Skip to content

5 Essential Elements for Online Training Programs

Reading topics

Cadastro Positivo Serasa Experian

Now that we know the fundamental guidelines for transforming an in-person training into a virtual training, let’s go deeper and identify the key elements that must be included in an online training. After all, what are the decisive factors for a successful e-Learning program and how can we create online corporate learning solutions that effectively deliver results to organizations?

Before addressing each of these elements, it’s worth highlighting the golden rule of Learning and Development (L&D) program design, whether in person or online: Focus on the Participants.

That’s right. From the get-go, all training design must take into account the participants’ profiles, learning styles, content consumption habits and – of course – their learning gaps.

It’s not uncommon to find extremely well-designed trainings that fail to connect with the target audience because of the language and format used. Among the many potential pitfalls of training design, this is one of the most damaging to the overall results and must be avoided at all costs.

With that said, let’s dive into the five elements that can’t be left out of an online training, starting with…

1. Clear and measurable objectives.

As with classroom training, the success of any online learning initiative depends on establishing clear and measurable objectives. For each training action, be ready to answer: what are the knowledge, skills and attitudes (KSA) participants need to have post-training that they didn’t have prior? To determine this, it’s necessary to do a thorough, effective needs assessment by talking with the various departments involved with the training as well as the organization’s leadership. Learn more in our post about how to carry out an L&D needs assessment. To sum it up, instead of saying the objective is to “sell more,” define what needs to happen on a daily basis to sell x% more of a certain product or service.

2. Interactivity.

The days of consuming content in a passive and “static” way are over. In the era of Digital Transformation, where smartphones and games are inseparable from our daily routine, we’re used to interacting with platforms, videos and posts whenever possible. This is a habit that must be activated during trainings. In addition, encouraging interaction helps increase the retention level of the information presented.

3. Concise, accessible language.

For online training to be successful, content must be concise, direct and easy to understand. As there won’t always be an instructor giving the workshops, it’s essential to provide information that’s accurate and succinct. Another important point is language. Trainings should use the words and expressions that are part of the target audience’s daily routine. This way, participants will realize the training was tailor-made for them.

4. Simple, straightforward approach.

How will online content be delivered? Will there be storytelling concepts, graphics and animations? Knowing the target audience’s profile will help you determine the best approach, which should be as simple and direct as possible. This all will have a great impact on facilitating the learning process. Choosing the delivery format takes into consideration the types of materials and resources to be used, but it also conveys a message in itself. If you want to stimulate healthy competition and ambition, a bolder approach may be advisable. If you want to encourage collaboration, exclusively individual activities may not be the best way, and so on.

5. Evaluation and feedback.

The fact that a training is online doesn’t do away with the need for evaluations and feedback; on the contrary, it makes them even more important. The difference is that the virtual environment makes it even easier to provide short feedback sessions and instant evaluations, right after a particular activity. Therefore make sure you have an evaluation and feedback mechanism built into the core of your learning program. And remember: feedback is always a two-way street. In addition to giving participants continuous feedback, make use of short surveys to identify which areas of the learning module need adjusting so you can keep your program up-to-date, engaging and effective. Finally, a well-designed and structured evaluation plan will ensure that all of this effort has really paid off.

Want to know more about Reframe customized training solutions?

Click here to connect with our CEO, Renato Gangoni.



Schedule a meeting with our experts!