Since 2020, online training has boomed in popularity. But when it comes to online insurance classes, it takes a little more than transferring your face-to-face class to a virtual delivery method to achieve real success. In fact, when delivering insurance training virtually, there are four key features your training should have, regardless of your delivery method.
1. Great user experience
In a face-to-face setting, trainers spend time ensuring that the classroom is setup correctly, so trainees have the best experience possible, and the environment is conducive to learning. You should be doing the same for your online training too. Make sure the user experience (UX) is user-friendly, intuitive, and designed with the learner in mind. For example, if you opt for an eLearning module, it is a good idea to use a consistent template and navigation that your audience will be used to. By providing a familiar interface, they will be able to give their full attention to the training at hand, rather than trying to navigate your module design.
2. Embed reflection time
Often people going through online training try to rush the process. They try to cram as many courses or modules into one day as possible, and as learning professionals, we know that isn’t a good approach to take. Be sure to guide the team member, and build in time for them to reflect on what they’ve learned. Help them to think about how they might apply their newly acquired knowledge and skills in the workplace. Encourage them to step away from the course and not dive straight into the next one.
3. Provide Support
Online training is a singular task. Depending on your training program, employees are usually assigned a group of courses to complete on their own. They may have questions of want to dive deeper in a topic. It’s important to support them through the onboarding process. You can do this by:
- Providing contact details for the instructor/subject matter expert – so they can reach out if they have any questions.
- Creating an online community – so that learners can connect with each other and discuss training topics.
- Assigning mentors – so they have someone they can go to for advice and support.
4. Application of learning
The ultimate goal for any organization is that employees are applying the skills and knowledge learned through training. This is a step that many virtual training programs overlook. Some estimates put the successful transfer rate of training between 10-22%, which is incredibly low. Online training should ensure learning transfer, this can be done by:
- Clearly identifying goals and outcomes
- Using real world examples throughout training
- Facilitating supportive managers
- Providing post-training follow up and support
- Mentoring programs
Online learning can often result in passive experiences for the target audience. Instead of being engaged with the learning at hand, many find themselves multitasking or getting distracted by the world around them. If your online insurance courses cover each of these four steps, you’ll create knowledge retention and application, setting your employees up for success.