6 E-Learning Trends in 2020 That Will Change Your Mind

By  //  July 27, 2021

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The main idea is that knowledge should be given in dosage, in small portions. People learn new material faster if it is broken down into small blocks of 3-5 minutes. Learning in small steps is reminiscent of the famous metaphor from time management: “The elephant needs to be eaten in parts.” This approach can help you cope with a huge project or learn a large sales course.

1. Master a difficult course step-by-step

Microlearning is ideal for self-study because the lessons are short and available across all platforms. You can learn new blocks anywhere, for example on the road or during a break. Employees will be able to learn more effectively and use their time efficiently.


■ the material is easy to digest and remember;

■ you do not need a lot of time to watch the lesson – you can study the course on the road, on a walk, during a break.

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2. Video content

These are small video lessons that the teacher records in advance. The duration of such lectures is usually 7-15 minutes, which is the optimal time to maintain student concentration.

The video content can be different: in the form of lectures, a small animation video, or video infographics. It is better to use different formats for e-courses – variety stimulates brain activity and learning will be more effective.


■ the course is prepared and recorded in advance;

■ the number of students is not limited;

■ records can be viewed at any time;

■ the material is easy to digest.

In the distance learning system, it is easy to track which of the employees watched the training lesson and how much time they spent on it. Based on the reporting, it is possible to draw conclusions about performance and assess the desire and motivation to learn.

3. Gamification

Engagement through gamification: an employee receives statuses for correctly answering the course questions, earns points for the passed test, and bonuses for the speed of learning

Elements of the game will make any boring learning interesting, and difficult – simple. Gamification uses game rules to achieve real results. You can get high statuses for correct answers to the questions of the course, earn points for each passed test, or receive additional bonuses for the speed of learning the material. In gamification, the competitive aspect also works well – people love recognition and always strive to perform tasks better than others to become the first.

If you add games to the e-learning course, the involvement of employees in training will immediately increase. There are different options for gamification: you can complete quests, solve puzzles and tasks, compete with colleagues, choose a character and “pump” him by completing tasks on the course.

In e-learning, gamification has many uses: you can simulate various problems, gradually increasing the complexity, you can simultaneously study related disciplines that help in work, for example, when studying sales techniques, touch the psychology of sales.


■ involvement of employees in training;

■ fast learning and understanding of the material.

Gamification motivates employees to learn well and teaches them to make informed decisions already in real work.

4. Mobile learning

Now mobility is important – people are more likely to learn “on the go” since not everyone has the opportunity to devote several hours a day to learning. Therefore, it is necessary to adapt courses to any mobile device.

Company employees need to combine work and study, mobile training programs are the ideal solution for them. The mobile learning market will reach $ 37.6 billion by 2021 and will continue to grow.

Mobile learning makes it possible to study at a convenient time for yourself, not to be tied to a place and device. You can start training on a computer, continue on the road on a smartphone, and in the evening complete a mission from a tablet. Cross-platform helps not to interrupt training, which is important.


■ training at a convenient time;

■ there is not binding to the device; 

■ can be trained anywhere.

5. Personalized learning

People want to learn at their own pace, according to their interests and needs. With personalized training, the program is drawn up taking into account the capabilities of an individual employee.

‘This is not as difficult as it seems at first glance. In individual training, the level of training of the employee is first ascertained using preliminary tests, and based on the results, specific modules and materials for study are assigned. Each employee receives only those materials for which he sure and does not waste time on those disciplines in which he is well versed.

Personalized training is human-centered because the most important thing is that the employee learns the principles of work and can use them in their profession.


■ a person teaches only what he needs;

■ learning goes at a pace that suits him;

■ the capabilities of the employee are taken into account;

■ employee involvement and motivation for training increases;

■ the material is better absorbed.

6. Social learning

Social learning is a new discipline. It means learning with other people. Not in the classroom, as is customary, but through social media platforms (online) or during conferences or group discussions. The advantage is that the training does not stop even if the lecture or conference time is over. Employees continue to communicate, ask questions, help colleagues with solving problems.

According to essay writer service, this is a powerful way of effective learning, it cannot be ignored, but on the contrary, needs to be developed and improved.


■ training does not stop even after the end of the course;

■ employees help each other in training;

■ students find new solutions through collective brainstorming.


So, to be in trend in e-learning, you need to use all possible teaching methods. It will be difficult and hardly effective to implement them on your own without a single automated system. A good solution is to use different services that allow you to automate the learning process, establish a control system, track the effectiveness of employee training, and test their level of knowledge.