L&D content is often overcomplicated.
You’ve read it and seen it. Overcomplicated, full of jargon and buzzwords with people trying to be too clever. This just makes it less engaging and harder to use.
Instead of prioritising flashy design and unnecessary interactions, the focus should be on clarity, usability, and direct engagement with the audience.
Simplicity leads to better learning outcomes and more meaningful discussions.
Here’s The Basics
- Keep it simple: Good content doesn’t need excessive interactions or complex interfaces.
- Ask your audience: Engagement starts with real conversations, not assumptions.
- Leverage insights: User-generated content, live event interviews, and direct questions create more relevant material.
- Simplify everything: From job posts to pricing, complexity drives people away.
The Secret to Engaging L&D Content? Keep It Simple
Ever scrolled past another dense, jargon-filled report and thought, who has time for this?
Just seen a post with a ‘thought leader’ sharing their latest about AI only to see the AI generated video is full of errors and is just way too complicated.
You’re not alone. The world is drowning in content, but most of it doesn’t hit the mark. Why? Because it overcomplicates things.
The good news?
Research-backed strategies like microlearning, active learning, and personalised learning paths are making engaging L&D content more effective:
- Microlearning: Delivering content in brief, focused segments caters to modern learners’ preferences, leading to higher retention rates.
- Active Learning: Engaging learners through interactive tasks and discussions can reduce failure rates from 32% to 21% and improve performance on assessments. (Source: Wikipedia)
- Personalised Learning Paths: Adaptive learning strategies that tailor content to individual needs have been shown to increase completion rates by 55%. (Source: Continu)
Imagine applying these principles to your content strategy: bite-sized, real-world insights from L&D professionals, answering the questions that actually matter.
What’s the biggest challenge you’re facing with AI? How do you make hybrid learning work? What’s your best tip for Articulate 360?
Now, take that concept and turn it into user-generated content.
1. Start with direct questions
Stop assuming what people want to hear. Ask them. Instead of writing long-form content based on industry reports, go straight to the source. Post questions like:
- What’s your biggest L&D challenge right now?
- What’s one authoring tool you can’t live without?
- What’s your best tip for getting hired in L&D?
These aren’t just engagement tactics. They generate authentic insights straight from the professionals who are navigating these challenges daily.
Scott Hewitt asks: Are we overcomplicating engagement? Think about creating online content. Too much content is too complicated – what is your audience?
What are you actually trying to say? People want content with value. Give them something that they can use in the day job.
2. Turn answers into real content
Once you’ve gathered responses, repurpose them into different content formats.
- Articles: Compile the best responses into themed write-ups. A post titled The Biggest AI Challenges in L&D (According to Those in the Field) practically writes itself.
- LinkedIn posts: Short, direct, and impactful posts featuring expert insights create a steady stream of engaging L&D content.
- Job market insights: Where are the best L&D job boards? What skills do hiring managers look for? Turn this information and turn it into career-focused content.
Instead of producing content in isolation, let your audience shape it. It’s more engaging, more relevant, and more likely to spark conversation.
Scott Hewitt asks: Look out for people who are working in your field and are giving practical advice and insights – anyone can review a whitepaper for you. You need real insight from people doing the work!
3. Leverage live events
There’s no better time to capture real insights than at industry conferences. Learning Connect, Learning Leaders Conference. These events are full of professionals with valuable perspectives. Instead of passively attending, take a camera (or even just a phone) and start recording.
- Ask attendees a simple, repeatable question: What’s your biggest L&D challenge?
- Keep responses short. Thirty-second clips work best.
- Post them regularly on LinkedIn, YouTube Shorts, and other platforms.
This isn’t about polished, high-production content. It’s about raw, authentic insights that resonate.
Scott Hewitt asks: Do L&D professionals need to rethink what engagement really means? The large whitepapers are an interesting read, but what do L&D professionals really need?
People don’t know what an RFP is, how SCORM works, why pricing models are complex and people don’t want to ask.
4. Simplify everything. Content, process, and pricing
A big takeaway? Complexity is the enemy of engagement. Whether it’s the way content is created, shared, or even priced, making things simple is the way forward.
- Stop overcomplicating job posts. Just list what people actually need to know.
- Make pricing straightforward. Confusing pricing structures drive potential buyers away.
- Create engaging L&D content that people can digest quickly, without feeling like they’re reading an academic paper.
Scott Hewitt asks: Are we designing for the audience or for ourselves? The best way to strike a balance is to ask people. Does it work? Simplicity is okay. Speak to graphic designers, illustrators, and people in graphic communication. Does this piece of content actually work as communication? What is it supposed to do? Think about a computer game. Can you play it straight away without reading a 15-minute manual? Your content should work the same way. People should get ‘it’ instantly.
The Shift L&D Needs
This approach isn’t just a nice-to-have. It’s what the industry needs. The most effective L&D content is built on real conversations, not assumptions. The best way to engage people is to ask them what matters and share their answers in a format that’s easy to digest.
So, what’s your biggest L&D challenge?
Questions
How do you make engaging training materials?
Keep it simple. Avoid overloading content with unnecessary interactions. Good on-screen content matters more than flashy interfaces. Use direct questions to understand what people need. Break content into smaller, digestible parts and ensure it is easy to navigate. Ask real users for feedback before finalising.
What is content curation in L&D?
It is about selecting and organising the best learning content from various sources. Instead of creating everything from scratch, use insights from industry professionals, live events, and user-generated responses. The goal is to keep learning relevant, useful, and engaging without unnecessary complexity.
How to make elearning more interactive?
Interaction should serve a purpose, not just be added for the sake of engagement. Active learning strategies like short discussions and real-world tasks improve effectiveness. Linear courses are fine if the content is strong. Focus on clarity, usability, and keeping learners engaged with meaningful content.
How do you engage learners in training?
Ask them what they need. Stop guessing and involve the audience. Use direct questions, gather insights, and turn them into valuable content. Keep things simple. Good content is about usability, not complex design. Make sure people can understand and apply what they learn quickly.