Last updated on Apr 2, 2024

What do you do if your team's productivity in Digital Learning is lacking?

When your team's productivity in digital learning starts to dwindle, it can be a cause for concern. Digital learning, the process of using electronic resources to aid in the education and training of individuals, is integral in today's fast-paced, technology-driven world. If your team isn't keeping up, it's essential to identify the issues and implement strategies to get back on track. The goal is to create a conducive learning environment that leverages digital tools effectively, ensuring that your team can learn and grow in their roles efficiently.

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1 Assess Needs

Before you can address the productivity issues in your team's digital learning, it's crucial to assess their needs. This means understanding the gaps in their knowledge, the challenges they're facing with current digital learning tools, and their individual learning styles. Engage with your team through surveys or discussions to gain insights into their experiences with the digital learning platform. This feedback is invaluable for tailoring the learning experience to better suit their needs and boost productivity.

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Casey Miller

Instructional Designer with 10+ years of experience in Educational Technology, Learning and Development, Curriculum Development, and Strategic Planning
Through research we know the effect size of feedback focused on continued (individual and organizational) growth will yield high results. People feel tapped into, engaged, and seen in an organization and team when you utilize their strengths and support in areas of with growth potential leaning into those strengths as a guide. This also helps guide what areas and strengths to look for when you expand your team, or collaborate with other teams.
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Bhushan Jayaram

Instructional Designer | eLearning | Project Manager | Product Owner | L&D | Curriculum | Training Specialist | Learning Experience Designer | Technical Writer | Engineer
Foster open communication to understand any challenges team members are facing. Encourage collaboration and teamwork to leverage collective expertise. Set clear goals and priorities to provide focus and direction. Implement effective time management strategies and tools to streamline workflows. Offer support and resources for skill development and training where needed. I'd like you to regularly review progress and make adjustments as necessary to optimize productivity and ensure the team remains motivated and engaged in their work.
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2 Set Goals

Clear goals are the backbone of successful digital learning. You need to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for your team's digital learning endeavors. This gives your team a clear direction and something to strive for. Goals can range from completing certain courses within a timeframe to applying new skills to a project. Remember, goals should be challenging yet attainable to maintain motivation and ensure progress.

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3 Choose Tools

The right digital learning tools can make a significant difference in productivity. With the plethora of e-learning platforms, apps, and resources available, it's important to choose ones that align with your team's needs and learning objectives. Consider the user-friendliness, interactivity, and the ability to track progress when selecting tools. Sometimes, the issue isn't the tool itself but how it's being used, so ensure your team is trained to utilize these tools effectively.

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4 Foster Engagement

Engagement is key to successful digital learning. If your team is not engaged, their productivity will likely suffer. Create an interactive learning environment by incorporating multimedia content, discussion forums, and gamification elements like quizzes and badges. Encourage your team to participate actively by setting up collaborative projects or peer reviews. This not only makes learning more enjoyable but also helps in retaining information and applying it in real-world scenarios.

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5 Monitor Progress

To ensure that your team's productivity in digital learning is on the right track, it's important to monitor their progress. Use the analytics and reporting features of your chosen digital learning tools to track completion rates, quiz scores, and engagement levels. This data helps you identify who might need extra support or which areas of the content are causing difficulties. Regular check-ins with your team can also provide a more qualitative insight into their learning journey.

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Casey Miller

Instructional Designer with 10+ years of experience in Educational Technology, Learning and Development, Curriculum Development, and Strategic Planning
One area I see a trend is using analytics, but not being able to see the story the data is telling. This happens when one studies the data but having a different or unclear purpose or criteria when gathering a specific type or set of data to infer from. For example, looking at the metrics of how stakeholders performed when doing a group of specified tasks, yielded a plethora of data for us to peruse, but one team chose to group the data by the timeframe in which the tasks were onboarded, and another set the parameters to view overall success of each task. The team that used the timeframe could not see the same picture as the one who looked at the tasks, because the gains were significant but not captured by the data they chose to analyze.
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6 Offer Support

Finally, offering support is crucial for overcoming productivity challenges in digital learning. Be available to answer questions, provide additional resources, or give one-on-one assistance when needed. Recognize and address any technical issues quickly to minimize disruptions. Also, consider implementing a mentorship program where more experienced team members can guide others. Support from leadership and peers can significantly enhance the digital learning experience and productivity.

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Casey Miller

Instructional Designer with 10+ years of experience in Educational Technology, Learning and Development, Curriculum Development, and Strategic Planning
Using the trainer of trainers model, typically yields a higher degree of capacity building. I have seen this in a very role specific model, focused on the subject matter expertise. I have also seen this in more global best practices for the work that translate into the how of work rather than the what of work to be accomplished. Those who silo the growth capacity into the role/ subject I find have less growth potential over all, as they do not translate the new skills outside of this expertise, and limits collaboration and communication outside of the team or role. Nor does it define pathways for that multi-dimensional approach to be built in an organization.
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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your team's productivity in Digital Learning is lacking?

1

2

3

4

5

6

7

1 Assess Needs

2 Set Goals

3 Choose Tools

4 Foster Engagement

5 Monitor Progress

6 Offer Support

7 Here’s what else to consider

Digital Learning

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What do you do if your team's productivity in Digital Learning is lacking?

1

2

3

4

5

6

7

1 Assess Needs

2 Set Goals

3 Choose Tools

4 Foster Engagement

5 Monitor Progress

6 Offer Support

7 Here’s what else to consider

Digital Learning

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