Is Digital Learning as “Good” as The “Real Thing”?

In the corporate world, the modern learner’s dependence on their phone as the “go-to-place” for information and learning is well-documented. The popularity and accessibility of digital learning is growing exponentially as a democratic solution for learning everything from foreign languages to soft skills.

Challenges of digital learning programs

The challenge facing HR and Learning departments rolling out a digital learning program on a global scale is the level of interaction and engagement that employees demonstrate tends to be underwhelming.

It’s no myth that learning can only take place when someone wants to learn, and they are given the means to connect.

So why is this challenged with digital-only training methodology?

3 critical questions must be asked to ensure the success of any digital learning program:

• Why does engagement with digital programs tend to be far lower than blended programs or traditional face-to-face learning?
• What makes a learner engage with their training program?
• How do you drive engagement and how do you track it?

The evolution of learning

As learners, we are conditioned from an early age to expect a human element to drive the learning process.

Think back to the teacher who transfers knowledge through sharing information. Remember the rapport between you, how they motivated you to work harder, to dedicate more time to studying, the sense of achievement when they praised you.

The way your teacher made the learning experience relevant to you, how they made the words from the textbook come alive through storytelling. Remember how that teacher then consolidated the learning by setting a task for homework, and ultimately you were asked to regurgitate that information in coursework or through an exam.

Now let’s fast forward and transfer the classroom to the workplace.

In many ways our managers have taken the place of the teacher, they set our learning objectives in the shape of professional development plans and rate our performance based upon the achievement of goals.

Now let’s imagine that that human element was removed, a digital learning plan implemented and the ramifications on the learning experience.

It’s true that many digital learning programs are often missing the much sought after optimal pedagogical user experience.

Some products have a fantastic user experience, they are intuitive, attractive and enjoyable to use, but…and this is quite a big but- pedagogically they are weak and do not provide a productive and effective learning experience. This ultimately leads to a demotivated and unengaged learner.

So, how can we ensure that our digital learning program promotes learning and engages learners?

Digital learning checklist

 1. Does it build learner autonomy?

Building learner autonomy is key to learners becoming confident and independent users.

The low-risk digital environment empowers the learner by building their confidence and developing core professional skills. Add in the human element which increases motivation, keeps the learner on track and you’ve got the magic recipe for success.

Digital learning allows more flexibility as it will enable the learners to work through the content at their own pace when it’s convenient for them.

Learner autonomy and accountability is the end goal of many HR and training departments, letting employees work around their professional and personal schedules puts them in charge of their own learning plan. Simply, blended learning combines the best of both digital learning and instructor facilitated training.

2. Is it microlearning?

Bite-sized learning, “learning tapas”, short lessons with higher impact mean that learners who thrive off instant gratification with minimal effort are guaranteed consumers of digital content.