How to unlock the benefits of eLearning
“Click next to continue.”
Weve all heard it. Weve all groaned. Those four little words tell you all you need to know about whats coming next: boring eLearning. Over the years, people have been forced to slog through a lot of bad online trainingcontent thats irrelevant, overcomplicated, frustrating to navigate or crammed with so much information that its impossible to retain anything.
Its no wonder eLearning has such a bad reputation.
Nonetheless, eLearning is an essential part of modern workplace learning. When done right, its one of the most effective ways to share information quickly and consistently with large audiences. Too many organizations fail to take proper advantage of this medium because they fall into the trap of turning bad PowerPoint slides into bad Storyline courses. Thats not a good use of anyones time.
Effective eLearning must do more than just take up space in the LMS. It has to engage employees, deliver valuable insights and earn peoples attention in a hectic workplace.
In this article
Here are 6 essential eLearning practices that will help you avoid the dreaded click next to continue trap:
1. Make eLearning convenient with technology
People cant take advantage of your eLearning library if they cant find it. How often do employees log in to your LMS? Quarterly? Annually? Only when compliance training is due? If no ones logging in, even the best content is wasted.
Meet employees where they are. Make training available through the tools they already use. If theyre on mobile devices, design your eLearning for mobile: short content, responsive design, focused outcomes. Remember: no ones watching a 45-minute course on their phone at work.
Go further by integrating your learning technology with the operational systems employees rely on every day. Connect your LMS to the employee app or corporate communications platform so training content is present within the workflow. When eLearning is available where people worknot locked in a separate systemits easier for employees to engage and apply.
2. Make eLearning accessible and inclusive
One of the biggest benefits of eLearning is scaleyou can deliver the same information to every employee, in every location, at the same time. But scale is useless if the content isnt accessible to everyone.
Accessibility is about more than just compliance. Its about recognizing that the people you support have unique experiences, abilities and perspectives. Embed accessibility practices within your eLearning design standards. Adopt a progress-over-perfection mindset to make your online training more inclusive over time.
Accessibility is a big, complex topic. We cant possibly cover it all in a single blog post. For a deeper dive, check out Sarah Merciers Design for All Learners (published by the Association for Talent Development). You can find more details at .
As Sarah says, If its not accessible, its not done.
3. Make eLearning relevant to the job
How many times have you been required to complete eLearning on anti-money laundering? Be honestdo you know how to launder money? And is that something youd ever actually be able to do in your job? Too often, eLearning is overloaded with unnecessary information, crammed in to check a box. The result? People either tune out or multitask as the eLearning plays in the background.
If you want to earn employees attention, you must provide value. Start by creating shorter, more targeted modules. Instead of a multi-chaptered Safety in the Workplace course, break it into specific topics like personal protective equipment (PPE), using a fire extinguisher and safe lifting practices. This allows you to assign only the most relevant content to employees based on their roles. Microlearning also makes it easier for employees to find what they need when they need it. If topics are related, package them into playlists or paths employees can complete at their own pace.
Check-the-box eLearning will always exist. Someone is going to require you to deliver an over-stuffed, extra-long course now and then. But this must become an exception moving forward.
Also read: The ROI of workplace safety in grocery
4. Make eLearning a simple experience
Not easysimple. Theres a big difference. Simplicity means your eLearning is intuitive to use and effortless to navigate. After all, YouTube doesnt come with a manual. People engage with digital content every day without instructions. If your online course needs a slide to explain how to use it, somethings wrong.
Build content that feels familiar so employees can focus on learning rather than figuring out where to click next. Borrow design principles from popular digital tools and mobile apps. Leverage AI-enabled translation tools to make content available in each employees preferred language.
Like any effective training tool, eLearning should challenge employees to develop their knowledge and skills. The experience itself shouldnt be a barrier. Simplify your content so people can focus on what truly matterslearning.
5. Make eLearning fit into the flow of work
Accessibility ensures everyone can engage with your eLearning. Making it convenient means its easy to find and use. Now, we need to consider how eLearning fits into the day-to-day work experience.
Employees already have a lot on their plates and often struggle to find time for additional tasks. You must keep this top of mind when designing any learning solution. eLearning content must be built to fit into the time people have available on the job, thereby minimizing disruption while maximizing the potential for engagement.
This is another place where microlearning can make a difference. Start by understanding how the job is donewhere it happens, how tasks are completed and the tools employees rely on. Then, apply microlearning principles to create targeted, focused content that fits into the moments people have available. By aligning training with the way employees already work, you can make eLearning a valuable resource theyll actively use rather than an extra task that never makes it to the top of their to-do list.
6. Make eLearning interesting and fun
Who says eLearning cant be fun? If youre going to ask employees to spend even a few minutes a day engaging with training, make it an enjoyable and valuable experiencenot just another task to check off. But heres the thing: its not about what you think is fun or interesting. Its about what resonates with your audience.
Start by getting to know your audience and workplace culture. What motivates your employees? What sparks their curiosity? Build on that foundation by exploring tactics that make learning both engaging and useful. For example, feature real-world stories from peers to bring the content to life in a relatable way.
You can also incorporate gameplay elements and rewards as part of the learning experience (aka gamification). However, be sure these game mechanics are meaningful. Its not about handing out points for the sake of points. Foster opportunities for meaningful recognition that aligns with your culture and celebrates employees for the effort they put into their continuous development.
Finally, broaden the scope of eLearning by offering on-demand content that aligns with employees personal interests and goals. For example, financial planning courses can help employees gain confidence in managing their money, while content on emerging technology skills like AI can spark curiosity and support career growth. This approach not only makes online content more interesting but also ensures it provides greater value by addressing both professional and personal development needs.
Check out this Q&A with Udemys CLO on How to build a purposeful company culture
Making eLearning Work
eLearning can be so much more than a click next to continue nuisance. To make the best use of this format, L&D professionals must design content that aligns with the everyday needs and interests of the people they support. This requires a clear understanding of how eLearning fits into the workplace, how it can help employees succeed, and how to make it an engaging and valuable experience.
When approached with intent and focus, eLearning becomes more than just a delivery methodit becomes a tool for growth, productivity, and connection. By putting the needs of employees at the center, organizations can create learning experiences that truly make an impact.