Creating engaging organizational learning programs often requires learning leaders to strike a delicate balance between customization and uniformity. Personalized learning experiences are typically more effective at driving results — but come at a price. Time and resources are usually a luxury for learning and development (L&D) departments. So, creating learning programs that are repeatable, scalable and that maintain standards is a serious consideration. This is the inherent dilemma in organizational L&D. Finding this balance is challenging, but possible with the help of modern learning technology. The shift to hybrid and remote work has even further increased the importance of eLearning and demonstrated that workforces have moved past the one-size-fits-all approach to learning.

Today’s workforce is increasingly geographically separated, often driven by regulatory requirements in shifting markets and managed under different industry specifications. News stories abound of employees feeling overwhelmed. These challenges can make it difficult to ensure every learner is getting the most out of their eLearning platform experience, but there are a few important elements to include in your eLearning strategy that can make all the difference.

  1. Curate Learning Content Libraries

Access to a broad and in-depth library of learning content is undoubtedly an advantage for learning leaders. But simply providing learners access to a massive learning library is a bold and hopeful strategy. For some learners, it can be an overwhelming amount of information with no clear direction for advancement. By providing every employee with a personalized and curated library (and regularly refreshing it with relevant content), learner disengagement and the squandering of time and money can be minimized.

  1. Personalize the Learning Experience

Getting learners to engage with the learning process can be difficult, especially when the WIIFM (“what’s in it for me?”) is hard to find. The benefits of learning for both the learner and the organization must be clear and relevant. The way a learning objective is presented is also important. Creating efficient pathways to log in or access learning resources can help to reduce distractions and objections. Going a step further, offering learning content in multiple formats that might have greater appeal to the learner is an excellent way of empowering that learner. Assigning relevant learning content to close skill or knowledge gaps for specific learners or groups is a great way of personalizing the experience. This quickly narrows the gap in associating the learner’s progress with the organization’s success. The learning process is often a social one, filled with collaboration wherein learners can demonstrate their expertise in a topic and share ideas. Providing both a physical and virtual space for this can help the learning experience feel like it was made just for them.

3.Incorporate Instructor-led Training (ILT)

The modern learning management system (LMS) is meant to manage more than eLearning courses. As instructor-led training (ILT) and virtual ILT is a staple of many organizations’ learning programs, this type of activity needs to be factored into the process. Incorporating video conferencing, chat and direct feedback features makes learning accessible and inclusive. Moving in-person or virtual meetings into the LMS can help establish the LMS as a single source for all learning. It also helps to tell a more complete story of what the organization is doing with L&D.

4. Measure, Review and Reshape as Necessary.

Measurement of learning program outcomes is crucial to their success and viability. Examining basic statistics like completion rates, attempts, time to completions and so on are important, but soliciting meaningful feedback from learners helps provide the real story. Beyond the annual employee survey, gathering feedback on courses, resources or programs in general can help shape future learning strategy. Giving employees ownership over their learning can help keep them engaged for the length of their career.

5. Ensure Your LMS Provides Meaningful Progress Metrics.

Leaders can make more informed and appropriate decisions for their teams when their LMS offers meaningful analytics. Presentation of learning data and insights should be in an easy-to-read, comprehensive and at-a-glance in format. Similar to focusing on the learner’s experience, analytical data should be customized and meaningful to managers on every level. Reports should be customizable and easy to configure to the specific and relevant to the topics, groups or objects.

Learners need an intuitive and engaging solution that works as a central hub for all learning. Otherwise, learning programs can become stale and run the risk of neglecting new strategies. The modern workforce is increasingly scattered and more comfortable with technology. Learning leaders can help prepare learners for the future and make progress at broader organizational goals with better eLearning tech. Coupled with that must be a focus on learner engagement and a flexible approach to learning strategy.