According to Forbes, the eLearning market is poised to grow to a whopping $325 billion by 2025. Whether you’re a large company or a startup, providing your employees with the best possible training to improve their productivity must be on your mind. Most agree that this is key to grow the business and remain competitive. Considering how geographically dispersed modern organizations are and how different the training needs are, setting up a training program is not easy. A one-size-fits-all approach will invariably fail. You need to create a learning organization that addresses the unique enterprise training challenges that your employees face.

Here are 5 of the most common enterprise training challenges and how eLearning can help address them

Hectic employee schedules – no time or energy for training

In today’s extremely fast-paced business world, daily tasks, meetings, deadlines, goals, and a slew of other demands are draining employees’ energy. To expect them to undergo training is borderline unfair. What’s even worse is trying to intrude on their personal time with training sessions—that is surely going to make them resist, and even resent training.

How can eLearning help?
eLearning is a great tool to overcome this challenge.

  • Through microlearning, you can deliver useful and relevant content in bite-sized chunks for better understanding and retention.
  • Short videos, checklists, graphs, and infographics are simple formats that make training easier to consume and retain.
  • By prioritizing short, straightforward assessments whenever possible, employees can be given opportunities for feedback on their progress.
  • eLearning programs that are optimized for the mobile make training even more convenient. It allows employees to access training content anywhere, at any time—on the way to work or even during their lunch hour.

A dispersed workforce—impossible to get everyone together

The steady rise in distributed teams gives rise to new challenges in training and development. As the workforce is dispersed across locations, enabling access to training materials for employees in different locations is challenging. Coordination is hard, physical gathering for classroom training is impossible, and the difference in time zones can spell havoc for the training team.

How can eLearning help?

For a highly dispersed workforce, eLearning can help create the perfect culture of continuous learning and ensure employees have the right skills to do their jobs at all times.

  • Mobile learning courses can be made available to staff at any time and in any place and can be accessed throughout the day, without any constraint on time or on training room or trainer availability.
  • Using video conferencing, webinars, online forums, and social tools, the decentralized workforce can learn and train at their own pace and in the environment of their choice.
  • Employees from various locations can get trained in real-time, and foster trust and empathy between each other.
  • Instant connectivity to subject matter experts, regardless of where they are located, helps employees to voice concerns, raise questions, share experiences, and fill gaps almost immediately.

Unique training needs—different cultures, different learning habits

When you provide any kind of training, it’s important to consider learner preferences and habits to accelerate the rate of learning. This is easy when you have to train just a handful of employees. But when you have learners in the thousands, each from a different culture, with a different learning style, and unique training needs, training becomes a herculean task.

How can eLearning help?

eLearning can dramatically transform the way your employees learn and consume content. Personalization is a great way to enable your workforce to hone their skills and improve their productivity.

  • A thorough needs analysis focuses on identifying the learning preferences, especially with respect to tech savviness. You can use these findings to design your training program.
  • By carefully understanding the learning styles and preferences of the workforce across different geographies, you can personalize content in a way that suits their needs the most.
  • Different content types like video, notes, graphics, gamification, and Augmented and Virtual Reality can cater to the needs of different generations and their individual learning preferences.
  • eLearning communication forums can open up communication channels and make it easy for all learners to ask questions and receive content as well as technical guidance.

Lack of engagement—poor knowledge retention

Over the years, training has often been looked down upon as a hindrance to productivity mainly due to how tedious and un-engaging training content has been. However, engagement is an integral aspect of any training program, a lack of which can result in poor commitment, passive or forced learning, and poor knowledge retention.

How can eLearning help?

eLearning leverages modern and highly engaging technologies to make the learning experience intuitive, exciting, and real. By using gamification and technologies like AR, VR, and Artificial Intelligence, it ensures employees are fully engaged and immersed in learning.

  • By communicating the learning outcomes upfront, learners can understand the objectives of the program at hand, and also associate the relevance to their everyday job.
  • Programs that make use of VR can transport reps to a highly interactive world that mirrors their real-world environment and provides the required context to understand those aspects of their job better.
  • Practical learning activities like case studies, scenarios, and role-plays can engage learners in active problem-solving and contribute to better cognitive engagement.
  • Discussion forums and other informal social spaces can enable learners to engage emotionally with other learners, as well as with the training process.

Evaluating training outcomes—measuring and tracking skills development

As customer demands change, employees need to be constantly upskilled. Although you might provide training to your employees, as a “task” in your list, how will you measure the effectiveness of your training programs? How do you measure and track skills development? How do you ensure course completion?

How can eLearning help?

A modern eLearning solution allows you to monitor individual completion and achievement rates. It also enables you to get feedback on your courses and understand the gaps that can be filled in the future.

  • Built-in analytics allow you to pull up reports and analyze learning data, track course completion, and create assessments to test skill levels.
  • Established metrics and goals reflect exactly on the courses the employees have taken, enabling you to keep track of their progress on a continuous basis.
  • Employee feedback on the course can make them feel responsible for their own development.
  • With continuous insights on what worked and what didn’t, you can make the necessary changes to ensure your content remains current and relevant.

eLearning for improved productivity

In a world where competition is pushing organizations hard, high employee productivity is imperative. After all, it is only when your employees are engaged and empowered in their jobs, that they can do their jobs well. eLearning is a great tool to ensure your employees are equipped to perform. Not only is it engaging, but it also ensures the training content is relevant, interesting, and contextual. When applied and practiced well, the end result is, unquestionably, improved productivity.

Reach out to us at or click here to schedule a call if your organization is facing a set of enterprise training challenges. Our group of experts are always happy to assist you!

Enterprise Training Challenges

Learning and Development initiatives contribute greatly to keeping the employees happy, engaged, and empowered by giving them the assurance that the company is invested in their growth aspirations. With millennials making up 75% of the workforce today, we have to take into account that 87% of this segment believes professional development and career growth is very important to them. Ceridian reports that 91% of top performing employees rate learning and development opportunities as very important. And then there is the statistic that shows that companies that invest in employee training and learning and development initiatives enjoy 24% higher profit margins as against companies who don’t. Learner experience is about providing the opportunity to learn and grow through avenues that excite and engage learners.

A great learning and development strategy doesn’t just ensure that your employees remain content with their jobs. It also ensures that they remain committed, enthusiastic, involved, and ultimately, productive in their job roles. Those organizations that understand this are focusing on actively creating a culture of learning and have effectively employed eLearning to drive the same. However, worrying trends are also visible. According to reports, the current average completion rate for MOOC’s averages out to only 15%. Other studies reveal that the dropout rates for online courses stand as high as 70%. Given the investment that goes into the learning initiatives, it is time that we re-evaluate the way learning is disseminated.

Taking a Learner-Centric Approach

Organizations are realizing that they need to amplify their learning initiatives to engage employees, improve productivity, and close the skills gap. However, we need to take a close look at how learning is being delivered today. Instead of an administration-centric approach, we need to adopt a learner-centric approach to achieve the desired results from these initiatives. This can only be achieved when we begin to focus on learning experiences to enable continuous learning.

Training and development initiatives thus must move beyond the traditional PowerPoint presentations, eBooks, and generic training videos. We need to now look at evaluating ways that help the learner become the driver of their learning and development. For this, it is imperative to focus on learning experiences and evaluate how to enhance them to compel the users to complete courses, improve training outcomes, and drive knowledge retention.

Focus on Frictionless Experiences

Learning experiences have to become absolutely frictionless. In a world ruled by consumer-grade experiences, it is unfair to expect an individual employee to like something that will be challenging to use. Learning Management Systems thus have to be designed keeping the end user’s standards in mind and to create a frictionless experience.

The principle of ‘don’t make me think’ also plays into designing great learning experiences. LMS’s have to focus heavily on enhancing end-user satisfaction. Factoring in things like accessibility, usability, and fun in the interaction between the course and the user are some good starting points. We have to start looking at the learner experience with the LMS in the same lens as User Experience Design in product development. The UI thus has to support and enhance learning outcomes, and learners have to be kept at the core of the experience. Cognitive elements have to be employed suitably to enhance learner retention and concept application.

Contextual Customization and Personalization

Understanding the learners, their job roles, specific needs, assessing and understanding their existing skill sets and knowledge levels helps in taking the learner-centric approach. Observing patterns such as how they prefer to consume information, the devices they like to use to access information are also important points of consideration. The core has to be to create meaningful learning experiences that help learners perform their roles better. The millennials, for example, are extremely comfortable with technology. Designing mobile learning experiences for them will yield better results than classroom training or learning delivered through one-way lectures.

Enabling Continuous Learning

This age of ‘anytime, anywhere’ also has to drive learner experience. A diverse workforce, changing everyday needs, and distributed teams and employees, are reason enough for learning solution providers to ensure that they drive learning experiences that are easily accessible. Learning must be continuous and enabling. This means, if a salesperson has to access a certain piece of information during a meeting, they can easily do so from their learning repository. Thus, focusing on mobility becomes critical in driving learner experience.

Ease of Use is a Great Learner Experience Driver

The LMS in use simply cannot drive learning experiences if it has a steep learning curve. The learners should be able to navigate the LMS easily to fulfil their training needs and immediate objectives. If learners log in to the LMS and have to ask too many questions, then that’s a problem that needs to be addressed immediately.  Employing gamification and interactive elements such as AR and VR organically increase the ‘fun’ element of the learning program. It also helps drive richer learning experiences by engaging the users in an appealing manner. This helps them learn faster and enables better learning outcomes.

The new learner experience demands that eLearning has to evolve from ‘telling’ to making the learner feel more ‘involved’. We have to move away from providing isolated learning experiences that lead to learner attrition. By focusing on the elements that drive learning experiences, we can curate learning programs that fill the existing knowledge gaps and can enable continuous learning, anywhere, anytime. Most importantly, by focusing on learner experience, we can design a learning strategy that the learners would actually want to be a part of.

icons, infographics, etc., roll-overs can be found at this level. This level is more audio-driven where the learner does a little more than just watch, read or navigate the learning material here and can associate with the learning conditions through “problem areas” employing interactive assets such as movement, sight, and sound. The navigation in this interactivity level expands to glossaries and links to external resources and often has exercised such as quizzes, identification components, drag and drop, matching, etc.

At eNyota we strive to help deliver eLearning that makes a difference. Our courses are designed for the learners first. Ensuring learner experience is at the core of your course helps in a successful training initiative. Try adding a little animation or interactivity to your important topics and watch how learners respond with greater interest. This is the true essence of learner experience and we know how to deliver this. Reach out to us at or click here to register yourself for a callback. We assure you it’s worth it.

Deliver the Best Learner Experience