Top 5 mistakes when creating an online course

Recommendations how to avoid them - and make a useful course as a result.
Mistake #1. The company (managers) knows best what to teach employees

Course content should correlate with business needs.
Before creating a course, run a survey of your target audience. Have employees generate a list of topics that interest them. Find out from department heads what knowledge gaps their subordinates have. Take the ones that are most likely to repeat and/or overlap with business interests.

Mistake #2. Make one course that covers all the questions and difficulties

A popular mistake when creating courses is trying to create a single corporate encyclopedia that covers all the issues. But an employee can get confused by such a massive dump of information.

Break the material into small thematic blocks - microlerings, prioritize them. For each block, write down what tasks the company will solve and what will be useful for the employee.

Mistake #3. Thinking that feedback after training is just a formality

It's beneficial for a company to have a course on fundamental topics for 1-2 years.

In order for a course to become long-lived, it has to be regularly improved: not only to update the information, but also to make the content more understandable and convenient for employees. This is exactly why you need to collect feedback after the training.

Mistake #4. Thinking that running courses is like putting together a presentation

You can google any information in five minutes. Because of this, it seems that it takes five minutes to create a course, too. This is wrong.

There is a lot of information, but not enough expertise. Plus, the main thing in the content - practice-oriented and teaching methodology! And also the information needs to be adapted to the goals of the business and the needs of the audience. Do not forget about the design of the content (UX/UI - design).

Mistake #5. Think that when the course is over - training is over

It's worth using audience retention tools after the training is over. Why?
For example, to get additional value out of the training:
- course feedback helps employees look at the course through another person's eyes and discover new value or shortcomings that can be corrected;
- forums provide an opportunity to reflect on what has been learned and to share experiences with colleagues;
- the knowledge base helps to consolidate knowledge and form the habit of regular improvement.
It is important to continue to form a 'seamless' employee development path even after training.

If you want to take your business to the next level with digitalization and effective education for employees, now is the time to contact Learning Space - experienced developers and create your own effective and innovative training

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