How to increase the acceptance of e-learning in your company

Many HR managers would like to integrate e-learning into their company. They often rely on blended learning, i.e., a mix of classic face-to-face seminars and modern e-learning solutions such as Learning Management Systems (LMS) and web-based training. The didactic advantages of blended learning have been proven. However, motivated employees often encounter various forms of resistance within the company when they want to implement e-learning software. In this article, find out what resistance to e-learning exists and what you can do about it.

Why is e-learning often viewed critically in companies?

People are often critical of new things at first. This is because it means change, and who knows whether that will have positive or negative effects on us. E-learning is no exception. Older employees in particular, who already struggle with digitization processes, fear that they will not be able to cope with new software and, as a result, doubt its usefulness. These are not good prerequisites for introducing e-learning software, because it needs users to be successful. But it is not just employees who are critical of blended learning; the works council also often has doubts. A common fear here is that the rights of employees will not be upheld. Anticipate this resistance and work actively to ensure that e-learning is welcomed with "open arms" in your company.

Convincing employees of the e-learning software

1. Inform early

As soon as it is clear that you want to introduce e-learning software in your company, you should inform your employees about it. Involve them and ask for their wishes and expectations. Perhaps one or two of them have already had experiences that they would like to share with you. In addition, keep employees up to date on the status of the project, for example, when it is expected to be used, what is planned with the software, and most importantly: Start communicating the advantages of your new learning strategy as early as possible.

2. Listen and respond

As mentioned at the beginning, the new e-learning software will not be well-received by all employees. There will be criticism. Take these concerns seriously and engage in an open dialogue. The intranet is well-suited for this. For example, you can introduce a separate category on the topic of e-learning. Frequently asked questions or objections can be posted there – anonymously, of course – and answered or refuted.

3. Introduction and training

As soon as you have decided on an e-learning provider, plan extensive onboarding for your employees. Schedule events where you introduce the system, explain its use in detail, and answer questions. In addition to larger events, it makes sense to form smaller groups and conduct software training sessions. Even if the Learning Management System is intuitive, you cannot assume that everyone can operate it right away. Prior knowledge in this area is often very different. Prevent feelings of frustration. In addition to technical understanding, the correct way to use the e-learning system must also be taught. For example, younger employees, in particular, sometimes overestimate themselves and start dealing with an exam topic or mandatory training too late. E-learning software helps, but it does not run itself. Here, too, one must start learning early.

Creating acceptance for e-learning among the works council

1. Communication

As with the employees, it is important to exchange information about the learning management software early on. This gives the works council the opportunity to voice concerns early and to enter into a dialogue with you. Furthermore, you avoid them feeling "steamrolled." Bypassing the works council in such important processes can lead to internal discord and, consequently, the rejection of the e-learning software – even if the software itself is not a problem. Invite your works council to a demo with the e-learning provider and show them the advantages of the new software.

2. Address data protection

When it comes to e-learning, the works council is often concerned with data protection. Show that this is a topic that is important to you as well. Here you will find an infographic on the topic of "Data protection in e-learning" as well as an e-book.

3. Counteracting doubts

In addition to data protection, there are many other typical objections that can prevent acceptance of e-learning. This is also perfectly okay, as it is their job to represent the interests of the employees. Address these doubts early on and explain that the activities in the e-learning software are voluntary. Read more about how you can convince the works council.

E-learning is only successful if…

You have created acceptance in your company. Convincing employees and the works council is therefore indispensable. You invest a lot of time and energy into the implementation of an e-learning software. You obtain offers, do demos (optimally also with the works council), and compare. This is often a long process. It would be a shame if the project failed because employees do not want to or cannot use the e-learning software.

Find out here what e-learning software can do!

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Prepare yourself optimally for the introduction of e-learning in your company:

» Download e-book "Data protection in e-learning" + Infographic
???? Also read our article on how to involve your works council in good time during the introduction of e-learning + Infographic