Do you know that? When the term “mandatory training” comes up, usually two reactions follow. Few show joy, while others appear annoyed. Motivation? Unfortunately often absent. But with a combination of in-person and e-learning, boring mandatory topics can become real highlights in everyday work! How, we will show you here with a practical example.
Hand on heart: Were you enthusiastic about all the training sessions you have ever attended? Probably not. The biggest problem with mandatory training and other "boring" topics: Fun and practical transfer are often lacking. However, you can easily redesign such topics to be both motivating and effective.
Fun and learning success are not adversaries, but belong together! When your learners can manage their time freely, have exciting learning media, and are individually supported and motivated, 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 traditional lectures!
E-learning is not a panacea for lack of motivation!
How can you solve the problem of boring training with modern learning methods? E-learning seems perfect – at least for many companies: It is faster, easier to organize, and you don’t have to be absent from work. The downside: New problems arise for your learners. What to do with questions if there is no real trainer available? And how do I apply what I’ve learned in everyday life if I went through the online course alone?
Especially with the aforementioned, rather unpopular mandatory training, the motivational problem adds to the mix: Self-learning competence is a key factor for successful e-learning. If motivation is missing, for example because learners find the topic "boring" or the benefits for their own everyday work are not clear, self-learning competence suffers as well.
In short: E-learning is not a panacea! Especially not for mandatory training where your employees or learners do not bring high motivation themselves.
Blended Learning brings motivation to mandatory training
Instead of a decision “either e-learning or in-person”, the combination of both has proven successful for years: Blended Learning.
Both learning methods have different advantages and disadvantages: In-person learning allows for individual support but lacks practical transfer. E-learning provides flexibility but lacks support and motivation. When combined correctly, the methods offset each other's weaknesses. Thus, you can create both a flexible and personal as well as practical concept: Blended Learning.
We use Blended Learning at blink.it in various ways, from onboarding new team members to the so-called “unpopular” mandatory topics. At the beginning of 2021, 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:
Step 1: Involve your learners in the goal-setting and content selection!
Step 2: Choose a sequence of online and in-person phases that perfectly complement each other.
Step 3: Build high learning motivation right from the start through good communication.
All steps in detail:
Step 1: Develop goals for mandatory training together
The core topic of our mandatory training is Google Sheets, a spreadsheet program similar to Microsoft Excel. A topic where few employees burst into cheers. Necessary - yes! Exciting - well, maybe not. When planning, the first question is: What do employees actually need in their everyday work?
To establish the goals, the wishes are collected in a survey. In combination with the management's requirements, a catalog of topics is created: The goal of the training is to convey the basics to enable swift and stress-free data analysis in everyday work. Involving the learners increases motivation even at this early stage.
Tip: The training from this example is conducted not by a trainer, but by an experienced colleague. Utilize such internal resources too! Consider whether there are specific "specialists" in the company for mandatory topics who can develop and/or support a training for their colleagues. This not only saves money and time but also boosts motivation through a familiar point of contact!
Step 2: Purposefully choose online and in-person phases for the training
We start with the introduction of the basics. For this, e-learning with learning videos is suitable. This allows each learner to learn at their own pace. In e-learning, simple exercises are also offered to apply the new knowledge themselves.
During the online phase, additional digital office hours are established. All employees can optionally register for these if they have questions or need assistance with the exercises.
Then follows the learning transfer into everyday life. A workshop in person is suitable for this: In the group, relevant key content should be reinforced with the help of the training leader. Since a common knowledge base is necessary for this, the in-person phase is planned after the online phase.
At the end, a final test is conducted to document the success of the training. In e-learning, employees have the temporal flexibility to take the test when they really have time and are focused. Additionally, blink.it as a learning platform offers the option to automatically issue certificates. This minimizes the presence time, and the in-person workshop does not trigger unnecessary exam pressure.
From the goals and the advantages of both methods, a suitable blended model develops. This corresponds to the "jumper" model, where you alternate between in-person and online phases:
Process of 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, goals, process, and time required are explained, as well as preliminary questions are answered. It is also clearly communicated what benefits participation has for each individual. Only after that do all employees receive the invitation to the online course. The course starts directly with a personal welcome and motivational video from the supervisor to facilitate the start.
Success in practice: Mandatory training as blended learning
The result of the planning can be seen in the picture: All learning content is divided into chapters with short learning videos and exercises. On the blink.it platform, all learning content is clearly organized into tiles. On each tile (“Blink”), there is also a time indication: This helps all participants easily integrate the course into their everyday work. Furthermore, all contents are automatically unlocked sequentially to guide participants easily through the course. Green are completed learning units, blue is the current one, gray are the upcoming ones.
Insights 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, thus 100%! By communicating the process and workload early, each team member could plan enough 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. The high satisfaction is also evidenced by quotes from the feedback of participants:
At first, I was not really looking forward to it. But the work in the blink.it course was actually enjoyable and I was able to take away many helpful functions for everyday use!”
Tables are generally not my thing. But with the office hours and the workshop, I always had someone I could ask for help. 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 significantly improves learners' motivation – and thus their learning success.
Three final tips from colleague Dennis, who developed and led the course in the example, will 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: That's why typical LMS systems are not good software for blended learning
Have your accompanying e-learning tested in advance by 1-2 people and adjust the course based on the 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, if “real” presence is not possible.
With simple technology, a well-thought-out concept, and personal support, even unpopular mandatory training can become a highlight in everyday work.
