E-learning enables your employees to learn flexibly and independently of their work location. Nevertheless, we frequently encounter reservations about digital training: Isn't it impersonal? Is there a lack of interaction? And how are employees supposed to put what they have learned into practice afterwards?
Some of these concerns have a valid core. Frequently, however, the problem does not lie with e-learning itself, but with how digital learning is designed and implemented in the company.
We take a closer look at five typical prejudices and show you what is actually behind them.
5 typical prejudices about e-learning
Technically complicated, impersonal, impractical: some ideas about e-learning persist stubbornly. At the same time, some objections certainly contain a valid point:
Because poor e-learning can be boring, isolating, or not very practical. But that doesn't mean these characteristics are inherently part of digital learning.
Let's take a closer look at five typical prejudices:
E-learning requires high technical knowledge.
E-learning is impersonal.
E-learning lacks practical relevance.
In e-learning, employees learn completely on their own.
E-learning replaces classroom learning.
1. Prejudice: E-learning requires high technical knowledge
When introducing e-learning, you might immediately think of complicated systems, technical training, and additional support for your employees. But it doesn't have to be that way.
The fact is: how high the technical entry barrier is depends primarily on the learning platform used. Your employees shouldn't have to learn how the technology works before they can start actual learning.
An intuitive user interface, clear navigation, and easy access are therefore important criteria when choosing an LMS. This also applies to administrators: If you need technical support for every little change, digital learning becomes unnecessarily complicated in everyday life.
👍 So what is true? E-learning requires digital technology, but not high technical competence. A good learning platform should let the technology recede into the background as much as possible.
2. Prejudice: E-learning is impersonal
Digital learning often takes place without direct personal contact. This easily gives the impression that employees are merely sitting alone in front of a screen consuming content.
The fact is: Personal learning does not depend solely on everyone being in the same room. Videos, personal interaction, feedback, joint tasks, and opportunities for exchange can also make digital learning offerings very lively.
At the same time, not every digital learning unit has to be socially designed: For some topics, independent learning is actually useful. The decisive factor is whether the design matches the learning objective and your employees.
👍 So what is true? E-learning can be designed to be impersonal, but it doesn't have to be. Good digital training combines independent learning where it makes sense with interaction and personal support where they are needed.
3. Prejudice: E-learning lacks practical relevance
Particularly for skills that require not just knowledge but practical application, digital learning seems to be at a disadvantage at first.
The fact is: Practical relevance does not automatically arise just because training takes place in person. The decisive factor is whether your employees get the opportunity to apply what they have learned.
Digital learning can even support this transfer in a targeted way: Instead of delivering content for several hours at a time, you can combine smaller learning units with concrete practical tasks. Your employees learn something and then try it out directly in their everyday work.
For some learning objectives, of course, additional joint practice, feedback, or hands-on guidance is required. In those cases, you can combine digital learning phases with other formats.
👍 So what is true? E-learning is not automatically impractical. The key is whether you already consider the transfer to everyday work when designing the training.
4. Prejudice: In e-learning, employees learn completely on their own
Flexible and independent learning is one of the great advantages of e-learning. At the same time, it does not automatically work well for every employee if you merely provide content and then leave them to their own devices.
The fact is: Digital learning can take place both individually and collaboratively. Employees can discuss content, ask questions, share experiences, or work on tasks together.
Managers and L&D professionals can also accompany the learning process, provide guidance, and support the transfer. How much guidance is useful depends on the target group, topic, and learning concept.
👍 So what is true? Independent learning does not automatically mean isolated learning. Good digital training provides support and interaction where your employees need it.
5. Prejudice: E-learning replaces classroom learning
"Must training in the future take place digitally or in person?" The very question often leads in the wrong direction.
The fact is: Different learning formats have different strengths. For example, e-learning is well-suited for flexible knowledge transfer, preparation, or recurring short learning impulses. Workshops and other collaborative formats, on the other hand, can be particularly useful when interaction, feedback, or joint practice are the focus.
Therefore, you do not have to choose a single concept as a matter of principle: With Blended Learning, you can combine digital and collaborative learning phases in such a way that they take on different tasks in the learning process.
👍 So what is true? E-learning does not have to replace classroom learning. The decisive factor is which format best supports your respective learning objective.
Conclusion
E-learning is neither automatically impersonal nor impractical or complicated: The key factors for the quality of digital training are the learning concept, learning platform, and the appropriate support for employees.
Many prejudices about e-learning do not describe fundamental weaknesses of digital learning, but rather possible weaknesses in its implementation.
E-learning can be impersonal, complicated, or impractical if the learning platform, content, and learning concept do not match the employees and their learning goals. Well-implemented, however, digital learning enables flexible training, practical application, independent learning, and interaction.
Therefore, you do not need to view e-learning as a universal solution or play it off against classroom learning. The key is to create the learning environment for your employees that they actually need to achieve their learning objective.
Frequently Asked Questions
What are common prejudices about e-learning?
Typical prejudices are that e-learning is technically complicated, impersonal, and impractical, that employees have to learn alone, or that digital learning should completely replace classroom training. However, whether these problems occur depends significantly on the design of the training.
Is e-learning more impersonal than classroom learning?
Not necessarily. Digital training can also enable personal interaction, feedback, joint tasks, and exchange between employees. How much personal guidance is useful depends on the learning objective and the target group.
Can e-learning be practical?
Yes. You can combine digital learning units with concrete tasks in everyday work and let your employees apply what they have learned directly. For learning goals that require joint practice or immediate feedback, you can additionally combine e-learning with other learning formats.
Does e-learning replace classroom training?
No. E-learning and classroom formats have different strengths and can complement each other. With blended learning, you can, for example, combine digital learning phases with workshops, exercises, or other collaborative formats.
