We hear a lot about Millennials but who are they statistically? According to Pew Research Center, this generation was born between1980 and the early 2000’s. Millennials are now ranging from ages 22 to 37 and its estimated this population will reach 73 million in the U.S. in 2019. They represent more than half the workforce population. If those numbers made you sit up and take notice then you are well on your way to understanding why it’s important to create training that motivates and engages this generation.

eLearning course materials need to be visually engaging in order to be effective. No matter how theoretically-sound your training content is, if it isn’t presented as an attractive package, participants will lose interest quickly. If you’ve never created an eLearning course or the role of instructional designer has been suddenly thrust upon you, this post is for you! Even if you never planned to be a designer, you became one when you first opened your authoring tool. For starters, you need to know this: Good design not only grabs but keeps learners’ interest. If this sounds daunting, don’t worry! You can learn the basic graphic design skills you need, and you’ll get better as time goes on if you keep practicing. Here are ten tips which will help you to drastically improve your design ability just in time for the next module.

The global eLearning market was worth US$165.36 billion in 2016 and according to figures from Statista, it is projected to surpass US$243 billion in 2022. The flexibility and convenience eLearning offers can’t be understated. However, eLearning professionals often face certain challenges in ensuring their courses are a success. While solutions can be found to the roadblocks, it is important that organizations know to look out for them. This way, they can put strategies in place from the outset to counter them. In this post, we describe what we consider the top problem areas and offer solutions for fixing them.

The education and corporate training landscape is evolving faster than ever. Workers are distracted, impatient and overloaded with information. Their expectations, training needs, and learning preferences are diverging from the well-beaten paths we've mapped out in the past. People are busy, they multi-task, and work from anywhere, including their mobile devices. As learning & development professionals, we must always be looking out for ways to help our employees keep learning in this fast-paced work environment. Let's provide them with the bite-sized modules of training they need to achieve their goals. Let's make the shift from long courses to bite-sized resources to better suit the new fast-paced work environment. For many eLearning professionals, bite-sized has always been the right size. Imagine it, more useful content that fits smaller screens or just about any screen. Learners can work on any platform, switch back from their mobile device to the desktop, anytime. Snackable content also makes it easier for them to savor every lesson step after step—something that's not possible with lengthy materials. Offer your audience light, short yet substantial content. They'll surely come back for more.

A good-looking eLearning course is not a guarantee of its instructional effectiveness. Think of all those magazines with glossy covers that you flip over expectantly only to find that the pages are filled with trash. Unfortunately, many course developers have no clue of how visual design can increase (or decrease) learnability of the material.

Your organization no doubt sees the value of an eLearning program. You may have invested in a user-friendly Learning Management System (LMS), on-demand training and the necessary number of developers to create sufficient content. However, your results may not be what you expect if you don’t add a human touch to eLearning. You need to incorporate a social learning component. Social Learning Theory was coined by Albert Bandura in 1977. Among its key components are the ideas that learning must be active and that it takes place in social contexts. This theory also espouses the view that learning occurs when people observe others.

Undoubtedly, one of the most important steps when adopting an e-learning solution in your organization is implementation. Successful execution of this step is strongly related to proper planning. Proper planning in regards to tasks, project leaders, cost and other implementation elements make up the basis for adequate execution and control. This step is to project implementation what blueprints are to a construction project. Therefore, changing anything after this step may have costly consequences.

Employee engagement is serious business. In 2015, a Gallup study poll found that incredibly, only 30% of employees say that they’re engaged in their job. More than 50% of employees said they weren’t engaged, and almost 20% of employees stated that they were “actively disengaged.” That’s a severe problem in the workplace. This isn’t just a single piece of research, either; other surveys have found that just 25 to 35% of the workforce across the U.S. are engaged in their work. This really is a silent epidemic. However, all is not lost. There may be a way out. Companies are finding smarter ways to boost employee engagement through the use of technology.