Everyone finds e-learning great, everyone wants it, and you, as a beleaguered staff developer, are supposed to make it happen. You have very little time to create your training and onboarding courses, which is why we want to give you a few tips on how to optimize your time management with blink.it.
Tick - Tock - time is running out!
When it comes to designing digital training courses for employees in your own organization, the biggest pain for many staff developers is clearly the factor of time. And there is simply too little of it. Way too little. Or even none at all: no time for needs and topic analyses, no time for the concept of course structure, no time for selecting evaluation methods, and certainly no time for creating high-quality course content.
The pressure to keep up with increasing demands while simultaneously meeting the needs of employees can be overwhelming. We know this dilemma in personnel development, and that's why we have designed the blink.it LMS for the simplest usability, without compromising on high-quality functionality. If you want to know how we solved this problem for our customers, feel free to arrange a free initial consultation via the following button:
We want you to be able to do your job comfortably, and we have a few suggestions here that will save you time when creating courses.
More obligations - less optional
The top commandment of time-saving course creation is a clear definition of the respective course goal:
Who should complete the course?
What skill should be learned through the course?
What goal are you pursuing in your role as a staff developer?
Always ask yourself when compiling individual learning content whether they contribute to the goal and are relevant for the course participants.
Especially in company-wide learning projects, a clean goal definition saves not only time but also prevents extensive revisions. If learning goals, target group, and success criteria are clear from the start, you reduce coordination effort and avoid later content revisions.
Also, consider what prior knowledge you can reasonably assume from the course participants, so you do not present learning content that they already master perfectly. Because this could lead to boredom right at the beginning of the course, which you must absolutely avoid if you want to keep your learners engaged until the end of the course.
Even if you incorporate gamification elements like quizzes into the learning content, they should directly align with the learning objective. Pure entertainment is a nice-to-have, but you should always remember that creating these course elements will take you some time.
The thing with Didactics
The science of learning and teaching is an expertise that you really cannot expect from every staff developer. Professional trainers and coaches spend years acquiring didactic knowledge, refining it, and applying it to their educational content.
We know from some of our customers that they have no clear idea or experience on how to structure a training course and are even afraid to tackle the topic at all. And then course creation keeps getting postponed because there is simply never enough time to address it peacefully. Or "off-the-shelf courses" are purchased that are not perfectly tailored to your target group, perform significantly worse compared to self-designed courses in terms of learning success, and above all, consume a lot of money from your budget.
Here are two good ways to quickly get started with course creation and overcome the panic of the "blank page":
1. Don't complicate it: Your courses do not need to win awards. It would be nice to present didactically sophisticated courses. But if you are not well-versed in didactics and simply do not have time to acquire this knowledge, then just stick to a sort of manual in structuring your course:
Introduction: Explain to the course participants what the course is about, what they will learn, what to expect in the course, and for what purpose they need this knowledge.
Learning steps: Create a list of the individual steps that lead to learning the goal. Imagine you are following a recipe: You would peel the onions first before chopping them, right? First, gather all the individual steps in a brainstorming session, group them into chapters, and then arrange them in a logical order.
Goal achieved: Bring all learning strands together towards the end of the course and provide a summary of what exactly was learned and what benefits or applications the acquired knowledge brings.
2. Use the blink.it Blueprint: The blueprint is a blank course template that already contains a course outline. It includes a brief guide on how to use the blueprint, as well as a short explanation for each individual learning unit (the so-called "blinks"). The template is applicable for all types of course topics: You simply need to fill the blinks with content, and afterwards, you can rearrange or supplement them as desired.
A shared job is half the time
In the blink.it App, you can upload various multimedia content for each learning unit or create it within the app and spice it up with gamification elements. Thanks to drag-and-drop functions and user-friendly editors, you can quickly add, edit, and organize the content without wasting valuable time.
"This is all nice and good," we hear you say, "but where do I get all these fabulous learning contents in a short time? Should I just pull them from thin air or what?"
The answer is: Just get the material from your colleagues! In blink.it, it is possible to set up multiple people as admins of a course. Once you know what learning content you need for a course, ask the experts in your company to provide you with the material or upload it directly into the course themselves.
Perhaps they already have finished presentations, illustrations, or even videos that they can easily make available for uploading. If not, they would definitely need significantly less time to create such learning content than you would, since you would have to first familiarize yourself with the topic. And why become the ultimate jack-of-all-trades when you already have the whole farm represented in the company?
So: No panic over the learning content! There are probably already a lot of useful files available in your company that you can compile appropriately for your course.
Fortunately, learning never stops
And that also applies to course creation: Your course participants can leave comments and questions to the respective course leader in each learning unit within the blink.it App. You can recognize from their comments what you can still improve in this course or what you need to pay attention to in future courses.
The blink.it App also offers smart settings for each learning unit, such as the scheduled blink release, through which you can determine the automated course progression in advance. You can conveniently track the learning progress of the course participants in your dashboard and see how your pre-set course progression works for them. Your courses will quickly improve, and you will learn in a short time how to proceed with the creation to meet the needs of your employees so that they achieve their learning goals.
Conclusion
Efficient course creation is not a coincidence, but the result of clear goals, pragmatic didactics, and intelligent system support.
Even with limited time resources, you can develop high-quality training and onboarding courses if you focus on the essentials: clear learning objectives, simple structures, and the use of existing expertise within the company.
Instead of perfectionism, you need a working process. When content is structured, tasks are sensibly distributed, and technical possibilities are consistently utilized, time pressure turns into productive implementation – and individual courses turn into a sustainable learning strategy.
Updated on 26.02.2026
