How e-learnings are making a difference for businesses

After two hectic pandemic years, the labor market is going through major developments. For example, we are working massively from home or hybrid. This means that there is a greater focus on organizational dynamics, such as internal communication, employee branding and recruitment. In addition, digitalization requires different skills. That is why more and more organizations are investing in training or even retraining current and new employees. Because of all these factors, experts expect a peak in the demand for e-learning. This effective learning method is an essential part of internal training, refresher courses and talent development. The possibilities and benefits of e-learnings are endless. Find out how your organization uses e-learnings effectively. Or consider a we-learning.

 

WHat is An e-learning?

An e-learning is a collective term for a variety of learning activities in an online environment. Often these are presented in an interactive way on a computer. The learner follows these lessons online via for example a laptop, desktop or tablet. The form of the e-learning depends on the demand. For example, some training requires in-depth, knowledge sharing. For other e-learnings, snackable content is important in the form of instructional videos or how to videos. For every knowledge sharing issue, there is a creative and effective solution to be thought of.

 

Why training employees is so important

After two years of primarily working from home, more and more companies are paying attention to their positioning and employee branding. Who are you as an organization and what are we good at? Which then translates into how employees feel within the organization and how they speak about their work. Are they proud? Do they feel a bond? Are they challenged enough? An important aspect is motivating employees. As long as they are motivated and can focus their ambitions on something, they will feel a bond with the organization. Facilitating sufficient challenge for employees is essential for retaining talent. But also for improving the quality of the organization. It is important for both the employees and the organization to continue to develop and grow. E-learnings appear to be a popular learning method for this: some 4.3 million Dutch people say they have followed an online training course.

 

E-learning DEVELOPMENT IS GROWING IN POPULARITY

If we compare it to other forms of education, e-learning is still a relatively new training method. For years, the potential of e-learnings was also underestimated and thus underutilized. The pandemic forced training institutes to move their offerings to the worldwide web. A transition that may have been easier than previously thought. The corona pandemic has thus been very disruptive for the way we design training. That's why experts expect the e-learning market to grow by 200% between 2015 and 2025, making it a billion-dollar industry. This estimate is not surprising, because the benefits of e-learning are endless.

 

6 KEY BENEFITS OF e-learning

In this digital age, in addition to digitally marketing and offering services and products, organizations must also innovate their internal operations. Especially with the changing work culture and hybrid work situations. Partly because of the flexibility of online programs, e-learnings are a huge asset. So developing e-learnings has many advantages.

  1. Online learning saves time

    It may be a time-consuming investment at first, but in the end e-learning saves a lot of time. Once the basis is in place, the e-learning can be reused. Sometimes a few adjustments are needed, but otherwise employees can work through the content independently. It also saves time for students: they can plan their personal learning path and go through the material at their own pace. According to IBM, on average, online learners learn 5 times faster than classical training.

  2. E-learning is a cost-effective learning method

    Everyone knows the saying: time is money. By investing less time in training people repeatedly, companies can spend more time and money on other things. Also, companies do not have to pay for a trainer, space, or travel expenses. The technical implementation is an investment at first, but in the long run it reduces costs. In addition, e-learning also contributes to the self-reliance of employees. They learn to deal with matters themselves and have an extensive skillset. This saves costs in terms of supervision and checks.

  3. Unlimited learning reduces staff turnover

    Training new colleagues goes beyond a rock-solid onboarding. Offering employees continuous challenges keeps them stimulated. Many employees need this to enjoy and get satisfaction from their work. But also, to feel involved in the company. Figures show that high engagement results in significantly lower absence due to illness and 17% more productivity. In addition, a study by IBM shows that 42% of new employees are more inclined to stay with an organisation through proper training.

  4. E-learning strengthens the market position of companies

    In addition to the fact that it contributes to staff satisfaction, e-learning has another plus point. Because employees develop themselves more, they can deliver higher quality. This can have a positive effect on, for example, increased customer satisfaction, but also on the competitive edge. The latest developments, innovations, and trends - your staff or colleagues know about them. Or sector-wide developments, such as new regulations, codes of conduct or procedures. An organisation can use e-learning for very different issues.

  5. E-learnings facilitates hybrid working
    To make hybrid working future-proof, it is important to see how it resonates in all facets of the organisation. By offering e-learnings, you give employees the flexibility they need to work in a hybrid way. In addition, you give employees control over their own development. Think of the learning pace, but also the control over their own planning. For example, some are sharper in the morning while others prefer to learn in the afternoon.

  6. Online knowledge sharing connects employees with each other
    An e-learning is not just the cramming of knowledge. It is a very interactive form of content in which it is also possible to learn from each other. The organisation often possesses a great deal of knowledge: insights, data, learnings. But how do you make this accessible to everyone? Or how do you centralize this information? By means of short, powerful e-learnings, the knowledge that has been acquired can easily be distributed. This makes e-learning also suitable for internal communication. It stimulates, motivates, and connects.


LeARNING ABOUT YOUR OWN BRAND WITH WE-learning

E-learning is therefore an effective way of learning. It can be about anything, depending on what employees need or want to develop further. WE-learning, on the other hand, is very specific. In the we-learnings that SowiesoHelder sets up for clients, we focus on the organization/brand itself. Employees train themselves in such matters as Who are we? What do we do? What is our core/brand values? What do I tell on a birthday to someone who asks where I work? These seem like open doors, but in practice employees often lack this knowledge or interpret it differently. Mission, vision, and brand story are brought to life and become meaningful through concrete and practice-oriented we-learning. Not theory on paper but feeling what is behind the 'we'. So that they can better communicate the company, the brand and the products or services and learn more about it in a fun, interactive way. Good as a refresher for employees who have been working there for a long time, and useful as an onboarding tool. The we-learning can be set up as e-learning, but can also consist of live sessions, or a combination of both.

 

HAVING YOUR OWN (w)e-learnings maDE

With all the current developments, it is important for organisations to also take advantage of the growth in e-learnings. To motivate and stimulate employees. To (continue to) guarantee quality. But also, to offer a digital reference book, good onboarding, and a steep learning curve. SowiesoHelder has years of experience in setting up (w)e-learnings on many different subjects. Through our approach we deliver customized solutions for each client. From interactive e-learnings with videos about the Code of Conduct to making rich e-learnings about knowledge and data accessible. Our specialists will find the best approach for your organisation's question.

 

Want to know more? Contact us without obligation.

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