Scott warns listeners to beware the tendency to focus only on content. “You can’t just announce the LMS is open for business. In reality, intrigue and interest fade away within a few weeks.” Alternatively, it’s important for each organization to take the content and make it part of each employee’s development and career succession plan. Some companies even view and discuss the content at staff meetings. Others create reward systems to encourage and incentivize employees to participate.
As big as the demand is, Scott but is troubled by 3 types of eLearning buyers. The first type is the Apathetic Buyer. These buyers are looking for the least expensive option with little awareness of what is really out there. The second type he calls the inertia group, or “content agnostics.” They are loyal to one brand and aren’t interested in seeing what else is out there in the market. The final type is the ignorant. Ultimately, they don’t know what they don’t know. That troubles Scott because they tend to make wrong choices which makes the whole industry look bad. “There are 600 content providers, but only like ten that are worth their salt,” Scott suggests.
When selecting an eLearning provider, what should you look for? Scott suggests an e-learning company that is research-based. Is the content relevant? After participating, how likely is it that employee understand what to do and can apply it immediately. Will the experience help the employee and company achieve objectives? It’s also important to make sure the library has a high refresh rate. How often is the content updated?
But most importantly, Scott says to “use your own eyes. When you view the content, does it keep you engaged?”
eLearning may be the breath of fresh air that helps many companies shine some light on a very tight labor market. It allows companies to upskill workers faster and retain others longer. It’s also a great recruitment marketing tool with generations from all ages looking for new career opportunities.