8 problems of online training and how to solve them

The world of education and learning is moving towards online training. The benefits are undeniable: reduced costs, great flexibility for the student, and the ability to train thousands of people all over the globe at the same time. In addition, you can monitor what students are doing at any given moment, and it breaks with the inertia and passivity of classroom courses.

However, e-learning is not without its faults. Online training comes with its own particular characteristics, which can jeopardize (or limit) the success of the training. E-learning should not be seen as a panacea. It only by knows the problems that other companies and institutions have encountered that you can implement programs to realize its full potential.

Therefore, in this article, we have identified the 8 major problems of online training. But don’t worry, we’ve found a solution for all of them.

Problem 1: Online training is boring

Although online training is meant to provide a solution to the boredom of classroom-based learning, this is not always the case. Many e-learning courses consist of never-ending texts followed by a long list of multiple-choice questions that fail to engage students. More than e-learning, it feels like e-reading.

These types of courses mean that students often get bored with online training, and this lack of engagement and motivation is one of the main reasons e-learning courses fail. Students are simply not interested in taking the training, do not access the platform, and do not complete the course. MOOCs (massive open online courses) are a good example: only 10% of students who register for a course actually complete it.

Solution: Find an online course that is dynamic, fun, and interactive

To prevent students from getting bored, be sure to find an online course that is interactive, dynamic, and fun. While this may have been difficult in the early days of e-learning, nowadays it is much easier: there are currently a number of providers offering all types of interactive training, with challenges and adventures, videos, storytelling, gamified solutions, simulators to ensure practice and game-based learning.

And if you want to add an extra motivational touch to the training, you can offer other incentives. Experience has shown, for example, that when students receive an official qualification or certificate at the end of a course, they become more engaged in the training. You can also promote competition by including rankings, classifications, and prizes for the winners (cash or other rewards). All of these will enhance employee engagement and participants are not only more likely to finish the course but, above all, to learn more and better.

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