Companies are still struggling with continuing education of employees digitally in 2024. Why? Many want the training offerings – even though they are abundant – simply do not accept them. Too many other commitments, somewhat exhausting, somewhat like "school" and learning isn't really fun either. So what must a digital learning platform offer for people to enjoy using it?
Regarding "Learning Platforms"
A digital learning platform (Engl. Learning Management System) can be defined as an integrated system that provides technologies and tools to create, distribute, and monitor the progress of learners. It should support the learning process by facilitating access to learning materials, promoting collaboration, and enabling personalized learning experiences. Essentially, all points that are in the interest of companies, as they enable progress, innovation, and competitive advantages.
Since at least 2020, a large number of companies have either implemented such digital learning platforms or at least considered introducing them. However, there still aren't many success stories. What is the reason for that? Probably not due to the hundreds of digital learning platforms that have sprung up, frequently named LMS, LXP, or something entirely different, which are very similar in terms of functionality and objectives.
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Digital Learning Platforms Only for High Performers?
They all pursue the same goal: equipping employees with additional know-how to nurture progress and development. One might think that, alongside the companies, employees would also be interested in the aforementioned points: they advance their own lives and work, potentially save time, and help climb the career ladder. However, many of these systems are optimized for eager high performers and not for people to whom learning is not enjoyable – exactly what such a system should accomplish! We do not want to educate only those who are already motivated to do so, but also those who ought, could, or should.
Thus, we find ourselves in an age of digital flooding regarding the question: “Do I want to add digital learning content to my actual work that additionally challenges my intellectual-cognitive understanding? And more importantly: Even if I do that, can I actually remember it all?”
This raises the requirements for digital learning platforms because it is of no use if thousands of contents are available, yet I cannot consume them as effortlessly and within my cognitive capacity. After all, I really don't want more effort. 😫 And then there are these reminder emails: “You must do this and that...” And actually, that stresses me out more than it helps me.
The Catharsis of Digital Learning
So what would be the solution? Offer content as "bite-sized" as possible. Okay, short learning units are good because my attention span sometimes ranks at TikTok level, thanks, I already knew that. But much more important is that the content interests me, fascinates me, and provides an obvious added value, as it ideally solves an acute problem of mine. Otherwise, my school traumas surrounding binomial formulas and vector calculus will resurface, whose (at least for me) limited everyday utility made me feel like I was wasting massive amounts of time.
So let me come up with an example of how to turn unmotivated learners into learning aficionados:
Problem Solved: Never Again VLOOKUP!
I just struggled again with VLOOKUP in Excel, which is doing some weird Excel things, and I have no idea why. And suddenly, I encounter a small video content (Duration: 1:40 minutes) in my digital learning platform that screams at me: “Here’s how to save yourself from VLOOKUP.”
How huge would that be? And suddenly, I would have learned something useful in a short time. Perhaps as a motivated and satisfied learner, I would check the local LMS or digital learning platform more often. There, I apparently can find things that help me; maybe I'll even take a course out of my own drive, as someone seems to have really thought things through.
Digital Learning Platforms Are Meant to Promote Productivity and Save Time - But They Often Don’t.
This scenario is of course very much constructed, but a digital learning platform should achieve exactly that: teach me on-demand and show me ways to save time and subsequently be more productive.
From my perspective, a system must achieve the following:
Access must be simple and easily accessible.
The learning content must be well-tagged and easily found through full-text search.
The learning content must load quickly.
The learning content must be attractively presented.
The learning content must directly assist me in solving a specific problem.
I must be made aware of new content that fits my needs.
However, for the company or those creating the learning content, the world looks completely different.
The digital learning platform is something like a corporeal revelation for the instructional designer, a temple of knowledge that contains everything and more, from which one simply has to help oneself. Let’s consider LinkedIn Learning: it genuinely covers virtually every knowledge area that one wants and can learn today. And the employee just needs to go in and press play. Great solution!
Easy access, reachable from anywhere, and also flexibly applicable to virtually all areas. And yet somehow no one does it... Why is that? Everything is right there! And still, I have to constantly remind people to complete their mandatory training via our own LMS. We painstakingly created the content it contains and keep it updated - what a job, what a pain. Ungrateful people.
The Search for the "Learning KPI"
And yet I must achieve my goals (e.g., training quota X for ISO certification Y) before the management and then also justify why the fun actually costs so much money... In search of the famous KPI that measures the learning effect and reflects the RoI, many have despaired. Progress is variable among individuals, and how and through what means they learn best cannot be generalized easily. There are only learning objectives in the form of exams that assess knowledge and require basic knowledge - but even here, the learning organization that makes sense on its own is still a long way off.
The Current State, Which is Constantly Changing
The challenge and the demand to integrate at least current levels of knowledge into the LMS and provide people with the opportunity to develop along with the times remain. However, this would require - since different disciplines are indeed required in companies - at least a solid understanding of each of these areas. Not an easy task alongside the daily business. One would have to curate content again, let it go through the hands of experts, and then distribute it accordingly. Effort, effort, effort... And then the person who can curate is on vacation, etc.
What Should a Digital Learning Platform Achieve Here?
Simple: It should also take away work here instead of creating it. In case of doubt, learners do the research work themselves, as they know best what they want and need to learn. But for that, the initial requirements must be fulfilled and first and foremost: People must enjoy working with the learning platform! Ensuring that is much harder than it initially sounds. Perhaps the expectation of these systems as saviors and problem solvers is too high in some places; a multitude of functions, including course management, progress tracking, assessment tools, and communication options, are just functionalities that create the conditions to solve the following problems:
Accessibility and Flexibility: Employees often have different schedules and work hours. Digital learning platforms make learning content accessible anytime and anywhere, potentially increasing flexibility and participation.
Cost Efficiency: Traditional training can be expensive and logistically complex. Online learning platforms reduce travel costs, room rentals, and printing costs, leading to significant savings.
Centralized Management: A digital learning platform centralizes the management of training materials and processes, which increases efficiency and consistency.
Scalability: Companies are constantly growing and changing. Digital learning platforms can be easily scaled to meet the training needs of a growing company.
Individual Learning Paths: Employees have different learning needs and paces. Digital learning platforms allow personalized learning paths tailored to the individual needs and goals of learners.
Progress Tracking and Analysis: Companies can track and analyze the learning progress of their employees to measure the success of training programs and continuously improve. Measurable results are also crucial as proof for certification bodies, authorities, and higher-level committees.
Interactive Learning Methods: Modern learning platforms offer interactive and engaging learning methods such as videos, quizzes, simulations, and gamification, making learning more effective and interesting.
Compliance and Certification: Many industries require recurring training and certifications. Digital learning platforms ensure that all employees complete the necessary training and keep their certifications current. At the same time, it allows training coordinators to keep track, send reminders, and monitor progress.
Collaboration and Knowledge Sharing: Digital learning platforms promote collaboration and knowledge sharing among employees, which should lead to better teamwork and innovation capability. In reality, however, this is difficult to prove.
Continuous Education: In a rapidly changing work environment, continuous education is crucial. Digital learning platforms support the constant development of employees and keep their skills up to date. However, a lot of cooperation is needed unless a system is in place that uses AI to provide learning recommendations and engages in individual upskilling.
These Functions Should a Modern Digital Learning Platform Have:
User-Friendliness: An intuitive and user-friendly interface that allows users to easily navigate without extensive technical knowledge.
Enable Mobile Learning: Support for mobile devices, so that employees can access learning content from anywhere and at any time.
Personalized Learning Paths: Adaptive learning paths that meet the individual needs and abilities of learners.
Interactive Content: Providing a variety of interactive learning content such as videos, quizzes, simulations, and gamification elements to make learning more engaging.
Progress Tracking and Reporting: Comprehensive tracking and reporting functions that allow monitoring and analyzing the learning progress and performance of employees.
Integration Capability with Other Systems: The ability for seamless integration with other enterprise software solutions such as HR systems, to synchronize data and processes.
Security and Data Privacy: High security standards and data privacy measures to protect the sensitive data of learners and the company.
Community and Collaboration Features: Tools that promote exchange and collaboration among learners, such as forums, as well as chat and comment features.
Automated Notifications and Reminders: Features that remind learners about upcoming courses, deadlines, and updates to improve participation and completion of training.
Certification and Recognition: The ability to issue certificates and recognitions for completed courses and learning paths to enhance employee motivation and meet compliance requirements.
As this breakdown shows, there is a gap between the learning needs of users and the needs of those who provide and/or operate the systems. This is entirely natural from the mentioned roles, but the different objectives have the disadvantage that digital learning platforms do not genuinely meet either side, as they are forced to make a balancing act.
A Change in Thinking is Necessary
A system that is interactive, easy, and quick to use for the consumer in the frontend does not necessarily have to be that simple and logically constructed in the backend. The reason is that completely different needs must be met in one software. This leads to both sides – sometimes justifiably – being dissatisfied with their digital learning platforms.
Perhaps it also makes sense not to fuel the willingness to continue education through features and software, but through interpersonal and company-based learning incentives, a productive and progress-driven work atmosphere, and leaders who measure progress, qualification, and learning success not just in terms of budgets. Therefore, a change of thinking is needed that would benefit the entire industry.
We hope you enjoyed this article and wish you continued success with digital learning!
