Digital learning platforms have many benefits to offer businesses, but most attractive are probably the ones on improved return on investment, both in terms of actual money spent and improved learning retention. However, it’s not as simple as finding a digital learning system and automatically seeing good results. Success requires careful planning, implementation and follow-ups. So to get you on the right track, here’s a list of five do’s and don’ts to keep in mind when implementing a digital learning platform for your business:


1 – DON’T be blinded by technology

It’s easy to get drawn into all the features of a system, but you need to focus on what is fit for your purpose. Whether you’re building it from scratch or using an existing platform, it has to fit your organisation’s learning needs. Keep in mind that learning is an ongoing process, so the system must be able to expand to meet future training requirements as well.

2 – DON’T expect adoption without a proper introduction

If you’re involved in the development or implementation of a learning system, the likelihood is you’ll be enthusiastic about it. Don’t expect the same level of excitement from colleagues who hear about it for the first time. Most people are inherently resistant to change, especially when it involves effort on their part. So if you want the digital learning programme to be a success in your organisation, work with managers, HR and other key departments to help you spread the message about how they can benefit from adopting the new system. Roll out a detailed communication plan so that everyone understands the benefits to themselves and the organisation as a whole.

3 – DON’T assume one size fits all

Different departments will have different training needs, and even within the same department, you can’t assume only junior people need training. There needs to be material that engages with senior staff members and provides learning opportunities for all employees on all levels of the organisation.

4 – DON’T rush the process

A digital learning system shouldn’t be approached as a box to be ticked or something to set up as quickly as possible. Certainly it may be a priority, but it requires careful strategic planning and implementation to ensure you get it right.

5 – DON’T Reinvent the wheel

As tempting as it may be to design a system from scratch, unless you’re a major organisation with massive resources and tech expertise, it’s seldom worth it. There are many digital learning platforms available that offer a high level of customisation. Look to these as a first choice before going down the design path. (If you want to find out more about ERROL – Ember Real Results Online Learning platform, click here to watch a quick demo)


1 – DO strategise effectively

Know what your organisation’s learning needs are. Have a clear outline of what you want to achieve in terms of learning outcomes, as this will be your lighthouse guiding you in the direction you want to go. Decide how much will be shifted from classroom style training to an online learning platform. Know who your learners are and what type of things they’ll respond to, while at the same time being aware that this could vary within the organisation.

2 – DO involve key people from start to finish

Managers know their teams, their departments and their training needs, so getting them involved in the process from the start will ensure you have a good understanding of what is required. One of the benefits of digital learning is that it integrates with HR functions, tracking employee’s career progression and performance within an organisation, so it’s important to include HR in the strategic planning process as well.

3 – DO build with flexibility and customisation options

Customisation is something that people are looking for in all walks of life, and the area of personal career development is no different. Employees want access to information that can help them do their job better or progress in their career. Different people will also progress through learning materials at a different pace, so this type of flexibility needs to be built into the system.

4 – DO aim to connect and engage with users

The key to success with digital learning is engagement – connecting with people through chat, apps, email or even social media. And more importantly, allowing users to connect with one another so that they can compete with and learn from one another. Setting up good communication channels is vital to successful digital learning implementation.

5 – DO continually review

A digital learning platform’s purpose is to improve knowledge and skills within the organisation, which should ultimately lead to growth and greater profitability. The return on investment needs to be quantified in these terms, and achieving this requires that learning materials and programmes are reviewed regularly to ensure they are delivering that ROI.

To talk some more about digital learning programmes feel free to get in touch with us here!