As a learning technologies company waging war on dull online learning, we’ve heard it all over the years: eLearning is boring. It’s too hard. It’s too easy. It’s not challenging, it’s too simple, it’s too confusing… There are so many misconceptions of online learning floating around. Here are 6 of those misconceptions, and each one contains a link or two to further reading to prove to you that they are simply that - misconceptions! 1. eLearning is expensive Simply not true! It may seem like the set-up costs are expensive, but once you factor in the cost savings against classroom-based training, you’ll see that taking your training online is actually a cheaper option. Just click here to find out how to make sure your online learning is delivering return on investment. 2. eLearning isn’t effective Another myth. So not only is eLearning less expensive, it’s actually more effective too. Check out this white paper for proof! 3. Online learning is too difficult So many people think that online learning is only appropriate for techno-savvy people who are already skilled on computers. Again, simply not true! The beauty of Learning Management Systems like our Academy LMS is that anyone is able to understand and use them. As soon as a learner logs onto our Academy LMS for the first time, we take them on a whistlestop tour of all their Academy can do - they discover where to find information, what different sections of the LMS are for, what badges and achievements are available to them, and more! Find out how easy our Academy LMS really is to use by signing up for a personalised guided tour: click here! 4. eLearning is boring Well, well, well. I’m sure we’ve all heard this criticism of online learning before. Whether it’s from personal experience, hearsay or just the thought of taking eLearning modules, there is a pervading belief that it’s boring. The truth of the matter is that yes, some eLearning can be boring. But that’s certainly not the kind of online learning experience we provide here at Growth Engineering! Oh no no. On the contrary: we use everything at our disposal - from state of the art technology to psychological theories - to make eLearning fun and engaging. There’s one magical word that highlights how we’re different, and how we make sure that online learning is never boring: gamification. 5. Online learning is lonely For those of us used to learning in a classroom or workshop environment, the thought of taking training courses ‘alone’ on your computer can seem lonely. However, we recognise the importance of social learning in getting learners engaged and truly learning, so online learning is never actually lonely. In fact, there are always fellow learners to talk to, and learners are encouraged to join groups to chat, share ideas and answer questions! Find out more about the 70:20:10 problem of learning and how encouraging social learning helps by clicking here. 6. Online learning topics are limited There are some who accept that online learning sort of works, it’s kind of effective, and it’s not too hard on the wallet. But they also think that it only works for some kind of training, and not others. For instance, maybe eLearning is fine for teaching employees the correct fire safety protocols, or other health and safety topics. But sales processes? Management training? Leadership strategies? Can these really be taught online? The answer, actually, is a resounding ‘Yes!’ There is almost no limit to what can be taught online. And with Instructional Design methodologies like the Discovery Method, learners are able to come away from their eLearning with a plan of attack for implementing their new skills at work. Find out more about the Discovery Method and sales, leadership and management training options. Want to find out more? We recently put together a white paper all about these common misconceptions to online learning - just click the button below to download your free copy!    The post 6 Common Misconceptions of Online Learning appeared first on Growth Engineering.

Let’s be honest with each other: the common perception of eLearning is pretty negative. Click-through slides are boring, tick-box quizzes are about as fun as filling in a tax return, and any additional audio or visual elements are uninspired to say the least. Not exactly a fun way to spend an hour or two. That’s why a lot of learners will focus on the end goal, i.e. finishing the eLearning unit and ticking it off their list. They don’t really focus on what they’re learning on a slide-by-slide basis, only taking in enough information to allow them to pass the final quiz. For these learners, they see the eLearning as 30 minutes of pain that they just need to power on through to get out the other side. It’s pretty sad that most eLearning is seen in this way. The thing is, there’s nothing inherently wrong with online learning. The possibilities are almost endless, what with the awesome technology that we have at our disposal these days. So why is it that learners still dread their online training? Well, for the most part, they gained these negative associations of eLearning from experiencing pretty shoddy training in the past. If you had a bad experience - say, an awful train journey, full of delays, nowhere to sit, stinky fellow passengers and bank-breaking fares - then of course you won’t look forward to repeating the experience. You’ll avoid travelling by train as much as possible! In the same way, if you’re forced to sit through mind-numbing eLearning, you won’t exactly be jumping for joy the next time you have to take an eLearning unit, will you? For companies, eLearning is a cost-effective way of upskilling staff - and it’s something that’s very important to the success of the business. In 2012 PwC surveyed 1,200 CEOs and found that 24% were forced to cancel or delay important strategic initiatives because of ‘talent constraints’. In other words, they felt that their workforce did not have the knowledge and skills to deliver initiatives. Moreover, 30% of CEOs felt they could not innovate or compete effectively because of talent constraints within their team. It’s a real problem! Organisations must train and develop employees in a cost-effective way, yet most eLearning doesn’t work and is seen negatively by employees. Therefore, the pressure is on for L&D professionals to deliver training programmes that not only upskill employees, but are enjoyable and engaging for them, too. Well, how about trying something radical? How about making your online learning fun for learners? It’ll make your learners much happier!   Here’s how: Gamification, which is the application of gaming mechanics to non-gaming scenarios, involves rewarding learners with badges, points and achievements for taking eLearning units, and displaying learners’ progress on leaderboards to encourage a bit of competition. All this helps engage learners because it ensures that the training appeals to our innate human instinct which is geared towards all things ‘fun’. Gamification leverages learners’ fundamental need to achieve, get rewards, attain status, engage in competition, collaborate and express themselves. Research shows that employees are more engaged with a gamified approach. In fact, we’ve found that they spend over 50% longer on learning and training with gamification features Gamification also increases participation - staff experiencing gamified training are 86% more active than those accessing non-gamified training. It’s a pretty impressive difference, right!? Employees training with gamified eLearning take in and retain more information and attain higher skill levels all whilst enjoying the eLearning more! No more boring slideshows to sit through or eLearning units to rush through - just engaging, enjoyable training. Want to find out more about gamification in training? We wrote a while white paper on how to align gamification to your business needs to secure employee engagement and increase business success! Download it for free by clicking the button below:  The post Incorporating game play into eLearning appeared first on Growth Engineering.

Nowadays, a lot of stress is placed on training employees and improving their skills - which is of course a great thing! Workers that are trained are more valuable to the company and increase the organisation’s chances of success within its sector - a workforce of highly trained individuals gives the company an edge over the competition. Intellectual capital is a combination of the intellectual property within an organisation, and the people who are able to use it. So when we talk about increasing intellectual capital, we mean to increase the skills of people to make better use of everything at their disposal. As Kisielnicki and Sobolewska (2010) state, the majority of companies use a blended learning approach to train employees and increase intellectual capital. This involves using both online and offline methods to upskill employees, which usually means learners go through a few eLearning modules and then finish the training off with workshops or classroom-based events. Clearly, eLearning is an important part of this: it allows senior management to make sure that employees know the basics, gives them the opportunity to complete additional work as and when needed, and ensures learners come to the workshop armed with all the knowledge they need. This allows them to make the most of the classroom training - rather than learning the content in a group setting, they instead work on sharing their thoughts and reinforcing the ideas, which helps the learning to stick better. That’s not to say that eLearning can’t be used as stand-alone training. It’s very effective, and there are instances whereby it’s simply not feasible to bring employees into groups for classroom training. This is particularly the case for companies which are spread across the globe - it’s just not practical to fly every Sales Manager to one central location for a one- or two-day workshop! Similarly, large organisations can’t house all their thousands of retail staff in one workshop, and holding a separate classroom event for each chain will put costs up astronomically. So in the case of online training only, how can organisations ensure they are increasing intellectual capital? Well, if they can’t bring employees together in real life, encouraging social learning on their online learning platform - aka Learning Management System - is the next best thing. This is because, contrary to popular opinion (and what most training organisations seem to believe!), only 10% of our knowledge is gained through ‘formal’ training, like classroom learning and working you way through eLearning modules. A huge 70% is actually gained while ‘on the job’, i.e. actually trying out what it is that you’ve learnt. The rest (20%) is gained through observation of others. But the 70% and 20% can be combined on Learning Management Systems. By encouraging learners to chat about what they’re learning, share ideas, suggest further reading and answer each other’s questions, they’re actually putting what they’ve learnt into practice. They’re using their new-found skills to help others, they’re testing what they now know against other’s experiences, and they are trialling new theories to see if they truly understand. By encouraging learners to be social on their LMS, you’re effectively boosting the intellectual capital of your organisation in the same way you would in a blended learning environment. Want to find out more? We wrote a whole white paper on social learning and why it’s so important that learners are able to freely communicate on their LMS. Check it out below!  The post Increase Your Organisation’s Intellectual Capital with eLearning appeared first on Growth Engineering.

Genie is coming… He’s just not quite ready yet! As you may know, we’re in the process of developing Genie, a game-based authoring tool that will seriously change the face of eLearning creation forevermore. It’s a nifty piece of kit that focuses on making eLearning units that are fun - modules that are structured more like games than boring click-through slideshows. HTML authoring tools are becoming increasingly popular these days because traditional ‘Flash’ modules will not display correctly on tablets or mobiles. It’s a big problem! One of the great things about online learning is that it can be done anywhere, anytime, anyhow - so not being able to take eLearning modules on tablets and mobiles is a huge oversight! Not only do HTML units not have this problem and render correctly on mobile devices, but HTML allows for the creation of slide templates, which makes it really simple to drag and drop eLearning assets into slots to create fabulous online learning courses easily. Anyway, back to Genie. We want to make sure that Genie is perfect before we rub his lamp and release him out into the big bad world, so we’re still tinkering away and making sure he’s bigger, better and more badass than your wildest dreams. While Genie is pumping iron, training and flexing his mind muscles, we’ve been able to put our ear to his lamp and listen in as he tells tall tales of creating exceptional eLearning. One story that particularly captured our attention is a little old love story of Al and Jasmine. In fact, we loved it so much that we made it into a comic book! Check it out by clicking the button below. When you download the free comic, ‘There’s something about Genie!’ you’ll discover how creating eLearning that is fun and engaging can melt even the hardest of hearts…  The post Genie Game-Based Authoring Tool is On Its Way appeared first on Growth Engineering.

Are you an L&D (Learning and Development) professional? If so, you may find that these days you’re having to do more with less, on top of managing day-to-day training, implementing training plans, assessing changing business requirements and pulling rabbits out of hats. Ok, maybe that last one isn’t quite right, but it can sometimes feel like you’re being asked to perform miracles and feats on a daily basis! You may be wondering just what it takes to excel in the world of L&D - are you made of the right stuff? Are you on the right track? Do others have the same worries and problems as you? We’ve worked with a lot of training managers over the years - from Heads of L&D to L&D newbies - and there are a few traits we’ve noticed again and again in those really great L&D managers. These traits are: 1. Knowledge of the HR/L&D world: if you don’t know what the latest developments are within training (such as the explosion of eLearning, particularly gamification in online learning), you won’t search out these solutions for your own organisation. And you’ll be missing out on really great training that might make the difference between business success and failure! 2. Advocates of training: the best L&D managers are passionate about training and increasing the skills of their employees. Once they settle on a training programme, they’re behind it wholeheartedly, whether they’re talking to their seniors, employees who will take the training or their friends down the pub on a lazy Sunday afternoon. They live and breathe organisational training, and fully embrace how important it is to organisational success. 3. Knowledge of marketing: it can be tricky to get everyone on your side, particularly if they have had bad experiences of training in the past. Convincing them that your solution is different and that eLearning is the way forward can be like extracting Excalibur! But an understanding of marketing can make the process much simpler. Knowing how to market your training plan effectively is an important part of rolling out your online learning programme. Click here for some guidance on marketing your eLearning plan! 4. Lovers of technology: ok, you don’t have to love technology, but it helps to take an interest in technology - particularly because, as we said above, eLearning is becoming more and more popular. Knowing your way around your Learning Management System will reassure your organisation that they’re making the correct choice. Never, under any circumstances, claim to be a technophobe and use that as an excuse not to update your training programme! 5. Decisive: as an L&D professional, you may need to make some ‘scary’ decisions. The decision to overthrow your current training scheme - which may have been in place for years or decades! - can be terrifying. That’s why it’s important to run with any decisions you make (but only if you’re certain it’s the best option for your organisation, of course - see the next point). Be decisive, make the call and go with it. Trust in your decisions and, should things not go entirely to plan, make sure you always make the best of your situation. 6. Evaluation skills: you’ll likely have a lot of information in front of you when you’re thinking of updating your training and development solution. Online/offline? Blended learning? In-house eLearning units? A fully-functional LMS or hosting on your intranet? Being able to effectively evaluate the options available to you (and, as you get further through the process, the companies you may use) will be a massive help. You don’t want to make a mistake and regret it - as we saw above, once you land on your choice, you’ll need to go ahead full-throttle. No takebacksies here! These are just a few of the qualities that awesome L&D professionals possess. How many do you recognise in yourself? Find out more about what it takes to roll out an incredible L&D training plan by downloading our free white paper below!  The post The Qualities of a Great L&D Manager appeared first on Growth Engineering.

We’re really proud of our Academy LMS. Well, who wouldn’t be? It was ranked the #1 Learning Management System in the world in early 2015, after all. There’s lots to the Academy LMS that makes it special: gamification and social features through the roof, classroom booking functionality, an awesome Admin area and our brand new Performance Centre, among other things. In this LMS feature list, you’ll find just some of the functionality that makes the Academy LMS so great! The Assessment Centre Here’s where you can assess employee knowledge to find out how much they know as they begin their learning journeys, and check how much they’ve learnt as they complete their training. Academy Admins can set content to be pushed to the learner automatically on failure, meaning that if a learner doesn’t quite have the correct product knowledge or they don’t understand a theory, they’ll automatically receive further training to make sure this is rectified quickly and easily. Push and Pull Libraries It’s quite common for Learning Management Systems to be able to ‘push’ content out to learners - just invite the learner to take the content and it’ll appear in their emails. But the Academy LMS also offers learners the opportunity to ‘pull’ content. This means they can view certain eLearning units, assessments or other learning materials and choose to take whatever they feel is relevant. This is great for allowing learners to continue their development and expand their training in directions that interest them personally. No more forcing content down learners’ throats - they’ll scoff the lot themselves! Development Streams These allow you to group a collection of online learning content together for learners to progress through. Creating a catalogue of learning to work through allows learners to see what they’re required to do, plan their journey and monitor their own progress. It’s motivating for them to see how far they’re getting through the required training, and knowing what’s coming up can encourage them to come back again and again. These Development Streams can relate to specific products, job roles, promotion opportunities or management training. The choice is yours! Classroom Booking Just because we rock the online learning world doesn’t mean that we don’t recognise that some training programmes do need real-life experiences to ensure the learning content is fully understood. In some instances, purely online training doesn’t cover everything that needs to be learnt - take health and safety for example. It’s simple enough to teach the principles online, but real-life training is required to make sure employees how to give mouth-to-mouth resuscitation. The classroom booking functionality on the Academy LMS allows Admins to create, manage and invite learners to classroom events, set pre-class reading and assessments, and work out costs. It makes it much more simple to create a really great blended learning experience for learners. The Performance Centre We’re committed to helping people unleash their potential, and our new Performance Centre brings a whole suite of performance management tools to help learners reach new heights of awesome! The Performance Centre is split into five areas that let you monitor your learners’ key metrics, goal completions and competencies. Let’s take a look at each in turn: Objectives & KPIs: This section lets your employees clarify their professional goals and monitor their own progress. Adding departmental and organisational objectives lets everyone see at a glance how their contributions help the whole business succeed. Competencies: This area lets you gauge the potential value of your employees. You can rate their performance and leave comments and feedback to give them extra guidance in areas in need of development. Values & Principles: It’s a good idea to clarify the behaviours and attitudes that underpin your business - it helps your people gain the recognition they deserve for demonstrating them! Reviews: The Reviews tool makes your review process more structured and streamlined. It’s also fairer, since it takes other metrics into account, and more transparent. It’s easy to see what’s good and not-so-good. Personal Growth Plan: The PGP section helps employees to grow, over and above their structured training. It contains learning content relevant to the individual’s professional development, and houses everything they need to close any gaps in their knowledge and make real progress! Want to find out more? We’d love to show you around the Academy to touch on all this and other awesome functionality! Click the button below to arrange a personalised tour of the Academy LMS:    The post The Academy LMS Feature List appeared first on Growth Engineering.

You may ask yourself questions like these from time to time: Am I getting the most out of my eLearning? Is it achieving what we need it to achieve? Is it proving successful? Or, on the other hand: Why isn’t my eLearning working? Why aren’t I seeing the results I expected? How can I make sure my online learning is a success? If you’ve got questions like these and you really can’t tell how successful your online learning is, you’ll want to work your way through a specific evaluation process. It can really help to put things in perspective and help you to see whether your online learning roll-out is working well or is, err, not. Here’s what you’ll need to be able to answer: What do my learners think about the eLearning units? You can get them to rank and rate learning content, complete surveys and answer questions. Alternatively, just keep your ear to the ground: you’ll soon hear grumbling if learners aren’t enjoying their online learning! What do they think of the Learning Management System? With the Academy LMS, gamification not only captures learners’ attention and gets them engaged - it’s also a way of seeing the extent to which employees are interacting with their LMS. Those who do the most (who log on most often, explore their Academy and try out new functionality) will gain the most badges and climb up the leaderboard. So the leaderboard is not only an indication of who is completing the most eLearning units, but can be a sign of who is enjoying their LMS. How much are employees learning? You can’t really guess at this. To figure out how much employees are truly learning, you not only need to test them pre-training and post-training, but also at regular intervals after training is over. That’s because of the ‘forgetting curve’, which is the idea that we can lose up to half of what we learn over just a few days if we don’t work to recall it. How are employees recalling/remembering learning content? Now, we don’t mean how often are they required to answer questions on the content. Instead, we’re talking about the opportunities employees get to really put their newfound knowledge into practice. Are they able to use their skills daily? Are you seeing an improvement in their work? It’s one thing to pass an eLearning unit - it’s another thing entirely to be able to put it all into practice at work! If they sit back and relax after doing the ‘hard work’ of completing training, they won’t actually cement the learning. You can find out more about this by clicking here. Are you seeing a difference in the organisation? Ultimately, in order to know that your training programme is proving fruitful, you’ll need to see a change in your organisation for the better. Whether this comes from increased sales, fewer complaints, lower employee turnover or faster induction will be particular to your company and what you’re trying to achieve. Just make sure you measure where you start from to be able to compare how far you’ve come! Want to find out more about making sure your online learning programme is delivering return on investment and achieving what you hope it will? Download our free white paper below!    The post Are You Getting the Most Out of Your eLearning? appeared first on Growth Engineering.

Do you try your best but just can’t seem to get online learning right? Are your learners disengaged, dissatisfied and dismayed? If you believe in any of the following statements you may be suffering from eLearning cliché syndrome! Check your symptoms here: The more images the merrier! You wouldn’t add more seasoning to a mouldy meal, so why would you add more and more images to a poor piece of training? If your eLearning is boring, squeezing in more images isn’t going to save the day! Quizzes are fun, right? If you want to make your eLearning courses more fun, that’s great. But forcing your learners to take quizzes like they’re going out of fashion is not the way to inject a bit of fun and frolic into their training. Value for money If you’re creating eLearning for an organisation, you’ll want to give them value for money and make sure they know the effort has been made. However, this doesn’t mean squeezing as much text onto the screen as possible, or making the eLearning unit as long as you can stand! Cover the basics. All the basics It’s a great idea to make sure eLearning modules cover all the pertinent issues and learning objectives. You don’t want there to be gaps in people’s knowledge and you certainly don’t want to leave anyone confused or second-guessing themselves. But beware: don’t teach people to suck eggs! If the eLearning module is on Managing a Sales Team, don’t include the basics of selling in the unit - if learners don’t already know what a sales proposal is, they’re certainly not ready for a management role. Simple is smart There’s no point overloading your learner with videos, voice-overs and complicated tasks. The right way to encourage learners to complete eLearning units is to make them easy and simple - just like clicking through a PowerPoint slideshow and then answering a quiz question! Err, no! When’s the last time you sat through a presentation and truly engaged with the content? How much of it did you remember after you clicked ‘Close’? We’ll bet not all that much! If you believe any of these clichés, it’s time to kick them to the kerb and revolutionise your eLearning. Here are the correct beliefs you should hold: Make it interesting Say ‘No more!’ to slideshows. Say ‘Goodbye!’ to boring. You shouldn’t focus on making your eLearning super short, nor should it take hours and hours to complete. Find a happy halfway point where learners are able to get stuck into the subject but where they don’t end up falling asleep on the job. Make it interactive There is so much technology available to us these days, why aren’t we creating interactive eLearning units? Why aren’t we taking advantage of cool functionality and using drag and drop quizzes, interactive exercises, data input and personalised eLearning that calls us by our name and knows where we work? And finally… Make it fun That’s right! Learners should enjoy logging on to their Learning Management System and taking eLearning courses. They shouldn’t hate their training, drag their heels or bang their head against a wall. You can make eLearning fun with gamification - just click on the button below to find out more!  The post 5 eLearning Clichés You Should Avoid appeared first on Growth Engineering.

We’ve all been there: we’ll be minding our own business, working away, when suddenly The Email will land in our inbox. We’ve been invited to take an eLearning unit in compliance. Your heart sinks. Your hands get clammy. Your pupils dilate. If you don’t catch it quickly enough you’ll enter full ‘panic mode’ stage. Sound familiar? Unfortunately, while compliance training is essential, it’s not exactly riveting. But, rather more fortunately, there’s a lot that can be done to make compliance training fun and engaging. Here are just a few improvements that can be made to make compliance training fun: Personalise eLearning Create eLearning units with the functionality to remember and use people’s names, roles and companies. It’s much more engaging for a learner to have to learn and answer questions about their own company, rather than some faceless organisation they’ve never heard of before. Similarly, using a learner’s name in the eLearning gets their attention and brings them more fully into the learning. Allow data input When we can apply learning content to our own experiences, we are able to learn far more. That’s why it’s so important that learners are able to input their own data (thoughts, experiences, suggestions and plans) into eLearning units. Rather than reading a scenario and answering the question, "What should Ryan do?" by selecting an option from a list, learners are much more involved. They should be asked: "What would you do in this situation?" and then given free rein to type their answers in a text box. It’s so much more engaging! Remember these answers While it’s incredibly useful for learners to be able to input their experiences into the eLearning, it’s also important that they are able to take this information ‘home’ with them after completing the eLearning. That’s why the Academy LMS allows learners to download their data sheets - they get to see all the thinking they’d done during the unit. When this is combined with questions that ask learners to plan how they might implement this newfound learning in their own workplace, it’s clear to see that this allows learners to come away from the eLearning unit with an already-formed plan of attack. From there, it’s simple to make the transition and actually use all the new information they’ve been given in their daily work lives. Interactive questions Compliance training relies on testing learners’ knowledge to ensure they are familiar with all the procedures and policies in place. Questions within the eLearning unit are obvious ways to achieve this and gain confidence that employees know all they need to know - but, as with a lot of ‘standard’ eLearning, quiz questions can be incredibly boring and poorly executed! There are only so many multiple choice questions a learner can answer before they give up the will to live. On the other hand, drag and drop exercises are more involving and interesting; as are free text boxes (where the eLearning monitors for trigger words) and completing more game-based tests - quizzes can even be themed and set out in fun ways, like a snakes and ladders board! Use gamification in eLearning To round off everything here and make compliance training fun and engaging, it’s a great idea to gamify the online learning process. So when learners input their data and answer questions correctly, award them badges and points. The more questions they get right, the more rewards they get; and once they reach a certain number of points, they can ‘level up’ and unlock new challenges. It’s an easy way to make compliance training much more exciting! Find out more about this last point - adding gamification to eLearning - by clicking the button below!    The post Making Compliance Training Fun! appeared first on Growth Engineering.

If you want to keep your business growing and thriving, training and development is an obvious solution. But what can you do when your workforce is geographically dispersed? What are your options when your organisation operates in all four corners of the world, or your salespeople live and work in different parts of the country (or continent!)? Online learning has a clear advantage in situations like this - you’re able to roll out training and development programmes to all employees at once, no matter where they are based. The New York office can commence their training at the same time (bearing in mind timezones!) as the Australian workforce and the London division. There are no constraints. Compare this to real-world training and imagine the difficulty (and cost!) involved in flying everyone over to one location, or repeating the training days at different locations around the world. It makes us shaky just thinking about it! But, of course, it’s not as simple as signing all your employees up to their new Learning Management System (LMS) and then setting them free. You may not want to the France team to see what the German team is up to, or maybe you want to segment the European offices from the American offices. With the Academy LMS, it’s easy as pie to slice up your employees and serve them just what they need access to. Learners can be arranged in groups depending on their language, department, country or role - ensuring that the right content is being delivered to the right people. It makes sense, right? You might also be worried about how you’ll get your employees to actually log onto their LMS. If there’s no one monitoring them, how can you be sure they’ll go on, take their eLearning courses and improve their skills and knowledge? It’s a valid concern: after all, eLearning has a pretty awful reputation of being more boring than a 3-hour queue at the post office. Luckily, we have a bit of extra power up our sleeves that makes sure employees are engaged with their learning: gamification. Gamification on Learning Management Systems involves using points, badges, achievements, levels and leaderboards to get learners excited and motivated about their learning. They’ll want to take courses and interact with their Academy LMS in order to gain badges and climb the leaderboard. So we’ve seen that it’s possible to save money and effort by training your geographically-dispersed workforce - and also that it is most definitely possible to keep them all motivated and engaged with their online learning. But what about one of the main issues of international businesses: language barriers? Organising training when your employees are dotted all over the world is difficult enough - but when your employees all speak different languages, rolling out eLearning becomes even more challenging! You might be wondering whether you need to purchase different LMSs for each language, or whether all employees will have to access the same language, despite the issues with comprehension this might incur. Luckily, we recognise the importance of making products accessible to all employees (we have offices scattered around the globe ourselves!), so we’ve made sure the Academy LMS is available in a number of languages, including French, German, Dutch, Spanish and Italian, and we’re adding new languages all the time. In fact, if there’s a standard language you need that we don’t currently support, we’re happy to work on adding it. And what’s even better is that learners can select their own language, so Academy Admins don’t have to work out which language is right for each person! An Admin simply chooses the default language, and learners can then change to any of our predefined languages themselves. Making sure online learning is accessible to everyone in your organisation, no matter their location or language, is vital in rolling out a truly successful online training plan and securing a great return on investment. Find out what else will get you a fab ROI by downloading our free white paper below!    The post Making Online Learning Accessible for a Global Workforce appeared first on Growth Engineering.