Advances in e-learning development have made it possible to create excellent performance management learning solutions in a digital environment. However, to design high-quality training in this topic area, an e-learning team must overcome some of its key challenges:
1. Managers are typically extremely busy people. When it comes to training, their priority is acquiring practical tools that can be immediately put to use.
Effective off the shelf performance management e-learning streamlines its approach. Modules are designed to give leaders access to stripped-down basics in a time-efficient and user-friendly manner.
Short and impactful topics break down key processes, principles and procedures for carrying out performance development tasks into simple chunks, presenting them in quick learning formats such as infographics and visual step-by-step guides. For example, bite-sized modules can easily explain the stages of a recruitment interview, teach the essential steps in performance evaluations or present the key elements of objective-setting in a matter of minutes.
When strong learning design is supported by a learner-focused, flexible navigation structure and makes the most of responsive learning technology, e-learning development teams can build fast-access knowledge banks. These help learners access performance management information when they need it and can work as quick guides, refreshers, or as a valuable add-on to a blended learning solution.
2. Performance management is about people: individuals and teams working together. To resonate with learners, e-learning must reflect the modern workforce.
21st century workplaces are more diverse, global and inclusive than ever before. To create a performance management course that feels relevant to today’s learners and the teams that they work with, generic e-learning solutions must move beyond the all-too-pervasive use of sterile stock photography and corporate speak. Walkgrove believes that our successful ready to go learning solutions are based on a solid understanding of modern globalised working environments. This provides a foundation for impactful course visuals, tone of voice and narrative style that connect with the learning audience and motivate learners to engage with training materials.
3. Performance management involves handling difficult discussions. Teaching these soft skills outside of a classroom requires creativity.
Performance management can often involve having difficult conversations about delicate topics and dealing with messy human emotions. Particularly tricky issues might involve those relating to employees’ personal wellbeing, home lives or identity: handling stress and sickness, for example, or addressing unconscious bias and dealing appropriately with discrimination. These areas can seem like a minefield.
Interpersonal skills were traditionally taught in classrooms or through face-to-face role plays, but creative techniques in e-learning can also empower leaders with the confidence and necessary skills to navigate challenging conversations. Videos and animations can help learners identify best practice behaviours through demonstrating facial expression, tone of voice and body language. The use of avatars or digital characters in complex and responsive interactive simulations can be similarly helpful: learners can test their newly learned performance management skills in a realistic scenario and get feedback in a safe environment.
It is also possible to introduce these performance management skills in an e-learning environment without relying on rich media. Realism and emotional engagement can be achieved through using compelling storytelling and well-constructed character case studies, supported by carefully chosen photography or illustration.
Do you want high-quality performance management e-learning solutions that are ready to go? Get in touch! Email Walkgrove at email@example.com or call +44(0)1773 864640