The world of work has changed immensely in the digital age. Manual, paper-based processes have given way to automation while digital forms of communication have replaced some in-person and telephone-based interactions. In many enterprises, modern learning platforms now supplements and in some cases replaces traditional, classroom-based training.
Employees and companies both benefit from the speed, convenience and potential for engagement that online learning and development (L&D) offers. It has the scope to motivate and engage learners through a wide variety of content, including videos and online resources, and the ability to collaborate with peers and managers.
A digital transformation
A successful digital transformation of workplace L&D can result in skills and other training, such as compliance, as well as professional development, taking place within a single, modern learning platform. This can save costs associated with face-to-face training, help achieve consistency of training standards and ensure skills levels are comprehensively tracked and measured across the organisation.
All of which are attractive outcomes – but before they can be achieved the modern learning platform has to be implemented in the organisation. Then facilitators, administrators, L&D managers and learners have to be successfully transitioned onto the system.
This is a change programme in itself; which should come as no surprise to enterprises that have already undergone a digital transformation of their operations. The right stakeholder support, together with a clear, defined project plan and a comprehensive communications and training schedule will make for a more successful delivery. This in turn will help ensure uptake among target users is good, paving the way for the achievement of learning outcomes.
With this in mind, here are our six tips for modern learning platform implementation:
1. Get the right team in place
The transformation programme will need leadership and line management support to be successful. It will require an implementation team to get it up and running and content creators and trainers. A RACI (Responsible, Accountable, Consulted, Informed) matrix is a useful way to keep track of who needs to be involved, and to what degree.
2. Agree project scope
It’s likely that a phased implementation will be needed for rollout timescales to be realistic. At the beginning of the project, define what the implementation team is responsible for achieving. This may be implementing the platform for use by agreed departments, or delivering specific training courses.
3. Set goals and deadlines
Goals should be specific and achievable with realistic deadlines. Breaking the project down into a set of milestone deliverables will make it appear less daunting and facilitate task assignment so that no members of the team are overloaded.
4. Maintain momentum
A clear project structure, scope and definition, together with regular touchpoints to review progress against the delivery plan will help keep the initiative on track. It’s likely that implementation won’t follow a linear path but will consist of a series of planning, achieving, measuring and reassessing cycles. Throughout, it’s important to be flexible within the process so that any adjustments required can be made along the way.
5. Communicate – a lot – and start training early
Communication is extremely important within change programmes. It should occur regularly before, during and after programme rollout. It’s good to unearth concerns and questions early on and plan how to address them through the training. It’s also essential to know your audience and tailor communications and training to each unique group.
6. Handover to in-life
There will come a time when implementation is complete, but the project team can’t just walk away when their job is done. Ongoing ownership and management of the modern learning platform in-life must be clear with accountability accepted. If practical measures, such as user roles and permissions and keeping the platform updated aren’t established, it’s likely that use of the platform will tail off after the initial early days.
For more information on implementing change, take a look at our Adoption Change Management Strategy Guide for Corporate where you can also create your own personalised plan.