Man feeling sad and whimpering with an unhappy look, crying with a negative and frustrated attitude because of the problems of his LMS (learning management system)

The 5 problems that your LMS is not solving.

Your LMS works.

It is not the most revolutionary software ever created, but it does help you organize and deliver training programs relatively well.

Your Learning Management System is a talented multi-tasker.  It tracks course registration, facilitates content delivery, and tracks training goals. In addition, it produces a set of analyses in which it is possible to evaluate your training objectives .

The problem is that engagement rates are low, results are poor and, to top it off, there is no clear way to improve them. You can hardly justify investments in T&D and the possibilities for personalizing experiences, when they exist, are limited and tied to predefined models.

As a reflection of these shortcomings of the LMS, only 8% of CEOs positively see the impact on T&D programs, and only 4% see the clear ROI of these processes ( Workplace Learning Report , Linkedin ).

To advance Corporate Education in a solid and structured way, it is necessary to better understand the problems that the learning management system are not solving.

1. Your organization does not believe that the LMS works.

“Whether you think you can or not, you are right.” This quote by Henry Ford has been used extensively and proudly printed on inspirational posters and throw pillows around the world, but its essence remains true.

Belief is half the game . Training programs with great promises have failed to make a real difference for the company and the employee. They did not solve the right problems .

The programs are usually created in a vacuum, without analyzing the real training needs, making T&D become just a checkbox in the employees’ task list. The materials are obsolete, the examples are hypothetical, and the language is dry and uninteresting.

This is not how we inspire beliefs. You need to make the right knowledge available to the right person at the right time .

Training cannot be a one-way street, where we limit ourselves to looking at how the company and the employee can contribute to achieving the goals outlined by one side. We have to look at how the T&D area can align the needs of both the company and the employee, building actions based on solid pillars that consider these two actors.

This requires a level of individualization, personalization of experience and user empowerment that current platforms simply do not allow.

2. You are losing your team’s knowledge.

Learning is happening everywhere and at all times.

You can read an article while waiting in line at the supermarket. You can watch a video while on the subway or listen to a podcast while writing an email. You can even discuss a challenging situation with a more experienced coworker, and debate your perspectives on the subject, learning from that interaction.

Your team is using different devices and media to learn and share knowledge throughout the day. The learning is not limited to your LMS , but the LMS is far from being able to capture these learnings.

As digital technology evolves and the way we develop becomes more mobile, there is a need for solutions that capture that knowledge or we risk losing it forever.

The truth is that T&D teams will never be able to create training programs on all the subjects that companies and employees need, but they must be able to capture, organize, and distribute the knowledge that their own specialists produce and share.

We call this collaborative knowledge building .

3. The LMS forces you to create a stack of technologies.

Your company has different T&D goals and different training audiences, with totally different needs and learning characteristics.

This is a common scenario in the day-to-day training teams. However, the inability of Learning Management Systems (and even LXPs) to support the construction of multi experiences, which are suited to each of these needs, has generated an accumulation of technologies for training in companies. Which consequently ends up making the process very complex to manage.

You are likely to deal with a standard LMS, one or more solutions to meet specific team scenarios, a tool for training communications, and some other for tracking and reporting. At the end of the day, you have several technologies that do not integrate, and make a strategic and unified view of T&D impossible.

The trend is that as needs or new learning resources arise (chatbots for training, microlearning, gamification, and others), T&D teams will be forced to add another tool to their stack of technologies. This is unsustainable in the long run as it makes the process expensive and ineffective.

It is necessary to look more strategically at the T&D tools and find a scalable and functional solution, which is prepared to deal with different experiences, contents, interfaces, or learning methodologies, and is integrated with other tools, aggregating data and unifying the processes of Corporate Education .

If your LMS is not able to handle all the knowledge and learning experiences (current or future) of your company, it is just a trap for the accumulation of technologies, and one day someone will finally say that it is very expensive and still doesn’t work.

4. Limited customization of standardized models.

The above sentence may seem contradictory, but this is exactly how customization works in Learning Management Systems. The levels of customization that LMSs, when offered, follow prescriptive and predetermined models .

Is it possible to customize? Yes, but only a limited group of elements.

You can, for example, change small details in the users’ consumption environment, but in the end they will all experience the same content consumption experiences.

The truth is that learning management systems do not give you the freedom to choose how to build and distribute knowledge within your organization.

This “false personalization” is one of the factors that strongly contributes to the accumulation of technologies that we mentioned earlier.

Your LMS does not allow you to create personalized multi-experiences within the same company. For this reason, you are forced to purchase complementary technologies to meet your needs.

5. Your LMS believes in ready-made recipes.

Still on the learning experiences, I will repeat what we have already said several times here: There is NO absolute formula for corporate education .

What works for one team, company or goal, may not work for the other. How many times have you launched a T&D program, had bad results and just couldn’t explain why?

It is necessary to have a scientific and iterative approach to learning processes. Corporate education experiences MUST be tested and improved continuously.

Why didn’t the content consumption environment X work? Build a different environment and test. Delivering content on a web interface didn’t work? How about distributing the materials in a Chatbot on your app or on the message exchange platforms that your team already uses on a day-to-day basis? Why did content not work? How about we change the format?  Your LMS doesn’t believe in this process.

These and other reflections should be part of your daily life as a T&D professional. The world has changed and will continue to change at an extreme speed. Your user is just a few clicks away from any information or answer he needs. If you want to generate value and concrete results , you need to go beyond the LMS and be free to build your own Corporate Education experiences.

Count on Skore to help you on this mission.

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