Do you know this? When the term “mandatory training” comes up, there are usually two reactions. Few are pleased, while the others seem annoyed. Motivation? Unfortunately, often nonexistent. But with a combination of in-person and e-learning, boring mandatory topics can become real highlights in everyday work! We will show you how with a practical example.
Let's be honest: Were you fully engaged in every training you ever attended? Probably not. The biggest problem with mandatory training and other "boring" topics: Fun and practical transfer are often lost. However, you can also reshape such topics in a way that is both motivating and effective.
Fun and learning success are not opponents but go hand in hand! When your learners can manage their time freely, have exciting learning media, and receive individual support and motivation, even mandatory training can be a fun addition to everyday work instead of a tedious obligation that is quickly checked off. The solution for you: New learning methods instead of just frontal teaching!
E-learning is not a one-size-fits-all solution for motivation issues!
How can you solve the problem of boring training with modern learning methods? E-learning seems perfect – at least for many companies: It’s faster, easier to organize, and there is no absence from the workplace. The downside: New problems arise for your learners. What to do with inquiries when no real trainer is available? And how do I apply what I learned in everyday life if I completed the online course alone?
Especially with the mentioned, rather unloved mandatory training, the motivation problem comes into play: Self-learning competence is a key factor for successful e-learning. If motivation is lacking, for example, because learners find the topic "boring" or the benefits for their own work life are not clear, self-learning competence will also suffer.
In short: E-learning is not a one-size-fits-all solution! Especially not for mandatory training for which your employees or learners lack their own high motivation.
Blended Learning brings motivation to mandatory training
Instead of a decision “either e-learning or in-person”, the combination of both has proven itself for years: Blended Learning.
Both learning methods have different advantages and disadvantages: In-person learning allows for individual support, but no practical transfer. E-learning offers flexibility but lacks support and motivation. When properly combined, the methods compensate for each other's weaknesses. This way, you can create a concept that is both flexible and personal, as well as practice-oriented: Blended Learning.
There are many blended learning models. Find the right model for your next training in the free overview now:
We use blended learning at blink.it in various ways, from onboarding new team members to the aforementioned “unpopular” mandatory topics. At the beginning of 2021, such a mandatory training for the further education of the entire team was implemented as blended learning – with great success! In the following practical example, you will learn how the concept works and what you need to consider when planning mandatory training with blended learning yourself:
Step 1: Involve your learners in setting objectives and choosing content!
Step 2: Choose a sequence of online and in-person phases that complement each other perfectly.
Step 3: Build high motivation for learning right from the start through good communication.
All steps in detail:
Step 1: Develop objectives for mandatory training together
The core topic of our mandatory training is Google Sheets, a spreadsheet program similar to Microsoft Excel. A topic that few employees are thrilled about. Necessary - yes! Exciting - well, maybe. The first question in planning is: What do employees actually need in their work life?
To define the objectives, wishes are collected in a survey. In combination with the expectations of management, a catalog of topics is created: The goal of the training is to convey the basics to quickly and easily carry out their own data evaluations in everyday work. Involving the learners already increases motivation at this early stage.
Tip: The training in this example is not conducted by a trainer, but by an experienced colleague. You should also use such internal resources! Consider whether there are certain "specialists" in the company for mandatory topics who can develop and/or support training for their colleagues. This not only saves money and time but also increases motivation through a familiar contact person!
Step 2: Purposefully choose online and in-person phases for the training
We start with conveying the fundamentals. E-learning with learning videos is suitable for this. It allows each learner to learn at their own pace. Simple exercises are also offered in the e-learning to apply the new knowledge themselves.
Additional digital office hours are set up during the online phase. All employees can optionally sign up for these if they have questions or need support with the exercises.
Next comes the transfer of learning into everyday life. A workshop in person is suitable for this: In the group, relevant key topics should be solidified with the help of the instructor. Since a common knowledge base is necessary, the in-person phase is planned after the online phase.
Finally, there is a final test to capture the success of the training. In e-learning, employees have the flexibility to take the test when they truly have time and focus. Additionally, blink.it as a learning platform offers the possibility to automatically issue certificates. This minimizes the time spent in person, and no unnecessary exam pressure is created in the in-person workshop.
From the objectives and the advantages of both methods, a suitable blended model emerges. This corresponds to the "Springer" model, where you alternate between in-person and online phases:
Procedure of the mandatory training in blended learning format. / Source: blink.it
Step 3: Get all learners on board and build learning motivation
Information is the key to motivation and high commitment! In an announcement to the entire team, objectives, process, and time investment are explained, and initial questions are answered in advance. It is also clearly conveyed what advantages participation has for each individual. Only after this do all employees receive the invitation to the online course. The course starts directly with a personal welcome and motivational video from the facilitator to ease the entry.
Success in practice: Mandatory training as blended learning
The result of the planning can be seen in the image: All learning contents are divided into chapters with short learning videos and exercises. On the blink.it platform, all learning contents are clearly organized into tiles. Each tile ("Blink") also has a time indication: This helps all participants easily integrate the course into their daily work. Additionally, all contents are automatically released sequentially to guide participants simply through the course. Green indicates completed learning units, blue the current one, gray the following ones.
Insight into the mandatory training on Google Sheets at blink.it / Source: blink.it learning platform
The success of the training was measured in two ways:
First, the completion rate: All team members successfully completed the training within the deadline, which is 100%! Because the process and effort were communicated early on, each team member could plan sufficient time and integrate the e-learning as preparation for the workshop into their everyday work.
Second, the mood: On average, participants rated the training with 8 out of 10 points. Quotes from participant feedback also speak for the high satisfaction:
At first, I had little desire for it. But working in the blink.it course was really fun and I was able to take away many helpful functions for everyday use!”
Tables are actually not my thing. But with the office hours and the workshop, I always had someone to ask for help. Thus, it was easier and more exciting than I thought.”
Three practical tips for mandatory training as blended learning
The practical example shown is just one of many where blended learning has significantly improved motivation among learners – and thus also learning success.
Three final tips from colleague Dennis, who developed and led the course in the example, make it easier for you and your employees to get started with blended learning:
Choose an e-learning tool that is easy to use and ideally specifically designed for blended learning, such as blink.it. Reading tip: This is why typical LMS platforms are not good software for blended learning.
Have your accompanying e-learning tested beforehand by 1-2 people and adjust the course based on feedback, so everything runs smoothly later.
To increase motivation, it is most important that learners do not feel left alone. Therefore, offer digital office or group hours, for example via Zoom, when “real” in-person communication is not possible.
With simple technology, a well-thought-out concept, and personal support, even unpopular mandatory training becomes a highlight in everyday work.
More practical examples
Successful blended learning in companies
Learn about 3 more blended learning concepts from successful companies now! Develop your own concept easily, perfectly tailored for your company.
Download blended learning concepts now
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