Virtual training – live, online, facilitator-led learning – is here to stay. More than 86% of organizations report using virtual classrooms*, and nearly all use online learning as part of their workforce training strategies. The bigger and better question is, how do we ensure it’s a successful learning method that leads to on-the-job results? This year’s State of Virtual Training Survey provides insights and recommendations for organizations around the globe who want to do it well.

Just over 450 responses poured in for this year’s survey, which was conducted in the August-November 2023 timeframe. The results are summarized in the following infographic, which is also available for download. 

I’ve been asking these questions since 2018, so in addition to the static numbers, the trends are both revealing and exciting. Here’s my analysis of the results, along with specific recommendations for your organization to implement. 

Defining Virtual Training & Hybrid Learning

Even though virtual training has been a viable learning method for 25 years, the talent development industry still doesn’t have clear definitions of virtual training and hybrid learning. Although most (78%) agree that facilitated online learning is an “interactive” training class, 15% still think of it as a “presentation.” That’s a significant number of passive virtual training classes being delivered. It’s no wonder that many people still think it’s ok to multi-task during virtual training classes. One survey respondent captured it well by saying they wished it was “understood that it [virtual training] isn’t a spectator sport.”

In addition, hybrid learning – ones that have both in-person and remote attendees – is on the rise. 52% of survey respondents are facilitating hybrid classes. However, it’s important to note that hybrid learning doesn’t have the same meaning to all. Some, notably universities and k-12 educators, define hybrid learning as a combination of asynchronous and synchronous learning components. It’s not an incorrect definition, it’s just different from how it’s described in most workplaces. 

Given this information, it’s time for your organization to be intentional about how you define virtual training and hybrid learning. Is everyone on the same page? Do your learners show up expecting to actively participate with others in the online experience? Get on the same page with everyone (designers, facilitators, participants, etc.) to have more effective learning results. 

 

Timing

The most common length of a virtual class remains at 60 minutes (similar to all previous years’ findings). However, a much larger-than-expected number – 29% – said their virtual classes are over 3 hours in length. This is a trend I’ve seen since the big pivot to virtual training in 2020. It appears that many organizations simply transferred their in-person programs to the online classroom without much forethought or re-design. In other words, they took a 1-day in-person class and made it a 1-day online class, and have not gone back to re-design the learning experiences. Or if they have, they’ve kept the longer lengths. 

Shorter bursts of facilitated learning help participants better engage in virtual training classes. A significant portion of content can likely be learned asynchronously, with meaningful collaboration and discussion in virtual classes. It’s possible to still have a one-day (or longer) online class, with participants moving between synchronous and asynchronous activities throughout the program. Intentionally re-design your learning experiences to maximize time spent in the virtual classroom. Invest in design resources.

 

The Participant Experience

Most virtual classes (75%) still have under 25 participants. And 60% have 20 or less. Yet 10% have over 50 participants per program. My recommendation has always been that unless you significantly change the program design, the number of attendees should stay the same when moving from in-person to online. It’s difficult to practice new skills and receive feedback from a qualified facilitator, leading toward learning outcomes, when there are large numbers of participants. Just because you can put more people into a virtual classroom doesn’t mean you should.

Interestingly, several responses to the question “What’s your biggest virtual training challenge?” mentioned class sizes. As an organization, determine if you have enough resources to facilitate meaningful, engaging virtual classes that focus on conversation. If not, consider investing in these resources.

 

Webcams

Video usage in virtual training classes seems to have leveled off. 82% of respondents said they use webcams the same or more than in previous years. 67% of facilitators use webcams some or all of the time, and 70% of participants use them at least some of the time.  

I frequently hear from facilitators who want more participants to show up on camera so that there’s better interaction and engagement. This request was also mentioned by 6% of respondents in the “What’s your biggest virtual training challenge?” question. While webcams aren’t necessary for engagement, they can help add dimension to a conversation.

In my own virtual training classes, I let everyone know in advance that we’ll be using webcams (so there are no surprises!), and typically start in gallery view so that we begin with social connection. We also avoid video fatigue by turning them off and on depending on our activities. In addition, I teach participants techniques like how to hide their self-view or use video avatars to show their expressions without revealing their faces. 

 

Development Time

A frequently asked question over the years is how long it takes to develop 1 hour of interactive virtual training. In 2009, it was reported to be 69 hours. My own 2019 survey revealed it was 29 hours, and my 2022 survey estimated it was just 12.5 hours. As I shared with the release of that report, the drastically reduced time was likely a result of necessity, as organizations needed to quickly move training programs online.

In this year’s survey, the trend remains overall downward from past years, slightly less than before, at 11.5 hours of development time for each 1 hour of interactive virtual training. 

However, it’s important to note that I also asked the question, “What do you wish your organization did differently related to virtual training?” And the overwhelming #1 response was wishing for more buy-in, time, and resources to create quality virtual training. The reality maybe 11.5 hours of design time, but the desire is for much higher than that.

 

Platforms and Tools

Virtual platforms are updating at an unprecedented rate, adding new features and tools for interaction. It’s exciting to see the rapid improvements. While there is no one “best” virtual classroom platform” it’s been so interesting to watch the trends shift over the last few years. 

The survey’s simple question, “Which platform(s) do you use?” reveal the following:

Zoom continues to be the most popular program in use at 63%. Microsoft Teams isn’t far behind at 59% this year (up from 28% in 2020), WebEx dropped to 16% (down from 29%), while Adobe Connect is holding steady at 13%. Other platforms mentioned include Google Meet, GoToTraining, Butter, Saba, Engagli, Big Marker, Ring Central, and Class Collaborate.

I also asked about the use of third-party collaboration tools during virtual classes. This could mean using them in addition to (separate from) the virtual classroom platform, or integrating them into the platform via apps. Either way, tools like Mentimeter (29%), Kahoot (27%), Poll Everywhere (20%),  Miro (12%), Mural (9%), and Jamboard (11%) are being incorporated into virtual classes. 

A common theme among responses was frustration over the limited toolset available for virtual training. Many respondents want more robust features available (“Yes, the platform has engaging features but we are not allowed to use them”), or they want access to other tools (“We are forced to use the free meeting platform that’s bundled with other software.”) If you’re an organizational leader, I recommend talking with your designers, trainers, and facilitators about these valid concerns. Consider investing in true virtual classroom platforms that are designed for hands-on collaboration and skills practices.

Challenges

I asked two open-ended questions on this year’s survey: “What’s your biggest challenge related to virtual training?” and “What do you wish your organization did differently related to virtual training?” 

The resulting themes in both questions were strikingly similar to previous years… respondents overwhelmingly want more support from their organizations. 

They want buy-in from leaders and other stakeholders to recognize that effective virtual training can be created with the right resources. They want trainers to be upskilled in virtual delivery techniques. They want support from IT to be able to use more robust virtual classroom platforms, instead of being forced to use platforms designed for meetings. They want participants to be equipped with technology to fully engage (webcams, headsets, etc.) They want support to have producers help manage the technology. And finally, they want dedicated time to develop interactive online classes.

A few of this year’s survey comments that summarized several of these themes and stood out to me include:

 

“We continually bump into restrictions from Information Security with what we can demonstrate and provide hands-on experience in the virtual classroom.”

 

“Participants not able to fully participate because of their tech (no mic, no webcam, don’t know how.)”

 

“Management giving time to invest in skills and developing materials for virtual delivery.”

 

“…companies that use MS Teams have gotten into a big funk expecting everyone to be connected in all ways at all times, so no one pays real attention to anything.”

 

“Our cameras-off culture – I can usually only see faces of 10% of participants.”

 

“I wish we required cameras on.”

 

“Make available a device suited to virtual sessions for every single employee.”

 

“Allow use to have multiple platforms for the different variety of trainings we offer.”

 

What’s Next?

We are also still moving into a new era with virtual training as the gateway to immersive learning experiences. Nearly 7% of survey respondents (same as the last two surveys) indicated that they are incorporating new technologies such as virtual reality (VR) and augmented reality (AR) into their virtual classes. The next few years will be an exciting time in this learning space. 

 

And now over to you. What’s your experience with virtual training? How do your virtual training classes compare? Please enter your thoughts in the comments below.

 

If you or your organization needs help with your virtual training or hybrid learning strategy, design projects or facilitator skills… check out my Resources page for tools and resources to support your journey. Or, check out my brand-new, fully revised second edition books on virtual training:  The Virtual Training Guidebook: How to Design, Deliver, and Implement Live Online Learning and Virtual Training Tools and Templates: An Action Guide to Live Online Learning, now available for pre-order on Amazon, Barnes & Noble, and other fine retailers.

*https://www.td.org/state-of-the-industry/2023-state-of-the-industry