Implementing Online Learning: One Company's Experience (Part 1)

>> by Kim Lambdin <<

Opportunity to Introduce E-Learning

In my role as training manager for a 600-employee financial services company, I am responsible for making sure our associates have the proper training on our software applications. In addition, I need to stay current with the best learning and development practices. So last year when we upgraded to a new operating system, I thought what a great opportunity to introduce e-learning to this organization.

Selection and Implementation

Rather than growing our own, I partnered with New Horizons of Colorado to use their Online ANYTIME hosted e-learning program. I was thrilled at the opportunity to introduce self-paced e-learning to our organization and could not wait for associates to experience online learning. After carefully coordinating all the logistics, I was ready for the registrations to roll in. After all, this was something new and different for our geographically dispersed company.

Employee Response

Well, was I surprised. About 70 registrations slowly came in (I had estimated about 220). I eagerly signed up the 70 participants and prepared to follow up with each individual to see how they enjoyed the online learning experience. After three months (and well past our upgrade go-live date), only 21 of those participants actually logged into the course. Only four completed it.

What happened? After calling many associates and listening to a wide variety of excuses, it boiled down to three main issues:

1. "No time during the day to go through the lessons."
   
   
2. "I'm worried that people will think I'm not doing real work if I sit at my desk going through the modules."
   
   
3. "I realized I don't learn well in an online environment."

Food for Thought

Now I have the hard facts to support the lack of enrollment in this online learning initiative. Somehow, associates muddled through our operating system upgrade without the online learning I thought so important.

I look back on this initiative as a good learning experience on many levels. I also realize that if I am to implement online learning at this company and in this culture, I will need to take a different approach.

Next in this series…

Part 2 will address ideas and strategies regarding the perception that asynchronous online learning is not doing real work and that there is no time during the day to do online learning.

Part 3 will look at participants who do not do well in an online learning environment.

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Kim Lambdin, M.Ed. has over 18 years of experience in training, training management, technical writing and educational project management. She is currently the Training Manager for a financial services company in Denver, Colorado. She is also a member of a non-profit organization dedicated to educating the public about the joys of Golden Retriever ownership. You can contact her at kasran@earthlink.net