When working with a client on implementing eLearning in their organization, we found that while there was a lot of talk about creating interactive and engaging courses, there was little clarity around the broader eLearning strategy. This is not uncommon — many organizations focus on the details of course design before defining the larger goals and strategy. In order to ensure success, it’s essential to start with a clear strategy before jumping into the specifics. Here are 9 key steps to creating a workplace eLearning strategy that works.
1. Set Clear Goals and Define the Timeline
The first step in defining your eLearning strategy is to clarify what you want to achieve, why it matters, and when it should be accomplished. Whether it’s upskilling employees, increasing knowledge retention, or addressing specific skill gaps, your goals should be measurable. For example, your goal might be to build a pool of expertise in technical areas. It’s crucial to have a realistic timeframe to avoid rushing or dragging out the process. Your goal’s purpose will guide your decision-making and keep your strategy focused.
2. Evaluate Your Current State
Before moving forward, assess where you currently stand. What is the existing level of knowledge or skills among employees? Are there current learning programs in place? How effective are they? Understanding your starting point helps identify gaps and avoids unnecessary duplication of efforts. It also ensures that your strategy addresses existing challenges.
3. Define Success Criteria
A solid strategy should include clear criteria for measuring success. Do you want 90% of employees to complete the training? Or perhaps 80% of employees should demonstrate proficiency in a specific skill? Whatever your criteria, ensure they are specific, measurable, and achievable. Establish a baseline by evaluating employees’ current knowledge and compare it with future results to determine the effectiveness of your eLearning strategy.
4. Understand the Broader Learning Environment
Learning doesn’t just happen during formal training sessions. Employees gain knowledge through daily interactions, feedback from colleagues, and hands-on experience. The 70:20:10 model suggests that 70% of learning happens on the job, 20% through interactions with others, and 10% via formal training. Align your eLearning strategy with your organization’s culture to ensure that learning approaches match employee preferences and workplace dynamics. Consider integrating informal learning methods like discussion groups, communities of practice, and peer mentoring alongside formal eLearning programs.
5. Assess Needs and Resources
Don’t feel the need to create exhaustive content from scratch. Identify the key skills employees need and evaluate whether these can be sourced internally or externally. This could involve repurposing existing training content or curating resources from trusted external providers. By leveraging available resources, you save time and ensure that the strategy addresses actual needs without overcomplicating things.
6. Plan for Content Updates
Consider whether the content you’re planning to create is static or likely to change frequently. Some areas, like technical training, may remain constant, while others, such as compliance or industry knowledge, may evolve rapidly. For dynamic content, consider how you will keep it up-to-date. Will you rely on external sources? Or will your internal team handle updates regularly? The more you plan for content maintenance, the more sustainable your strategy will be.
7. Integrate Learning Into Daily Routines
Consider employees’ daily schedules when designing your eLearning strategy. How can learning be integrated into their routine without disrupting work? If employees are desk-bound, desktop-based courses may be effective. But if they’re on the go, mobile learning solutions could be more appropriate. Build learning paths that fit with different roles and profiles in your organization, helping employees learn and apply new knowledge seamlessly throughout their day.
8. Engage Stakeholders Early, Especially Learners
Involve key stakeholders, such as senior leaders and department heads, early in the strategy development process. But don’t overlook the most important group — the learners themselves. Bringing in a small group of employees at the outset can provide valuable insights into their learning challenges and how they currently seek information. This feedback will be crucial for refining your strategy and creating more relevant and impactful learning experiences.
9. Choose the Right Tools and Technologies
Choosing the right tools should come last — after defining the strategy, goals, and resources. Think about the technology needed for content development, delivery, and tracking. Do you need a Learning Management System (LMS) to centralize learning content and track progress? Or perhaps a combination of tools for collaboration, content delivery, and mobile learning? Consider the infrastructure and technical support needed to ensure everything runs smoothly.
By following these 9 steps, you can create a comprehensive and sustainable workplace eLearning strategy that meets both the needs of your employees and your organization’s goals.
How can we help you?
We will help you in end-to-end learning development including:
- Instructional design
- User-interface and visual design
- Creative asset development
- Animated video creation
- Video production and recording
- Localization and translation
- Custom elearning development and QA