The Existing Problem In Every Learning
The core objective of any learning, regardless of its format, is to improve an employee’s skills, enhance their knowledge, or refine their work processes. This isn’t about simply absorbing information; it’s about creating a tangible, positive change in a person’s performance. This crucial goal, known as the learning objective, is shaped by real-world business needs. In an ideal world, learning materials would perfectly address these needs, but the reality is far from this.
Despite the significant time and resources companies invest in training, there is a fundamental inefficiency at play. Much like the concept of entropy in physics, which measures a system’s unavailable energy and increasing disorder, eLearning suffers from its own version of this problem. We can call it “learning entropy.” It represents the wasted effort and unapplied knowledge that create a gap between the intended learning objective and the actual outcome. This leakage doesn’t come from a single source but from multiple factors that restrict training from achieving its desired 100% efficiency.
Sources Of Learning Entropy
Here are some of the most common factors that contribute to learning entropy:
- Excessive duration
Creating courses that are too long is a major mistake. It increases the cognitive load on learners, drains their attention, and ignores the reality of their busy schedules. Time spent on lengthy training is often wasted, as key takeaways are lost in a sea of information. - Poor interactivity
True interactivity is about more than just clicking next. It requires the learner to actively engage with the material, solve problems, and make decisions. Passive learning methods, like watching videos or reading text, are a significant source of entropy because they fail to prepare the learner for real-world application. - Redundant content
Forcing every employee to go through the same generic material, regardless of their prior knowledge, is a waste of time and effort. It disengages the learner and adds no value to their existing skillset. - Irrelevant topics
When training covers subjects that don’t directly relate to a person’s job or professional goals, the information is quickly forgotten. This misalignment between the learning material and the employee’s role is a major source of inefficiency. - Poor aesthetics
The visual design of a course matters. A cluttered layout, poor graphics, or distracting visuals can alienate learners and make the content seem unprofessional. This “visual friction” can make it harder for people to take the material seriously and absorb the information. - Outdated technology
Relying on older, inefficient technology and teaching methods creates friction. Modern approaches like adaptive learning and gamification offer far more effective and engaging experiences. - One-size-fits-all approach
A generic course cannot meet the unique needs of every individual. Each employee has different skills, prior knowledge, and learning styles. A one-size-fits-all mentality contributes to entropy by failing to provide the personalized learning that drives real results.
The Flaw Of Traditional Assessments
To make matters worse, most learning concludes with a simple assessment or survey. Unfortunately, these tools often fail to bridge the gap between the learning objective and real-life application. They are primarily focused on knowledge recall rather than behavioral change or skill application.
A person can easily pass a multiple-choice quiz about a topic but still fail to apply that knowledge on the job. The assessment provides a false sense of success, measuring what the learner remembers, not what they can do. This obscures the true amount of entropy in the system, making it difficult to measure the actual return on the training investment.
To combat learning entropy, organizations must shift their focus from simply delivering content to facilitating performance improvement. The key is to design learning that is personalized, engaging, and directly linked to real-world performance metrics.
Conclusion
To effectively combat learning entropy, a strategic shift is needed to focus on performance-centric learning. This means moving away from a one-size-fits-all approach and creating training that is highly relevant, concise, and directly applicable to an employee’s job.
Prioritize Relevance And Brevity
Instead of generic, lengthy courses, create microlearning modules—short, targeted lessons that address specific job skills or problems. This respects employees’ limited time and ensures they receive crucial information efficiently.
Emphasize Active Engagement
The goal is to move beyond passive learning. Use interactive elements like simulations, gamification, and decision-making scenarios to force learners to practice and apply their knowledge. This prepares them for real-world challenges, transforming learning from a theoretical exercise into a practical skill.
Measure True Impact
Success should not be measured by completion rates or quiz scores. Instead, evaluate the training’s effectiveness by its impact on business outcomes. Track metrics like productivity improvements, on-the-job skill application, and changes in behavior. This approach ensures that training truly translates into tangible results and a significant return on investment.
