Elearning can make a real difference, but you need to get your project plan right. If the implementation goes well you can boost performance, engage teams and see a return on investment.
If you just upload some content and expect people to use it, then you are going to be disappointed and waste a lot of money. A large mistake is that people don’t view the implementation as a project – and don’t consider it as an IT project.
Successful Elearning Content Libraries that work involve IT, Marketing and Finance – get them involved earlier and the chances of success will increase.
Basic things to consider
Don’t think of the project as a tick box exercise. Elearning is more than compliance training and more than just uploading courses. If you get the right content and the right mix, people will use the content library.
Creative formats, clear interactions, and accessibility are essential to keep everyone using the library.
Where to start?
- Focus on real challenges employees face.
- Use short, targeted content objects that get straight to the point.
- Consider other different formats like podcasts, PDF’s, or quick guides.
- Keep the platform easy to use, mobile-friendly, and accessible.
Check this
If elearning feels like just another task, it’ll get ignored. Training needs to be practical, interactive, and simple to use.
The better the experience, the more engaged employees will be.
A lot of elearning just doesn’t work. Be honest about what you are uploading and using.
That 2 hour compliance course – are you really surprised that no-one is using it?
The out of dated content objects that you keep updated?
Are you still making everyone click every object on all of your courses?
Be realistic about what you are uploading.
Engaging Your L&D Team: How to Make Your Elearning Solution Stand Out
Why do some employees enjoy elearning, while others see it as just another chore?
Elearning can boost performance, increase engagement, and help organisations grow. But it’s not always easy to get it right. Time pressures, bad past experiences, and resistance to change can make even the most motivated teams wary.
The benefits are clear. Look at these stats:
- 72% higher engagement levels: Organisations with strong elearning programmes see much better engagement. (Source: eLearning Industry)
- 25% faster skills acquisition: Tailored elearning helps employees learn faster. (Source: Brandon Hall Group)
- 83% of employees: Prefer working for companies that invest in continuous learning. (Source: LinkedIn Workplace Learning Report)
- 70% increase in knowledge retention: Interactive elearning helps employees remember more. (Source: ATD Research)
- 58% of employees: Want to learn at their own pace using digital tools. (Source: Deloitte Insights)
So how do you make your elearning strategy work? Let’s break it down:
Step 1: Solve Real Problems, Not Just Tick Boxes
Imagine someone struggling with a common work issue, like having tough conversations or improving decision-making. Now imagine a course that gives them simple, clear answers in minutes. That’s what good elearning does—it’s practical and relevant.
Too often, training focuses on looking flashy rather than solving real problems. Start with what employees need and make sure every course makes their job easier.
Scott Hewitt asks: “Is the biggest challenge for L&D teams figuring out how to promote the benefits and content to their organisation? And how can we make elearning libraries easy to find and use?”
Step 2: Keep It Short and Focused
Long, drawn-out courses don’t work. People are busy, and they forget most of what they’ve learned if it drags on too long.
Microlearning—short, focused lessons—keeps attention and delivers impact. A quick five-minute session on email writing or managing conflict can achieve more than hours of irrelevant content. Studies show microlearning improves retention by 80% (ATD Research).
Step 3: Use Different Formats
Elearning isn’t just online courses. Think about other creative ways to make learning flexible and fun:
- Podcasts for on-the-go learning.
- Interactive kiosks in offices or public spaces.
- Gamified modules to make learning enjoyable.
- Infographics or quick guides for bite-sized insights.
It’s about matching the format to what your audience prefers.
Step 4: Make Interactions Meaningful
Interactivity is great—but only if it adds value. Don’t clutter your courses with unnecessary quizzes or clickables that don’t serve a purpose.
For example:
- Simulations let people practise decision-making in a safe way.
- Quizzes reinforce learning without being overwhelming.
- Videos simplify complex topics with visuals and clear narration.
Scott Hewitt asks: “Why do so many organisations think more clicks equal better learning? Shouldn’t we focus on quality instead?”
Step 5: Make It Easy to Access and Use
Your elearning platform should feel as smooth as any app people love using. Keep it mobile-friendly, quick to log into, and simple to navigate.
Accessibility is critical too. Features like screen-reader support, clear layouts, and easy navigation make sure everyone can use it.
Scott Hewitt asks: “Are L&D teams involved in the buying, setting up, and marketing of elearning? Doesn’t their feedback ensure success?”
Step 6: Show the Value
Getting buy-in from leadership can be tricky. But the right numbers can make all the difference:
- Retention rates: Elearning boosts retention by up to 50% compared to classroom training.
- Cost savings: No travel, no materials—elearning saves money.
- Performance gains: Companies with strong elearning see a 24% performance boost (Deloitte).
Sharing these numbers shows why elearning is a smart investment.
Step 7: Keep Improving
People stick with elearning when they see it’s fresh and useful. Regular updates, user feedback, and testing keep content relevant.
Ask employees what they think—what works and what doesn’t. Use their feedback to fine-tune and improve your courses.
The Bigger Picture: Elearning as a Key Tool
Elearning isn’t just a training tool—it’s a strategic advantage. It’s quick, flexible, and scalable for everything from onboarding to compliance to skill building.
Scott Hewitt reflects: “If elearning delivers so much value, why do some organisations still avoid it? Is it because they haven’t seen truly great content yet?”
Closing Thoughts
Elearning isn’t about ticking boxes or meeting compliance—it’s about helping people do their jobs better. By keeping it relevant, simple, and easy to access, you can create a programme that truly works.
Remember: it’s not about how much content you have—it’s about how much it helps.
Q&A
How to make elearning engaging?
Keep it practical and interactive. Use real-life examples, short lessons, and creative formats like games or podcasts. Add variety with visuals and videos, and ensure the platform is easy to navigate.
What is elearning in training and development?
Elearning delivers training digitally through online platforms. It’s flexible, allowing employees to access lessons anytime. Common areas include onboarding, compliance, and skill development, often using multimedia tools.
How do you engage learning and development?
Align training with company goals. Offer short, focused lessons with real-world applications. Use gamification and practical examples to show employees the impact on their roles and the organisation.
How to engage staff in learning?
Solve real problems with relevant, short lessons. Use formats they enjoy, like podcasts or gamified content. Show how the training helps them directly, and gather feedback to keep improving.
