You know mandatory eLearning is bad when it becomes a meme. Let’s take a look at some common issues.
It feels corny or unrealistic.
Sometimes, training is memorable for all the wrong reasons. The scenarios are far-fetched and the dialogue doesn’t sound natural. Employees can’t focus on what they need to learn because they can’t picture themselves in the story. Don’t let your training become a meme!
It’s an exercise in clicking “Next.”
I’m sure we’ve all experienced an eLearning course where the only thing we get to do is click “Next.” Sometimes that’s appropriate, but it can’t be the default option. When it’s the only format a learner ever experiences, they learn to speed-click through everything instead of mentally engaging with the content.
It doesn’t account for prior knowledge or experience.
Employees have a vast range of knowledge and experience, but are often forced to complete the exact same training. The content might feel too challenging, or it might feel like common sense. Either way, it feels irrelevant. And that means you’re going to spend a lot of time chasing people down for those completion certificates.
So, how do we fix it?
All of these problems come down to the same root cause: training that’s built for everyone ends up landing for no one. Here’s what that looks like when it’s fixed.
Instead of generic scenarios, I write dialogue and situations that actually mirror the decisions employees face. When a scenario feels true to life, it empowers learners to make the right judgement calls.
Instead of endless “Next” buttons, I build in decision points that actually change what happens next. A little branching (click A, get one outcome; click B, get another) can be enough to break the autopilot habit and get someone thinking again instead of speed-clicking to the finish.
And instead of forcing every employee through identical content, I design with prior knowledge in mind. That might mean custom learning paths, or it might mean quick knowledge checks that let employees test out of what they already know, and deeper support for those who need it.
Training just works better when you design with the learner’s experience in mind. This is the difference between a course that gets completed and a course that gets results.
If any of these examples hit a little close to home, I’m here to help. I turn training people dread into useful learning experiences. Book a free strategy session.
About Ayla Blacklaw
Ayla Blacklaw is an eLearning designer who helps organizations solve workplace problems through thoughtful learning solutions. She designs training and resources that help employees perform their work more effectively.
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