A word of warning to HR and L&D folks just starting your learning ecosystem or selecting a Learning Management System (LMS):
Your people do not need or want 1000 free irrelevant courses, in fact this will do more harm than good and create overwhelm and meaningless content for your team to sift through, wasting time and resources.
A common mistake when selecting a LMS platform is to think of your LMS and resources as the same thing—they are not, and you’re likely being swindled if an LMS vendor is promising you large content libraries for signing up with them.
First, create relevant and personalized learning experiences that are valuable to your users. Build up a core foundation of custom, fit-for-purpose learning resources before you (very selectively) curate high quality third-party content.
If you do choose to curate these experiences, do so very carefully and avoid large cheap packs of 100+ courses. You get what you pay for, and I have yet to see a product like this I would endorse. Much more useful to slowly build your library with meaningful, regional or industry specific content that you have taken the time to personally vet and test.
For example, in Canada there are very few third-party course libraries that are available in French and English. Furthermore, most compliance courses available don’t reflect the Canadian laws and regulatory environment since most English third-party content is targeting US or UK companies.
High-quality, engaging content is the heart of any learning ecosystem. This is even more important when launching a new LMS. You must focus your limited energy on creating custom resources like branded and bespoke interactive modules, videos, job-aids and performance support tools if you want people to care.
It also isn’t stated enough that the design process itself can be hugely impactful and rewarding for your employees. Through the design of resources, your team actually learns the material more deeply and you build up cultural champions in your organization.
On the other hand, flooding people with culturally inappropriate or irrelevant “content” that was made without any of their input is a message that you really don’t care.
Every moment and interaction is a touchpoint for your employee experience, and every choice you make is a reflection of the culture you want to set.
Useful, engaging and relevant resources keep learners motivated, enhancing the overall employee experience, their perception of your organization and their alignment with it.
Stop obsessing about which "content type" to use and focus...
