual meetings with limited numbers of participants and was never intended to provide an immersive training environment.
Relying on Zoom, Teams, or Skype for L&D will result in a lower quality experience for attendees. Remember, in an online world where the exit is always just a mouse click away; organizations must do more to keep their participants interested and involved.
Lesson 3: Treat every live session like it’s an event
Although initially designed to support the online delivery of large-scale corporate events, bespoke event technology is proving to be a game-changer for L&D teams. This is because events need to be memorable and create affinity with audiences. The best events are stand-out moments in the calendar, and that’s precisely what the best training sessions should be.
Event technology platforms focus on replicating the core elements of unique in-person event experiences in the digital domain: from virtual lobbies and multiple stages to breakout rooms and help desks. By treating every training session as an event, organizations will find their attendees are far more empowered by their experience, leading to better training outcomes and the avoidance of ‘Zoom fatigue.’ It’s a more audience-centric approach to L&D, prioritizing employee engagement and the need to involve and excite attendees, whatever the nature of the session.
Lesson 4: Use engagement tools, but use them wisely
The very best event technology platforms offer a suite of tools to help L&D teams create a more immersive experience. For example, they can allow trainers to build engagement directly into their course materials from tests and quizzes to polls, games, and social integration.
Trainers can also upload their content into some event technology platforms directly from their LMS rather than resort to awkward screen-sharing. The upshot is that every attendee sees the training material in its intended format, irrespective of their device. Everyone has the same ability to get involved, again creating a much more engaging experience.
However, trainers should resist the temptation to use every engagement tool in each session. The goal is to replicate – or possibly improve on – the in-person training experience. For example, chat functionality could be distracting in specific sessions; quizzes and polls could interrupt the flow of presentations, making them less impactful.
As teams roll out their 2022 virtual-only L&D programs, an element of test-and-learn will be required in the first few months to use these engagement tools to the best advantage truly.
Lesson 5: Listen and learn from your attendees
The other significant value-add when using technology to deliver L&D programs is that event technology, and LMS platforms usually provide monitoring and assessment tools to show how content is being received, how attendees are interacting with sessions, and how they’re feeling about the training experience, and more besides.
These tools could provide much-needed data on different aspects of program performance and where tweaks may be necessary to ensure everyone enjoys the same consistent, high-quality learning experience. The data can even be accessed by trainers mid-session, allowing for timely intervention if delegates are seen to be struggling before they become disengaged and switch off.
Ultimately, there are risks involved in shifting to online-only L&D. The best way for organizations to ensure that such a move doesn’t cause a drop-off in program effectiveness is by using technology to listen and learn from every attendee in every session.
