The digital workplace has given rise to many new phenomena. Within learning and development, one of the most recent one is "digital learning fatigue", or "e-learning fatigue". So what does it really mean? And how do you prevent it in your organization?
Digital learning fatigue - definition
The hybrid and digital workplace brought significant change to how individuals and organizations share knowledge. Combined with rapid change, it resulted in a growing demand for online training.
According to research [1], there has been a big increase in both self-paced e-learning and virtual classrooms. Many companies tend to buy content and delivery mechanisms, without considering the richer learning experience. This has had a negative impact on the learning experience and caused digital learning fatigue.
David Perring, Director of Research at the Fosway Group, says:
"We have seen a significant shift in how learning content is being delivered. Many organizations take traditional learning formats and switch them into virtual environments, without considering the learning lifecycle. There is a heavy focus on pushing content out to people, which has created a surge around digital learning fatigue."
Organizations need to adopt a "human-kind" approach to technology
So how do you prevent digital learning fatigue? According to Perring, organizations need to adopt a "human-kind" approach to learning technology. Instead of solely pushing information out to individuals, companies need to incorporate reflection, feedback, coaching and peer-to-peer activities into the learning process.
Learnster's approach: make learning a two-way street
As developers of the LMS of tomorrow, we at Learnster share Perring's learner-first approach to learning. We recognize that interaction improves the learning experience. We suggest using the following methods to spark motivation among your learners:
- Quizzes. Boost interaction by inviting your learners to fun and challenging quizzes. By answering questions, you force the brain to "retrieve" stored information, which is an effective learning technique.
- Feedback. Engage your learners and gain valuable insight at the same time. Feedback forms allow the learners to reflect and speak up, whilst you as an instructor can identify areas of improvement for future training. Quick reactions (emojis) and integrated comment fields are effective feedback tools. Both are available in Learnster's LMS and provide valuable insights into course quality and learner results.
- Involve the entire organization. People learn better and feel empowered when teaching others what they learn [2]. This is a great reason to involve internal subject matter experts in the course creation process. In addition, you leverage valuable knowledge from within the entire organization.
- Through Learnster's various admin-roles, you can invite the subject matter experts within your organization to create, update, and take ownership of relevant training.
- Virtual gatherings. Online training sessions create more opportunities than simply digitalizing classroom training. Use virtual gatherings to support, motivate, and check in with your colleagues. Meeting online is also a great opportunity for discussion and making new information business relevant.
- Choose an LMS that supports online meetings and webinars. Learnster allows you to host and attend meetings directly in the platform or via the app Learnster Roundtable. The platform also supports external meeting software such as Microsoft Teams, Google Meet and Zoom.
Use digestible learning formats
The Fosway Report highlights the importance of content delivery. Lengthy, text-dense documents may be hard to digest. Instead, we at Learnster recommend using a combination of the following elements when building your course:
- texts
- images
- videos
- voice recordings
Not only does the combination make the information more digestible, it also makes the learning experience more dynamic and fun.
Using Learnster's user-friendly authoring tool, you can create content through a simple drag-n-drop interface and combine the above elements.
Reference
[1] Digital Learning Report, Fosway Group (2021)
[2] The transformer CEO, Harvard Business Review, Abbie Lundberg and George Westerman (2020)
