7 corporate eLearning challenges and how you can overcome them

Digital learning plays a pivotal role in today’s organizational training strategies. eLearning provides a unique ability to scale corporate training across large audiences, rapidly develop and update content and deliver consistent messaging to everyone involved—quickly and efficiently.

However, many organizations face common eLearning challenges when implementing online training. Overcoming these obstacles is essential to unlocking the full value of eLearning courses, driving meaningful business impact and enabling learner knowledge and skill growth.

Here are 7 common eLearning challenges and how you can overcome them:

1. Limited time 

Employees are already stretched thin. Even with an extensive library of valuable training programs, many struggle to carve out time during the workday to engage with eLearning courses. This is especially true for frontline workers, who are focused on operational tasks during their shifts and unable to engage with employee training while off the clock. 

Solution: Embrace microlearning. Rather than overwhelm employees with lengthy modules that cover a broad range of topics, break content down into short, focused learning experiences that address specific challenges and offer actionable solutions. While it might be tough for employees to dedicate 30 to 45 minutes to an online course, almost everyone can spare 3 to 5 minutes for a quick microlearning video before jumping into their next task.

▶️ Read the 7 key advantages of microlearning in the workplace

2. Limited access

It’s easy for people who work at desks all day to access eLearning. But what about the 70-80% of the global workforce that’s deskless? These workers rely on a variety of tools, such as handheld devices, tablets and point-of-sale systems, to do their jobs. Many have limited or no regular access to screens at work, relying on personal devices to access online content. Without proper hardware, employees can’t take full advantage of digital learning. Plus, many eLearning courses are designed for desktops and can’t be easily viewed on common workplace devices like POS terminals or wrist-mounted scanners.

Solution: Adopt a choose your own device (CYOD) approach to eLearning. Opt for content formats that are easy to access on any screen. For example, instead of online courses that require extensive clicking and scrolling, use short videos and interactive elements that can be easily played on any internet-enabled device. Ensure your content is accessible across a range of hardware, regardless of screen size or network bandwidth. Leverage an LMS with adaptive streaming to prevent frustrations caused by buffering, especially in facilities with weak Wi-Fi.

3. Limited engagement 

Online courses are stored in your LMS, a system that employees rarely visit as part of their everyday work. This makes it difficult to integrate eLearning into the everyday workflow. As a result, organizations see low utilization of online course libraries and have to chase employees down to complete required eLearing. As we’ve mentioned, employees already have full task lists, so getting them to prioritize additional tasks—no matter how valuable—is always a challenge.

Solution: Integrate learning content and work tech. Bring digital learning into the flow of work, where employees are already engaged in their tasks. For instance, if you have an employee app people use to clock in, access messages and manage tasks, integrate it with your LMS. This allows workers to access eLearning content, such as targeted microlearning and job aids, in the same tool they already use to do their jobs. Of course, your eLearning must still deliver value, but integrating it into existing tools makes it easier to incorporate learning into the workflow, turning it into a seamless part of the job rather than a disruptive add-on.

4. Limited retention

It doesn’t matter how well-designed a course is, how relevant the topic or how short the module, people will still forget much of the information. Humans are wired to forget. It’s a feature, not a flaw. With a one-and-done approach, your eLearning investment can easily go to waste.

Solution: Add reinforcement. Look for simple ways to revisit key information with employees, especially for topics they might not encounter often on the job. For instance, a retail worker might not face a loss prevention issue every shift, but they need to know what to do when it happens. Use scenario-based quizzes to challenge employees to apply what they’ve learned and help them retain critical information. 

Leverage a mobile learning app to push 2 or 3 quick questions per shift to keep employees prepared. Nudge managers to incorporate key topics into pre-shift huddles, turning eLearning content into part of the everyday work conversation.  

5. Limited hands-on experience

You can only learn so much from an eLearning module. For example, a grocery worker can grasp the basics of using a deli slicer online, but they need hands-on practice to ensure they can use this dangerous piece of equipment safely and efficiently. Over-relying on eLearning can set employees up for failure when it comes to applying what they’ve covered in real-world situations.

Solution: Integrate eLearning into a blended training strategy. Use online content to build foundational knowledge. Then, hand the process off to a job trainer who can guide real-world application. Leverage data from online activities to help trainers and managers pinpoint areas for personalized coaching. Continue using online resources to support performance, answer questions and reinforce critical knowledge. 

6. Limited interaction

eLearning can be an isolating experience. Unlike classroom training, where people can interact with trainers and peers, eLearning typically requires employees to work through content on their own. This lack of interaction can leave employees feeling disconnected and unsupported, especially when they have questions or need clarification.

Solution: Integrate AI into your online training. For example, embed a digital assistant within your learning platform to support employees as they work through online content. This “digital buddy” can answer questions using your company knowledge base. If it doesn’t have an answer, it can direct the employee to the right person or resource to get the information. This provides employees with real-time support while preserving the scalability of online training.

7. Limited personalization

Consistency is one of the main benefits of eLearning. Everyone gets the same message, which helps avoid the “this is how we really do it here” problem many organizations encounter with location-based training. However, not everyone needs the same course. People learn at different paces and come to the job with varying levels of experience and skill. Some employees need more support while others can progress more quickly, saving time and training costs.

Solution: Implement adaptive learning. Use data to personalize the digital training experience for each employee. Leverage pre-training assessments to identify the topics employees need and those they can skip. Use data from reinforcement activities and real-world performance to tailor ongoing support and coaching.

▶️ Get your copy of The Ultimate Guide to Personalized and Adaptive Learning

Finding the right blend of content and technology

Effective eLearning results from a strategic blend of the right content and the right technology. Great content can only get you so far, especially if your learning platform is difficult to use, lacks personalization or can’t be accessed on the devices employees use in their day-to-day work.

At the same time, advanced tech, including AI-powered, data-driven tools, can enhance the learning experience, but it won’t have the desired impact without well-designed content that addresses real-world challenges and fits seamlessly into employees’ busy workflows. 

When content and technology come together, eLearning becomes a powerful tool for helping employees develop critical knowledge and skills while also enabling businesses to solve meaningful problems and achieve measurable outcomes.

JD Dillon, Chief Learning Architect

JD Dillon became an expert on frontline training and enablement over two decades working in operations and talent development with dynamic organizations, including Disney, Kaplan and AMC. A respected author and speaker in the workplace learning community, JD also continues to apply his passion for helping frontline employees around the world do their best work every day in his role as Axonify's Chief Learning Architect.

Read More by JD Dillon, Chief Learning Architect