6 Online Training Stressors and Tips To Get Employees in the Right State of Mind
Stress is a necessary part of life. It keeps us on our toes so that we can make split-second decisions. But it’s only effective in small doses. What are the most common online training stressors that prevent knowledge transfer in online training?
6 Common Online Training Stressors
Everyone has experienced stressful situations that left us feeling frazzled and overwhelmed. When our bodies and minds went into survival mode to keep our faculties intact and rise to the challenge. The trouble is that stress only allows for responses. We can’t receive information because we’re too busy worrying and working toward a resolution. As a result, your employees need to be in the right state of mind when they login to the LMS. A certain degree of pressure keeps them alert and ready to absorb the takeaways. But these significant online training stressors will only stand in the way.
Employees already have a lot on their minds. The last thing they need is a barrage of information that overloads their senses. There’s only so much their minds can take before ideas start to spill over. Which is a source of stress on its own. Given that trainees are afraid they won’t absorb the information and might fail the course. Employee training should offer bite-size bits of information they can assimilate at their own pace. You can also start with the basics and work your way (AKA scaffolding) to ease them into the topic and prevent cognitive overload. Lastly, sum up the key concepts so they know what to expect and can create a plan of action. For example, they’ll tackle the first module today and the next tomorrow when their minds are refreshed.
2. Work-Related Distractions
Online training stressors also stem from the job, itself. Employees can’t just flip a switch and forget about their work duties. Distractions and heavy workloads impact their employee training experience. For instance, they’re stressed about a customer service issue or an upcoming deadline. The solution is to prime them for online training beforehand. Allow them to pick and choose activities that focus on current challenges. You should also encourage them to disconnect from personal social media pages and other online platforms that serve as distractions. If your curriculum involves social learning, set guidelines to keep them on track and avoid detours.
Trainees can’t log into the employee training LMS or they’re unable to access relevant resources. These are just some of the online training stressors employees must contend with. For this reason, it’s crucial to remove these tech obstacles and ensure that your platform is easy to navigate. Index content so trainees can quickly find what they’re looking for. Launch a micro-learning library for a quick moment of need support. Give them tutorials and demos on how to access the tool, then troubleshooting guides for LMS emergencies. For instance, how to deal with authentication errors or where to find JIT training resources for their department/role.
Employees don’t know what’s expected of them or what the course entails. Which usually causes some degree of apprehension. Especially for new hires who are already unsure about their roles and responsibilities. Thus, every resource/activity should connect to an objective or outcome. Tell employees exactly what’s in store and how they’re expected to participate. What knowledge should they gain from the experience and how will their comprehension be tested? What must they be able to do by the end of the course and which performance behaviors are involved? Trainees won’t be as stressed if they know where they’re heading, why, and how their progress is monitored.
You think that leaving employees to their own devices is a form of empowerment. That they’ll be able to complete courses on their own and gain more self-assurance in the process. The truth is that every employee needs support at some point. Even if it’s something as simple as looking at an FAQ or visiting an online forum. Lack of support is one of the most crippling online training stressors because employees don’t have anything to fall back on. Start a peer coaching program. Launch a social media group where they can go for tips and feedback. Host live events where they can ask questions and meet with instructors remotely. You can even ask experienced employees to help co-workers via live chats or mentoring groups.
Employees are unable to track their own training or personal performance. This lack of oversight is a significant source of online training stress because it robs them of their power. They’re blindly following instructions and taking the mandatory training instead of paving their own path. This is why it’s crucial to not only hold employees accountable but provide them with built-in feedback. Invite them to view their LMS reports to identify strengths and areas for improvement. Incorporate progress bars or maps that enable trainees to monitor their development. You should also give them personalized recommendations after each activity/module. For instance, links to tutorials or demos based on their simulation performance. Employees are less likely to feel stressed if they’re in control of L&D but still have access to support resources.
Employees should be able to get the information they need when they need it the most. Eliminate these online training stressors so that trainees can upskill with ease and bridge knowledge gaps. Get them in the right state of mind with summaries so they know what to expect. As well as support tools that make them feel secure and worry-free in the online training environment. Lastly, clarify expectations in advance so there are no unwanted surprises and allow them to track their own progress.