Online training is now used everywhere to make students and employees learn.

But it’s quite tough. Some employees still refuse to take e-learning because they don’t believe in it. So, the management has to mentor them in taking the course. This kind of lack of interest in online training could be due to an adverse experience with it. The management thus needs to ensure that such experiences are taken care of. These are the following reasons why employees don’t want to go through an e-learning course:

1. When employees are busy:

   One of the main reasons why employees continue to delay that online training course is no time. It’s because they have busy work schedules and don’t have the time to take the course. For employees, work is always a priority rather than training. Hence, peer coaching is useful in such a situation, where their friends can train them about the course.

2. When employees don’t want to learn about knowledge gaps:

   Some employees are also quite afraid about what they might get to know about themselves through an online training course. It’s because online training is, most of the time, accompanied by diagnostic tests before them so that employees can know about their training gaps. They might not be interested in finding them out. But when employees are made to acknowledge that they have training gaps through simulations, they are not so appalled. It’s because employees go through online training alone, unlike classroom settings where everyone else also becomes aware of their skill gaps. So employees have no reason to delay taking up an online training course and that must be explained to them.

3. When employees don’t know how much time the course will take:

   Employees need to be able to schedule time for an online training course, hence they should know how much time would be required. The employees can be also informed about their time investment through its mention in the introduction email so that they chalk out their time accordingly.

   Moreover, employees must be given progress bars through which they know how many portions of the course have been finished by them. Once they know how much they have accomplished, they are motivated more to finish the course. It is better, that the courses assigned to them are as per their skill gaps because anything extra is a waste of time. A training map designed just for them helps them know how pivotal it is for them to complete it to reach a milestone in their career.

4. When employees get distracted:

   The employees also find it hard to focus on online training even when they know of its importance because they have so many distractions which include social media and fellow workers. So, the course design should be attractive and to the point. The content of the course should be concise so that employees are not left wandering through it and grasping too little information.

   Employees should be given opportunities to chat with their peers once a time a week so that they can give their feedback about the course. When they discuss with their colleagues their progress, it lets them know how others are taking it, making the former change their attitude and become more competitive.

   Employees can also get deviated from the course when they have social media integrated with the LMS for discussing problems, but they end up talking via it instead. Hence, their use of social media for casual purposes should be eliminated.

   The employees must be given contracts where they can be threatened with salary deduction once they don’t finish the course within a deadline. Of course, such deductions can’t be imposed once the employees are not able to comprehend something in a course for which timely help should be available.

5. When employees hate tests:

   Employee habits are an important part of how much they are willing to grasp in an e-learning course. Employees should be given an incentive. Online training is a useful concept for employees, but they might not be willing to take written tests that require so much time.

   Also, employees may not be taking an online training course because of test-related anxiety. But they have to be told they just need to appear for quizzes in an e-learning test and how their job promotion is related to it.

   Moreover, those who have completed the course could be taken for lunch/dinner so that they are encouraged to take the tests.

   However, including, so many quizzes is also not necessary. Experienced e-learning companies USA can let you know whether there is a quiz needed after every nugget of information. It’s because employees can also be tested through the games, which they don’t dread so much.

The employees should not be overwhelmed with the content of the course. That’s why they should be taught the content in easy steps. It’s because when content is taught to the employees for the first time, it has to be taught to them in small steps. The learners might be familiar with some content, so they can select the starting point at their ease.

This is how online training content has to be formulated for employees for maximum reach.