How to unlock the benefits of eLearning
“Click next to continue.”
We’ve all heard it. We’ve all groaned. Those four little words tell you all you need to know about what’s coming next: boring eLearning. Over the years, people have been forced to slog through a lot of bad online training—content that’s irrelevant, overcomplicated, frustrating to navigate or crammed with so much information that it’s impossible to retain anything.
It’s no wonder eLearning has such a bad reputation.
Nonetheless, eLearning is an essential part of modern workplace learning. When done right, it’s one of the most effective ways to share information quickly and consistently with large audiences. Too many organizations fail to take proper advantage of this medium because they fall into the trap of turning bad PowerPoint slides into bad Storyline courses. That’s not a good use of anyone’s time.
Effective eLearning must do more than just take up space in the LMS. It has to engage employees, deliver valuable insights and earn people’s attention in a hectic workplace.

Here are 6 essential eLearning practices that will help you avoid the dreaded “click next to continue” trap:
1. Make eLearning convenient with technology
People can’t take advantage of your eLearning library if they can’t find it. How often do employees log in to your LMS? Quarterly? Annually? Only when compliance training is due? If no one’s logging in, even the best content is wasted.
Meet employees where they are. Make training available through the tools they already use. If they’re on mobile devices, design your eLearning for mobile: short content, responsive design, focused outcomes. Remember: no one’s watching a 45-minute course on their phone at work.
Go further by integrating your learning technology with the operational systems employees rely on every day. Connect your LMS to the employee app or corporate communications platform so training content is present within the workflow. When eLearning is available where people work—not locked in a separate system—it’s easier for employees to engage and apply.
2. Make eLearning accessible and inclusive
One of the biggest benefits of eLearning is scale—you can deliver the same information to every employee, in every location, at the same time. But scale is useless if the content isn’t accessible to everyone.
Accessibility is about more than just compliance. It’s about recognizing that the people you support have unique experiences, abilities and perspectives. Embed accessibility practices within your eLearning design standards. Adopt a progress-over-perfection mindset to make your online training more inclusive over time.
Accessibility is a big, complex topic. We can’t possibly cover it all in a single blog post. For a deeper dive, check out Sarah Mercier’s Design for All Learners (published by the Association for Talent Development). You can find more details at designforallbook.com.
As Sarah says, “If it’s not accessible, it’s not done.”
3. Make eLearning relevant to the job
How many times have you been required to complete eLearning on anti-money laundering? Be honest—do you know how to launder money? And is that something you’d ever actually be able to do in your job? Too often, eLearning is overloaded with unnecessary information, crammed in to check a box. The result? People either tune out or multitask as the eLearning plays in the background.
If you want to earn employees’ attention, you must provide value. Start by creating shorter, more targeted modules. Instead of a multi-chaptered “Safety in the Workplace” course, break it into specific topics like personal protective equipment (PPE), using a fire extinguisher and safe lifting practices. This allows you to assign only the most relevant content to employees based on their roles. Microlearning also makes it easier for employees to find what they need when they need it. If topics are related, package them into playlists or paths employees can complete at their own pace.
Check-the-box eLearning will always exist. Someone is going to require you to deliver an over-stuffed, extra-long course now and then. But this must become an exception moving forward.
👉 Also read: The ROI of workplace safety in grocery
4. Make eLearning a simple experience
Not easy—simple. There’s a big difference. Simplicity means your eLearning is intuitive to use and effortless to navigate. After all, YouTube doesn’t come with a manual. People engage with digital content every day without instructions. If your online course needs a slide to explain how to use it, something’s wrong.
Build content that feels familiar so employees can focus on learning rather than figuring out where to click next. Borrow design principles from popular digital tools and mobile apps. Leverage AI-enabled translation tools to make content available in each employee’s preferred language.
Like any effective training tool, eLearning should challenge employees to develop their knowledge and skills. The experience itself shouldn’t be a barrier. Simplify your content so people can focus on what truly matters—learning.
5. Make eLearning fit into the flow of work
Accessibility ensures everyone can engage with your eLearning. Making it convenient means it’s easy to find and use. Now, we need to consider how eLearning fits into the day-to-day work experience.
Employees already have a lot on their plates and often struggle to find time for additional tasks. You must keep this top of mind when designing any learning solution. eLearning content must be built to fit into the time people have available on the job, thereby minimizing disruption while maximizing the potential for engagement.
This is another place where microlearning can make a difference. Start by understanding how the job is done—where it happens, how tasks are completed and the tools employees rely on. Then, apply microlearning principles to create targeted, focused content that fits into the moments people have available. By aligning training with the way employees already work, you can make eLearning a valuable resource they’ll actively use rather than an extra task that never makes it to the top of their to-do list.
6. Make eLearning interesting and fun
Who says eLearning can’t be fun? If you’re going to ask employees to spend even a few minutes a day engaging with training, make it an enjoyable and valuable experience—not just another task to check off. But here’s the thing: it’s not about what you think is fun or interesting. It’s about what resonates with your audience.
Start by getting to know your audience and workplace culture. What motivates your employees? What sparks their curiosity? Build on that foundation by exploring tactics that make learning both engaging and useful. For example, feature real-world stories from peers to bring the content to life in a relatable way.
You can also incorporate gameplay elements and rewards as part of the learning experience (aka gamification). However, be sure these game mechanics are meaningful. It’s not about handing out points for the sake of points. Foster opportunities for meaningful recognition that aligns with your culture and celebrates employees for the effort they put into their continuous development.
Finally, broaden the scope of eLearning by offering on-demand content that aligns with employees’ personal interests and goals. For example, financial planning courses can help employees gain confidence in managing their money, while content on emerging technology skills like AI can spark curiosity and support career growth. This approach not only makes online content more interesting but also ensures it provides greater value by addressing both professional and personal development needs.
🧠 Check out this Q&A with Udemy’s CLO on How to build a purposeful company culture
Making eLearning Work
eLearning can be so much more than a “click next to continue” nuisance. To make the best use of this format, L&D professionals must design content that aligns with the everyday needs and interests of the people they support. This requires a clear understanding of how eLearning fits into the workplace, how it can help employees succeed, and how to make it an engaging and valuable experience.
When approached with intent and focus, eLearning becomes more than just a delivery method—it becomes a tool for growth, productivity, and connection. By putting the needs of employees at the center, organizations can create learning experiences that truly make an impact.