We all know the benefits of going digital. It’s fast, convenient and accessible - giving us information literally at our fingertips at any time of the day. Picture how new companies such as Airbnb, Uber and Netflix have revolutionised their respective industries with technology. Now think of human capability management - technology can change the way we engage our staff, facilitate learning and training, and the sky’s the limit.
See also:
How Mobile Apps are Changing HR and Employee Engagement
Learning at the Speed of business
With this, why then are employees resistant about embracing digital learning and training? Here, we examine why employees are apprehensive and the steps we can take to overcome this.
See also: Embedding Digital Learning in Your Organisation’s Culture
Reason #1 “A Waste of Time”
Why the sentiment?
Many of us groan inside when we’re given an additional task at work. And that’s what digital learning can feel like - an additional item to tick off the checklist. For learners who don’t see the purpose of digital learning, it can sometimes feel like a waste of time, something that they have to do because they’re told to do so. Coupled with other deadlines, digital learning can become a chore and that’s certainly something that leaders want to avoid communicating.
How can we help?
To change this mindset, leaders and HR partners can convince learners that digital learning can actually enhance work performance. Through digital learning, we create opportunities to continuously develop interpersonal skills and knowledge that are often transferable to other areas of our work. Moreover, digital learning can also be a useful tool for consolidation of information for the learner, which is a time saver as compared to one manually sifting through hardcopy documents to locate pieces of information.
Reason #2 “BORING…..”
Why the sentiment?
“Digital Learning? Yawn. Probably going to be the same thing again, but on the phone.” When I first tried to convince someone to try a digital learning solution, that was the response that I received. Indeed, for learners who had a previously bad experience with digital learning, it can feel repetitive and boring. Over time, digital learning can feel like a routine that learners want to get out of the way quickly just to satisfy their stakeholders or bosses.
How can we help?
We can show our people that digital learning is fun! For digital learning to take off, we have to buy into it ourselves, role-modeling that digital learning can be fun and interactive, not boring. Encourage them to embark on learning together, trying out various activities as a team and seeing it as a chance for team-bonding. Through this, our teams may even grow to be closer and build a strong learning community within the workplace!
Reason #3 “Difficult to Use”
Why the sentiment?
Adding on to difficulties at work, having to use a new application for digital learning may add on to the frustration. Moreover, when the application takes a long time to load and when there’s no physical technical support for learners to get help from, it can often feel easier to quit. Our learners may end up being closed off to all forms of digital learning in the future if such challenges remain unsolved. As we know, behavioural change requires momentum, and there’ll always be a restraining force.
How can we help?
Being there for our people certainly helps. In the initial phase, many individuals will probably have questions about the learning application. How do they use it smoothly and troubleshoot problems? Who do they approach for immediate help? An environment where learners can provide feedback and obtain timely help will be important. This assistance would go a long way in convincing learners that digital learning is an endeavour worth pursuing.
Reason #4 “I’m too old to learn”
Why the sentiment?
With the increasing use of social media in the workplace as well, older employees (baby boomers, for example) may sometimes feel isolated and pressured to change. As a result, many of them may end up becoming fearful of change and technology. They’d rather grasp and use skillsets that they've already mastered. Such a mindset is extremely unhelpful as it prevents learners from gaining a growth mindset and makes them resistant to future changes.
How can we help?
Helping resistant employees overcome their fears is vital in tackling this mindset. This means that a safe environment where learners can ask questions without receiving raised eyebrows is important. Leaders can create a buddy system where more tech-savvy employees pair up with another employee to get them on-board with digital learning. You’ll be surprised at what they can both learn from each other!
In the workplace, it’s also vital for leaders and HR partners to champion a growth mindset where lifelong learning is cherished. Encouragement from colleagues to help learners overcome their fears of being inadequate will go a long way.
Reason #5 “Digital Learning is Impersonal”
Why the sentiment?
Without a human face behind the process of learning, digital learning can feel impersonal and distant. For some learners, this disengagement discourages them from continuing the journey of exploring more about digital learning. Instead of feeling like they are being taught, digital learning can feel like a robotic, transactional task, and it also reduces the sense of accountability to a physical person.
How can we help?
As humans, we’re designed to interact with others and it's no surprise that something disengaging will deter us from trying it further. Leaders and HR teams can partner to design self-directed coaching or post-learning sessions which reinforce digital learning content. These sessions could be short 15-minute gatherings after lunch, or even during lunch itself. The purpose would be to discuss challenges faced during learning and reinforce application of learning as well.
As the world becomes increasingly reliant on technology, let’s not shy away from the change that is inevitable and is already so present in our lives. Instead, let’s encourage and give our people the necessary skillsets and boost their motivation to use digital learning as an aid for continual lifelong learning. After all, as Bill Gates once said, “We’re changing the world with technology.”