Avoid These Top Mistakes In Digital Learning Development

Avoid These Top Mistakes in Digital Learning
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    As you may be experiencing firsthand, the COVID 19 crisis has pushed students out of the classroom and into the world of online learning. Experts predict that online and remote learning isn’t going anywhere and that most schools will continue with an eLearning hybrid approach. If digital is our future, how do we provide the best education for our learners?

    In the age of technology, data, analytics, and AI can be incredible tools for supporting learners, but it’s important to understand the common pitfalls of eDesign before embarking on your own learning experience. This post will help you avoid the top five eLearning design mistakes, and help you better envision the future of work. 

    Data Content Is King

    Mistake 1: The theoretical approach. Many ed-tech developers begin with the “bigger picture” as opposed to thinking of students on a smaller scale. Instead of getting caught up in grand theoretical schemes, look to methods that have been statistically proven to help learners, such as active learning and self-regulated learning

    Try Including learning scientists on your team. This will help you narrow down the best strategies for students and provide insight into the details of effective education. 

    Mistake 2: Letting dashboards do all the talking. Data dashboards remain a common resource for instructors. Unfortunately, the designs of many analytics dashboards are not intuitive and require instructors to work very hard to find the information they are looking for. 

    Consider conducting a masterclass in dashboard reading for instructors or providing them with clearer guidance before taking on a new design system in the classroom. 

    Stay Constantly Connected With Learners 

    Mistake 3: Looking at limited data sources. Learning analytics often focus on data from the cognitive or behavioral domains. The cognitive domain is represented by student performance on activities and assessments, while the behavioral data is represented by data like student interactions with technology. 

    What gets overlooked, unfortunately, is the needs of the students themselves. Ask yourself how learners feel about their courses and their learning. Discover what is motivating or demotivating them. Once you find out how they feel about the new eLearning system, you can make changes accordingly. 

    Mistake 4: Ignoring the greater impact. Many data science teams focus on looking at key trends in the data to see what insights pop out without investigating whether specific interventions lead to desired learner outcomes.  

    Bridging the gap between trends and outcomes requires you to establish your goals for learners early on. What exactly is the desired outcome of this eLearning design? Consider using top Innovations in assessment development, such as natural language processing, which might help illuminate the connections between humans, computers and impact. 

    A Design System for Students

    Mistake 5: Forgetting to develop learners. Digital learning tool analytics often occur outside of the classroom, which leaves learners clueless about how their cognitive, behavioral, and affective data is being used to support their education. 

    Make sure to incorporate disclosure statements or metacognitive advice in your plan. This way, students are given the chance to reflect on and improve their learning. 

    It will take some time before all data is available to the learners who provided it, and students are equipped with the tools for understanding this data. Regardless, practicing honesty with your clients is a good business practice, and will build trust between you and your audience. 

    Building Better Digital Habits 

    Embracing data-driven learning is challenging, and will take time for both tech teams and learners. With the right expertise in learning and data science, paired with the desire to help students, this kind of learning could easily be our future. 

    What are some of the challenges you have faced either as a tech company, an educator, or a student coming to terms with data-driven learning? Don’t be afraid to share your hopes and fears with us here at WeLearn. Together, we can make the future of education brighter and better.

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      A recent US census estimated that 5.2% of US workers (8 million people) worked remotely. Since the beginning of the coronavirus pandemic, that number has unquestionably multiplied. But is remote work as strange as it seems?

      Major companies like Twitter have embraced the trend in remote work and have actively made working from home a permanent change for their frontline talent. With so many opinions on the future of work, it can be easy to get overwhelmed. This post will guide you through the possible pros and cons of remote work and help you find the best fit for your team’s professional development goals.

      Is Remote the Right Learning Philosophy?

      A Loss in Creativity: In a recent article, Kevin Roose of the New York Times warned key stakeholders and workers that ditching the office could lead to feelings of isolation, a decrease in employee engagement, and a loss of innovative thinking.

      Before making the switch to fully remote work, weigh the importance of teamwork at your business or firm. Studies actively illustrate the innate power of working with people face-to-face, and employees collaborating on a project together in the same room may be motivated to solve problems faster than remote teams.

      Employee Burnout: Remote workers could feel more pressure to always be available and productive in their supposedly “more relaxed” work environments. Be wary that your remote team might be taking shorter breaks and fewer sick days than an office-based one, and consider how that might impact their ability to create their best content.

      If you are the kind of boss that wants your employees to stay healthy, happy, and motivated, consider creating strict boundaries. Set a “no text after 8 PM” policy, and try your best to grant your workers the weekends they deserve. 

      The Pros of Employee Engagement at Home

      Happy Workers, Healthy World: The average commute of an American hit over 27 minutes in the past year. While at an office-based job a commute is inevitable, a remote position grants employees more freedom to spend time on things that matter, such as their health and family. Surely your team will feel better after a 27-minute walk with loved ones than nearly half an hour spent in traffic!

      If you want to take a look at the bigger picture, consider the environmental benefits of remote work. More than ever before, your company has the chance to lower the number of cars on the road and help reduce harmful Co2 emissions.

      Equality In The Workplace: Whether we like it or not, we live in a world where 86% of employees believe physical appearance matters, and 73% actively believe it impacts a person’s competency on the job. Working at home places emphasis on an employee’s ability rather than their wardrobe or looks.

      Working remotely may motivate female or minority team members to be more productive, as they will be experiencing far less sexual harassment or office-bullying. Zoom might be tiresome, but in the end, it unifies us by how imperfect we all look at home.

      Questioning Workplace Culture

      Face-Time is Overrated: Recent reports have shown that American companies spent 54% of their time on email, meetings, administrative tasks, and office-based “interruptions”. Michelle Ruiz of Vogue recently referred to the obsession of face time and challenges its importance.

      In her article, Ruiz suggests that face time is the ultimate “mirage, the symbolic appearance of working (going to meetings, chatting with co-workers) but not getting much done.” So, if you want your team to feel more comfortable and focused on working rather than putting on airs, consider remote work.

      Positive Productivity: While managers need to be aware that their team might be taking on more as remote workers, it’s not always a bad thing that employees are inspired to push themselves.

      In Stanford University’s two-year remote work productivity study, researchers followed 500 employees after separating them into their respective “remote” and “office-based” groups. The remote working group didn’t feel the need for as many days off, and results showed a work productivity boost equal to a full day’s work.

      The Future of Work: Uncertain But Promising

      While it is impossible to predict the future of work, the surge of remote working has provided companies and employees with more options than ever before. To encourage the best work possible, try making the office an optional space for employees to choose based on their preferred working style.

      Let your workers know that whether they are in the office or their living room, they are still relevant to the company and appreciated for their efforts. Share your story on remote working with us here at WeLearns learning development blog! We would love to hear your thoughts, and move together through these unprecedented times.

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