According to the education survey, poor online-offline integration was cited by 51% of students in 2020 and 53% in 2023 as a factor decreasing engagement.
The online blended learning program combines digitally self-paced modules and live sessions to easily engage learners with the help of dual content delivery. They can choose from.
Failure in the adoption of online blended learning is not only because learners are not willing but also because of how well the program is designed and what strategies the L&D team uses for training the entire workforce.
What is online blended learning?
Online blended learning is a combined training format that consists of live sessions that take place digitally in the presence of experts or trainers who can guide learners whenever needed, and self-paced content that can be used to build foundational knowledge before learners start with more/heavy contextual training. The organisations use this format to attain a steady learning flow and provide flexibility to learners.
Reasons blended learning fails
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Live sessions repeat the digital one
This is one of the most common reasons online blended learning programs fail to deliver the desired results to organisations. The components, of course, that were supposed to complement each other just repeat the last self-paced lesson. The live sessions are supposed to build knowledge beyond the foundational level. The repetition wastes time and creates a rift in the learning flow.
Solution: Hiring an instructional designer who is capable and has enough experience to format the content in a manner that each session builds on knowledge further, rather than repeating it.
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Onbody owns the content
In many organisations, both components for online blended learning are built separately, like digital self-paced learning being done by a vendor and live sessions being facilitated by experts in the company or hired trainers. In this format, there is no link between different content deliveries. This harms the effectiveness of training for employees.
Solution: The learning and development can either gain knowledge on both parts and be the link themselves or assign the task to someone who can claim responsibility when needed.
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Dividing the content into two formats
The process of dividing the content of online blended learning into digital format and live sessions is not just about which parts have enough space. The delivery determines the effectiveness, engagement, and retention of the program. To ensure these factors are used correctly, L&D should use the default option, which splits the ratio conventionally.
Solution: For the complex parts of this process, hiring an expert or partnering up with an industry service provider will make content more valuable. And would also divide the content into appropriate parts.
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Lack of technical abilities
When organisations adopt an online blended learning course, they are not ready to support the system with technical stability. If the digital platform glitches, live sessions face connectivity issues, or the server does not connect internally. When the issues persist, eventually learners get frustrated and drop the program even if the content is good.
Solution: Running a tech infrastructure audit before launch will give L&D a clear idea of what is working effectively and where they need rework before the course roll-out.
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An unbriefed live trainer
When no one in the organisation briefs the live trainer about what the last digital self-paced module has covered, without the knowledge, they might not be able to process the training further by actively using the digital content and building cases for practice. The most common reaction instructors have is making assumptions before proceeding further, which fails the complete training program.
Solution: Here, the instructional designer could build a pre-session facilitator brief into the online blended learning program. This report will help the trainer gain important knowledge and make sessions more responsive.
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Adding unnecessary tech tools
When the employees face any problem with the online blended learning program, the L&D team of the organisation just adds technology as a solution, such as AI-powered analytics, adaptive platforms, and additional digital touchpoints, even when they are not needed. The behaviour towards training shows a lack of seriousness towards responsibilities by the learning and development team.
Solution: Before adding any technological tools, the learning and development team must consider the results of these tools, such as behaviour changes, the data they generate, or the knowledge gaps they fill. Proceed with the tool if it has favourable consequences.
Why This Matters
Companies adopt online blended learning programs because they want to provide their workforce with a format that allows them to choose the content delivery they prefer, which eventually results in effective learning, progress in employees, and better performance. But if the program fails, the company misses opportunities like reduced flexibility, higher training costs, stale content consumption, and being unprepared for disruptions.
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