Here's how you can use e-learning to spot high-performing employees.

E-learning can spot high-performing employees by tracking metrics like course completion rates, assessment scores, and participation levels. High-performers often finish courses promptly, score well on assessments, and actively engage in discussions. Tracking skill development and knowledge retention also helps identify employees quickly applying new skills.

Metrics such as completions in e-learning are helpful, but also limiting. For example, tracking completions tells us nothing about how effective the e-learning course has been at enabling the employee to develop a new skill and apply their learning. This is a critical area of focus. Organisations that are effective in delivering this connect their learning programmes to skills assessments, thus enabling the employee to close their skills gaps. They are also able to provide ways to enable the employee to apply their new skills on the job.

Completion rates are not of much value The magic starts when people voluntarily repeat after being certified. Like this one can measure improvement rates (if the learning is more active than just passively watching videos with a few quiz questions at the end). Spaced repetition is key in learning.

We have all suffered through online learning content that featured poor audio and/or video. We suffer through it because the material was valuable or because we were required to complete the training. But have you ever stopped and asked yourself why? Why would anyone sit through this? Why would anyone come back for more? And why don’t I do something to improve the quality in my e-learning courses? We should learn how to improve the audio and video quality by optimizing recording workflow and making smart equipment purchases that won’t break your budget, whatever it may be. See exactly which pieces of equipment are critical for professional quality results and what settings should focus on to get the most out of your equipment.

While it can be helpful to think about engagement with e-learning content itself, it is as important to think about how other measures of engagement, such as organization-wide engagement surveys, internal promotions, employee retention, etc. may reveal correlations to engagement. So, if there are a lot of learners engaged in growing their leadership skills, but most hires for leaders are from external candidates, that tells an interesting story that would be worthy of deeper inquiry. Is the learning ineffective? How else can pipelines be established? Is it indicative of a bias against internal candidates? So, looking at broader indicators can help to validate effective engagement, as well as impact. It can also surface opportunties.

Participation in optional courses: Employees who voluntarily participate in optional courses exhibit a strong drive for continuous improvement and self-directed learning. These individuals are proactive about expanding their knowledge and skills beyond the basic requirements. Their eagerness to pursue additional learning opportunities demonstrates ambition, a commitment to personal and professional growth, and a genuine interest in staying current with industry trends and advancements.

Measure interaction rates with e-learning content, such as participation in discussions, quizzes, and interactive elements, to identify highly engaged learners.

Engagement and full participation in activities and assignments given to employees, either singly or as a part of a team, are pointers to commitment and motivation of employees.

Enquanto formadora que também sou constatei sempre que a taxa de sucesso de qualquer formação estava diretamente relacionado com o nível de motivação e de envolvimento dos alunos, pois tal significa que estão a reter e a aplicar o conhecimento e assim adquirirem as competências necessárias para a sua função profissional, pois são capazes de partilhar experiências, contribuir para a discussão de ideias e resolução reais de problemas, favorecendo toda a formação, os seus pares e o próprio formador. Todos ficamos a ganhar, pois todos aprendemos simultaneamente.

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E-learning from schools point of view is one of the most effective self developing independent learning when implemented correctly. Students rely fully on their own learnt skills and start the application independently. The e-learning portal like spark maths is programmed to analyse the ongoing continuous learning and adapt the difficulty level to keep the learners well motivated and challenged. It allows the learners to reach their potential and further at ease. It also passes on fantastic analysis for the teacher to set further goals and it highlights weaknesses and strengths for future planning.

Performance on quizzes and tests can be a good indicator of expected on the job skill application. Consistently high performance on quizzes and tests within eLearning platforms is a clear indicator of an employee’s understanding and retention of the material. High-performing employees not only achieve high scores but also demonstrate a deep comprehension of complex concepts. Their ability to apply learned knowledge effectively in assessments and on the job highlights their cognitive skills, attention to detail, and overall intellectual capability, which are essential traits for high performance.

Yes, application of new skills is the critical component to testing whether e-learning has been effective. One idea to enable this is to add into our e-learning offer a 'mission' or 'task' which the employee undergoes as part of your learning experience. This gives the ability for the user to try this in a real life scenario. Once they have completed the task, they can come back to e-learning and using social groups reflect on what they have learned, sharing this with others. This is a good way to reinforce the learning but also gain from other people's perspectives and feedback.

Assess how effectively employees apply learned skills to real-world tasks, observing improvements in job performance and productivity.

As an educator, I've observed that peer interactions on e-learning platforms like Brightspace, especially using the Discussions feature, can identify emerging leaders. Students who frequently help their peers with questions tend to show excellent interpersonal skills and a readiness to take on responsibility.

Encourage collaborative learning through group projects and forums. High-performing employees often take on leadership roles and provide valuable insights to peers.

Additionally, peer interaction metrics can help identify mentors who can play an important role in the growth of the team. It is also super useful to build strong communities of employees with similar interests where they can exchange creative ideas or just help each other in solving problems effectively and swiftly.

In my experience as an educator in continuous learning, I have seen how a commitment to ongoing education can distinguish high-achieving students. On e-learning platforms like Brightspace, as well as through other resources like LinkedIn Learning, Udemy, and Coursera, students who proactively seek advanced courses and certifications show remarkable dedication. These self-directed learners invest significant time and effort to enhance their skills. Such students are likely to make significant contributions to their future fields.

The brain’s ability to reorganize itself by forming new neural connections, supports the idea that consistent practice and application of new skills strengthen neural pathways (Neuroplasticity). Hebb’s Law, which states “neurons that fire together wire together,” gives me the belief that disciplined use of e-learning fosters stronger cognitive connections, enhancing skill retention and application. In my experience, employees who consistently utilize such e-learning tools mostly demonstrate a high degree of self-discipline and self-leadership, positioning themselves as high achievers capable of effectively translating knowledge into workplace performance.

A hallmark of a high performing team is their ability to learn. Having a growth mindset and a continuous learning culture is a competitive advantage. For example, if your team is continually learning they are constantly innovating in their roles, improving the customer experience and performing. On this flip of this, teams who are not embracing continuous learning tend to not meet performance goals.

Identify employees who consistently pursue further learning opportunities, demonstrating a commitment to personal and professional growth.

Positive feedback from peers and mentors within eLearning environments is a strong indicator of an employee’s performance and interpersonal skills. High-performing employees are frequently recognized for their helpfulness, leadership, and ability to collaborate effectively. Consistent positive feedback highlights their ability to work well with others, their expertise, and their influence within the team, making them valuable contributors to the organization.

Modern learning platforms provide the ability to give feedback to employees. From a professional development perspective, it is always a good idea to set Individual Learning Plans which the manager will use to support these areas of growth and potential in their teams. This can be delivered through a learning pathway, on the job experiences, or for example through mentoring and coaching. Creating a feedback culture opens up opportunities to develop the whole team, for example, setting up buddy programmes where peers can share their knowledge and skills can be very effective.

Monitor how employees respond to feedback from assessments and peer reviews, using it to improve their skills and performance.

Another way to assess your teams performance is to ask for feedback from the end users. You could create a simple survey, I’d recommend no more than 6 questions which can be multiple choice and /or yes no based. For something quicker you might want to consider a net promoter score or even star rating. It’s important to assess how much time the user completing the survey is likely to have and take this into consideration.

Personalized Learning Paths: Tailor learning experiences to individual needs and career goals, fostering engagement and growth. Recognition and Rewards: Implement recognition programs for high achievers, motivating others to strive for excellence.

Some other metrics that may be useful to track in order to spot high performers are: 1. Platform/application engagement data. High-performing employees often lead discussions, provide insightful contributions, and support their peers. This behavior reflects their collaboration skills, expertise, and proactive nature. Their active participation indicates a commitment to fostering a collaborative learning environment and contributing to the collective knowledge of the team. 2. Completion of certifications and badges: The pursuit and attainment of certifications and badges indicate a high level of motivation, expertise, and the ability to meet and exceed set standards, which are hallmarks of high-performing employees.