Self-directed learning is becoming increasingly important in our knowledge economy. Why do employees invest their own money in online courses? What topics concern employees regarding work-related learning? What do personnel developers think about learning in the workplace? How do the wishes and needs of these two groups compare? These questions have been addressed by the British NPO Towards Maturity.
Towards Maturity advises companies on learning technologies and innovative educational concepts in the workplace. At the beginning of the year, the Europe-wide survey “The Consumer Learner at Work” was published. 600 decision-makers in personnel development and 2084 employees were surveyed. These employees have invested money in online courses out of their own motivation.
What action ideas follow for you from the study? We read it for you!
Employees have a positive outlook on online learning. 80% of respondents state that online learning improves career prospects. 70% believe that online learning has a positive impact on their job performance.
Practical Tip #1: For your online courses, it's important that you demonstrate how your training content improves the handling of workplace demands. For example, record a 90-second video message where you explain these points.
There is a contrast between the learning content that employees consider relevant to their work and the learning offerings that personnel development departments provide to employees. 88% of employees know what they need to learn for their work. Only 42% agree that companies provide the relevant learning content online.
Practical Tip #2: Offer employees what they want. Listen to what your participants wish to learn beyond the event. You can offer this as a special added value, either as part of the online support or as a purchasable extra course.
64% of respondents find mobile learning on a smartphone or similar device particularly useful. The fewer obstacles participants encounter, the better for the online course.
Practical Tip #3: Ensure that your online course (or your online support) is accessible and user-friendly from anywhere. Short messages are suitable, as they can be viewed while traveling or commuting.
77% state that collaboration is essential and helpful. Great opportunities for joint learning! This works particularly well in shared learning groups.
Practical Tip #4: Form learning groups in your courses and promote collaboration. For example, explain to your participants that everyone brings different professional experiences to the table, and that exchange is valuable for the group.
75% want their personal learning activities to culminate in a qualification or certificate. 31% perceive support from supervisors as a critical success factor for corporate online learning. Support from on-site leaders is a critical success factor for implementing new behaviors.
Practical Tip #5: Involve leaders and company contacts in the learning process. Have the leaders say on camera why the event is valuable and how they would like to support the implementation.
Did any of this sound familiar to you, or do you have any further practical tips for implementation? Then write a comment or send us a message. I wish you much success in your next online support and courses!
