In 2024, companies are still struggling with the digital training of their employees. Why? Many simply do not want to accept the training offers—even though they are available in abundance. Too many other obligations, somehow exhausting, somehow like "school," and learning doesn't really feel like fun either. So, what must a digital learning platform offer to ensure that people actually enjoy using it?
When it comes to the "learning platform"
A digital learning platform (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 is designed to support the learning process by facilitating access to learning materials, promoting collaboration, and enabling personalized learning experiences. These are actually all points that are in the interest of companies, as they enable progress, innovation, and competitive advantages.
And since 2020 at the latest, a majority of companies have introduced such digital learning platforms, or at least thought about doing so. However, there are still not very many genuinely successful projects. Why is that? It is probably not due to the digital learning platforms that have sprung up by the hundreds by now—very often calling themselves LMS, LXP, or something else entirely, but remaining very similar in terms of functionality and objectives.
Digital learning platforms only for high performers?
They all pursue the same goal: equipping employees with additional know-how to nurture progress and development. Now, one might think that—besides the companies—employees would naturally be interested in these points as well: after all, they also advance their own lives and work, potentially save time, and help climb the career ladder. Nevertheless, many of these systems are optimized for inquisitive high performers and not for people who don't actually enjoy learning—yet that is exactly what such a system should deliver! We don't just want to train those who already do so on their own initiative, but also those who actually need to, could, or should do so.
This places us in an age of digital overload with the question: "In addition to my actual work, do I also want to subject myself to digital learning content that places an additional demand on my mental-cognitive understanding? And even more importantly: even if I do that, can I actually remember all of it?"
This increases the demands on digital learning platforms, because it is of no use if thousands of pieces of content are available, but I cannot consume them with the lowest possible barrier and within the limits of my mental capacity. After all, I don't really want any more exertion. 😫 And then those reminder emails: "You must do this and that..." And that actually stresses me out rather than helping me.
The catharsis of digital learning
So, what would be the solution? Offering content in the most "bite-sized" way possible. Okay, short learning units are good because my attention span is sometimes on a TikTok level, thanks, I already knew that. But much more important is that the content interests me, fascinates me, and offers me obvious added value because it solves an ideally acute problem of mine right now. Otherwise, my school traumas surrounding the topic of binomial formulas and vector calculus return, the limited everyday utility of which (at least for me) left me with a feeling of a massive waste of time.
So, let me just think of an example of how you could turn an unmotivated learner into a learning aficionado:
Problem solved: Never do a VLOOKUP again!
I've just been struggling once again with VLOOKUP in Excel, which is doing some weird Excel things again and I have no idea why. And suddenly, on my digital learning platform, I come across a short video content (duration: 1:40 minutes) shouting at me: "How to save yourself the VLOOKUP."
How huge would that be? And suddenly, in a short time, I would have learned something that also benefits me. Perhaps then, as a converted and satisfied learning customer, I will look into the local LMS or digital learning platform more often. Apparently, you do find things there that help me, and maybe I will even complete a training course on my own initiative; it seems someone really put some thought into this.
Digital learning platforms are supposed to boost productivity and save time—but they often don't.
This case is, of course, highly constructed, but actually a digital learning platform should do exactly that: teach me things based on my needs and show me ways to save time and, as a result, be more productive.
In my view, a system must deliver the following to achieve this:
Access must be simple and have a low barrier to entry
The learning content must be well-tagged and easy to find via full-text search
The learning content must load quickly
The learning content must be attractively presented
The learning content must help me precisely in solving a specific problem
I must be alerted to new content that fits my needs
For the company or those who create the learning content, however, the world looks completely different.
For the training officer, the digital learning platform is something like a physical revelation, a temple of knowledge that contains everything and more, and from which you just have to serve yourself. Take LinkedIn Learning, for example: pretty much all the knowledge that people want to and can learn today is covered there. And the employee just has to go there and press play. Magnificently solved!
Low barrier, accessible from anywhere, and also flexibly deployable for pretty much all areas. And yet, somehow, nobody does it... Why is that, actually? Everything is there! And yet, I constantly have to remind people to do their mandatory training via our own LMS. After all, we painstakingly created the content contained within it and keep it constantly updated—what a job, what a pain. Ungrateful people.
The search for the "learning KPI"
And yet, I have to achieve my goals (e.g., training rate X for ISO certificate Y) in front of the management and then also justify why the fun actually costs so much money... Many have already despaired in the search for the famous KPI that measures the learning effect and maps the ROI. Progress-oriented people are simply different, and how and through what they learn best is difficult to generalize. At best, there are learning objectives in the form of exams that test knowledge and require corresponding basic knowledge—but even here, the self-learning organization is far in the distance.
The current status, which is constantly changing
The challenge and the demand remain to at least feed current states of knowledge into the LMS and give people the opportunity to develop themselves at the pulse of the times. To do this, however—since quite different specialist disciplines are required in companies—one would have to at least be thoroughly knowledgeable in each of these areas. No easy task alongside the actual daily business. In that case, you would have to have content curated again, run through the hands of subject matter 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 deliver here?
Quite simply: it should also take work off your hands here, instead of producing work. In case of doubt, learners do the research work themselves, as they know best what they want and need to learn. But for this, the requirements mentioned at the beginning must be met and above all: people must enjoy working with the learning platform! Ensuring this is much more difficult than it sounds at first. But perhaps the expectations of these systems as saviors and problem solvers are too high in some places; a variety of features, including course management, learning 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 working hours. Digital learning platforms make it possible to make learning content accessible anytime and anywhere, which can increase, or at least encourage, flexibility and participation.
Cost-efficiency: Traditional training can be expensive and logistically complex. Online learning platforms reduce travel expenses, room rentals, and printing costs, which can lead to significant savings.
Centralized administration: A digital learning platform centralizes the administration of training materials and processes, increasing 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 speeds. Digital learning platforms enable personalized learning paths tailored to the individual needs and goals of the learners.
Progress tracking and analysis: Companies can track and analyze the learning progress of their employees to measure and continuously improve the success of training programs. Measurable results are also important as evidence 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, which can make 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 up to date. At the same time, it enables training officers to keep track, send reminders, and monitor learning progress.
Collaboration and knowledge sharing: Digital learning platforms promote collaboration and the sharing of knowledge among employees, which is intended to lead to better teamwork and innovative capacity. In reality, however, this is difficult to prove.
Continuous training: In a rapidly changing working world, continuous training is crucial. Digital learning platforms support the constant development of employees and keep their skills up to date. However, this requires a lot of preparatory work, unless you have a system in use that makes learning recommendations and conducts individual upskilling with the help of AI.
These functions are what a modern digital learning platform should have:
User-friendliness: An intuitive and user-friendly interface that allows users to find their way easily and navigate without great 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: Adaptable learning paths that meet the individual needs and abilities of the learners.
Interactive content: Provision of diverse and 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 make it possible to monitor and analyze the learning progress and performance of employees.
Integration capability with other systems: Ability to seamlessly integrate with other corporate software solutions, such as HR systems, to synchronize data and processes.
Security and data protection: High security standards and data protection measures to protect the sensitive data of the 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 functions.
Automated notifications and reminders: Features that remind learners of upcoming courses, deadlines, and updates to improve participation and training completion.
Certification and recognition: Option to issue certificates and recognition for completed courses and learning paths to increase 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 populate and/or operate the systems with content. This is also completely natural given the roles mentioned; however, different objectives have the disadvantage that digital learning platforms satisfy neither one side nor the other, as they are always forced to perform a balancing act.
Conclusion: A rethink is necessary
A digital learning platform only becomes successful when it combines technical functions with genuine user orientation, a clear strategy, and a corporate culture that supports learning.
The multitude of features, integrations, and reporting options alone does not ensure that employees enjoy learning. What is decisive is whether the system solves concrete problems, is accessible with a low barrier, and offers real added value in daily work.
At the same time, companies must accept that software does not replace a learning culture. Motivation does not arise through reminder emails or mandatory modules, but through meaningful content, visible development perspectives, and managers who take further education seriously.
When technology, content, and corporate culture play together, a digital learning platform becomes not an administrative tool, but an effective instrument for sustainable skills development.
Frequently Asked Questions and Answers
What should a modern digital learning platform be capable of?
A modern digital learning platform should make learning content easily accessible, support different formats, document learning progress, and facilitate administrative processes. An intuitive operation, mobile use, data protection, and possibilities for automation are also important.
Why is user-friendliness important for a learning platform?
A learning platform will only be used regularly if employees can access relevant content without unnecessary hurdles. Easy access, fast loading times, good search functions, and intuitive operation lower the entry barrier.
What functions do companies need to manage further education?
For companies, participant management, progress tracking, reporting, automated reminders, and certificates are particularly important. They facilitate the organization of training and help to provide evidence of completed training.
What role does personalization play in digital learning platforms?
Personalized learning paths and matching learning recommendations can help employees find content that fits their specific needs faster. This integrates further training more strongly into the daily work routine.
Is a good learning platform sufficient for successful training?
No. Technical functions create the conditions for digital learning, but they do not replace relevant content, clear learning goals, or a learning-conducive corporate culture. Successful training arises from the interplay of these factors.
