Top tips to drive your e-learning on and upwards!

by | Dec 13, 2017 | Articles, Evidence for Change, Featured, General, Resources

During 2017 we featured a number of case studies about award-winning companies whose e-learning programs have transformed the way that their employees learn and worked in perfect alignment with the company’s strategy and goals.

This month we are capturing the essence of some of these case studies by featuring a treasure trove of tops tips that could transform your e-learning program into a class act.


At the beginning of the year we focussed on how GAME used interactive content, including gamification approaches, in their LMS to successfully engage learners. To maintain its market share GAME recognised that its staff needed to be equipped with the skills to deliver an excellent customer service experience not found online.

  1. Talk to the staff first: ask them what they think the need is and communicate this back in your interventions
  2. Get creative with your communication: use teaser campaigns and appeal to how your learners take in information
  3. Establish your platform as the first point of call to learn about and discuss latest product information
  4. Use technology to respond fast with relevant support



In early spring we reported on how Citi ran a 30-day challenge for staff to #BeMore by learning continuously. The campaign encouraged everyday learning through a series of micro-actions embedded into their workflow – leading to a culture of continuous workplace learning.

  1. Place learning at the heart of business, into which staff are led and not pulled!2. Create a non-HR brand that will build engagement
  2. Encourage leadership participation, capture their ideas and provide guidelines to embed new ways of learning into their day to day dealings.
  3. Encourage staff to work-out-loud and enable them to reflect, share and learn from each other in a safe space



In May we looked at how Australia’s sport’s anti-doping agency used e-learning to change the culture and expectations of learners. ASADA’s strategy to combat sport doping included developing an education programme that would be cost-effective and easy to implement to a geographically dispersed audience.

  1. Learn and understand what makes your users tick: tap into their motivations
  2. Appeal to your audience through relevant scenarios
  3. Allow learners to learn at their own pace
  4. Use analysis and algorithms to design features that respond to input and tailor outputs
  5. Don’t compromise on reporting: make it easy for everyone to see results
  6. Develop a culture that supports learning from mistakes



During the summer we featured The National Air Traffic Services, NATS. With an alarming drop in the knowledge levels of its applicants, NATS turned to e-learning to engage a new generation of trainee flight controllers and increase the success rate of its candidates.

  1. Use games for a specific reason, to increase engagement and confidence
  2. Provide real-world scenarios, to help people connect what they’re learning to their job
  3. Embed practical resources to allow individuals to address their areas of weakness
  4. Use tutor feedback to encourage learners at their point of need



In September we took a look at the Marine Learning Alliance (MLA). With long deployments at sea and frequent poor internet access, it was challenging for employees to gain the necessary qualifications that led to promotion. The MLA stepped up to provide an e-learning package that would accommodate these specific challenges

  1. Ensuring that flexibility remains at the core of the design process will increase the rate of engagement of learner
  2. If you have remote learners ensure that communication remains a central feature of the learning process
  3. Make use of latest technology to enable remote learning to be used in a disconnected, asynchronous way
  4. Provide engaging learning methods – don’t make content text-heavy



In October we read about Aggreko. With a rapidly expanding workforce and only one training location based in Dubai, they desperately needed an effective and engaging learning solution that would support their diverse personnel in 45 countries.

  1. Embrace virtual learning to increase learner engagement and reduce risk to employee safety in hazardous learning environments
  2. Use Virtual Reality (VR) to reduce the ongoing financial costs of learning
  3. VR scenarios can be effective in recreating pressure situations and highlighting employee behaviours
  4. Introduce elements of competition and reward into the design of your e-learning

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