According to The Business Research Company, the global e-learning market will grow to $354 billion in 2025 from $314 billion in 2024. This is at a compound annual growth rate of 13% with CAGR projections of 20.5% between 2025 and 2034. Simultaneously, online courses comprise the largest market segment, projected to reach $167 billion by 2026.
However, online courses have low completion rates despite their projected success.
Employee workplace training is not immune to this fate, even when its purpose is directed by compliance and regulatory concerns, prioritizing completion over actual transformative cultural change.
Why are Online Course Completion Rates so Low
The average online course completion rate is 12.6%, which is relatively low for self-paced training programs. Poor engagement can be attributed to several factors covered in this article, with low-quality course material often cited as a chief complaint.
However, it is fair to clarify that even high-quality courses can get low completion rates. Oftentimes, people will sign up for a course without a clear intention to finish, even when the material is of outstanding quality.
In addition, it is unfair to compare online course completion rates with those in a classroom setting. The entry bar for an online course is low compared to the total commitment required for a semester-long course, which can involve upfront planning, tuition, work-life adjustments, and more. Time, commitment, and expected value are some factors that make these two models incomparable.
Before we look at the reasons why online courses have low completion rates, I’d like to mention the two forms of online training programs we can compare;
- Instructor-led training programs
- Self-paced training programs
Instructor-led training programs vs. Self-paced training programs
Every coach or instructor wants the best for their students when creating an online course. One common dilemma is choosing between instructor-led and self-paced courses. Both have advantages and shortcomings. For the purpose of this article, we will use completion rates as the metric by which we compare the two models.
According to the Leading Learning Partners Association, only 2.5% of learners complete self-paced training programs. The same study states that over 50% of students complete online instructor-led training programs.
Self-paced training allows learners the flexibility to enroll and learn on their own time. This model requires a low commitment and accountability on the part of the student, which inevitably is its Achilles’ heel. Attention wavers, as does the desire to see the course through to completion. In contrast, instructor-led training requires students to commit time and engage with the course, instructor, and other participants in real time at key check-ins, which raises the accountability stakes and dramatically improves the likelihood of completion.
The Hidden Obstacles to Online Course Completion
Low completion rates stem from several interrelated challenges, primarily a lack of engagement. Learners who do not find course content relevant or interactive tend to lose interest quickly. Signs of disengagement include infrequent logins, short session durations, and minimal interaction with supplementary materials, such as videos, articles, and quizzes.
In addition to engagement issues, poor course structure can frustrate learners. A confusing or overwhelming course can significantly hinder progress, especially regarding the time commitment needed in any sitting. This can manifest in difficult-to-navigate platforms, a lack of clear progression or milestones, and insufficient opportunities for interaction through Q&A, discussions, or collaborative projects.
The absence of practical assessment and feedback further contributes to low completion rates. Without timely, personalized feedback, learners struggle to gauge their progress or understand areas for improvement. This can reduce motivation and hinder their overall learning experience.
Finally, learners must see the value in completing a course. They are unlikely to commit fully if they aren’t convinced that the course will benefit them personally or professionally, leading to higher dropout rates.
Why your course has low completion rates and what to do about it
Crafting an effective online course is about more than just uploading content. You need to help your learners truly transform by gaining skills and insights that improve their work and lives. Communicate the value of your course from the very beginning.
Use an introductory module to explain what learners will achieve, share real-world examples of how the skills apply, and highlight success stories. This will set clear expectations and motivate learners to commit.
In addition, focus on keeping your learners engaged throughout the course. To make the learning experience active and enjoyable, you can incorporate interactive elements like quizzes, polls, and scenario-based exercises, and provide opportunities for regular check-ins.
Schedule live Q&A sessions or webinars where learners can ask questions and interact with you or other instructors in real time. You can also create group discussions or peer collaboration spaces to build a learning community where participants support each other.
The structure of your course plays a key role in learner success. Therefore, choose a platform that is easy to navigate, with a clean, intuitive dashboard so learners can quickly find what they need. Breaking your content into small, manageable modules or microlearning units helps avoid overwhelming your audience and keeps their attention focused. This is especially important in the workplace, where planned and unplanned interruptions are the norm.
Lastly, set milestones and celebrate progress to help learners stay motivated and committed to finishing the course. Recognizing learner achievements with certificates, badges, or other rewards is critical to celebrate their hard work and boost their confidence.
These strategies will help you create a more engaging, structured, and supportive learning experience that increases course completion rates and drives meaningful results for your organization.
Conclusion
Online courses hold incredible potential, but their success isn’t guaranteed. Enrollment numbers and checkboxes do not guarantee success, not when the goal is to help your audience achieve transformative change by turning knowledge into power. Maintaining engagement throughout is key to driving completions that make a difference.
Creating engaging, well-structured, and interactive courses with clear learning outcomes and feedback mechanisms can boost completion rates and ensure your learners see real value.
You no doubt have an opinion bubbling to the surface.