L&D best strategies that ensure eLearning success

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L&D best strategies that ensure eLearning success

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Everybody wants to achieve success in their lifetime, have great friends as well good colleagues with personal values matching the organizational values. Like once a wise man said, – “You don’t need to be a genius or a visionary, or even a college graduate for that matter, to be successful. You just need a framework and dream”. You just need to set distinct goals to achieve something amazing in life. The same thing is in business. In order to build a wildly successful business, first create a great learning atmosphere where the employees can deepen and broaden their skills and drive business growth.


As we know, one of the most important qualities in our life and work is the learning and development. L&D has a great role in an organization’s overall business strategy. Your L&D strategy goals and intentions should ensure organizational development, where you have a group of talented people working together on achieving projects. It should build the future of ongoing training programs and improve organizational performance.

In this fast-growing world, L&D specialists face challenges every day. They are busy assessing competencies, recruiting and identifying talents and don’t find time to weight their own competencies. Along with challenges, there are few things L&D department can practice to ensure eLearning success and add value to their organization.

  1. Align with company goals
    For developing potential gaps in learning, the proposed strategic goals of the company should be achievable. When goals are impossible to reach, employees tend to lose motivation. Needless to say, that there are cases when employees do not apply their new skills from the training to their activities in the workplace. This is because those employees do not perceive how the training contributes to company goals. So, we can conclude that it is essential to clearly communicate with employees about the purpose of the training and its usefulness to their personal and professional development, as well as for the entire organization.

    Once employees are aware of the mission, vision and future of the company, they develop a stronger connection and loyalty to the company. Consequently, employees become more productive and satisfied of the company’s progress and results.


  2. Personalize learning experience

    Besides addressing a large number of trainees, an effective training program should also allow each employee to have a personal growing experience. According to Forbes, 93% of employees say they will stay longer at a company when that company invests in their career development. Providing a wide range of modules will give employees the opportunity to work on the spheres they consider developing and improving.

    Personalization doesn’t mean designing different trainings for all the employees, but developing a flexible and versatile program that will benefit as many as possible.

  3. Promote a learning culture within a company

    It is important to develop a strong support community in the workplace which creates a favourable learning environment and boosts employee confidence. They become more open to challenging themselves with complex tasks and making mistakes. A continuous learning culture should be promoted where employees feel supported and comfortable when performing their new skills.

    Getting new information and developing your abilities will always keep people fresh and attractive. L&D is necessary for employees to feel the importance of life-long learning idea and bring new ideas to the company.

  4. Gear towards employee satisfaction
    Employee satisfaction is high when he is delighted with his job and is aware of his great performance in business development. Create policies that encourage employee training and development programs, because employee satisfaction does not only depend on monetary compensation, but also on provided development opportunities. When looking for a job, most employees seek an employer who will support their learning needs.

It is also necessary to grow leaders apart from constant training of new hires. Grow your L&D strategy changing it from time to time.

All in one, there are a number of reasons why L&D can be valuable for organizational growth.

L&D provides benefits not only to the individuals but also to the business – making the company more successful.


  • boosts employees’ skills and knowledge
  • improves business team performance and productivity
  • builds healthy relationships between employees and employers
  • enhances their abilities and gives an idea of their current job
  • makes them get in touch with all the latest technology developments
  • helps to bridge the gaps in the existing workplace
  • increases employee job satisfaction and engagement
  • gives a feeling of confidence and eases employee’s mind

Overall, it may be said that, for the majority of companies, the goal of L&D is to improve individual and organizational performance by increasing employee capabilities. L&D helps to make the company a great place to work as well as set distinct training objectives to ensure eLearning and development strategy for employees.



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