How can you maintain a positive online learning culture?

In corporate settings, employees often get looped into online courses without a clear idea of how they'll benefit their day-to-day work or long-term career. It's about answering the "What's in it for me?" question for the learner. Let's say you're an IT professional, and your company rolls out a new course on 'Data Privacy.' Sure, the course description says you'll "understand GDPR compliance," but how does that connect to your job? If they tell you that mastering this will put you on the fast track for a managerial role overseeing data security, that's a different ballgame. Ongoing assessments that show improvement can further drive home the point that the course is valuable, boosting motivation to stick with it.

Building trust in an online learning environment isn't just about cozying up to the instructor; it's about the class vibing together. Knowing each other beyond just usernames can make a world of difference. Think about it: Would you instead work on a group project with strangers or people you've gotten to know and trust? One cool way to do this is through gamification projects. Take a team challenge, for example. You're grouped with others, and your task is to beat challenges. As you work together to "defeat the boss," you're learning about each other's strengths and weaknesses and, most importantly, building trust. It's teamwork in a fun wrapper, and it can quickly turn a group of strangers into a tight-knit learning community.

One possibility is "Focus Groups" (just a different term for "peer group") of 3-4 participants. A possible agenda with reflection questions and tasks matching the course content is provided for the peer meetings. Of course, the group can always explore more pressing questions, but they do not run the risk of discussing a possible agenda at length.

I'm all for using online tools to collaborate, and one I'd add to the list is the Miro board—great for brainstorming. But tools are just that, tools. What really counts is getting people motivated to use them. Beyond gamification, which does wonders, I've seen something like a "Peer Mentorship" system work well. Each learner gets paired up with a peer mentor, making them accountable to themselves and each other. So, if you're falling behind, it's not just you missing out; you're also affecting your partner's progress. It adds a human touch that makes people want to unite and take the project or task seriously. That shared responsibility can be a powerful motivator in online learning.

I totally get the point about seeking and offering support in online learning. But let's talk about how we can make that actionable. In my view, setting up a buddy system can be a game changer. This could be as simple as pairing up with another learner. You're now accountable to someone else, making you less likely to slack off. Plus, you've got someone to brainstorm with or troubleshoot technical hiccups. Also, don't underestimate the power of crowdsourced resources. Suppose the class has a shared Google Doc where everyone can drop helpful articles, cheat sheets, or YouTube tutorials. In that case, you've got a support network at your fingertips. It's about making that support tangible and easily accessible.

Balance is everything. A key thing missing here is the idea of "time blocking." Are you juggling work, family, and online classes? Block out specific times on your calendar exclusively for learning. This makes you more intentional about how you're using your time. Also, let's be honest: Online learning can easily blur the lines between 'work time' and 'me time.' So, after you've hit your learning goals, close the laptop and do something that relaxes you. Go for a run, play a video game, whatever lets you unwind. It's all about respecting your boundaries so you can hit the books hard when it's time without burning out.

It would be best to create opportunities for some in-person interaction in whatever way possible - smaller groups logging in together from office, assignments, presentations and so on. If this is just not feasible, consider a connects outside the courseware with peers and mentors. This helps in engagement and motivation.

Our client, Let's call it "ABC Company," faced issues like low engagement in online learning after going remote. To turn this around, they initiated: Virtual Coffee Breaks: Quick 15-minute Zoom chats to fight isolation. Accountability Partners: Weekly employee check-ins to discuss course progress and challenges, boosting motivation. Bite-Sized Learning: Shorter course modules for easy consumption. Result? According to a follow-up survey, there was a 40% boost in course completion and happier employees. ABC Company revamped its online learning culture effectively with a touch of creativity.