We all know that change can be a difficult thing—even when it’s for the best. And because of that, many times, with change comes opposition.
If you’re considering switching your training to an eLearning format, familiarize yourself with some of the common learner objections to eLearning so you can address these concerns before they become a major issue.
“It’s not a substitute for in-person training.”
This learner objection argues that eLearning can’t deliver the same, high-quality learning experience that an in-person, face-to-face context can. And in some instances, this is true.
However, think about this: Training is only as good as the content it delivers—no matter the format. Ever had to sit through an in-person training that was a complete snooze fest? Probably so. What really matters is that the training is engaging, with clear objectives for the learner.
If there’s a legitimate reason that in-person back and forth is needed for learners, think about a blended learning approach to offer the best of both worlds. But remember: It’s the material that matters most. Don’t let resistance to the format influence your decision, and focus on the quality of the training instead.
“We don’t like the technology.”
If learners are grumbling about the computer or tablet-based training before they’ve even seen the training, it may be a matter of intimidation rather than incapability that’s causing the stir.
Try using a simple exercise like this one to raise confidence with learners: Ask people to raise their hands if they use email. Then raise it if they have a Facebook page, if they’ve Googled something in the last two weeks, or accessed their bank account online. The learners will likely be surprised by how much tech-savviness they already possess—and this paves the way for you to talk about how eLearning is just another extension of this.
To put any remaining concerns at rest, conduct a pre-training that shows all learners how to use the course and the equipment its being administered on.
“We want our normal trainer—and this format puts him/her out of a job.”
It’s important for learners to know and understand that just because you’re switching to a computer-based format, it doesn’t mean their trainer is out of a job. It’s still extremely important to have a training leader involved in the eLearning process, as this person will lead the training, help answer questions, and oversee the training’s results.
eLearning doesn’t mean putting someone out of a job—it means giving them a new role within the training equation.
Know What Does and Doesn’t Motivate Them
Last, but not least, be sure you know the right angle to use when presenting eLearning as a new, exciting format. When Articulate conducted a survey with learners using the eLearning format for training, they found some interesting insight into what they liked and disliked. Keep these stats in mind when positioning and promoting the benefits of eLearning with learners, and talk about what you’re doing to play up the benefits and overcome the friction.
Learners want:
-58% want relevant, work-related content
-51% want real life situations in training
-42% want incentive-based training
-52% like decision making in scenarios
Learners don’t want:
-38% dislike boring content
-18% are frustrated by the device
-37% dislike slow-paced courses
-20% are frustrated by the technology
-76% find procedures and regulations tedious
Learner Objections to eLearning: Be Proactive
The bottom line: If you can overcome these objections proactively, you’ll be on the fast track to motivated learners who are on board with eLearning.