How Do I Know Which Learning Solution is Right For My Business?

22 Jan

The ‘million dollar’ question.

You’ve made the decision. You need to get smart about up-skilling your workforce, and e-learning is probably the next step.

💡FREE TOOL: Try out my e-learning fit check tool here, to check e-learning is right for you.

But where to start?

Ask ChatGPT or Google for e-learning solutions, and you’ll be delivered endless options.

It’s quick to pick a handful of providers that look good and get started. After all, time is money.

It can be very easy to buy off-the-shelf courses, memberships to online course libraries or commission something much more bespoke.

When done right, e-learning can enhance your team's skills, support compliance, and align with your business goals to drive performance improvements.

But how do you make the right investment and choose the right solution?

After all, investing in e-learning is not a tick-box exercise; it must bring a meaningful return on your investment.

So here are my practical tips to help you navigate the options.

1. Understand Your Goals

Before diving into the sea of e-learning options, get crystal clear on what you want to achieve. Are you looking to onboard new staff quickly? Improve compliance? Upskill your team for new challenges? Write down your top priorities and ensure any course or platform aligns with these goals. A great e-learning provider will work with you and get your goals in place before designing your solution. It’s the foundation for a great project and a measurable return on your investment.

Example: If your priority is productivity, look for courses that offer hands-on practice and scenarios. Enable your workers to practice and build behavioural change in a safe environment. If it’s compliance, look for e-learning that offers robust assessment, tracks progress and provides certificates of completion. If it’s about skill development, a platform with interactive content and skill assessments might be better suited.

2. Know Your Learners

Your workforce is unique, so your e-learning needs to suit their preferences and working styles. Are they tech-savvy or less confident with online tools? Do they prefer short, bite-sized learning sessions, or can they dedicate time to in-depth modules? How will they access the learning and when? Do you have language or cultural factors that may add barriers to learning?

Tip: Ask your workers for their input. A quick survey can uncover their preferences and highlight any barriers they might face. Understanding and clarifying your workforce needs ensures that your investment doesn’t sit on the virtual shelf and only negatively impacts your bottom line.

3. Choose Content That Fits Your Business

Generic content might tick a box, but it won’t engage your learners like material tailored to your business or industry. Look for providers who offer bespoke solutions or have a library relevant to your field. High cost is no longer a barrier to investing in bespoke learning solutions for your workers, so get what you really need and make that investment in time and money really bring the change you want.

Example: Induction and onboarding are always business-specific, an opportunity for you to integrate them into your culture and way of working. Don’t settle for a one-size-fits-all approach. A retail business might benefit from courses on customer service and managing age-restricted sales, while a manufacturing SME might need safety and compliance training.

4. Think About Scalability

Your business is growing, and your e-learning needs to grow with it. Choose a platform that can accommodate more users and additional courses as your team expands. You can start with low-cost options—hosting courses on your network or choosing an externally hosted Learning Management System. Plenty of options are available for all business sizes but be choosy and ask your workers to try them out on a trial basis.

Pro Tip: Platforms with a pay-as-you-grow pricing model can help manage costs while giving you room to scale.

5. Check for Mobile Accessibility

In today’s world, flexibility is key. Mobile-friendly e-learning allows your team to learn on the go—whether they’re commuting, working remotely, or grabbing five minutes during a break. Some amazing mobile learning options are available, which deliver interactive, engaging experiences and don’t require your workers to access a laptop or computer.

6. Evaluate User Experience

A clunky, hard-to-navigate system or course will frustrate your team and discourage learning. Look for courses and platforms with intuitive interfaces and seamless navigation. Again, think about how your workers will access it and consider cultural or language barriers. Great e-learning solutions will be designed to reduce those barriers

Actionable Tip: Request a demo or trial version and ask a few team members to test it. Their feedback can help you avoid investing in something that doesn’t work in practice.

7. Look for Reporting and Analytics

You’ll want to measure the impact of your e-learning investment. Set a business goal for the e-learning and then choose a solution that provides detailed reporting so you can see not just completion but also where they’re struggling and its impact on business performance. Can your workers now do something they previously couldn’t? It’s all about changing behaviour, not the completion rate and ticking boxes. Behavioural change in one learner who has completed learning can have a cascade impact on others who haven’t. Sometimes, it isn’t a broad brush required but focus on key individuals who can influence others.

Example: Set your business goals for the e-learning before you start. Get this right, and it will be easy to measure impact. Platforms that integrate with your existing HR or LMS systems can simplify this process.

8. Consider Budget vs Value

Cost matters, but the cheapest or most expensive option isn’t always the best. Think about your needs and the value a change in behaviour it will bring. Get the right solution to save you time, improve engagement, increase productivity or reduce staff turnover in the long run.

Tip: Compare e-learning and platforms not just on price but on features, support, and long-term benefits.

9. Ask About Support and Customisation

Even the best e-learning solutions can hit a snag. Make sure the provider offers excellent customer support. If you’re looking for tailored content, ask about their customisation options. Find someone you want to work and collaborate with. Big or small, the right person will feel part of your business and want to achieve your goals with you.

Example: Some providers offer content tailored to your branding or industry, which can make the training feel more relevant and professional. Make it personal and find someone that fits.

10. Trial Before You Commit

Great e-learning providers can offer free trials or pilot programs. Try microlearning and see what return it brings. Use this opportunity to assess whether the solution meets your needs.

Actionable Tip: Start with a small group and gather feedback before rolling it out company wide.

Wrapping It Up

Choosing the right e-learning doesn’t have to be daunting. By focusing on your goals, understanding your workers, and evaluating your options carefully, you can find a solution that delivers real value for your business.

Remember, e-learning is an investment—not just in technology, but in your people. Take the time to get it right, and the results will speak for themselves.