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​As has become a pattern, someone recently asked me how to evaluate soft skills. And without being an expert on soft skill or evaluation, I tried to answer on principle. So I thought about the types of observable data you should expect to find. And that yielded an initial answer. Then I watched an interesting video of a lecture by a scholar and consultant, and it elaborated the challenges. So, there’s a longer answer too. So here’s an extended riff on evaluating soft skills.

I started with wondering what performance outcomes would you expect for soft skills. Coupled, as well, with how could you find evidence of these observable differences. As a short answer, I suggested that there should be 3(+) outcomes from effective soft skills training.

  1. the learner should be able to perform in soft skills scenarios (c.f. Will Thalheimer’s LTEM). This is the most obvious. Put them in the situation and ask them to perform. This is the bit that gets re-addressed further down.
  2. the learner should be aware of an improvement in their ability to perform. However, asking immediately can lead to a misapprehension of ability. So, as Will Thalheimer advises in his Performance-Focused Smile Sheets, ask them 3 months later. Also, ask about behavior, not knowledge. E.g. “Are you using the <> model in your work, and do you notice an improvement in your ability?”
  3. The ‘customers’ of the learner should notice the improvement. Depending on whether that’s internal or external, it might show up (at least in aggregate) in either 360 eval scores, or some observable metric like customer sat scores. It may be harder to collect this data, but of course it’s also more valuable.
  4. Finally, their supervisors/managers should notice the improvement, whether observationally or empirically.They should be not only prepared to support the change over time, but asked to look for evidence (including as a basis to fine tune performance).

All together, triangulating on this should be a way to establish the validity.

Now, extending this, Guy Wallace tweeted a link to a lecture by Neil Rackham. In it, Neil makes the case that universities need to change to teaching core skills, in particular the 4 C’s: critical thinking, creativity, communication, and collaboration. He also points out how hard it is to evaluate these without a labor-intensive effort of an individual observing performance. This is a point that others have made, that these skills have hard to observe criteria.

There’s some argument about so-called 21C skills, and yet I can agree that these four things would be good. The question is how to assess them reliably. Rackham argues that perhaps AI can help here. Perhaps, but at this point I’d argue for two things. First, help students self-evaluate (which has the benefits of them understanding what’s involved). Second, instrumenting environments (say, for instance, with xAPI) in which these activities are performed. There will be data records that can be matched to behaviors, initially for human evaluation, but perhaps ultimately for machine evaluation.

Of course, this requires assigning meaningful activities that necessarily involve creativity, critical thinking, communication, and/or collaboration. This means project based work, and I’ve long argued that you can’t learn such skills without a domain. Actually, to create transferable versions, you’d need to develop the skills across domains.

When I teach, I prefer to give group work projects that do require these skills. It was, indeed, hard to mark these extra skills, but I found that scaffolding it (a ‘how to collaborate’ document) facilitated good outcomes. Being explicit about the best thinking practices isn’t only a good idea, it’s a demonstrably useful approach in general.

So I think developing skills is important. That means we need a means to be evaluating soft skills. We know it when we see it, but it’s hard to necessarily find the opportunity, but if we can assign it, we can evaluate and develop these skills more readily. That, I think, is a desirable goal.

To read more blogs from Clark Quinn, visit here.

New Ford Tech Programs: From Students to Technicians

Ford ACE

The Ford Automotive Career Exploration (ACE) program raises interest and awareness around career opportunities in the automotive service industry. It’s been an active program for three years, and it has already had a widespread impact on students in every state in America! In just three years, the program has seen a staggering growth of over 64,000 students and instructors at 1,050 sponsored schools and 790 sponsoring Ford and Lincoln dealerships. This has resulted in over 640 new hires within the field. To see more statistics about how the program has grown, scroll down to view our newest Ford ACE infographic.

Students in an ACE-sponsored school receive access to a uniquely created Learning Management System (LMS) curriculum. The courses are the same as those taken by dealership technicians giving students a jump start on their experience and careers. School participants receive support from the dealership, including bi-annual presentations, participation in career fairs, and opportunities for job shadowing. The combined knowledge and experience provides real-world perspective on careers in the auto-industry. ACE students have a leg up with transferable Ford eLearning course credits, should they decide to seek employment or enroll in a Ford Automotive Student Service Educational Training (ASSET) program to further their education with Ford. If a student chooses to further their career path with us, their LMS records are transferred into the Ford and Lincoln technician database. They become part of the Ford and Lincoln family.


One of the most significant opportunities is for an ACE student to attend the New Ford Tech|ASSET(Automotive Student Service Educational Training) program. Upon graduation from ASSET, students can receive Ford Service Technician Specialty Training certifications & an Associates degree, saving time and money while providing access to real-life training. The certificates alone could take five to seven years while working at the dealership following the traditional training planner and attending classroom courses.

We’re now enrolling for our ASSET program, which has 38 locations nationwide. If you or anyone you know is interested in advancing their career in the automotive sector, fill out this form and a Ford representative will reach out within two business days.

Next Steps To A Ford Career

Knowledge Anywhere is excited to spotlight the success and benefit of our partners at New Ford Tech. For more details and a full list of all Ford Career Entry programs, visit

Do you already have skills and want to join Ford in the field as a technician? If so, click here to join the workforce.

​The great challenge many organizations face? Optimizing effectiveness. Sure, productivity and efficiency are nice. But ultimately, what’s most important to an organization is having employees who are excellent at what they do. But how do you ensure your employees are performing well at their job? And how do you ensure you have the right person in the right role?

Using an eLearning platform to conduct employee assessments through corporate learning is one way to help improve performance. There are multiple ways you can implement an eLearning tool, not just help your employees do their jobs better, but to make them happier with the organization and their role within it. Let’s take a closer look at three ways you can use employee assessments as an engaging way to improve employee performance (and satisfaction).

1. You can determine how employees are doing

Companies can often go through challenging stretches. There will always be times when your team members feel particularly challenged. Many employees feel the need to hide this from their employer without going into great detail about their state of mind. But when an employee is distracted or feeling stressed at work, it can negatively impact how well they do in their position. That’s why an employee assessment that asks the general question of “How are you doing?” is such a useful tool. You can conduct an employee assessment to gauge your employees’ job satisfaction and see how they’re managing their workloads. You can use this information to calibrate how much responsibility you give them, or how many tasks they’re assigned. Ultimately, employees who feel stressed can have issues that cascade into their overall job performance. One study found that 40% of employees feel stressed in their jobs. If this is happening to your team, you’ll want to know so you can address it.

An employee assessment can help you conduct a quick gut check to determine how your employees are feeling at any given moment. Being able to adjust your employees’ workload based on their current satisfaction can help not just ease their load, but also do better at the tasks they end up holding onto.

2. Determining personality types and traits

Are all of your team members in a position that’s right for them? There’s nothing more fulfilling for an employee than feeling like they’re in a job that they’re a perfect fit for. Sometimes, this goes beyond their skillset and relates to their personality or personal strength areas. An eLearning platform with an employee assessment can help you test your employees’ personality traits. By identifying what kind of personality your team members have, you can help guide their career path. For example, if someone’s a leader or more of a Type-A, take-charge kind of person, they may be well-suited for a management track. Someone who’s more introspective and knowledgeable may be a good candidate to become a subject-matter expert in their chosen field.

Personality tests don’t have to be limiting - quite the opposite, actually. They help you figure out what kind of roles your team members have the temperament for. No matter what traits your employees have, you can match them with the right job for their personality.

You want to make sure you’re using the right personality test for your organization, and you certainly don’t want it to be the only criteria you use. But it can be a valuable part of putting your team members in a position to succeed. Here are just a few different kinds of free personality tests your organization could use:

3. Testing ability and skill

You’ll also want to test your employees’ (and potentially future employees) skill levels. 82% of companies use some form of skill assessment in their organizations. One of the best parts about these assessments is their versatility. You can use them at a variety of stages in the employment (or pre-employment) process.


Before you add a new member to your team, you may want to see how proficient they are in the role. A skills test can give you a read on their aptitude for a specific set of tasks. It can also show you how they deal under a bit of pressure. You can even direct them toward a different role if you find they possess a skill set better suited elsewhere in the company.


When identifying which employees to advance in your organization, you sometimes have to move people into roles they may be unaccustomed to. They may be performing new tasks for the first time, often dealing with leadership and soft skills. Employee assessments can do wonders to help your team members’ internal growth. By offering those up for promotion the chance to prove their abilities through an assessment, you’re providing them with an easy way to climb the corporate ladder. It also promotes the idea of your hierarchy as a meritocracy. If your employees prove they have the abilities, you can move them up accordingly.

Starting a project

If you’re starting a new project, you may have to get creative in filling the positions on the new team. It should be staffed with the right candidates in each role, possessing the right set of attributes. Having team members take assessments can help match them with the right fit, leaving them feeling comfortable and confident. They’ll be well-qualified for their responsibilities, which will in turn help the project get off to a good start.

Ultimately, employee assessments are a great tool for better performance for a variety of reasons. The key is to ensure you have the right eLearning platform in place to facilitate the process. With Knowledge Anywhere, you can set up a customizable eLearning system sure to appeal to your employees and maximize results.

Knowledge Anywhere can provide you with a comprehensive eLearning platform that helps you stay in tune with your employees while giving them the best possible chance at success. For more on how we can help you improve your entire team’s performance, contact us today.

eLearning has become a popular and convenient modern-day training tool. There is an urgent need to seek effective ways to collect data about learner performance and utilize it to enhance eLearning experiences for both educators and learners. This data will not only improve eLearning experiences, but also serve as a good reference point for organizations when making critical decisions.

Enter, a Learning Record Store. In this blog, we’ll go over its’ basic definition, its’ history, pros and cons of an LRS, and how it differentiates from a Learning Management System (LMS). We’ll also cover more applicable knowledge, such as how to choose the right LRS for your organization, what pricing looks like, and how Knowledge Anywhere is incorporating more LRS features into our LMS.

What is a Learning Record Store (LRS)?

A LRS (Learning Record System) is a storage system that functions as a depository for learning records collected from connected systems where eLearning is conducted. An LRS is the focal point of your eLearning ecosystem and brings together data from your learning systems and applications. It is responsible for receiving, storing, and providing access to all eLearning records.

An LRS is an integral element in the process flow for utilizing the Experience API (xAPI) standard by ADL (Advanced Distributed Learning). The Experience API is also popularly referred to as project Tin Can, or Tin Can API, and is an Open-source eLearning stipulation developed after SCORM and AICC. The LRS is uniquely designed to help systems store and retrieve xAPI statements and other forms of xAPI metadata from other systems.

Lately, it’s become a trendy topic in the eLearning sphere. Just make sure you know if a system really has or needs an LRS before buying into it, as many confuse the function of an LRS with an LMS.


The LRS was first adopted in the eLearning sector in 2011 seeking to transform eLearning specifications. Before 2011, SCORM was the eLearning software specification for interoperability since 2001.

However, the specification could not keep up with the technological advancements and needed an update. What followed was extensive research and developments that led to Experience API and the LRS concept.

An Overview of the LRS: Pros

In plain English, xAPI-enabled learning activities generate data in the form of “statements” or eLearning records in the format of “Actor verb Object” or “I did this.” The statements are then sent via HTTPS or HTTP to an LRS. The primary function of the LRS is to receive, store and retrieve data generated from Experience API statements. An LRS can be incorporated within a traditional Learning Management System (LMS) or can stand-alone. LRSs can transmit learner data to other systems, including other LRS servers, mobile devices, sensor-enabled devices, and LMSs. Systems that send statements to an LRS are referred to as Activity Providers or learning record providers. Examples of Activity providers include (but not limited to):

  • Mobile apps
  • VR/AR simulators
  • LMSs
  • Videos
  • Games
  • Articles, webpages, or entire websites
  • An eLearning course

LRSs offer you unique abilities to create detailed eLearning analytics. This is because you can capture any data on any learning experience regardless of where and in what format it takes place. Traditional eLearning specifications, such as SCORM, can only store single data points, such as a completed study or the final score of a test.

The LRS, on the other hand, records a statement structure that gives you multiple data points to report against. You can pull reports on multiple combinations of “Actor,” “verb,” and “object.” By gathering data about all learning experiences, you can accurately evaluate the impact of your organization’s training resources to determine which tools and methods are most effective.

However, an LRS strictly designed to the xAPI specification may not feature a built-in reporting capability. Therefore, you may have to provide a way of accessing the LRS data and create a system for data reporting.


Take note not to confuse the Learning Management System and the Learning Record Store. The features of an LRS make it sound like it does the same things as an LMS. Your LRS will likely replace and exceed the reporting and analytics capability of your LMS. However, there are still many other functions of the LMS that are not featured in an LRS. As such, LRS is not a replacement for your LMS and vice versa.

Functions of an LRS:

The major difference between the two is that an LRS is designed to receive, track, and store xAPI statements.

Functions of an LMS:

On the flip side, LMS manages all your company’s learning needs, tracking and reporting statements through its native reporting features. You can also forward data from an LMS also allows you to your LRS server if you need to.

  • Manage course content
  • Manage users
  • Schedule events
  • Send reports
  • Use Certifications
  • Deliver course content

Choosing the Right LRS for Your Organization

Choosing an LRS to track the effectiveness of your learning programs (and learners’ performance) is a critical step. You need to consider some key factors to help you choose and implement the right LRS system. Here are a few factors you should consider to help you choose a suitable LRS system for your organization.

Functionality: Whereas most LRS systems have the same basic functionality (storing and retrieving xAPI statements), they are customized for interfacing with various external systems and often have built-in reporting, analytics, and visualization functions that may vary in features. If you choose a system not optimized for your organization, you may end up wasting your company’s money and time for learners and administrators.

Durability: Another important factor when choosing an LRS system is durability. This is the question of whether the system will keep up with the market so it remains available and consistent with periodic upgrades and maintenances. This is critical so as to account for evolutionary changes in the IT environment in which LRS operates. You should also consider whether the system will easily incorporate revisions to the xAPI in the future.

Scalability: As with learning platforms, LRSs should be chosen with consideration for scalability and extensibility and how they will fit your organization’s overall architecture. To determine an LRS system’s extensibility, consider focusing on systems’ modularity and how you can customize the LRS services to meet the learners’ changing needs. When thinking about scalability, evaluate your organization’s growth patterns and projections to determine whether or not an LRS meets the potential volume demands (due to growth) for your organization.

Business System Integration: According to Brandon-Hall’s 2011 survey, enterprise integration is the most critical requirement for businesses seeking to migrate to a new LMS. But this applies to LRSs as well, more so in terms of the ability of the xAPI to correlate learning behavior data (captured in an LRS) with work performance data (captured in non-learning systems).

Other essential factors to consider include:

  • LRS conformance testing
  • Security and reliability
  • Level of expertise required, among others.

LRS Cost and Pricing Models

Different LRS vendors have different pricing models depending on a wide range of factors, and it may be difficult to compare prices between vendors. Have a look at these basic categories of pricing models to help you make an informed decision.

  • Seat-based model: This model uses the number of learners/employees in your organization or the maximum possible number of users who will ever write statements to the LRS. Usually, there are tiers - for instance, up to 10,000 users, up to 20,000 users. However, this model may run into problems with extranet users (other users besides the employees).
  • Analyst based model:This model is a slight variation of the seat-based model. The difference is that it uses the number of people who need to analyze or maintain the system’s data rather than the number of learners who may send statements to it. This system is priced according to the number of users in each tier. Each tier often at least includes system administrators and owners and is differentiated by permissions/privileges.
  • Usage-based pricing models: This pricing model is based on the number of xAPI statements sent to the LRS per month. It is particularly useful when you anticipate LRS usage surges due to seasonal cycles, new product releases, and such. In case your company minimally uses an LRS system except in specific short periods, it is more economical to pay per use for the time used than paying for a tier of seats.
  • Capability-based: In this model, the pricing is based on system capability rather than usage or seats. For example, this model’s base-level product can be a simple/pure LRS without any analytics. The mid-level tier can integrate reports and external business intelligence. The highest tier can entail features like sign-on and interactive, real-time analytics. The capability pricing model can also be used together with any of the pricing models mentioned above.

How Knowledge Anywhere Can Help

At Knowledge Anywhere, it is our job to help you achieve your training goals faster. Ours is an innovative alternative to the traditional Learning Management System. It’s a superior training platform that allows you to seamlessly manage, organize and assign your online or in-person training all under one roof.

While we do not have a full LRS, Knowledge Anywhere has made conscious steps to integrate LRS capabilities into our LMS platform. With this in mind, we’ve been working on supporting the storage of data in an LRS, which will in-turn open up other integration and analytics opportunities.

For any information about eLearning, whether it be about a Learning Record Store, Learning Management System, SCORM Conversion tool, Learning Content Distribution System, Custom Course Development, or Virtual Reality Training, contact us today!

​Online learning has gotten more and more popular in the last few years. In 2020, many businesses were forced to move live training and events online due to the global pandemic. All of this may suggest that live in-person learning is fading into irrelevance. Will all corporate learning be online in the future or is there still a place for traditional in-person learning?

The Growth of Online Learning

Online learning has grown exponentially over the last decade. Small Business Trends revealed in 2017, 77% of companies used online learning, but 98% planned to start using it by 2020. In other words, just about all businesses either already use or plan to use some type of online training.There are several important advantages to online learning.

What About In-Person Learning?

Traditional in-person learning was, of course, the norm throughout history. It’s only relatively recently that technology allowed for eLearning to become practical on a large scale. The events of 2020 further spurred the growth of virtual learning. However, it’s still premature to dismiss in-person learning completely.

Advantages of In-Person Learning

  • It allows for socialization and can help foster bonds between people
  • Lets you observe subtle cues and nuances, such as body language and facial expressions
  • Face-to-face learning can be especially beneficial for acting out scenarios, such as between customers and employees. However, this can be done using virtual tools such as interactive video and VR.

Drawbacks of In-Person Learning

These benefits must be weighed against the disadvantages of traditional learning.
  • Huge cost, time, and inconvenience of getting learners and trainers to a physical location.
  • Safety during a time of health challenges such as the pandemic of 2020.
  • Less ability to incorporate advanced technology, including tracking data in a quantifiable way.

The Future of Corporate Learning

At Knowledge Anywhere, our belief is that the future of corporate training will be a mixture of live and online learning, with an increasing emphasis on the latter. Live training will never become completely obsolete. However, there’s no denying the advantages of eLearning, which will only get more pronounced as technology advances.

Blended Learning

While it’s useful to contrast the pros and cons of online and offline learning, there’s no reason we have to see them as opposing forces. In practice, it’s often ideal to find a hybrid learning model that incorporates the best of both worlds. While there are good reasons to believe that the future will bring about an increased emphasis on eLearning, using live learning when appropriate is also helpful.Even when the bulk of the training is conducted online, when it’s practical (and safe), live training can supplement and enhance eLearning. Live sessions can foster a team spirit and let people interact in person as well as online. Live interaction can make future virtual interaction even more engaging and help trainees, employees, and instructors get to know one another better.

Transitioning to Online Learning

Many businesses are eager to embrace the advantages of eLearning but aren’t always sure how to go about making this transition. In 2020, many businesses were forced to make this transition without a remote learning plan. The actual steps will vary depending on your industry and needs. It can be instructive to look at how this might look for different industries.
  • Healthcare. Employees in this growing field often work long hours and have unpredictable schedules, making online learning a convenient alternative to in-person sessions. Training in healthcare often needs to focus on compliance issues, which are frequently updated. eLearning is a useful way to keep trainees and healthcare workers up to date with the latest developments.
  • Retail. Retail businesses need to train employees quickly to adjust to high turnover rates and varying volumes of business over different times of the year. Online training can be efficient for conveying store policies to both seasonal and full-time workers. Interactive tools such as VR and gamification can help train employees on the best customer service policies.
  • IT and Technology. Technology is a fast-paced industry, and a natural match for eLearning, as workers are typically working with software and hardware in the course of their jobs. Online training can be constantly updated to reflect the latest upgrades and advances.
  • Finance. Companies in the financial sector need to keep up with rapidly changing conditions and markets as well as compliance requirements. As financial markets differ vastly depending on geography and the types of markets or investments in question, microlearning strategies can be quite useful to train workers in particular areas.

In these and other industries, eLearning techniques can target the particular topics that trainees and employees need to absorb. The advantage of working on a platform such as our LMS is that it’s extremely flexible and incorporates multiple styles of learning.

In-Person Learning: Sometimes Relevant, But Fading

Just as remote work and flexible hours are replacing the 9-5 schedule at many businesses, online learning is increasingly taking the place of traditional in-person learning. In both cases, however, the traditional model is still relevant. There will always be a need for people to interact in person. Live meetings, training sessions, and social events help to solidify relationships and reinforce information. In a high tech world, not to mention one beset with a challenging health crisis, it’s natural that eLearning is becoming the predominant method of training. It’s more economical, flexible, and adaptable than traditional learning methods. The challenge for today’s businesses is to find the right balance. Book a meeting with an eLearning expert today to talk more!

So many people get caught up in the process of setting up and running their business that they might not pay that much attention to the idea of succession planning. When you retire, who’s going to take over your business? Do you have children who might be interested in continuing your legacy? And, if not, do you have a protégé who can keep your business going? Succession planning involves finding someone with a vision who will be able to develop and grow your business rather than just keeping it static - someone who has the flexibility necessary to adapt to the changing needs of the market.

Most successful business owners start their business and, through trial and error, learn what’s needed to make it successful. However, the person who takes over from you doesn’t have to learn things the same way.

The Importance of Succession Planning

Succession planning has now become a buzzword, especially in large firms. If someone is stepping down from a position of some importance, it becomes necessary to find someone else to take their place so that the company can continue to function smoothly.

When it comes to small firms, however, people may not use the term “succession planning.” But most business owners put some thought into figuring out who’s going to take over from them when they retire. They might encourage their children to work with them so that they can learn the ins and outs of the business.

If you’ve just started thinking about succession planning, consider the following reasons why it’s important:

  • Strategizing in Advance: Training someone to take over your business is a long process. Succession planning makes it easier by encouraging you to strategize in advance.
  • Running Your Business Your Way: With succession planning, you get to train the person who will succeed you. This means that your business will continue to be run in the way that you want.
  • Finding the Right Person: Sometimes, you might think that one person has what it takes to run the business, but they might not work out. If you start succession planning in advance, you can always take someone else under your wing and train them instead.
  • Retiring When You Want: If you’ve trained someone to take over from you, you can choose to go on as many vacations or retire as early as you want.
  • Infusing Your Business with New Blood: When you hire someone to train them to succeed you, chances are they’re also going to have some ideas about your business. A good protégé is one who has something to contribute even while you’re still the boss.

Succession planning is important because it enables your business to continue running smoothly, even when you’re not at its helm. By using the strategies listed above, your organization can achieve the goals below:

  • Longevity: Succession planning ensures that your business will have longevity. Many business owners can’t continue putting in the same hours as they approach retirement age. So it’s necessary for them to find someone who will be able to do so.
  • Long-Term Aims: It forces you to think about your long-term aims for your business. Once you start thinking about succession planning, you are also forced to think about where you want your business to go ten years from now.
  • Mentorship: With succession planning, you get to experience the joy of mentorship. Any good teacher will tell you that there’s a great deal to be said about sharing the benefit of your experience with others.
  • Vision: For most business owners, running their own business isn’t just about making money. It’s also about the physical realization of their mental vision. Training a successor means that you get to imbue them with this vision.

How to Tackle Succession Planning

Having understood the importance and the advantages of succession planning, you might still be at a loss about how to begin. Who do you pick to be your successor? How do you train them? Do you plunge them directly into the business, let them work their way up or keep them with you 24/7? Here are a few ideas:

Finding a Successor: When you choose a successor, try to follow the same steps you would, when you hire someone new. Make up a list of duties and requirements, conduct interviews and then choose a candidate. Even if you’re thinking about training one of your children, it doesn’t hurt to go through these steps so that they understand what’s required of them.

Evaluating Strengths and Weaknesses

Think about whether that person will be a good successor. It’s easy to get carried away with enthusiasm when you’re hoping that one of your children will take over from you. But it’s always best to be clear about their strengths and weaknesses when it comes to running a business. Often times, simply liking or getting along with someone can cloud our judgement as to whether or not colleagues are the best choice for their job.
Letting Them Work Their Way Up
If possible, it’s always a good idea to hire someone at the lowest rung and allow them to work their way up. If you find someone to succeed you early enough, you can adopt this plan. You might already have someone who fits this description in your company - consider them in your succession planning. This approach allows you to see them take on different roles, while giving them time to learn the business from the inside out. As an added bonus, it means your successor would have valuable insight on the day to day operations of your workforce; instead of being a comfortable and complacent top-tier position, they would understand how the business is run from every level.
Encouraging Independence
Keeping someone with you throughout the day is a good way to make sure that they see your job role. But after a while, you should start assigning them projects they can complete on their own, with an assigned due date or starting off point. That’s the only way they’ll learn to make independent decisions and run a business on their own.

How eLearning is an Asset in Succession Planning

An LMS solution can help you deliver consistent, targeted information to up-and-coming leaders in your organization as you prepare them for stepping into future roles. Additionally, the capacity to assign quizzes/exams following learned material can also help you assess the aptitude for a potential leader to absorb and retain important information.

If you’re interested in learning more about how an eLearning system can help facilitate succession planning, feel free to contact us today. We’re happy to help you create succession planning learning paths for the future leaders of your organization.

​We’ve added a lot of new and exciting features to our Learning Management System recently! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.

New Badges Page

New Badges page for learners, with heightened features! With this page, learners can see which badges they have completed, which are available to them. Clicking on the badge itself will expose a list below, with all of the courses they can take to complete that badge.

Located in the User LMS - Achievements - Badges

New Benchmark Page

New Benchmark page for learners, which allows learners to compare their training progress to other learners in the system, including the best learner, the average learner, and their group(s).

Located in the User LMS - Achievements - Benchmark

Improved User Menu

In the learner side of the LMS, we’ve updated the menu for a friendlier navigation and streamlined design! The menu now has all icons, as well as rollover text, which learners can see when they scroll their mouse over the icons.

Download Transcripts as a PDF

Coming soon, learners will have the option to instantaneously download transcripts as a PDF, by pressing a download button in their “Transcripts” page.

Course Set Auto-Select Dropdown Menu

Admins can now type in a few letters into a course set dropdown menu and the appropriate course sets will automatically fill in, for a more seamless experience.

Located under Administrator LMS - Content – Course Sets - Assign Courses - Add/Remove Courses.

Certificate Upload Preview

Admins can now see a thumbnail preview of their certificate backgrounds when editing a course. To view this, click the “Edit Certificate” button on the Course Editing page. Then select your desired certificate background in the popup window.

Located under Admin LMS – Content – Courses

Restricted Group Admin

A new role has been added to the LMS! Now Super Admins have the ability to restrict the visibility of a Group Admin with our new Restricted Group Admin Role. To do this, go into the account of a Group Admin, and check the box for “Restricted Group Admin”. Once that box is checked, the next time that Group Admin logs in, they will only be able to see content and areas of the LMS pertaining to their group only.

Content Upload Process Enhancement

Add new courses more efficiently than ever with our new file upload enhancement. Now, when an admin is creating a new Online course, once the course edit page has been filled out, just click “Save & Continue” to be taken directly to the file upload screen.

​You may know automotive technicians are a male-dominated industry. But did you know by how much? According to the U.S. Bureau of Labor Statistics in 2018, women only account for about 2% of all auto mechanics.

For International Women’s Day, Knowledge Anywhere’s partner New Ford Tech wants to highlight the accomplishments of women in the auto industry, through an interview with a female mechanic in their ACE program. If you’d like to hear more about Courtney’s story from her own perspective, alongside other women in the auto-workplace, you can watch the recording of New Ford Tech’s live broadcast here.

Brad McClure, the Ford Technical Recruiting Liaison, representing the Oklahoma Ford Dealers, recognized Courtney Parrish, at Riverside Ford of Tulsa, for completing the Ford ACE Technician Training Program Curriculum in the fall of 2020. At the time, Courtney was an Automotive Service Technology student of Tulsa Technology Center and had an Internship at Riverside Ford of Tulsa.

When asked how she decided to become an automotive technician, Courtney said,

“I graduated high school and worked unskilled jobs for a couple years and did not like the work. I have always wanted to work on cars. Because of my dad, automotive repair is in my blood. And the fact I am a little bit of a tomboy, made this my career of choice. I love American Muscle Cars and I want to work on American Made cars. Foreign cars are cool and all that, but they are not what I like. I like American made cars. This past February 2020, as a 23 year-old single mother of a new baby son, I decided to go back to Tulsa Tech for Automotive Service Technology. I have overcome some major hurdles, but it has been worth all the effort. I now get to work on cars, and I love it.”

Working at Riverside Ford of Tulsa for her internship was just what she wanted. Today, Courtney is a graduate and works full time as a Technician Helper, so she can get in more depth experience working on the vehicles. Help us all congratulate Courtney for her great accomplishments and cheer her on for a bright future as a Ford Automotive Service Technician!

The Ford Automotive Career Exploration (ACE) program is a cooperative training program sponsored by Ford Motor Company in partnership with local Ford Dealerships and Career Technical Training programs, in order to help train and certify Ford Automotive Service Technicians. Students in the program get access to Ford Automotive Service Training Web Based Training courses that prepare them for working at a Ford Dealership. These are the same courses that are used in the Ford and Lincoln dealerships. An ACE program student can have over 65 Ford Web Based Training completed courses to transfer when hired by a Ford or Lincoln dealership or joining a Ford Career Entry program.

About the ACE Program

If you’re interested in learning more about becoming a New Ford Tech, visit here, where a representative will reach out to you within two business days.

Do you already have skills and want to join Courtney in the field as a technician? If so, click here to join the workforce.

​There are so many great, useful features that Learning Management Systems (LMS) offer; it can be easy to lose sight of the ones companies should prioritize. Below is the absolute, must have list for ten top, must-have LMS features, in no particular order. When looking for a new training platform, you should be sure to ask about these, alongside other key demo questions.


Without a doubt, this should be a priority. One of the great benefits of choosing a formalized training system is a clear way to evaluate progress through data. And while implementing a training process is a great first step, it means very little without the follow through of analytics to back it up. Through a Dashboard, you should be able to track, measure, and evaluate the following:

  • Course completions
  • Course hours completed
  • Time spent per course
  • Geo-location of users
  • Popularity of learning materials
  • Amount of users (new, inactive, active, etc.)

Administrators should also have an option of how to view this data, including specific dates or time periods and customizable fields. For reference, here are a few data related questions that you should be asking during a demo of the system:

  • What types of metrics does the eLearning company track?
  • Where are metrics located within the system?
  • How customizable is the data?
    • Can it be segmented by all end users?
    • Can it be segmented by specific teams?
    • Can it be segmented by specific departments?
    • Can it be segmented by individual learners?
    • Can administrators choose the date range of their data?
    • Can administrators choose how they prefer metrics to be displayed?

To find out more about Knowledge Anywhere’s Analytics capabilities, check out our Administrator LMS Dashboard walkthrough/video demo.


These elements are good for a few reasons….

1. They provide an element of gamification

Training can be monotonous. These features can provide some fun and friendly competition or sense of personal accomplishment. Studies show that users spend more time, more willingly on systems that leverage gamification, since it’s seen as less of a chore and more of a challenge. When a user’s experience with training is positive, the willingness to complete it should increase.

2. They allow learners to show off their progress internally and externally

Besides just being interesting, badges and certifications have real world value. Internally, it can be used for employees to show employers that they have learned new skills and systems, and can even potentially be used as justification of more responsibility.

Outside of the organization, it shows user’s level of employability in ways that are tangible and easy for others to see. Instead of saying “I have worked with [X skill, system, or product],” learners with badges and certificates can proudly display official-looking titles, with their names, while explaining “I have been professionally trained and certified in [X skill, system, or product] on [date] during my [role] at [company]. This sounds more official, legitimate, and specific. In other words, it’s certifiable!


Learners need a way to easily access courses they have already taken, as well as ones that are due soon. Enter, transcripts. This is a straightforward way to visually see and sort training, all in one place. This page will vary widely, depending on the system being used. Here is a list of a few things to look out for when viewing a provider’s transcript page:

  • Course progress. For example, is the course completed? In progress? Untouched?
  • Course accomplishments. This could include a score card of how well the learner did in the course, or a downloadable certificate. This can act as a storage place for learner achievements.
  • Course due dates. If a course is due soon, you want to make sure learners don’t miss it, Making these easily identifiable is a key part of a transcript page.
  • Downloadable transcripts. Having a transcript is great. But it’s even more helpful if it’s accessible outside of the system. If there is an option to download, this is a huge plus within a system, allowing learners to show off their training to others.

Customization and Branding

One size rarely ever fits all. That’s why it’s important that your eLearning provider takes your company into account when setting up a system. Customization and branding allow corporations to reflect their company colors, logos, missions, values, and overall brand. This can also serve to reinforce current marketing strategies to re-remind internal employees or to show off external partners your company in another light.

Training isn’t just a one-off event; it should be woven into the fabric of your corporation. This means it should communicate professionalism and efficiency, while remaining true to your company’s personal culture. Here’s a few elements of your LMS that Administrators should be able to have control of, for the purposes of personalization:

  • Logos
  • Text
  • Image placement, cropping, and color edits
  • Colors
  • Social media links
  • Languages
  • Personalized badges
  • Personalized email formatting

External Training Uploads

Training doesn’t always happen in the same place. If you want to include learner’s training records completed outside of a Learning Management System, external training uploads are the way to go. With this feature, Administrators will have the option to add a training title, date, file name, and file URL. This results in an effective way to import training from other sources, onto your LMS.

To learn more about Knowledge Anywhere’s external training records process, watch this two minute demonstration video.

Great User Experience

Although this is a generic feature, it’s potentially the most important. A streamlined learner training platform is essential. It should be easy to navigate and self explanatory, so employees can get in, do their training, and get out. This will not only create a positive experience for the end user, but it also helps the organization, since clear training platforms require less Administrator assistance and back and forth emails about how to complete training.

To test out this element of an LMS, simply look at the system during a demo or trial. Is it easy to navigate? Can you find what you need?

Social Media Sharing Integrations

While learning, users should feel like they’re making progress. For maximum engagement and usage, online training be as beneficial to employees as it is for employers. Ideally, an LMS would provide learners skills that would make them more employable. One innovative way to do this is by having a platform that integrates with social medias, that can seamlessly show off newly acquired skills. For example, let’s say you’re in marketing and have taken multiple courses about SEO, Google Analytics, and Product Management. If you’ve completed the courses and obtained a certificate, you could add these employable skills to your personal resume. The next time you look for a job, you’ll be able to prove how this training can help the new company, not only the old one!

If an LMS has the ability to integrate with LinkedIn, this is even better! Knowledge Anywhere is a LinkedIn Learning LMS Integration Partner, which allows us to upload and update all LinkedIn Learning content directly in Knowledge Anywhere’s systems, providing a streamlined experience for companies, administrators, and learners, alike. Our platform also allows learners to post their certificates directly into their LinkedIn profile and allows them to show off which training was completed, who assigned it, and when it was done. interviewers often check the online presence of interviewees when deciding on a new hire. By completing training and making it available to the public eye, it’s now possible to benefit from the fruits of your labor!

SCORM Conversion Tool

We’ve done a lot of blogs in the past about creating and uploading content on an LMS. To get content on your platform quickly, you need to make your materials SCORM compliant.

So what is SCORM and why is it important? In short, SCORM stands for “Shareable Content Object Reference Model.” It is technically not a single set of standards; SCORM is a collection of standards and specifications for eLearning technology, and serves as a guideline or reference point for how developers can successfully use different standards in combination with one another. At its core, SCORM is concerned with regulating two vital aspects of a Learning Management System: content packaging and data exchange.

If your LMS has a built in SCORM converter, that is ideal! If it doesn’t, there are standalone products that can do this pretty inexpensively. For example, Scormify is a fast and easy SCORM conversion tool, which instantly transforms learning objects, such as documents, videos, or PDFs, into SCORM-compliant training materials, to place into Learning Management Systems.

Make sure you can actually use the training content you’ve worked so hard to create, and do the work to check if your materials are SCORM compliant.

Supports Multiple Languages

Language is an essential part of communication. It allows access to information. In order for learners around the world to get the skills they need, multi-lingual functionality is imperative. A quick, easy step is to put together a list of what languages you think your learners will need, then ask your LMS training provider if they already offer (or have the option to offer) those translation services.

Personalized Support

Feeling supported in the ideation and implementation process is important. The truth is, there are many eLearning companies with great technology. The key is to find one that also understands your organization’s goals and will strategize with you to help you achieve them. Your provider should introduce you to the system and train you on how to make it your own. They should be available for support questions and queries. They should also check in frequently, to see if any assistance is necessary.

At Knowledge Anywhere, we have over a 23 year history of successful partnerships. Knowledge Anywhere is focused on a customer-centric approach. We don’t sell our products and disappear. We strategize and assist organizations as they utilize our eLearning tools to engage, empower and inspire their workforce. Think of us as an extension of your own team! And while our learning technology is pretty cool, we think our people are what really makes the difference when it comes to our customers’ success.

​Training your sales team is about more than teaching them how to make sales. It also is a great opportunity to teach them job specifics in the way you want them done. Whether you have a special tactics customized for your customer base or just a general set of best practices, sales training is the best way to integrate these core concepts into their daily work schedules.

When you implement sales training, it’s not enough to simply have your team take a few courses. You’ll also want to have mechanisms in place to gauge the training’s effectiveness. There are a number of metrics you can look at to determine how successful your sales training is. Using these metrics to evaluate training has a number of positive effects, including:

  • Helping you adjust training, if necessary, to give your sales team the knowledge and tools they need to thrive in their roles.
  • Helping the existing team save time training new employees — the more comprehensive and engaging the training, the less time will be spent going over the concepts within the course.
  • It will ultimately lead to more sales.

Let’s take a closer look at four ways you can track the success of your organization’s sales training.

1. Revenue Results

Obviously, the main goal of sales training is to give your sales team the knowledge they need to make more sales. To that end, the ultimate metric for determining the success of your sales training is the number and quality of sales your team makes overall.

Your sales training is intended to equip your sales team with the information they need to identify prospects, engage them effectively, and ultimately close the sale. Your curriculum should reinforce your strategy and tactics, targeting several different parts of the selling process. Certainly, your sales team will bring their own personal expertise and experience to the table as well. But the overall success of your sales operations will depend on the tips, tricks, and processes you share with your team. Communicating them with your team is critical to ensuring uniform performance across your entire operation.

If you implement a new LMS, first look to see how it’s affecting your team’s sales numbers. If there’s an uptick, it may mean you have the right training in place. If numbers stagnate or go down, you may need to take another look at what you’re teaching and adapt your content where necessary.

2. Employee Performance Reviews

The team’s sales results tell one side of the story. But individual employee performance reviews also help measure how successful the sales training is. While the team’s performance is valuable to help you assess your training, your team members aren’t robots. They each learn and perform differently.

When you examine the individual performances of your team members, you’ll be able to see which ones benefited from your sales training the most when you track training. You’ll also get a better idea of any variations in performance across the team. For example, let’s say you have a veteran member of your team whose performance begins to lag before you implement a new sales training program. If their numbers begin to improve, you may be able to chalk that up to the improvements in your team’s training. Conversely, if new team members join and take an updated training course, but are being routinely outperformed by existing team members who took an older training course, you may need to adjust your material.

3. Sales Team Feedback

Numbers and stats are important in business. But you should also listen to what your employees are saying about the training system, to see how you can optimize it. You can gather this feedback in the form of surveys or other data points. The important thing is to press your team for their thoughts on the course. To help start the process, here’s a few questions that you could ask them:

  • On [insert scale here], what was the difficulty of [name of course or training here]?
  • Which parts of the sales training did you find the most engaging?
  • What type of learning helps you retain information the best?
  • Do you feel this course helped you? Comment below with honest feedback.
  • Are there any more sales topics or lessons that you felt should have been added?

It isn’t the most scientific metric, but considering the user experience is imperative. You’ll want to have training that your team members enjoy and, most importantly, find valuable in learning the material.

4. Post-Training Evaluation

Does your sales training have some sort of evaluation in place to help determine how much information your team members actually learned during the training? This is where course content is processed and applied, usually taking the form of a test or quiz following the course. It will accurately reflect just how well they were able to retain the data.

If your sales team members are consistently scoring below average on their post-training evaluation, there may be an issue with the content, the questions, or both. You can get a better handle on the specific problem when you ask your team for their thoughts.

Reevaluating How to Track Sales’ Success

In summary, there are four indicators you can look at to determine the effectiveness of your online sales training:

  1. Overall team sales
  2. Individual employee sales
  3. Feedback from your team
  4. Performance on post-training evaluation

On their own, none of these will tell the whole story. But you can examine them together as part of an integrated approach to determining the efficacy of your online courses. Rethink how you measure your sales training’s success and also, how you develop your sales training to begin with. At Knowledge Anywhere, we’re experts for advising on online training and eLearning. We can help you empower your team and prepare them for success. To learn more about how we can partner with you to create more effective sales training, schedule a meeting with us today.

​With more people working remotely than ever before, businesses are faced with a brand new challenge; how do you keep employees invested and accountable if they are not in the office?

Luckily there are a few strategies which will let you ensure that remote workers feel involved with the company and satisfied by their jobs, even if they are logging on from home rather than sharing the same space as their colleagues and managers. Here are just a handful of the top tricks to implement to achieve this in your business.

Offer Training & Development to Bolster Career Progression

Employees and companies alike can reap the benefits of schemes designed to endow individuals with new skills that they can put to use in their daily duties.

Furthermore, there are plenty of programs you could try offering to members of staff at all levels, ranging from team communication training to conflict resolution, leadership, emotional intelligence, and everything in between.

By giving employees the option to train and develop fresh abilities, you will be showing them that you not only value them but also want to see them make progress and unleash their true potential as they continue down their chosen career path.

Thanks to the explosion in the number of remotely accessible training schemes, working from home is no barrier to getting the guidance employees need to succeed. And more skillful employees will be more productive and valuable to the business as a whole, which is obviously good news.

Clarify Goals & Recognize Achievements

Part of the reason that some remote workers can feel disconnected from an organization is that they do not have a specific, concrete goal to work towards, either individually or as a team.

This can be exacerbated further in larger groups, where fragmented aims and a lack of clarity can create a snowball effect which may even result in conflict.

As such it is necessary to outline specific goals which are being worked towards by all team members, so that everyone has something to aim for and each person understands what is expected of them in this context.
Better still, take this a step further and ensure that employees get the recognition they deserve for their achievements in the line of duty. If a deadline is hit and this goes unnoticed, workers will be less bothered about putting in all that effort the next time around, so formally implementing an employee recognition system to make sure that this does not happen in a remote working scenario is sensible.

Stay in Contact Individually

Remote working invariably involves a lot of virtual meetings, and you might think that just because you see team members in this group conferencing context several times a week or even multiple times a day, this is enough to ensure company-wide engagement.

In reality, there are many stresses and strains that come with multi-participant virtual meetings that can leave some attendees feeling unseen and undervalued as a result. It is therefore better to make sure that individual catch-ups are also part of your schedule, so that you can check in to see how each member is doing in an environment where they can get points across without fear of being interrupted.

Clearly this will take up more of your time as a result, but the benefits in terms of employee engagement and involvement will be worth it.

Invest in the Best Tools

Employees can feel hamstrung while working remotely if they are forced to communicate and collaborate with colleagues using suboptimal solutions.

Whether this means leveraging cloud storage so that teams can simultaneously contribute to projects, share updates and see the latest changes to documents and files, or transitioning away from an email-first approach to communication and harnessing an inter-organizational instant messaging service like Slack as the first port of call for quick chats, having the right tools to hand can be seriously empowering.

In short, your efforts to involve employees in the company when they are working remotely should not be pinned on a single approach, but should involve several concurrent strategies to get the best results.

​As virtual training and learning has increased at light speed over the past year, many people have turned to eLearning in order to improve training outcomes. Unfortunately, many myths persist that have left people unsure about virtual learning. Have you fallen prey to these common training myths?

Myth #1: It does not work for all learner types.

Some people believe that eLearning only works for visual learners: those who can readily absorb information directly from the screen, without needing someone else to explain it to them. In reality, however, eLearning is a highly effective style for learners of all types. It can include visual, auditory, and even kinesthetic methods, depending on the modules used and how you interact with your students. Through platforms like Knowledge Anywhere, you can also provide increased interaction for your students.

Myth #2: It decreases interaction (and makes it hard to measure).

During eLearning courses, learners are, of course, locked to their computer screens, rather than interacting in a standard classroom environment. That does not mean, however, that it does not allow for interaction: both interaction between students and interaction between student and teacher or trainer. In fact, eLearning can provide for less distracted interaction, since instructors can place students in breakout rooms for small group interactions. Students may, in some cases, also receive more interaction with the instructor, since instructors can more accurately track all student progress.

In addition, eLearning provides a high degree of tracking and accountability; providing data on organizational, departmental, and individual levels. Often, instructors can do a better job of paying attention to all students and judging their interaction than they can if they have students in a traditional classroom environment. Instructors can track individual student progress and even see how often they interact with their peers and with the classroom as a whole.

Myth #3: It’s difficult for students who don’t learn at the same pace

Some people have a mental picture of eLearning that looks something like a television show. Instead of actively interacting with the content, they picture learners passively taking in information while staring at the screen, then being forced to take a test on it when they reach the end.

Modern technology, however, has made eLearning more interactive than ever. Not only does it allow students to directly interact with instructors and peers, asking questions and determining what they need to know about their content, it also provides students with customized content that they can take in at their preferred pace. For fast learners, that may mean quickly going over the information, taking a test or quiz, and moving on to other content. Struggling learners, on the other hand, can choose to review that material or access supplemental information as needed.

Myth #4: Creating modules is a complex, time-consuming process.

In order to treat training content of any type, you will need to create a foundation for that content. You may, for example, already have a handbook that employees are expected to review, or you may have training videos that your business has been using for a long time. Developing eLearning content, however, is often simpler than you think. In many cases, including health and safety training, you can find pre-created modules that already fit your needs. In others, you can often incorporate your existing materials to create highly effective training modules based on your company’s individual needs. The basic setup and format is already in place; you need only add in the information that is specific to your company.

If you’d like to learn more about how to get quality content immediately up on your learning platform, check out our free eBook, which provides tips, as well as free training templates, in PDF and in PowerPoint form!

Myth #5: Employees don’t like eLearning.

Many employers choose not to implement eLearning protocols for their organizations because they think their employees will not like them. Employees might not want to be stuck behind a computer all day, for example, or might struggle with the lack of face-to-face relationship.

In reality, however, most employees like using eLearning platforms to go through training and learn more about their industries. In many cases, employees prefer the ability to work at their own pace. It’s easier to ask questions and work through problems on a screen, when you don’t feel pressured to meet time constraints, than it is to handle similar issues during in-person training sessions. Not only that, eLearning means that employees can fit in their training sessions when it’s convenient for them, rather than having to attend training at a specific time and in a specific place. In fact, there are many employee benefits of online training, that help advance their careers and skillsets.

Myth #6: It’s just for big organizations.

Small companies may turn away from eLearning opportunities because they feel that they are outside their budget or will take too much time to implement. The truth, however, is that eLearning offers opportunities for all organizations, both big and small. Pretreated training modules can make it much easier for many employers to keep their employees up-to-date on basic health and safety regulations, harassment protocols, and even industry standards. Creating your own training modules can help ensure that all employees receive the same training, regardless of who is on hand the day they need it. Many small organizations have also found that eLearning can help cut their training costs each year.

Myth #7: It’s expensive.

Compared to many types of training and learning, eLearning is not expensive at all. To send an employee out for training, you may need to pay for travel costs, a hotel room, and a per diem fee. To bring a trainer into your organization, you will need to pay the same types of fees. When your employees train through eLearning methods, on the other hand, you can often provide them with the information they need from the convenience of the office. They won’t have to travel or be away from home, which means they will also be more likely to take on additional training or certifications. The truth is, investing in online training can cut costs and increase ROI.

Corporate training is a highly effective method of handling training, assisting employees as they move toward additional certifications, and ensuring that your employees meet necessary standards each year. If you’re interested in learning more about what eLearning opportunities could offer for your organization, contact us today.

​Although learning is often associated with school, the fact is, people learn throughout their lives. This is true more than ever, as new technology is constantly being introduced. In the business world, companies need to train new hires and keep employees updated on the latest advances. The science of knowledge retention is worth studying, as it helps you design more effective training. When you need to teach something, you need to understand how retention works and how to address the needs of different types of learners.

Learning Retention in Adults

When you create online courses, you’re not simply creating a school for grown-ups. It turns out that there are important differences in the way children and adults learn.

It’s been widely observed that children learn many things more quickly than adults. For example, a child picks up a second or even third language fairly easily while adults struggle at memorizing vocabulary and rules. Children also tend to learn sports, how to play musical instruments, and other tasks fairly quickly. In a blog for Gottesman Libraries Teachers College, Abdul Malik Muftau explains that in adults, the prefrontal cortex of the brain is more developed, which makes adults see things in a more fixed way. However, that’s only part of the story.

Adults are Self-Directed and Motivated

One of the main differences in teaching adults is that they need to be self-motivated. Christopher Pappas, in the eLearning Industry, explains some key characteristics of adult learners. While children tend to absorb things naturally, adults need to make a conscious effort to learn something new. Adults’ fixed mindset makes them less open-minded and more resistant to change, which is why they need to understand the relevance of what they’re learning. For example, if they’re learning how to use the software, it helps to explain exactly how online training will benefit them.

Adults Relate New Knowledge to Personal Experience

While children have less experience to draw upon, adult learners tend to connect new knowledge with what they already know. When you teach adults, you aren’t dealing with a blank slate, but with minds that are already full of facts and experiences. This can work in the favor of eLearning, if trainers are able to leverage new information by relating it to common experiences.

Doing and Teaching Improves Retention

As we’ll see below, people have different learning preferences. However, almost everyone will retain more information if they repeat out loud and actually do what they’ve been taught. One influential learning model, the Learning Pyramid, postulates students retain only 10% of what they read but 75% of what they do and 90% of what they teach to others.

How to Increase Learning Retention in Online Learning

The way adults learn has important implications for online learning. The following are some key points to keep in mind when developing an LMS or online course.

  • Emphasize relevance. Since adults are self-directed, it’s not enough to present information in a purely abstract way. Emphasize how it will be put to use. Some learning, such as a type of process or software, helps employees do their jobs more efficiently. Other types of knowledge, such as policies on workplace discrimination and sexual harassment, can have serious consequences for employees’ careers. In all instances, pointing out the major benefits of learning and possible negative consequences of failing to learn, can help improve retention.
  • Use analogies and connect new ideas and processes with older, familiar ones. Since adults are always processing new information in relation to what they already know, it helps to bridge ideas.
  • Have learners practice and repeat what they’ve learned. This gets back to the above statistics about learning retention. It’s much more effective to have someone perform a task than to simply learn it by reading or hearing about it. That’s why the most effective learning management systems use technology such as gamification and interactive video.
  • Use chunking. The chunking technique involves taking small bits of information and combining them into groups. Finding connections between items and categorizing them makes it easier to remember. A simple example is how we remember long strings of numbers such as phone numbers or social security numbers. Rather than remembering each digit separately, we group them into sets of 3 or 4, as in 123-456-789.
  • Use frequent assessments and quizzes to measure progress. It’s essential to track learners’ progress as often as possible. The very act of taking a quiz or assessment helps to reinforce knowledge. It also lets you review the course and make adjustments in your approach.

eLearning to Meet the Needs of Different Learning Styles

We’ve looked at some general principles concerning the science of learning retention and adult learning. It’s also the case that people learn in different ways. When creating a course or an online training program, you have to meet the needs of diverse learning styles. Let’s look at some ways you can design a course that accomplishes this.

The Primary Learning Styles

  • Reading Prefer the traditional method of reading material.
  • Visual Learn best by seeing.
  • Auditory Retain more of what they hear.
  • Kinesthetic Need a hands-on and experiential approach.

People don’t necessarily fit into one single category. However, it’s common for learners to have a preference for one or two of the above modalities.

Provide Coursework in a Variety of Formats

With today’s technology, it’s possible to create courses that incorporate multiple learning methods. The material can be presented in a variety of formats, such as text, audio, videos, and interactive games. When the information is presented in diverse formats, it’s better able to meet the needs of different types of learners.

Use Personalization

A personalized approach to learning lets individual learners make choices about how they learn. Even if everyone needs to reach the same goals and perhaps pass the same assessments, they don’t necessarily have to get there by the same path. Knowledge Anywhere’s LMS, for example, lets you create custom learning paths that are designed to meet the needs of individual learners. We also have a large focus on branded content and personalization.

Keep Looking for Ways to Improve Retention

The science of learner retention is constantly evolving. Results also depend a great deal on the environment and motivation for learning. For example, employees who know that training can help them advance in their careers tend to be more motivated learners than those forced to undergo annual compliance training. Yet all types of learning can be presented in a way that optimizes retention by emphasizing the benefits and meeting the needs of diverse learning styles. Testing your results and making changes when appropriate allows you to observe which methods provide the best knowledge retention for your needs.

​Organizations face the challenge of providing continuous education for personnel. eLearning has become a powerful go-to method of accomplishing this goal across many industries and enterprises.

For learners to participate and acquire new skills and knowledge, there are two methods of online training to pay attention to; synchronous and asynchronous eLearning. Let’s take a closer look at both of these methods now.

Synchronous eLearning

Most of us are familiar with different types of eLearning from enrolling in classes and seminars that utilize virtual classrooms. Here’s a few ways that training can occur: via webinars, video conferences, webcasts, application sharing, and live chat. In synchronous eLearning, the presentation occurs at specific times for the group to participate in the training which is led by a professional online instructor.

Benefits of synchronous eLearning include the following:

  • Instructors can deliver course material and answer participants’ questions live, which improves the quality of the program.
  • Instructors can receive instant feedback about the class to put to help improve future classes.
  • eLearners realize cost savings since they are not required to travel to offsite class locations.
  • Collaborative and interactive training is delivered in a virtual classroom through tools such as whiteboards and screen sharing.
  • Large groups of eLearners are reached simultaneously, which conserves time that can be used to schedule other classes and attend to other tasks and projects.

However, synchronous eLearning does have some disadvantages:

  • eLearners must adhere to a set schedule and are unable to access the content at their convenience.
  • Some participants may get lost in the shuffle if there is a large group participating. Questions may go unseen in chats if others are “speaking” over them.
  • The speed of the presentation may be too slow or too fast for some participants.
  • Technical problems can arise which may interfere with the live class. This could include anything, from losing internet access to having audio difficulties. Advanced technical know-how is often required on both ends to help solve unexpected issues.

Asynchronous eLearning

In asynchronous online education, eLearners do not gather simultaneously in virtual classrooms. Instead, presentations are pre-recorded and digital materials are delivered via email, discussion boards, social networking, and collaborative documents. Commonly used delivery methods include recorded audio, video presentations, and discussion tools. This type of eLearning offers the following advantages:

  • Greater flexibility for eLearners to access curriculum at their convenience and from any location.
  • Discussion forums help reinforce learning through discussions with peers. This aids in the reinforcement and retention of the curriculum.
  • Learning can take place over time which can help eLearners practice and apply the material.

However, this type of learning may not suit all, because:

  • Some eLearners may feel isolated in attempting to understand the material without a live instructor.
  • The lack of live communication means expressions and tones of an instructor are not present to hold interest.
  • This approach requires eLearners to be self-disciplined, motivated, and not easily distracted to progress through the material.
  • The limited contact with the instructors and other participants may be frustrating for some.
  • Clarification and support may not be as easily accessible in self-paced courses.

A combination of learning tools can be used in either approach. For example, while live webinars are intended to gather participants together at the same time, they are also recorded for viewing later on. This also applies to texting to ask questions about the materials. The conversation is synchronous if the recipient is online and can respond immediately. However, it becomes asynchronous if the question is not answered until later.

Blending Asynchronous and Synchronous eLearning

A third option in eLearning is to utilize tools from both approaches. A Learning Management System (LMS) provides a blend of tools to support both types of presentations. These can combine videos, downloadable files, live sessions, discussions, and texts all in one platform. The blended approach offers invaluable social interactions while providing flexibility in presentations. Users have the flexibility of viewing lessons on their own time while real-time support is provided by instructors as needed.

Interactions In Both Approaches

Both asynchronous and synchronous learning approaches require participants to mentally process the material individually as well as have the option to socially interact with others.

In the asynchronous approach, interacting with the content is a way to ensure the material is understood. An example of content interaction would be a series of multiple choice questions following a presentation. Another tool would be an online interactive activity, such as using the application that was taught. For example, a lesson on how to use PowerPoint could be followed by an exercise where the user creates their own slideshow with the application.

Social interactions are just as important in either eLearning approach. Using the above lesson example, a participant with a question about adding graphics to a slide, can either instantly message an instructor (synchronous) for the answer or post the question to an online forum (asynchronous).

Without valuable social interactions, it is difficult to have access to different points of view and gain new insights. Instructors accessing eLearner forums can also see what points are more confusing and make clarifications accordingly.

Choosing the Best Solution

When building courses for eLearners, the following factors must be considered when deciding on asynchronous, synchronous, or a blend of both approaches.

  1. Who and where is the target audience? Participants with varying skill and experience levels who are located all over the world may benefit most from asynchronous learning. A selection of courses at various levels can be provided to accommodate skill levels. Time zone differences would also not be an obstacle. If the course content is highly specialized and complex, synchronous learning is the better option. Instructors can then instantly address questions and clarify concepts during the presentation.
  2. Internet and Wi-Fi accessibility. Most participants will normally have access to 24/7 high speed internet without any issues. However, inclement weather can cause extended downtimes and must be considered when planning and presenting synchronous learning courses.

Our powerful and versatile Learning Management System (LMS) at Knowledge Anywhere can help you deliver and manage course content in several ways. Our centralized learning platform provides a variety of methodologies to build and manage content with access to virtual learning, webinars, assessments, and instructor-led training. Whether you select synchronous, asynchronous, or a blend of the two presentation methods, our experienced team will help to ensure that your courseware is immersive, engaging, and informative for your eLearners.

Contact us to schedule a demo of our LMS and learn how our platform can help you build an effective training and development program.

​We’ve added a lot of new and exciting features to our Learning Management System this fall! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.

Course Auto Renewal Intervals

This new tool allows Administrators to set course renewals, for repeating a course after a certain amount of time. This is useful if learners are supposed to retake courses. On the user side, this will show up as “Course History” underneath the courses that have been taken multiple times. For Administrators, reports on renewed courses are located under Reports – Course Details - Course Renewal/Iteration filter option. To see the Renewal/Iterations, this option can be added under Content – Courses.

Renewal Course History

Learners can now see their course history on courses that have implemented the auto-renewal feature and have been taken multiple times. Includes the potential for progress report, date taken, score, and certification if available. Viewable under Learner Side LMS – My Courses, within course cards that have multiple retakes.

“Due Soon” Banner for Courses

Learners will now see a teal colored Banner, with “Due Soon” text for courses that will expire within the next 30 dates. This will be located in the Learner Side LMS under “My Courses,” as well as “Transcripts.”

​What is a training timeline and where are learners within it? In this blog, we’ll explore how to identify the different stages of the training process and discuss how to move forward from each point.

Training is not a single event - instead, it’s an experience that has multiple stages and lifecycles. A training timeline shows these different cycles and shows how training can occur at multiple, but very different points in a learner’s journey. Once you’re able to understand where learners are within this cycle, you can use this guide to continue online training by moving on to the next stage.


Onboarding is usually the most first type of training that comes to mind, since the learner is new and knows nothing about the organization’s process, products, or rules. A vital stage, updated and engaging onboarding is a surefire way to ensure new employees understand how to best do their job.This stage can be customized depending on role, rule, or product. For example, Knowledge Anywhere has resources that can tailor specifically towards onboarding product training for sales representatives. This kind of attention to detail will only help employees clarify how they can succeed within your company.


The title of this stage is vague for a reason - general, anytime training can have many different forms. Here’s a few types of training for different types of employees:

The key here is to sit down and think about how each kind of training could elevate employee knowledge and company wellbeing. Once the correct approach is identified, get started on implementation!

Re-Engagement & Check-Ins

Sometimes, our availability or motivation dips - for those times, it’s imperative that your organization has a re-engagement plan in place. It’s time to utilize internal marketing strategies to reach your learners and remind them why online training is important for them and the company. Here’s a few quick steps to implementing re-engagement campaigns. To see more, check out our blog about How To Implement A Captivating eLearning Re-Engagement Campaign:
  • Figure out WHY learners aren’t engaged
  • Evaluate your learning materials
  • Create need and make it urgent
  • Launch an internal marketing strategy

Refresh & Renew

The biggest mistake trainers can make is assuming that they’re done after a course has been completed by learners. In truth, there is no “end” to training - it’s a continuous cycle of lifetime learning, which should be refreshed and renewed often. To stop training is like saying there’s no more to learn!If you find yourself not creating or managing any training at the moment, rethink where your organization’s training fits within this cycle. If you need some inspiration here’s a few starting blocks to help: what can you do to make it more relevant to users? How can your company be improved by enhanced employee skills? Are all certificates, information, and products up to date? Is your compliance training refreshed and up to date? Have you created a 1 year LMS check-up?


Learning is an ongoing, lifelong process. Your training should be no different! Check in with your learning platform constantly, for optimization and improvement. The goal is to think of corporate training as less of an event, and more as an experience. For any questions about eLearning, talk to an expert for free today!

​When your team has to learn, you’ll want to have a reliable training program in place to support and accommodate all types of learners through a multifaceted learning approach.

That’s why the strongest organizations tend to have a strong training ecosystem to support their employees. But what is a training ecosystem, and what are their main components? And how can you build the best training ecosystem possible to accommodate the learning your team needs to accomplish?

A Training Ecosystem: Definition

First, a definition: a training ecosystem is all the training materials available to learners within an organization. These can come in a variety of formats, but it includes all learning and educational content employees are responsible for mastering. A training ecosystem represents everything within an organization dedicated to employees’ learning and growth. But why use the term ecosystem and not “training program?” Think of any ecosystem in nature. No matter what type of setting, they all have one thing in common — they’re made up of many parts that interact with each other to create the whole. A forest has trees, rivers, and animals that all have a specific role within that ecosystem. In a training ecosystem, each component plays a different role, relying on the others to function effectively. A training ecosystem serves as almost a living organism — adapting, evolving, and thriving based on the content, platforms, and people who contribute to it. A jungle isn’t just made up of trees - the same can be said for training systems. Not only do you need one piece of the puzzle, but many that work together to create a whole system, set up for employee success.

But what are these different components that make up the training ecosystem?

Different Components of A Training Ecosystem

Each component in your training ecosystem plays a different role. Let’s take a closer look at a few:


Your content is the actual information and data provided. It’s what users need to learn to perform their roles more effectively. Content can include:
  • Mandatory or legally required certification or training
  • Policies and procedures
  • Emergency response and business continuity plans
  • Job-specific guidance

You can have content that your entire organization needs to learn, or content specific to teams or individuals. This resource can be developed internally or externally, depending on your level of comfort creating content or outsourcing it.

No matter what, you’ll want to vet and regularly update content to ensure it reflects the accurate and updated information you need your organization to understand.

Platforms & Channels

Other components of your training system include the platforms you use to convey the information to the learners. This includes the technology you utilize to take advantage of these platforms. There are multiple types of learning systems — the important thing is to have one (or many) that fits different types of learners within your team. Cutting edge technology is always emerging. Instead of being conducted in a classroom setting, not almost all corporate training has moved online. Here’s a few great channels/platforms that an organization can use to stay current and interactive:

Learners & Administrators

The learners in a training ecosystem are the people tasked with consuming content. Understanding this group and how they learn best is critical to selecting the content and platforms that enable the highest retention levels. The administrators in a training ecosystem are the people responsible for assisting with the transmission of information from the content to learners. In the past, teachers would operate in a classroom setting. Now? They can represent:

  • The learner themselves, as many online courses are self-guided and self-taught
  • Whoever’s responsible for developing the content, whether that is an internal department or external expert
  • Educational coordinators meant to address questions about training content


Finally, your company’s educational culture is also part of your training ecosystem. Your culture is not just the sum total of all components in an ecosystem; it’s also the values and mission of your organization. Your culture will guide what kind of training your organization will take part in. For example, let’s say one of your company’s primary values is taking an ethical approach to work. It would then make sense to develop an ethics training course for everyone in your organization to complete. Think of your company’s culture — both the overarching values and your educational goals— as the guiding force for the direction in which your training ecosystem moves. Your overall brand should be reflected in your training content, emphasizing your culture’s various aspects.

How to build the strongest training ecosystem possible

Now that you understand how a training ecosystem functions and what the different components of it are, it’s critical to understand how to build the strongest one possible. The first thing to remember about building a strong training ecosystem is that each piece is interconnected. No single aspect of your ecosystem operates in a vacuum; each one relies on all other components to be successful. That’s why when you’re defining and developing each part of your training ecosystem, consider all parts. When you’re developing content, consider who the specific audience is, who will develop the content and whether they’re qualified to do so, what platform you’ll use to distribute the content, and how the content supports your overall organizational mission and goals. Your content should be communicated in a way that respects the audience and is convenient for them to access and understand.

Cultivating a training ecosystem best suited for your specific organization involves thinking strategically, planning each component in concert with the others. It also involves making changes when necessary. As new technologies and online learning systems are developed, you may find yourself needing to adopt new strategies. Listening to your staff and monitoring their progress using your platform is also critical to a healthy training ecosystem. Ensuring workers are capturing and retaining the information is the difference between successful and unsuccessful training.

In short, envision your training ecosystem as a machine. It has multiple parts that all require attention and forethought to operate effectively. If you’re thinking of elevating or improving any aspect of your training system, you’ll want to partner with a knowledge provider who can give you the best tools for the job. Let Knowledge Anywhere be that trusted partner. For more on how we can help your organization, contact us today.

​No matter what industry you’re in, you’re bound to face the challenge of a skills gap at some point. A skills gap is when a gap exists between the skills of a team member and the skills required for their position. The problem here is fairly obvious: if an individual doesn’t possess the prerequisite skills needed to fulfill their daily responsibilities, they may do a subpar job in their role.

So how do you, as an organization, mitigate this? One of the best ways to help address skills gaps is through online training. Let’s take a closer look at when skills gaps occur, what industries they occur in, and how online training can help you manage and overcome them.

When do gaps in skills occur?

There are several scenarios in which your organization may encounter skill gaps. While each situation can be remedied, it’s important to understand how and why you may come across each one:

Technology evolves faster than expected

There are so many ways the modern workplace is evolving. One major area is technology. Looking back 15-20 years ago, work was radically different from today. Now, much of the communication that was done in person is now performed digitally. Whether it’s the use of laptops and mobile devices, cloud computing, and cybersecurity, these are all concerns of the modern employee.

These systems come with skill sets that need to be addressed. One example is cybersecurity. Employees need to be made aware of cybersecurity threats and best practices for managing those threats. Not understanding how to properly identify or respond to a phishing email scam could lead to a malicious actor compromising your organization’s network or data security.

Technological skill gaps will continue to appear and evolve as new technologies are developed and implemented.

Policy or regulation changes

If a new law comes into effect, it may lead to regulatory requirements your staff needs to uphold. These skills could apply to a wide array of your employees or a specific subset. Either way, policy changes can mean your organization’s responsibilities permanently shift. To adapt to this, it may mean adopting new skills. Failure to do so could potentially lead to legal issues, penalties, or loss of reputation with your customer base.

One of your team members lacks a specific skill

Let’s say you come across a candidate for a position that has all the positive attributes you could look for in a candidate — qualifications aside. They have a positive attitude, are a fast learner, and are generally the type of person you want to become involved with your company. You may hire that person even if they don’t fit your job requirement perfectly. This can be a great way to think outside the box and add talented, motivated people to your team even if they don’t have the exact requirements you set out to find.

That said, there still may be skill gaps you need to manage. You may have team members that are eminently qualified in some areas and lacking in others who you hire despite this shortcoming. They may have skill gaps that will need to be addressed during onboarding.

What industries have the biggest skills gaps?

Generally speaking, skills gaps can affect almost any industry. Industries like healthcare and finance have constantly changing technical and legal developments. Conversely, industries such as office administration can also have evolving requirements such as ethics or harassment training that need to be consistently reviewed and updated.

There’s also the question of skill gaps as they pertain to softer, less technical skills. Think about someone staffing an IT help desk. That individual may know everything there is to know about managing computer hardware. But if they don’t have the customer service and communication skills to effectively work with your employees, they’ll be ineffective at their job.

The answer to the question of, “Which industries are most affected by skills gaps?” is a simple one: all of them.

How does online training mitigate skills gaps?

No matter what the reason for the skills gaps you may be facing, it’s critical to develop a plan for dealing with them that ensures you’re addressing it in a way that allows your existing employees to effectively retain the information and that you have a system in place that will work for future employees who may need to use it.

Online training is the best way to mitigate skills gaps for a number of reasons.

It’s flexible

Online training enables you to provide your employees with an educational platform that works for them. Online training appeals to all kinds of learning styles.

Your team members can also take courses and exams at their own pace on their own schedule. You may have multiple team members who all need to partake in the training to add a new skill. Scheduling this kind of training session can often prove difficult, as everyone may have a busy calendar. With online training, you don’t have to worry about this. Everyone can learn the new skill when it is convenient for them. This is especially helpful for remote or part time workers.

You can easily customize and update it

Every industry faces changes and challenges. Your team members will no doubt need new skills in five years they may not need now. That’s why online training works: you can easily customize your learning system to fit your current needs. You can also provide updates for any new developments you’ll need to account for. With online training, you can tweak your training systems to keep up with the demands of your particular sector. You can build a system targeted at a specific group within your company or opt for training that can be cross-departmental.

It can be used for a variety of skills

Because online training is so versatile, you can apply it to a number of different skills and disciplines. For the majority of skills you may need your team members to add to their repertoire, online training can likely accommodate it.

The bottom line? Skills gaps have the potential to negatively impact your organization, but online training can help you navigate around them reliably and effectively. You can provide your employees with the tools they need to do their job in a format in which they can easily retain information.

The key to developing a solid online training program is having a trusted partner with you on the journey. Knowledge Anywhere can be that partner. For more on how we can help you mitigate your skills gaps, contact us today!

​Most organizations have training programs for their employees, which aim to equip them with the skills they need to perform their jobs and grow in their particular field or profession. Mostly, one hears about how this benefits company efficiency or the bottom line. But how does it help the learners?

In this blog, we’ll explore why employees should WANT to take training, outside of company profit.

Internal Career Progress

Training programs can help employees achieve internal career growth by equipping them with the skills they need to take more responsibilities at work, including ones required to perform in senior positions. For instance, corporate training programs can equip employees with the leadership skills preferred in managerial roles.

Most organizations have comprehensive leadership development programs that facilitate succession planning, and a Learning Management System with great data analysis features will show administrators who is completing training sessions and how well they’re preforming on them. This can become a great bargaining skill for learners during raise or promotion negotiations - they will have a viewable track record to Human Resource professionals that demonstrates high potential via such online training programs.

If a recession hits or hard times are ahead, employees who embrace constant learning and development may be retained when others become redundant. Such employees are also adaptable to changes in organization policy and governance structure. Moreover, such employees may be able to serve in different roles or switch to jobs that align with a new company strategy.

Training Increases Employability

Training is one way of enhancing an employee’s value to any organization, not just their current one! If an training platform has the ability to export data or show proof of training publicly, this will make it much easier for learners to market themselves as great potential employees. For example, let’s say you’re in marketing and have taken multiple courses about SEO, Google Analytics, and Product Management. If you’ve completed the courses and obtained a certificate, you could add these employable skills to your personal resume. The next time you look for a job, you’ll be able to prove how this training can help the new company, not only the old one!

If an LMS has the ability to integrate with LinkedIn, this is even better! Knowledge Anywhere is a LinkedIn Learning LMS Integration Partner, which allows us to upload and update all LinkedIn Learning content directly in Knowledge Anywhere’s systems, providing a streamlined experience for companies, administrators, and learners, alike. Our platform also allows learners to post their certificates directly into their LinkedIn profile and allows them to show off which training was completed, who assigned it, and when it was done. interviewers often check the online presence of interviewees when deciding on a new hire. By completing training and making it available to the public eye, it’s now possible to benefit from the fruits of your labor!

Skills Competency

Training helps employees increase their knowledge and skills, leading to improved performance. Employees who understand their job and the resources they can use to enhance effectiveness are more productive than those without such training. Below are just a few examples of skills that learners can improve through training:

IT and Computer Skills: Most employees lack competency in IT and basic computer skills required to complete different tasks. Research indicates 82% of all the office jobs in the modern workplace require knowledge of computing and digital communication skills. Training programs can bridge these gaps by teaching them how to use different software applications and internal communication networks. Training programs also help workers learn the latest updates on the existing software, which can be used to improve the quality of their work.

Communication and Interpersonal Skills: As simple as it sounds, many employees are hired without the necessary soft skills needed to thrive in the workplace. Training can help bridge this gap to improve employee communication skills, enabling them to interact with others politely and avoid unnecessary conflicts. Communication training will also improve their ability to collaborate with others and work in teams when completing different tasks and projects.

Mentor Matching

Training programs provide an opportunity for employees to find mentors who can coach and guide them on their career. It is during training that employees encounter senior staff and consultants who specialize in different fields and professions. Employees can use this opportunity to get contacts, utilize mentors, and join professional networks. Exposure to such people helps employees benefit from their insights and experience on the corporate scene while creating powerful bonds. Word of mouth and networking are some of the most effective tools in career progression - training can give you the rare professional opportunity to have this power.

Increases Job Satisfaction

Training gives employees the skills to complete their work with minimal supervision, which increases autonomy and confidence in their work. Such employees feel more valued by the organization and more free without a micro-manager breathing down their back. As such, training linked to career planning is a great way of increasing the satisfaction of workers. When employees gain new skills and have strong bonds with mentors, this results in an improved perception of the organization and contentment with their work. Such employees are likely to be motivated to do their jobs and grow their career with the organization.

Let’s be honest - sometimes, workplaces can be boring, especially when employees feel that they lack focus and inspiration to complete their work. Part of the disillusionment results from the feeling that the employer is using outdated technologies and workplace practices. ELearning can improve employee engagement by upgrading their skills and serving as a way to modernizing the organization with the latest technologies and practices. Such initiatives will enhance employee engagement leading to improved productivity and commitment to their jobs.

A New Form of Empowerment

Training also helps employees avoid anti-social practices such as sexual harassment and know how to protect themselves from workplace bullies. Training helps them identify the forms of language and sexual advances that may be considered as harassment. Employees also learn about the types of offensive language and hostility that can be classified as harassment or bullying.

Employees will in a position to identify various forms of harassment such as racial profiling, gender-based hostility, religious intolerance, and age-based intolerance. They can report such incidences to the management for further investigation. Empowerment is an effective way of reducing workplace stress.

Enhanced Safety

Training has real-world implications that can increase job performance and safety. Employees who undergo company training are likely to be aware of the risks posed by their job and heed all the safety precautions while reducing accidents and injuries at work.

For workers in high risk professions such as engineering and healthcare, training helps create a safety culture that ensures that everyone complies with strict protocols. Employees will be in a position to identify safety hazard early and take necessary measures before accidents happen. Workers also need to undergo regular training to acquaint themselves with the latest policies and industry standards.

While training is great for corporations, it’s important to see how it can have positive effects for the employees in their own right, and when these perks are communicated properly, it can help with engagement and personal buy-in from learners.

​Technology continues to advance at a fast pace, including the evolution of eLearning, which is constantly adapting to the market demands. Gone are the days of rigid training outlets with tight schedules and unnecessary travel. If you are just starting your eLearning journey, you may face a few challenges as you try to navigate into your preferred mode of study. To help you out, here are some types of eLearning that you will come across, alongside their definitions, as well as pros and cons.

Types of eLearning

1. Fixed eLearning

Fixed eLearning is one of the older versions of online learning. It refers to a learning process that uses a traditional structure of passing down information to students. All learners receive the same type of information as determined by the instructors. Since the learning materials rely on the instructors, fixed eLearning is rigid and does not adapt to the students’ preferences. Such a type is best suited to environments where learners have similar schedules and skills. Traditional grade school classes in need of eLearning can, for instance, adapt this type of structure.


  • Fixed eLearning works well when the learning depends on a time-sensitive completion schedule involving fixed curriculums.
  • It may be easier and more time sensitive for trainers to implement a one-sized-fits-all strategy, with less variation.


  • Due to its rigidity, it would be hard to adapt to the current diverse eLearning needs.
  • Its traditional training approach also lacks real-world elements.
  • It is a generalized form of learning that fails to consider each student’s individual learning abilities.

2. Adaptive eLearning

Adaptive eLearning is another type of online learning. Unlike the first outlet, adaptive eLearning has the learner’s flexibility as its focal point. Here, all learning materials are designed to fit your learning preferences. This pays attention to aspects such as skills, abilities, and individual performance. Using such factors to tailor your learning needs means that you can switch things up whenever you feel like you are lagging behind, or change based on your course completion goals. Adaptive eLearning works well where learners prefer to study at their own pace. You, however, need to be highly disciplined to stick to your pace in adaptive eLearning.


  • Adaptive learning is flexible, allowing you to take courses based on your individual needs.


  • Since adaptive eLearning is tailor-made for each student, instructors planning it face setbacks trying to meet the enormous number of eLearning schedules on a wide-scale level.

3. Asynchronous eLearning

In asynchronous eLearning, students study independently from different locations. Here, learners can study on their own time, depending on their schedule. If done in an engaging way, this could include user generated content. For example, instead of multiple choice exams, learners could submit video of themselves proving their newly-learned skills.


  • This type of eLearning takes into account the need for flexible individual schedules, allowing personalized and individualized learning time frames.
  • Learners at different geographical areas also benefit from the same learning tools available to their peers.


  • Asynchronous eLearning can lead to isolation, creating a ripple effect in complacency while studying. Some learners require constant evaluation and interaction with their peers to keep pace, which lacks here.

4. Interactive eLearning

In interactive eLearning, both teachers and students can communicate freely, allowing both parties to make changes to the learning materials as they see fit. An open line of communication also allows for better interaction, resulting in a better learning process should any queries arise. Interactive eLearning works well in a limited and close-knit group environment that allows for flexibility.


  • The open form of communication gives rise to a seamless process of learning, for both learners and teachers.
  • Open communication also strengthens independence in learning for students, since you have a say in the learning process.


  • Not suited for large numbers of online learners, as it leads to confusion (mainly for the instructors).

5. Individual eLearning

Individual eLearning is all about students learning on their own without any peer communication.


  • Individual eLearning helps students learn based on personal attributes such as goal achievements rather than relying on their teachers’ and peers’ standards.


  • It restricts all forms of communication, resulting in isolation. Here, you are required to learn solely on your own and complete your goals by yourself. Due to the lack of follow-up, individual eLearning can only work in highly specialized situations where learners are highly motivated and skilled.

6. Collaborative eLearning

Collaborative eLearning focuses on teamwork, allowing students to work together. Learning materials and goals rely on combined effort from all students for completion of the course. If you prefer this type of learning, you have to factor in your strengths and weaknesses, as well as that of your peers.


  • Promotes communication and teamwork among the students, an aspect that is often lacking in online learning.
  • It also develops critical thinking that is needed to accommodate different students’ views during the learning process. Due to its collaborative design, it can work well with learners from different backgrounds and cultures. It is an effective learning process that helps to build awareness and harmony among people from diverse groups.


  • Collaborative eLearning can give rise to over-dependence by some students. Due to reliance on combined effort, some learners can opt to take a back seat and let others do the work for them. This can seem unfair to some learners, dependent on the work load of each student.
Each eLearning process is suited to different environments and personal preferences. Before settling for any option, understand what works well for you and your goals.

    ​To design the best possible online training, trainers must be able to see the experience through the learner’s point of view. Is the process easy to navigate? Is the platform going to teach people the right skills at the right time? To answer these questions before they become problems, it’s best to create learner profiles to walk through learner’s training journeys with.

    Not all learners are the same, and training needs to reflect those differences and adapt. During this process, we’ll create backstories of how three profiles found online training, what their role in the company is, what they need training for, and potential eLearning solutions for their goals. By showcasing three potential learner profiles using multichannel mediums, we can understand how they navigate differently through a Learning Management System, and why training needs to be designed with these profiles in mind.

    Identifying and Creating Learner Profiles

    Sales Representative

    To start off, let’s look at a sales representative going through sales training, as this is a common scenario in many organizations. Here’s his quick background: He found training when he Google searched “online training sales,” and came across this website, and his goal was simple - to find and use sales training in order to complete more sales. With this information, we can cater potential eLearning solutions to him. This could include:


    Because salesman may be travelling to meetings with perspective leads, mobile access to a learning system may be more important than in other roles. This will also allow them to have accessibility to learning anytime, anywhere.


    By breaking information into smaller, bite-sized portions, salesman can quickly receive information within the natural flow of their workday. There are many ways to make microlearning interesting, including just in time training, quizzes, short videos, infographics, or eBooks.

    Human Resources Representative

    For our second profile, we’ll explore an HR representative, who has a diverse team with different skill sets and has been referred to this training by her coworker. She is looking for an engaging, virtual onboarding process that works remotely! Her experience in eLearning could look something like this:

    Full Courses and Assessments

    To properly onboard members remotely, a course set with check-in points is essential. These segments could be any type of format or lesson, but should thoughtfully cover how key elements of jobs are to be done. Here are a few basic onboarding ideas, to help get started:

    • Company overview and background
    • Basic job processing
    • Teaching specific technologies or systems, if necessary
    • Product training, if applicable
    • Compliance/ethics/diversity training

    Scoring, Badges, or Certificates

    Gamification is a great way to engage learners. This could come in many forms, but common ones include leaderboards, badges, or certificates. This is a great question to ask during a demo of an LMS system, and is a good example of making sure you know what to look for before buying!

    Multi-Formatted Training For Different Types of Learners

    While most of the population are visual learners, it’s important to cater to all types of learners, in a blended approach. This means making sure that your training has multiple different formats and is able to engage different parts of the brain. No one wants to watch a 3 hour video, or listen to a long lecture - provide different options, such as exams, videos, one-on-one chats, live sessions, quizzes, eBooks, podcasts or audio tools, role playing, and more!

    Safety Officer

    Lastly, a Safety Officer who needs safety and compliance help, and saw our training solutions through an eBook website promotion through social media. Below are just a few ways that training could be tailored specifically to them, in order to help them reach their goals.

    Virtual Reality (VR)

    Some jobs can be dangerous - the role of a safety officer is to identify and reduce risks. One great way to do this is by accepting Virtual Reality as part of the curriculum. With it, learners can practice real-world problem solving and minimize training risks. Give your workforce an immersive VR training experience that establishes a mock environment where your employees can practice jumping over realistic job hurdles. To talk with an eLearning expert about VR in a workplace training environment, you can schedule a meeting here.

    Visual and Easy to Understand Courses

    Simplified concepts, clear visuals, and easy takeaways - this is the trifecta for easily understood courses! The more fun and simple it is, the more likely learners are to engage and learn the desired information.

    Multiple Attempts at Learning Concepts

    While retention is important for all types of training, you really want safety training to be remembered, because it could save workers (and potentially clients) from injury, and save the company lots of money on legal and medical bills. To make sure the information transfers over to long term memory, make sure there are multiple ways to test learners on the course. Are you sure they have the key takeaways? Drive the point home by rephrasing and retesting, to make sure it sticks.

    Role Play & Real Life Scenarios

    Since safety and compliance training is all about real-world scenarios, role playing is usually necessary for these trainings. This allows employees to interact in a realistic way, without the risk of an in-person try. Through video role-playing, these situations can be better anticipated and learned. Experienced online mentors walk trainees through a scenario that puts them in the right mindset to respond appropriately. Trainees learn faster and more effectively in this type of active environment.

    Industry-Specific and Customized Courses

    Usually, jobs worrying about safety training are industry-specific, such as a healthcare/medical field, or manufacturing. This means that training cannot be a one-size-fits-all; tailor your approach in order to fit the learners! Work with a training company that has experience in multiple fields, with the ability to customize training solutions.

    Timelines & Training Journeys

    Because each of these profiles needs different solutions, it makes sense that they choose to train at different times. The graph below is one potential example of how different roles may access corporate learning at different points in their journey. For example, the sales rep may not look towards training until they’re going out for a meeting, using the LMS’s mobile features, or until a point of need. This could result in a “feast or famine” timeline, with big ups and downs.

    This could be a heavy contrast to HR’s onboarding. Look at the yellow line below - this is an example of how onboarding training could go; the learner joins a new team, studies up very hard, and then eventually training decreases as they get more and more used to their new role. Lastly, our safety officer shows as a flat line. This can be explained by constant and ever-ongoing safety training at all times, as new systems emerge and new challenges arise. Of course, none of these lines are set in stone. The point of creating learner profiles and training journeys is not to accurately predict all possibilities; it is to walk through different potential experiences, so you can design a marketing strategy, product features, and training solutions that can apply to all types of learners. This will make sure your training is not a one-size-fits-all, but is customizable and varied!

    Some of this information was pulled from our partnership with Knowbly, experts on course authoring. With them, Knowledge Anywhere users can sign up here to get a FREE demo, a 21-day trial, and a discount. Happy training!

    ​While remote work is a wonderful and inevitable development, it also features inherent challenges. For example, think of when your team needs to complete a mandatory training course. In the past, you’d have to schedule a meeting, make sure everyone was able to attend, and reserve a meeting space in which to hold the training. For companies with remote workers, this has been rendered just about impossible. Enter microlearning.

    Microlearning is the practice of providing instruction in smaller, manageable portions as opposed to longer lessons. It’s a format particularly well-suited for employees that telecommute. Let’s take a closer look exactly why microlearning is the answer for training your remote teams.

    Benefits of using microlearning for remote worker training

    You can engage a global workforce

    With the onset of remote work, you can place team members all across the globe. Less important than your team members’ physical locations is the skill set they bring to your company.

    Microlearning allows you to engage your team members no matter where they work. By keeping your information in smaller units of information, you can distribute it via email or some other shareable form of IT platform (i.e. SharePoint or GoogleDocs). With more traditional forms of in-person training, you’d have to deliver the information when you had your entire team gathered together. With remote workers consuming it according to their own schedule, microlearning allows for more flexibility.

    It can accommodate different time zones

    As noted above, your team isn’t going to be conducting the training at the same time. You could have a team member in New York, California, and London all responsible for learning the same content.

    Microlearning is better for teams in varying time zones because it’s dependent on the user completing it as opposed to the user being available at a set time.

    It can accommodate different languages

    When your training courses are organized in larger chunks of content, it may be difficult to translate to accommodate your team members who speak different languages. This gets a lot easier with shorter courses. It’s less of a hassle to configure when the information is stored in smaller chunks.

    Shorter courses allow learners to easily complete them around working hours

    Your team is busy. Along with your training, they also have a set of daily responsibilities to complete. With smaller-sized courses, it makes completing your course during their normal work day much more manageable. Longer courses may impede the flow of work. With the shorter courses, they can budget their time to complete it throughout the assigned time period.

    How to use microlearning to improve remote worker training

    Identify training goals

    Before you begin your training period, it’s important to have your team’s goals in mind. Microlearning helps you create more manageable goals for them. For example, with a longer course, you may have to give them a single deadline to complete one long block of training requirements. With a series of short courses, you can create a series of deadlines that allows your team to continually hit any training milestones.

    Create complete and cohesive courses

    Once you’ve identified your goal, you’ll need to craft a training course to help you and your team meet it. Microlearning is a perfect format for creating a comprehensive course with multiple components for remote workers.

    With a single course, you run the risk of packing too much information into a single session. That decreases the chance your team will retain the information and use it effectively going forward. With a series of shorter courses, you can cover more information without creating a mental burden on your team members. They can pace themselves as to how they process the information, thereby allowing them to learn more over a longer period of time.

    Make content easily accessible

    By including less information in a higher number of courses, you make the content more accessible. Having the content in bite-sized portion increases the odds your team will know where to go to find the information for reference. When your content is buried in a longer, cumbersome module, reaching back for it after the fact may prove harder to do.

    Using a Learning Management System

    Microlearning is a great format for your training courses, and using an LMS to execute your microlearning courses will allow you to create personalized training path for each member of your team.

    Not every team member will learn at the same pace or with the same training style. In fact, not every team member may want to take your training courses in the same order if the order isn’t regulated for a specific reason.

    With microlearning, you can create a customized training path for each member of the team depending on how they learn, how fast they work, and precisely what training course they’re responsible for completing. You can also tweak the metrics for each team member - certain members may have differing training requirements. Because microlearning allows you to break the training up into smaller pieces, it’s easier to substitute different components depending on what’s relevant to that particular team member.

    Additionally, having a personalized training path will help you keep your remote workers accountable. You’ll be able to track the completion of their training path when you’re not able to check in with them every day at the office. If they are ever stuck on a certain part of the training, you can follow up to see where they have questions to help push them to completion.


    The bottom line is that microlearning is a flexible, customizable training format that suits remote workers perfectly. When your team members are in disparate locations, they can process the information in your training courses - included as part of a personalized plan tailored to their needs - in shorter bursts that are less mentally draining and time-consuming than longer, traditional courses.

    We’ve added a lot of new and exciting features to our Learning Management System this summer! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.

    Password Strength Meter

    Users now have a password strength meter to check the security strength of the new passwords they create.

    Site Message Images

    Admins can now add images to their site messages! Personalized toaster messages. Added ability to add image, and customize text formatting. Located under Admin LMS – Site – Site Messaging.

    Customized Certificates

    Shows list of certificates completed, and for each, it will show course usage, status (active, inactive, in progress). Can also show what the certificate will look like, and will allow you to adjust and customize (color, font, size, centered/justified text, add background images, etc.). Located under LMS Admin – Content - Certificates.

    “Copy Link” button added to documents

    Administrators can now easily link documents for learners by using the “Copy Link” button. This link can be inserted in various places within the LMS including course descriptions, site messages, and homepage text. Once a user clicks on the link a new tab will open and the link will automatically download to their device.

    Edit Agreement for Terms & Conditions

    Ability to edit agreement for Terms and Conditions or FAQ. Located under Admin LMS – Site – Manage Content.

    Quiz Report Improvement - Processing and Filters

    Adjusted and improved processing, and can now filter by a specific course. You will also be able to see differences of quiz results over time, to see if people are answering the versions more or less accurately. Located under LMS Admin – Reports – Course Reports - Quiz Details.

    ​Businesses across the world have heard the call to step up their game to improve in-office training and gain an edge on competitors still lecturing to bored groups of professionals. Of course, the art of engaging and fast-paced learning isn’t static. A single upgrade isn’t going to be the magic feather of effective training. Learning is a technology, and like all technology, it is constantly evolving. If your organization has eLearning, it’s time to upgrade again as the possibilities for corporate learning continue to improve. There are now dozens of high-tech training options and we’re about to list our favorites to help you choose which cutting-edge approaches will work best for your industry and company culture.

    1. Online eLearning Classes

    With the rise in digital training techniques, it has now also become possible to onboard new team members without actually bringing them into the office. Even companies with on-site positions have found that by making their digital training courses available online, employees can study, learn, and review the materials before they ever step into the office, effectively streamlining the training process and providing more reference material to new hires.

    2. Virtual Reality Scenario Training

    Virtual and augmented reality has had a hard time finding footing in gaming, but in the business world, the useful applications are surprisingly numerous. For occupations that involve a certain amount of risk like mining, manufacturing, and labwork, virtual training allows employees to get used to a risky environment and make their first few mistakes without putting themselves or their coworkers in danger.

    If your company has been looking for a way to new-hire mistakes, virtual reality training can give your professional students their ‘first day’ from the safety of the training room where mistakes can be gently corrected and quickly learned from.

    3. Cognitive Computing

    On the cutting edge of eLearning technology lies cognitive computing. This computerized, digital system is meant to mimic human brain function to come to conclusions using a mix of artificial intelligence, neural networks, machine learning, natural language processing, sentiment analysis, and contextual awareness. By quickly studying patterns and analyzing a problem or process from many sides, cognitive computing is meant to replicate humans, while expediting the process and helping make decisions.

    Although this is exciting technology with many applications, we have yet to see it truly take on it’s own potential in most businesses. However, early reports are promising. As an example, Towards Data Science shares a few real work applications.

    “With the help of IBM Watson, Royal Bank of Scotland developed an intelligent assistant that is capable of handling 5000 queries in a single day. Using cognitive learning capabilities, the assistant gave RBS the ability to analyze customer grievance data and create a repository of commonly asked questions. Not only did the assistant analyze queries, but, it was also capable of providing 1000 different responses and understand 200 customer intents. The digital assistant learned how customers ask general questions, how to handle the query and transfer to a human agent if it is too complicated.”

    4. Interactive IoT Learning

    The Internet of Things, Smart Home, and Smart Business innovations are changing the landscape of modern business tech quite significantly. Companies across the world are replacing their light bulbs with color-changing LED alternatives, installing WiFi security cameras, smart programmable coffee pots, and decorating the office with self-watering plants. However, where IoT really shines is in business automation, especially when combined with the voice controls of the smart “home” hubs.

    Any process that can be automated can also be voice-activated, meaning you can significantly streamline repetitive tasks to be completed in an almost conversational way with a computer or smart home hub. Naturally, you can also configure IoT integrations to effectively help teach systems to new trainees. Simply having an infrastructure that responds to voice and mobile app commands can help professional learners gain a stronger grasp on company procedures.

    5. Paired Learning with a ‘Pen Pal’

    It has long since been found that training works better for most people if they do it in a collaborative way. Working together with at least one other person allows trainees to share the information they’re working with and process more thoroughly by explaining it to each other and discussing the lessons. One way to bring collaborative learning to the workplace even when you’re only training one employee in a facility is to give your employees a training pen-pal, someone who works in another facility but is either also learning or can teach the subject in question.

    Paired learning can either by going through online training materials while partnered with another student in a different location or it can be used to pair your individual trainees with a mentor when the pair will be in two separate locations. This allows collaboration and interactive learning without anyone having to learn away from home. Video chat is usually considered the best way to do paired learning though, of course, email gets a fair workout during this process as well.

    6. BYOD Mobile Training

    Some companies believe the highest possible technology for modern training techniques is going mobile. It’s true that the mobile app has come great leaps and bounds in the last ten years going from very simple small-memory applications to full-sized pseudo-VR video games. A mobile training platform allows you to train equally well in the office, on the go, and to hook up remote hires with the same training that everyone else receives. Of course, the usual question is then what mobile devices to use.

    While some companies are still focused on getting everyone a company cell phone, with the reliable capability of most modern devices, the new trend is Bring Your Own Device (BYOD) when it comes to mobile training and interactions both in and out of the office.

    7. Cloud-Collaborative Project Learning

    Many business positions are not for an independent role, but part of a team. This means each new hire must not only be well-versed in the software, but a good team player that can handle collaborative efforts. There are hundreds of software options that allow for collaboration and version control, but the most reliable are all now based on the cloud. The cloud, unlike software that relies on your local network, ensures any project is not only accessible to remote employees, but is also backed up and safe from malware attacks on local systems.

    There are two ways to use cloud-collaborative project learning in your training methods. The first and most popular method is to coordinate a group of fresh recruits to work on a test project together using your collaborative software solution. This gets them all used to the process of saving, making notes, and working together without interrupting workflow. The second option, often implemented later, allows you to slowly introduce new team members to the collaborative projects currently being worked on by the teams they are about to join.

    8. Gamified Skills Assessment and Training

    25 years ago, business stood by the concept that work doesn’t have to be fun. As it turns out, we now know that people work harder, are more committed to results, and are more loyal to a company when they are having a good time. This has encouraged business training leaders to design new eLearning solutions that are built to entertain as well as educate.

    Gamification was introduced. With the use of animations, scores, and game-like features to convey the training material, trainees will strive to become better at their job tasks partly just to beat their own high scores while incidentally absorbing and actively using the material that was important to teach.

    9. Video Libraries for Self-Guided Training

    Let’s not forget self-directed learners, who prefer to explore a library of knowledge on their own. Traditionally, companies have built up libraries of dry explanatory materials and old reports. However, with new video recording and sharing technology, it is now surprisingly easy to both record training videos and make them available to both new hires and current employees pursuing in-line training. If stored online, even your remote employees can gain the benefit of the video training library.

    How is your company currently handling onboarding and online training? If you’re still holding classes in the old lecture fashion, it’s high time to look into what modern technology has to offer in order to speed, up, streamline, and increase the engagement of your office courses.

    ​Staying on top of the different learning systems online can feel like a full-time job. So what exactly is an LXP is and how can it fit into your business plan?

    LXP and LMS Definitions

    A Learning Management System (LMS), is the software necessary for building and publishing online courses and trainings. They have a wide variety of uses and are naturally administrator driven with a closed platform, great for compliance training, onboarding, corporate training, and certifications.

    A Learning Experience Platform (LXP) manages online learning experiences for employees, primarily at large corporations, and can provide learning resources that encourage employees to invest in the learning culture of the business. An LXP is ideal for online learning environments designed to facilitate employee choice, collaboration, and promotions within your organization.

    To leverage this, set up your online learning system so employee-level users have the ability to create their own course and manage them afterward. Also ensure learning assessments are designed so employees are able to quickly set up assessment instruments, instead of a system that requires course teachers to do manual grading. An LXP often integrates with multiple types of LMSs. If your business has multiple learning environments, you can use an LXP to pull them all together.

    An LXP has been used recently in the eLearning industry as a catchy, exciting phrase to use at conferences. However, it’s important to clarify the difference between an LXP and LMS, as they are often used recklessly and interchangeably.

    Administrator vs Employee Driven

    While an LMS is controlled by a teacher or administrator, an LXP is a platform that enables more granular user controls for educational systems. This allows employees to design and publish their modules and courses within the learning environment. This gives trainers less control of the content, but opens up possibilities for user generated lessons.

    Closed vs Open System

    Because of the nature of a platform, an LXP is an open learning environment and a traditional LMS is a more closed system. Businesses able to use an open LXP system provide employees the ability to build out learning systems for team-training or cross-team communication. This open system improves the ability to create growth from the learning systems.

    Certifications vs Employee Growth

    When you need to create a course that demonstrates a specific level of proficiency, an LMS is ideal because you are able to track learning and engagement and control the information within the course. This type of platform is preferred for certifications or courses to prove compliance with governmental or industrial standards. If you want to give your entire business the ability to grow together or in smaller teams, an LXP provides a platform for growth.

    Static vs Dynamic

    An LMS is focused on content and is administrator-driven; therefore providing a static and structured framework. An LXP is focused on dynamic courses and employee-driven content, meaning course creators are able to quickly swivel and change.

    LMS vs LXP: Which One Should We Use?

    An LMS is ideal for delivering learning content; an LXP is ideal for creating the platform an LMS works within. It is not really a choice between an LMS and an LXP, but of when to extend one with the other. Since they both offer unique tools and environments, they can work together to provide a more robust online learning system.

    While an LXP is exciting and new, it has major drawbacks. Because it’s evolving, it does not have the LMS’s advantage of being a tried and true product, with verified strength in a proven platform. To see which is right for you, talk with an eLearning professional about your organization and its specific needs.

    About Knowledge Anywhere

    Knowledge Anywhere is mostly focused on our LMS platform. However, we do have some elements of an LXP, including intuitive user experience, rich content, data collection and analysis, personalization features, mobile friendly learning, and integrations. We are currently looking to expand our system to include more beneficial elements of an LXP!

    ​At Knowledge Anywhere, we’re always looking towards the latest training trends. That’s why we often consult eLearning experts about where they believe the industry to be heading. In a recent talk with Josh Bersin, we asked “what technology do you think will have the most significant impact on corporate training and performance support in this decade?” His response was an unexpected one, saying

    “Tools that facilitate what I call “learning in the flow of work.” These include VR and AR tools that show new procedures and interventions, chat and text based learning solutions, and micro-learning and modular designed programs that let people learn continually without having to leave their existing digital environments.”

    So what exactly is learning in the flow of work, and what does it mean for online training? You’ve come to the right place to find out!

    Definition & Importance

    In essence, learning in the flow of work means learners are able to extract information they need, when they need it, without having to interrupt their process. Ideally, this would mean learners could be on the job, learn a skill they need, use that skill quickly, and then move on to their work as before. This involves microlearning, which allows learning in multiple, short forms, improving memory and employee engagement. Instead of formally training workers for hours in a lecture hall, learning in the flow of work uses design and strategy to meet learners where they are in a digital platform.

    By feeding employees information naturally throughout the workday when they need it or have time, this process has the potential to increase efficiency, and cut down on time, while shrinking the skills gap.

    Real-World Examples

    Now that we know what it means, let’s delve into how organizations can practically utilize learning in the flow of work within Learning Management Systems (LMS).

    Recommended Resources Based Your Past Behaviors

    Netflix is the most obvious example of this tip, but lately, sites such as YouTube, Amazon, Spotify, and many others have caught on. By providing choices based on relevant behavior, companies can add value to their customers by effectively anticipating their needs. So how does this work in the world of eLearning? Say you’re in an LMS and have taken three safety training courses, along with a compliance course a few years ago. Based on just this information, the system could be able to provide “Recommended Courses,” which could include a certification or badge based on safety training and an ethics course reminder, to re-up the old one. This would allow a learner to continue learning, without having had to navigate or search for courses that could potentially apply to them.

    Chatboxes, Feedback, and Contacts

    Let’s say I am doing research on a company as a part of a larger project. Instead of filtering thorough multiple website pages, chatbots and messaging boards provide a quick way for me to talk with someone about specific questions, instead of doing all of the work alone. Allow for many different, clear ways for people to make contact with your organization. Not only will this help them in their journey, it will allow you to show off your customer service skills and provide real feedback as to what people want.

    Make Content Easily Accessible

    This may seem like a no-brainer, but if learners cannot find helpful resources, they can’t use them easily and quickly. Make sure blogs and articles are tagged and try to have a clear layout, filters, or search functionality bar that will help people get to where they want to go.

    Knowledge Mark

    Knowledge Anywhere has created a tool designed to promote learning in the flow of work. With Knowledge Mark, users can now put any external site info into their transcripts - simply drag and drop into your bookmarks, find the external site you wish to upload, and click the Knowledge Mark bookmark! It will automatically download in the user’s LMS. This allows learners to track content accessed outside of the LMS, and integrate it seamlessly, without having to navigate off the page or switch browsers.

    While learning in the flow of work is not yet incorporated into every company, it is an up-and-coming tool gaining traction. Understanding and incorporating the basics of this concept will only help your organization train, teach, and learn better!

    ​What Are Potential QuickQuiz Use Cases?

    What is QuickQuiz? As a fast recap, QuickQuiz is an eLearning tool that is accessible on Slack. It allows anyone to create, manage, and deploy quizzes quickly and easily. Now that we’ve summarized the tool, how can you actually, practically use it? Below are just a few real-world examples of how QuickQuiz can fit into your training toolkit.

    Test to see if your team was listening after meetings

    After a meeting, send a Slack quiz to the group, asking for basic recaps of what happened. Not only does this clearly define the key takeaways; it pushes the information back up to top of mind. It’s a less painless equivalent to studying flashcards; the more you see information, the more you retain it! After meetings end, it’s easy to go your separate ways and get sucked into other work. Push your agenda up to top of mind with this simple tip.

    While you can use this tactic anytime, it’s especially useful while people work remotely! Although people may be signed into a virtual meeting, it’s difficult to tell engagement level if there is no face to face communication. With this trick, you can know who was paying attention and how successful the meeting was!

    Remind people with a pop quiz

    Employ microlearning with a pop quiz in Slack! Every once in a while, check to make sure everyone’s on the same page. New product roll-out? Ensure the sales and marketing departments understand the messaging. For technology and customer support teams, this could be a great way to re-enforce company policies and procedures. It can even be used company-wide to make sure employees know about new directions, benefits, or trends.

    Onboard new employees easily

    During the hiring process, some large corporations have hundreds or even thousands of applicants. This can cost HR reps time and resources to sort through. In the first few stages of interviews, companies can use QuickQuiz to evaluate serious candidates, with questions about how they would approach situations, company histories and policies, or use it to automate boring but necessary legal questions, such as citizenship, work permits, necessary certifications, or mandatory language requirements.

    This tool can also be used during onboarding, when new hires need to learn and retain new information quickly. Save company money by leveraging eLearning tools and get them up to speed as fast as possible!

    ​As the world changes rapidly, the importance of acquiring and retaining high-quality talent stays constant. Whether you are exploring remote work possibilities, expanding the business, reeling in new employees or simply trying to stay ahead of the competition, comprehensive training is on the agenda.

    Let’s explore several reasons why HR needs comprehensive training solutions today.

    1. Employee Satisfaction and Retention

    Keeping employees happy is high on the list of every HR department. A satisfied employee doesn’t make plans for leaving the company, keeping turnover rates low. Happy workers are more productive and loyal. They help increase revenue and improve the work environment.

    One of the highly important factors that contribute to employee satisfaction and retention is proper training. Many workers complain that employers demand the output they can’t provide due to a lack of information and training. More often than not, this happens due to a substantial workflow and a lack of time.

    Effective online training solutions allow the workers to train when and where they need, without being dependent on a manager. Such an approach can improve employee satisfaction and reduce turnover rates.

    2. Efficient Onboarding and Orientation

    In many industries, onboarding is a complex, costly, and time-consuming process. The time a new employee spends on training and orientation can mean lost money for the employer, not to mention potential travel fees for in-person, traditional training. During the training process, company is essentially paying salary to employees who aren’t contributing to the work process. Meanwhile, designated orientation supervisors can’t execute their responsibilities in full force since they are busy bringing new employees on board.

    Online training solutions can substantially improve the onboarding process by giving new employees an opportunity to train as they go. By creating an interactive online training program, it’s possible to reduce the orientation time and take the pressure off the supervisors.

    According to BambooHR’s report, more than 16% of employees quit during the first week. Many of them list “not enough training” as the reason. A well-designed online training program can improve new employee satisfaction rates and take some stress out of the onboarding process.

    3. Remote Education

    Today, more and more companies are opting to have their employees work from home. A year ago, Upwork predicted that by 2028, 73% of all teams would have remote workers. With COVID-19 ravaging the planet, the number of remote workers is growing much faster than expected, and it pays to be prepared with a remote learning plan. HR departments that implement them before emergencies hit look like training heros!

    Remote workers need education and training just as much as on-site employees do and online corporate training is an integral part of their development. By taking advantage of comprehensive learning solutions, an HR department can increase work efficiency tremendously while providing a flexible schedule for both the worker and the organization.

    4. Quick Compliance

    In many industries, new work process requirements and codes appear on a regular basis. Keeping up and staying compliant could be an issue for HR departments. Ensuring that all employees are following the new rules is often time-consuming. Delays could lead to fines and other unfortunate consequences.

    By taking advantage of just-in-time comprehensive training solutions, companies can make sure all employees get appropriate compliance training quickly.

    5. Improved Output

    The main goal of any training is to improve employees’ output. Employees don’t just get a new sense of purpose while acquiring new skills, they are eager to apply them. Proper training boosts the workers’ confidence and provides extra stimulation. Comprehensive training solutions also reduce duplication of the effort in the workplace, thus cutting costs. The time employees spend correcting mistakes due to improper training can be channeled into boosting the revenue.

    6. Cheaper and Easier Staffing

    From the HR department’s point of view, developing internal talent is the easiest way to fill the company’s roles. It’s usually cheaper to source skills internally. and the costs of recruiting junior positions are always lower than for senior positions, which is why moving employees from junior to senior positions within the company can cut costs.To achieve a smooth transition between the company ranks, proper comprehensive training is required. Generally, homegrown senior specialists perform better than external hires, mostly because of the increased loyalty to the company.

    Even though it’s easier to bring an existing employee up to speed rather than train a new one “from scratch”, without proper training techniques, the effort may be futile. Online training solutions can help HR move employees up career ladders while saving money for the company.

    7. A Powerful Attraction

    Top-notch learning opportunities at the workplace is something that new talents consider when choosing a workplace. By developing comprehensive training solutions online, an HR department makes the company an attractive place to work in, thus simplifying the search for new talent. According to LinkedIn, 59% of employees join a company for better career paths or more opportunities. Working on training solutions allows the company to attract new talents by appealing to their desire to develop.

    With substantial resources available to help employees develop new skills, the company turns into a powerful talent attraction force.

    Take Full Advantage of Online Training Solutions

    If you believe that comprehensive online training solutions can help your HR thrive, you can take advantage of Knowledge Anywhere services. We work hard to bring you a variety of e-learning solutions, such as the Learning Management System, Virtual Reality Training solutions, and Course Creation services. To take full advantage of our offers, please contact us at any convenient time.

    As we move into a new decade of the 21st century, some are apprehensive about the role of technology in the workplace. Rather than be doubtful of our new future, however, organizations should welcome the potential for progress and view the oncoming years as a chance for more learning and growth.

    Companies will continue to incorporate more and more technology into the workplace, all of it designed to help the workforce do their jobs better while improving efficiency. This presents a tremendous opportunity for employees and leadership alike to alter the way they look at learning in the workplace. By integrating elements of our future technological world into an organization’s training systems, you give your team the chance to increase their skill set and adapt in a way that sets them up for future success.

    How technology might change the workplace

    There isn’t an industry or sector that won’t be touched by technological improvements in the future. Just a few technologies and concepts that will impact the workplace include:

    • Artificial intelligence (AI) and machine learning
    • Continuing advancements in mobile devices
    • Cloud computing
    • Big data and how it is managed

    These systems may seem intimidating as if they exist to replace the workforce. But all these technological developments mean is that organizations must pivot to ensure employees get the opportunity to learn more about them. When they do, they’ll understand that technology isn’t a restricting force. It’s a tool to help make our lives - and jobs - easier.

    But how can you, as an organization looking to share information with your team - enable your workforce to incorporate this new reality into their skill set and knowledge base?

    How you can help your employees adapt to the new technological reality

    There are a number of ways you can use the way you train your employees to help them stay up to date on technological developments and use these to their advantage. You can also use training and education to help them develop new skills and branch out in new roles. Below are a few ways in which you can freshen your team’s training materials and practices to help with this:

    Focus on microlearning

    As the workforce becomes more digital and more information is made available to us, there will be a lot of new data for your team to process. The workplace will evolve faster than you can seemingly keep up with. That’s why training needs to evolve right along with it. By focusing on implementing microlearning - or offering education in small, manageable chunks - you don’t overwhelm your team. You can also maintain learning as an ongoing process by implementing just-in-time training, which will provide employees with skills as they encounter obstacles within the workplace. By not overloading them with too much information at once, you also increase retention of the information.

    Encourage your team to tackle new skills technology can’t replace

    Your team members may have specialized skills, but in all likelihood, you hired them because you appreciated the employee from a holistic perspective. You understand the advantages of working with smart, capable, well-rounded, and hard-working people.

    Those same qualities that led you to hire your team members should lead you to train them with skills technology can’t replace. Skills such as leadership, conflict resolution, and client and customer management require a human touch, which is unlikely to ever change.

    This gives your employees the opportunity to expand their soft skill set and widen their career prospects in ways that technology has yet to replicate. You’re not just making them better suited for your workplace; you’re setting them up for any potential future jobs or future careers they may have. Your team will appreciate that and will value their new skills, becoming more effective members of your enterprise. When given the opportunity, don’t just act like a boss. Act as a steward of your organization’s mission, a mentor, and a coach. You can do this by adapting your training to make your team members better all-around employees.

    Foster a culture of curiousness

    Your workplace will change over the course of the next decade. It’s inevitable. That’s why it’s important to foster a culture of curiousness within your workforce. They may ask about changes in the systems or devices you’re using, even beyond their own responsibilities. Incorporate knowledge of these new systems into your company training. When you show that you’re responsive to your employee’s questions, you strengthen employee engagement in your overall organization.

    As new technological advancements develop, your employees may want to know more. Encourage them in this and constantly review your training to account for these developments.

    Encourage your employees to ask questions. Consistently review your company training and course development to include the answers to their questions. A curious workforce will be better equipped to adapt to technological advancements. To assist them in their quest for knowledge, develop online courses that give your team information on the advancements and how they can use those advancements to perform better in their day-to-day roles.

    Maintain an adaptable Learning Management System

    By maintaining online training and a Learning Management System (LMS) you can easily update and adapt your training in a virtual classroom. Interested in hearing more about how you can build an adaptable, customized LMS meant for your organization’s specific needs? Contact Knowledge Anywhere for more information. As new technology becomes available, we can give your team the training tools to ensure your entire organization doesn’t just survive, but thrives!

    ​Alongside Scormify and QuickQuiz, Knowledge Anywhere is releasing the beta version of our newest product, Conveyor! Conveyor is a Learning Content Distribution System (LCDS), which will allow organizations to manage training content from a single, central location and easily share access to courses with third-party systems.

    Become an insider and try a free Conveyor trial!

    What Are Potential Conveyor Use Cases?

    You know the description of Conveyor - but how can you actually, practically use it? Below are just a few real-world examples of how Conveyor can fit into your training toolkit.

    A training manager wants to show off their newest course creation

    In this scenario, a training manager may want to share their training material with others, whether that’s a potential client, a new business partner, or as a portfolio during an interview, as proof of work. Whatever the case, Conveyor allows them to share content without giving up their data to a third party. Because the sender can choose who accesses the course, they have complete control.

    Conveyor also allows senders to keep their content up-to-date, even after it’s sent. Instead of tracking which version went out to who when, senders can be confident that only the latest versions of their work are released.

    An organization that uses multiple Learning Management Systems

    There are many reasons some corporations have multiple LMSs they use to train employees. Whether it’s because of the size of the corporation or how they choose to train separate departments differently, multiple LMSs can quickly become complicated. Conveyor is an easy way to consolidate all the information in centralized place. This can make a manager’s job a lot easier, as they can manage user training with less stress and track analytics from sent courses.

    A distrustful HR rep that wants content in multiple places

    Don’t want to consolidate and put all training material in one place? Scatter your content with Conveyor, so you never have too many eggs in one basket. If you don’t trust your Learning Management System to host your content, this is a great option.

    If you don’t have an LMS with Knowledge Anywhere? Don’t worry, Conveyor works as with all LMSs, not just ours.

    An international businessperson sending courses abroad

    Through the power of the Internet, we are in an increasingly globalized world. Most businesses have at least an element of internationalism in them, and being able to send content around the world is important for any training system. Luckily, Conveyor has the ability to grant access to courses around the world in the following countries: Australia, Austria, Belgium, Canada, Denmark, Finland, France, Germany, Hong Kong, Ireland, Italy, Japan, Luxembourg, Netherlands, New Zealand, Norway, Portugal, Singapore, Spain, Sweden, Switzerland, United Kingdom, and the United States.

    The world has never been more connected. Make sure you’re keeping up with the times, and making yourself accessible to people around the globe.

    ​Knowledge Anywhere recently participated in INSPIRE’s week-long online event! For the nearly 300 participants who attended our webcast, it was great to talk with you! If you missed the session, don’t worry. We’ve got you covered with a recording, available here, as well as below.

    To ensure maximum impact, HR professionals must adapt with the ever-changing world. Today, as training becomes more virtual, it’s imperative to stay relevant. Because of increased globalization, new technology, familiarity with old systems, and current events, online training is a necessity for any modern business. Knowledge Anywhere can help HR with more effective training. With over 22 years in the corporate training industry and over 3 million global learners, we can provide industry advice and best practices or create customized solutions to make training work for you.

    Key Takeaways From Knowledge Anywhere’s Webcast:

    Interactive Digital Tools

    The best teacher is experience. Instead of talking at you, in this webinar, we went over ways to make online training more engaging, and taught participants how to use tools to their advantage. In this recording, you’ll see how we utilized the following to interact with live participants:

    • Whiteboard
    • Polls
    • Quizzes

    Traps To Avoid During Webinars

    1. Forgetting the personal aspects - In person, we’d never forget to greet people at the start of a meeting. However, online it can sometimes be hard to forget. Make sure you’re still connecting on a personal level, creating relationships. Just because training is virtual doesn’t mean it shouldn’t be personable.

    2. Zoom fatigue - Zoom fatigue is a real thing! Sitting in front of a camera can be distracting and exhausting. In in-person meetings, your colleagues don’t stare at your face from 18 inches away, nor can you see yourself constantly. To make the situation more manageable, here are a few ideas:

    • Feel free to grab coffee or shift positions. You’d do it in a real meeting, so why not a virtual one?
    • Do everything in your power to make meetings below 1 hour. If they go longer, suggest a quick minute break, so people have the opportunity to stretch, go to the bathroom, look at their phone, or grab a snack.
    • Video can be an amazing tool, but be wary of overusing it. If it’s a one on one, mix it up with a phone call instead, so employees don’t feel as if they have to constantly “preform” in front of a camera.

    3. Poor content - Content is king. Making sure yours is up-to-date, accurate, and engaging will only help your online training goals.

    4. Failed technology - Sometimes, technology fails us. When creating training or a webinar, stick to tools you know and trust. If you’re looking for new technology, make sure you’re asking the right types of questions during a demo, and checking on it’s reliability and security before migrating to a new system.

    5. Lack of engagement - Being lectured at via a computer can turn boring incredibly quickly. Instead of talking at learners, keep them involved by leveraging engaging tools and forcing them to pay attention.

    Webinar Best Practices

    While each webinar is different, there are some overarching tricks that can make any virtual presentation run more smoothly. In our full recording, you can learn how to use these following tips, and why they will make your operation a success.

    • Don’t use a tool you have never used
    • Know your audience’s technical level
    • Provide instructions beforehand
    • Leverage the tools’ features
    • Always have a practice session
    • Include a facilitator

    Types of Learners and Blended Learning

    People learn differently. Make sure your training covers different varieties, channels, and avenues to learn. Below are some types of learners, as well as examples of how to tailor your approach to accommodate all of them.

    • Visual learners - ex: badges, certifications, gamification, PowerPoint, videos, infographics
    • Auditory learners - ex: recordings, calls with trainers or mentors, podcasts, lectures, videos
    • Reading/writing learners - ex: PowerPoints, eBooks, articles/blogs, assessments, online forums

    We’ve added a lot of new and exciting features to our Learning Management System recently! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.

    Personalize Favicon

    Located under Admin LMS - Site - Personalization - Images.

    Forced Password Change For Individual Users

    Located under Admin LMS - Users - Account Settings.

    Mark Directed Learning Object Complete
    Located under Admin LMS - Content - Mark Users Complete.
    Consolidate Groups/Group Co-Branding
    Located under LMS Admin - Users - Groups.
    Updated KPIs on Admin LMS Dashboard
    New KPIs based on student status, including learners in progress, learner course completions, learners past due, and waitlisted learners. Located in the Admin LMS Dashboard under “Home.”
    Updated Import User Template
    Updated import user template reflects what you currently have in your system. Instead of “custom_data,” it customized features within your LMS for a cleaner view of what you’re importing. Usability feature Located under Users – Import Users – Template.
    Improved LinkedIn Learning Instructions
    Clearer instructions and more resources to figure out LinkedIn Learning. Located under Admin LMS - Site - LinkedIn Learning Settings.
    Directed Learning - Assigning Courses To Learners
    Super admins can now assign individual courses to learners! To do this, the super admin must visit the user’s transcript and select, “Directed Learning.” After selecting, “Directed Learning,” the Super Admin can choose which course they would like to assign the learner. The next time this learner logs in they’ll find their assigned course under “Directed Learning”
    Satisfaction Survey Reports Allows “Responses” or “No Responses” Filter
    Located under Reports - LMS Reports - Satisfaction Survey.
    New UI For Assigning Documents to Self-Study Courses
    Admins are now able to select from a dropdown list when selecting documents for Self-Study courses. Located under Content - Courses.

    ​The Covid-19 panic is lifting and people around the world are beginning to cautiously exit quarantine. But after the initial socialization and eating at restaurants subsides, it’s time to prepare for the return of businesses and figure out how to move on.

    Now, returning from social distancing may mean businesses are back to physical work. However, this does not mean business as usual. As consumer behavior adapts to the new economy, businesses must also evolve with them. Find your first, go-to steps for life after quarantine with this handy back-to-work business guide!

    Gather the Troops

    Let’s start with basics - Communication 101. It may have been a while since all employees were in the same place. Your first stop to ensuring success is making sure internal business workings are running smoothly. Check in with employees to make sure they are supported during this time of transition, and communicate the company’s needs, so everyone is on the same page.

    Support Small Businesses

    While a small percentage of the current population has lived through the Great Depression, the majority of us have never been faced with such a sizemic economic shift. Some small businesses did survive this fallout, but they are at a disadvantage when compared to large corporations. Make sure you support them! Not only do small businesses help your community and the economy, but they are eternally grateful and usually are able to give you personalized and caring customer service in a way that’s difficult for big business to achieve.

    Cut Costs

    As we head into hard economic times, make sure your organization prioritizes ROI, and do everything in your power to become recession-resistant. This means auditing your spending, and seeing what you can afford to not have. In some cases, this requires some creativity. For example, how much are you paying for traditional instructor led courses or travel expenses for training purposes? Go digital to remove those barriers and simplify your spending.

    Increase Marketing Efforts

    While it’s great to cut some non-essential costs, make sure you increase your marketing and sales efforts, as that’s what will allow your business to gain new customers. If people have never heard of you, they cannot buy from you. So while “cutting costs” is great, make sure you’re not absentmindedly budgeting things that help your business succeed.

    Health and Safety Training

    Many industries don’t feel that safety training is for them. However, it’s become clear that every organization needs to be vigilant about their health, as society itself is so dependent on it. Play it safe by inviting health training into your regular work hours, regardless of what industry you’re in. Not only will it show stakeholders, employees, and the public that you’re serious about the well-being of the world, it will also help prevent more future outbreaks and hopefully will keep your business running for longer.

    If you have healthy employees, you’ll also being paying less in sick leave and have boosted productivity from those who are at work. Studies also show that workers are more loyal to companies that take care of them with respect. Increase public health, employee retention, and lower turnover in one fell swoop!

    Make the Move

    In elementary school, children learn how to act in case of a fire and plan fire safety drills. Similarly, businesses must create remote working plans for their workers, in case something comes up. Because of the uncertainty during Covid-19’s reign, it’s understandable that organizations were hesitant to implement new systems during the height of the crisis. This would be the equivalent of buying a fire extinguisher during the fire; one should already be set up and in place before an emergency hits. Make the move to a comprehensive learning solution, such as a Learning Management System (LMS) or Course Creation services.

    It’s imperative you to do your homework before choosing a system, and make sure you choose one that’s right for you. Ask key questions during demos and prioritize systems that are known for great customer service, no matter what is happening in the world.

    ​Spring is here, but that doesn’t mean you have to keep all your eggs in one basket.

    A Learning Management System (LMS) allows for a simple and centralized way to access all of your courses in one place, but that isn’t the only way to train. With so many all-in-one training tools being marketed, we wanted to flip the script, so we teamed up with course content specialists Knowbly to show the merit in keeping your course content in other locations, outside of your LMS.

    3 Pros of Keeping Content Separate From Your LMS

    1. Instructional Design Management

    Many companies use Instructional Designers to create and update their content and validate content changes. Providing access to an authoring tool rather than a full LMS suite ensures access without worrying that an invalidated change is pushed to your active learner base. By keeping your content separate, you can be certain that content in your LMS is exactly what you want learners to see. Conversely, if you have content that rarely requires updating or layers of review prior to activating, it makes sense to keep your content with a platform that enables you to create and deliver in one location.

    2. Control over the content

    When using a centralized training system, the platform where you hold your content has a lot of power. Sometimes, this can be a great thing, since LMS companies can have years of expertise, customized customer support, or secure sites. However, sometimes keeping all training content in one place can be dangerous. How much do you trust your current provider? If they’ve experienced large data breaches, technological problems, or are slow to respond to your inquiries, it can be scary to place your business and trust in their hands. If you think your corporation is better equipt, hosting training content separately from an LMS could be the right call.

    3. Choice in delivery functionality

    Keeping your delivery separate from your content means you can enhance your content with different functionalities, which are available within different delivery tools. This way, you can shop for the best delivery products, fully knowing what their capabilities are without being dependent on your tech provider’s current system, which may not fit your needs.

    Keeping your content separate from your LMS means you are able to quickly and easily update a single source and push to your preferred delivery tool. You can also use that content again quickly and easily and deliver to another tool as needed.

    Through our partnership with Knowbly, Knowledge Anywhere users can sign up here to get a FREE demo, a 21-day trial, and a discount on course authoring systems. Happy training!

    ​There is no one-size-fits-all strategy when it comes to business investing. More often than not, your investment choices will vary in multiple factors, such as the niche you are working in, your investment goals, and your financial resources.

    This is why it is particularly challenging for most businesses to find the appropriate investments that would yield higher revenues and fewer risks. Data from the Office of National Statistics (ONS) revealed that the business investment market fell by 0.5% in volume in the final quarter of 2019.

    While investment risk and losses are inevitable, there are a few ways your company can help mitigate negative returns. Perhaps the most important means of improving the balance between risk and performance is through the diversification of your financial resources across multiple investment opportunities.

    By diversifying your portfolio, your business will not only be able to reduce the consequences of a wrong forecast but also increase your investment success odds. Moreover, diversification also allows you to ensure maximum utilization of the existing capabilities and resources as well as provide a room to grow for your business.

    Outlined in this article are five investment opportunities your company can take to ensure stability and minimize the risk of an adverse event taking out your entire portfolio. Whether you are interested in investing in an eLearning platform or your IT infrastructure, these investment ideas will help you smooth out the returns while achieving growth and reducing the overall risk on your portfolio.

    1. Learning Management System

    Efficiency and advancement are becoming extremely important to businesses today, and many organizations are turning to online learning platforms to save energy, money, and time. Trends show that the advent of artificial intelligence and cloud computing will power the 8% Compound Annual Growth Rate (CAGR) of the e-learning market between 2020 and 2026.

    One of the integral parts of the eLearning design and development process is a Learning Management System (LMS). In general, an LMS works in helping you administer, document, report, monitor, automate, and deliver training courses and development programs to your employees.

    Investing on an LMS website is a low-cost high-reward venture that will enable your organization to view training reports and data to monitor the growth and development of your employees. It will also help you better understand the relationship between their performance and training and intervene if extra is required for the employee to grow.

    Besides employee growth, you could also use eLearning tools to store all of your training modules and learning information in one streamlined location. While selecting the most appropriate LMS takes a great deal of time, you must read Learning Management System comparison articles to assess or re-adjust your strategies.
    Actively investing in your Information Technology (IT) environment will naturally contribute to higher revenue and profits that could lead to it becoming among FinancesOnline popular list of 20 biggest remote work companies. Occasionally, top review site FinancesOnline publishes companies using essential remote work tools to speed up their processes.

    2. IT Systems and Personnel

    What is more, investment in IT systems lets your employees work remotely and collaborate with their colleagues, which is vital to achieving streamlined processes and more efficient projects. By unifying communications within your IT environment, your business becomes more agile, increases productivity, and expands your storage capacity as it grows.

    Other than spending financial resources on your IT systems, investing in your IT personnel can also do wonders and enable you to create a more engaged workforce. An excellent way to start is to consider a list of online learning platforms that would improve their technical skills and abilities.

    This enables you to achieve employee satisfaction and retention, which are common key performance indicators for business success. Furthermore, this also leads to your employees feeling a greater sense of autonomy, confidence, and value.

    3. Marketing Training

    The importance of investing in marketing is becoming more apparent, with organic social post strategies declining at lightning speed. In most cases, businesses that do not have a digital marketing strategy in place could find it challenging to stay in touch with seasonal trends.

    Your business becomes more trustworthy and responsive by having a robust online presence, which is critical when it comes to reaching new audiences and acquiring your customers. A well-thought-out marketing plan will allow you to build and maintain a strong brand presence, which is critical to gaining a competitive market edge.

    Besides the technical aspects of marketing, you can also allocate your financial resources to provide your employees with the ability to train at the best online learning platform to polish their digital marketing skills. Training your employees to become better digital marketers allows them to leverage relationships and maximize opportunities when connecting with your audience.

    This is because marketing courses will bridge gaps and empower them to become data-driven and aware of the most innovative digital twists and turns. On top of everything else, the best online learning platform will guide your team in launching and optimizing marketing campaigns that generate a higher return on investments (ROI).

    4. Learning SEO

    Search engine optimization (SEO) is integral in the business world, yet it is also much misunderstood. As a business startup, you might find contradicting views of SEO confusing, which is why it is vital to learn optimization techniques from online learning systems.

    By learning SEO, you can define the audiences you want to reach online and subsequently communicate to search engines where you want to meet these individuals. SEO also lets search engines know precisely your content, so it appears in front of the right people, giving you a better chance of selling to someone already interested.

    An excellent SEO strategy would consist of seeking online customer reviews, securing backlinks from authoritative sites, posting informative articles, and maintaining a strong social media presence. Through a successful SEO strategy, you will be able to pull in thousands of prospects to your business and increment transformation rates by conveying the exact solutions for the issues they are confronting.

    SEO can also help you accelerate your branding campaign and make you memorable by ranking your website high and pulling in a surge of web traffic. Best of all, it is cost-effective and proceeds a long way past the time you put into a campaign.

    5. Invest in Yourself

    Above all things, it is vital for your business that you find ways to improve yourself in subject matter expertise. Online classes on basic business operations and management can be invaluable to enhance your skills for managing different functions of your services if you do not have a formal business background.

    A key advantage of taking online classes is that you can complete most of the training according to your schedules. Webinars, written content, recorded lessons, and other online training content of an eLearning platform makes it easy for anyone with an internet connection to access everything they need.

    This makes it perfect for busy business owners who need the flexibility of learning at their schedule in a fast-moving, evolving subject matter, and environment. Acquiring the necessary concepts and understanding processes and developments empowers you to employ the right person for a job you might need to fill.

    Online business coaching can be helpful, especially if you are unsure about developing a strategic plan. By investing your time with these online professionals, you will not only be able to create an effective business strategy but also gain guidance on executive leadership and better handle conflicts between employees.

    Prioritizing Learning

    There are many ways to find success as a business manager, but regardless of the path you take, it is vital always to keep learning. By making a lifelong commitment to growth and education, you will become more motivated, hungry, and stay relevant, which are all necessary for a cutthroat business environment.

    Knowledge Anywhere is a dynamic learning management system that enables you to organize, handle, and assign all your online and in-person training in one place quickly and easily. It specializes in providing online courses to industries, particularly finance, technology, hospitality, manufacturing, and healthcare.

    ​With a worldwide pandemic, organizations without online training in place are scrambling. And while a Learning Management System (LMS) is a great way to access all of your courses in one place, it requires some time and resources to get up and running. The world is going through rapid changes - with workers remote or long distance, it’s best to prioritize quality online training. We can help you get your instructor led material online, as well as any other content you have, so your audience can see it from anywhere.

    In this blog, we’ll be teaching you how you can start getting your training online today, by showing you best practices so you can get the process going as quickly and painlessly as possible.

    The Quickest Ways to Create Training Content Now

    Create Your Own Courses

    Even if you are not a professional trainer, anyone can put up a course online. And doing it yourself is surprisingly inexpensive! In fact, most companies already have sources of content available, which they can reformat to use inside of a course. Here are a few ideas:

    • Upload PDFs, videos, and documents you’re already Using
    • Record live lectures and classes
    • Record all webinars and online classes

    Once you create or find the content to upload, make sure your content is SCORM-compliant. In short, SCORM is an eLearning industry standard, but if you’d like to learn more, you can check out our article, “What Is SCORM and Why Is It Important?” There is an instantaneous, convenient way to convert your content into a SCORM-compliant eLearning material: Scormify. Scormify meets all SCORM standards so that your content will work in any LMS and is a great option for trainers that have a live audience and need new content now.

    Purchase Courses

    Off the Shelf Courses

    If you need to train people quickly, you can access a library of pre-made courses, which have (almost) every training topic conceivable. These courses hit on major training topics almost any organization needs, such as compliance training, safety training, sales training, ethics training, and more!

    Expert-Made Custom Courses

    Sometimes, it’s best to trust the experts. For tailored approaches that take your company in mind, custom courses are a great option, that outsources training to the professionals that live and breathe it. They’ll know best practices, mistakes to avoid, and can get it done and out in a timely manner. Through our partnership with Knowbly, Knowledge Anywhere users can sign up here to get a FREE demo, a 21-day trial, and a discount on course authoring systems.

    These are just a few ways to get your courses up and running as quickly as possible. Whether you do-it-yourself or consult an expert, this is a great time to get training started. If you have any eLearning inquiries, Knowledge Anywhere is here for you. What do you need? We can help point you in the right direction - schedule a free call with us today!

    ​During global quarantine, it’s a tough time for the world. However, this can be an especially trying time for juniors and seniors in high school, as well as college students looking for work. It can be a scary time for younger generations - in their lifetime, they’ve seen a housing collapse, a global pandemic, multiple recessions, and are facing unprecedented amounts of nationwide student debt. Many worry about getting internships and apprenticeships during this time to build their resume and set themselves up for future career. With Covid-19, those plans have been put on pause, leaving students to question “what now?”

    Luckily, there’s hope, with great online programs that teach students real skills and provides opportunities for job hires and career advancement. New Ford Tech’s Ford Automotive Career Exploration (ACE) is a partnership program between Ford Motor Company, Ford/Lincoln dealerships, and secondary and post-secondary educational institutions. The intent of the program is to raise awareness and increase interest in career opportunities within the automotive industry, ultimately as a trained service technician.

    They’re able to do this through Knowledge Anywhere’s Learning Management System (LMS), which uses the same technology to teach certified professionals, as well as students signed up for the program. This is intended to shrink the growing skills gap and train a new generation in the automotive industry, using the same platform as bonafide professionals. In the last year, the program grew 80%, with over 140,000 total course completions as of May 2020.

    Congratulations to Nick M, a student at Jones Technical Institute for completing the most ACE courses by April, 2020. To honor Nick and his accomplishment, a Zoom ceremony was held with his family, New Ford Tech, Bozard Ford, and J-Tech. Nick was presented with a certificate of achievement and Bozard Ford Lincoln.

    Advantages to Students

    • Gain Skills and Bulk Up ResumesGraduating with more than a school on your resume is powerful - it shows real world experience and know-how. This program gives students the means to get hands-on with subject matter not covered in traditional classrooms
    • Get CompetitiveIt’s difficult to hire interns right now - companies are preparing for a recession, working virtually, and cutting costs. The fact that ACE is still up and running via a comprehensive online platforms means that these internships and apprenticeships just became that more valuable, and will set participants apart from the crowd when they complete the program or want to start job hunting in the future.
    • Network, Network, NetworkIt’s not just about learned skillset. According to, networking is the most effective of all employment sources, with 46% of people getting their current position through networking. It’s never too early to start meeting people and making connections.
    • Potentially Receive Future-Resistant EmploymentRight now, there’s a lot of uncertainty in the job market. Global viruses and automated technology has most people fearful for their job security. And while we can’t know what’s coming next or how it will impact everyone, there are a few jobs that have more security than others. Covid-19 showed us that trade school workers are the backbone of society, and are considered essential. Job security holds real power, and can be a proven investment.

    Knowledge Anywhere is excited to spotlight the success and benefit of our partners at New Ford Tech. To learn more about the program, visit and you can also follow them on Instagram, Twitter, and Facebook at @newfordtech.

    Check out if your school or local dealership qualify you for these career opportunities, as details and offers may vary by location.

    ​Knowledge Anywhere doesn’t just provide courses and platforms - we like to be involved with multiple levels of eLearning! One great microlearning tool we’ve created is our Slack app, QuickQuiz. With QuickQuiz, you can easily create and distribute quizzes to members of your team via Slack.

    Lately, we’ve been making some major improvements! Check out our latest changes below.

    Mobile Input Improvements

    We’ve changed our coding to ensure that you can easily use quizzes the same way on a phone as on a computer.

    Channel/User Assignments Revamp

    A more explanatory walk-through for quiz admins.

    Stability Improvements

    Better connections, leading to less dropped quizzes and potential duplicates.

    Enhanced Workflow


    • /quiz stop, for learners who’d like to start a different quiz
    • Adding number of quizzes to results and channel assignments
    • interactive text, such as /quiz start “Quiz Name”

    Stay tuned to see what we do next!

    ​Recently, Knowledge Anywhere hosted a sold-out, joint webinar alongside InSync Training, with Charlie Gillette and Jennifer Hoffman. In case you didn’t get a chance to be there, don’t worry! We’ve created a post-webinar blog, so you can learn about how to leverage blended online training through virtual learning and eLearning. Keep reading for session highlights and resources to begin effectively blending virtual classroom events and eLearning components for seamless blends.

    To see the full recording of the webinar for free, you can visit this website!


    Transitioning from the traditional face-to-face classroom training model to a more dynamic, personalized digital model can seem overwhelming. To help clarify where to start with a training transition, Charlie and Jennifer focused on answering common questions like:

    • How do I design blended learning programs?
    • In what ways can I leverage digital learning?
    • Which digital learning pitfalls should I avoid?
    • What does good blended learning look like?

    3 Session Highlights

    1. “Bad training can make you stupid.”

    Have you ever had the misfortune of discovering after a class that you really did not understand the material? Jennifer points to that feeling as a consequence of ineffective learning design and claims it’s more dangerous than not having learned the information at all. In the workplace, employees should not invest time in a training event or blended program that provides false confidence. Rather, it should equip them with necessary skills and access to on-demand resources and job aids they can utilize on the job when faced with informal moments of need.

    2. “Blended learning allows us to apply information to real work.”

    If you come to a six-session virtual learning program, the facilitator can give learners something to do between sessions related to your real work. For example, in InSync’s Virtual Classroom Design Mastery Series, learners design exercises for their internal training programs between live online learning sessions. This real work element truly gives people the chance to do something instead of just listening passively. It moves the training beyond, “Oh! We might have some examples for you later” to “Go practice this skill, come back and share how it went, and we can provide feedback and direction.” This ability sets blended digital learning apart from other training options (in the best way!).

    3. “One of the most common pitfalls to avoid when creating a blend is duplicating content.”

    We’ve all been there – we receive an email detailing the pre-work required before attending a virtual session. You read the article, or watch the video, or complete the eLearning module. But when the live session starts, the facilitator spends the first thirty minutes re-explaining the information you learned in the pre-work! Why does this happen? This phenomenon boils down to an uncertainty that learners won’t do the self-directed portions of a digital blend. When curating and designing a blend, make sure to use language about the components that defines the importance of each element and make the content easily accessible.

    Next Steps

    1. Watch the recording of Get Your Digital Learning Act Together.
    Benefit: The recording offers the next-best experience to having attended live. Listening to expert advice directly from the source provides not only information, but also context and a real-world example of how digital learning components can contribute to an engaging experience.

    2. Read the blog posts highlighted during the webinar. Posts include:

    Benefit: Creating great blends involves a thorough process, which a single one-hour session cannot completely define. Reading these posts allows you to more fully understand some of the conceptual material at a higher level.

    3. Download related complimentary toolkit.
    Benefit: Because all learning exists in a blend, Jennifer and Charlie created a robust toolkit that builds on the information included in the session. Inclusive of content like eBooks, tools, and more, the bundle helps you apply concepts from the session to your work.

    A big thank you to InSync Training for their work with the webinar and for putting together the post-webinar resources! We look forward to more collaborations in the future.

    ​Knowledge Anywhere LMS Pricing FAQs

    Access our price comparisons on this downloadable PDF or our Learning Management Systems (LMS) page.

    What is an active user?

    An active user is any user that has registered or logged into the LMS in the past month

    What if I want to change my tier plan?

    You can change your tier whenever you’d like. If you consistently change tiers too often, a fee may apply.

    What if I need more Administrators?

    Each pricing tier comes with a certain amount of Administrators - if you’d like more, you can switch tiers or speak with your training implementation specialist.

    What does a Branded Interface look like?

    A Branded Interface allows your organization to upload its logo to the LMS, as well as optional further customization, such as modifying text blocks, adding alternate images, adding a background video for the login screen, and more. To understand these customizations, a Knowledge Anywhere specialist will train you on how to make these changes. From there, it’s up to you what you choose to do with it!

    Will you help us get started?

    Yes - we want to make sure that you feel good about using our LMS from the get-go. That’s why we include a few personalized, one-on-one complimentary hours of training for your system administrators with the purchase of our LMS. You’ll also get access to our video tutorials and Knowledge Base that has answers to your most common questions.

    Is there a set-up fee?

    Yes. The one-time set-up fee for the Express and Professional tiers of our LMS typically runs between $2,000 - $3,000, dependent on the complexity of your set up. Each is done by a case by case basis.

    Do you have nonprofit pricing?

    Yes. it’s listed under our LMS Pricing page. You can also access a direct copy of the PDF here.

    Add-Ons to Take Your LMS to the Next Level

    Course Development

    Need custom courses? Through our partnership with Knowbly, Knowledge Anywhere referrals can sign up here to get a FREE demo, a 21-day trial, and a discount on course authoring systems.Course Library

    Want to get your LMS off the ground running as fast as possible? Choose from a library of pre-made courses on popular training topics for every division of your company. Pricing is based on volume of courses.


    Your LMS is not an island. Make sure it doesn’t become one by connecting with your favorite business tools like Salesforce, ADP, Zapier, and Zendesk (just to name a few). Want to integrate with something unique? No problem, just ask us. Pricing is based on type of integration.

    Professional Services Packages

    Need help transitioning your existing LMS to ours? Want extended training on how to optimize the use of your new LMS? Need help pulling reports? With our Professional Services Package you can tap into the knowledge of our eLearning experts to get the most out of your new training platform. Contact us to create a custom plan that works best for you. Pricing based on type of services desired.


    Make your LMS your own with the ability to fully customize the User Interface so that it mirrors your brand. Or, start from ground zero and build a training program that is totally unique to you. Pricing is based on the type of customization and program design desired. *Express excluded.

    ​As Covid-19 continues, more and more organizations are being forced into difficult circumstances. Some face unemployment, while others go virtual. The question circulating within the eLearning industry persists; what will Covid-19 do to corporate online training? While no one can know for certain, we’ve compiled opinions from some of the experts in the field, as well as reasons why we think that this will spur more companies to step up their online training in the long-term.

    As certain industries struggle under work-from-home orders, we predict this pandemic may momentarily hurt the eLearning sphere, but ultimately, it will spur industry growth as organizations begin to realize the value of online training platforms, as well as the risks of not having a virtual learning plan in place.

    This hypothesis is backed by industry leader Craig Weiss. Craig, who is the founder of the Craig Weiss group, as well as FindAnLMS, foresees a negative short-term effect on the eLearning industry, as “budgets will be tightened in the Learning & Development, Training, and HR departments,” as the economy prepares for a recession. This may make “landing new clients quite slow for some [eLearning] vendors,” as the world struggles to readjust with the new predicament.

    However, Craig also predicts a positive shift in the industry moving forward, especially for companies who had the foresight to buy online training before a crisis. In his words, “more webinars and virtual training sessions will occur, and the usage of the systems should be higher. If the client has quality content contained within their system. Customer training should be solid, and if it happens to be software training, it is likely to be strong.”

    Ways eLearning Remains Imperative During Covid-19

    Tracking Progress and Efficiency is More Important Than Ever

    Teaching employees and partners how to work remotely without losing efficiency is no small task. According to a recent Forbes article, “measures and outcomes such as deadlines and production schedules, work quality, and customer satisfaction will need to be tracked and evaluated” during this time. While tracking progress should always have been present in an organization, these recent events have made it a necessity. Making sure workers remain engaged and efficient during these times will keep businesses afloat, even from the couches of worker’s homes.

    Travel is Restricted

    Traditional in-person training and instructor led courses has been combating modernized eLearning for years. However, this recent pandemic has exposed the organizations caught flat-footed. With travel bans in place without a concrete end date in sight, it may be hard to bring in outside instructors or move employees to a physical training location. That means companies will need to tap into virtual arrangements, which can help cut costs associated with sending employees to a training site. It can also allow them to avoid spending money to bring an instructor to their facility. This will surely force training to go online, to accommodate our shifting society.

    Engaging Content Is Imperative

    If done correctly, online training platforms can have ability to use interactive content. Let’s face it - remote working employees have so many distractions that they may not have in a formal office. To combat those distractions, keep your online training both instructive and engaging, with visuals, certificates, badges, quizzes, videos, assessments, and more.

    Flexibility is King

    During this time, schools are out and the kids are home. Whether you’re a working parent or you live with others, working remotely has changed how corporate employees work daily. This situation lends itself to a need for flexibility, which eLearning can help with. Instead of separate spaces for work in home, the lines between work and home become blurred and a strict 9 to 5 no longer makes sense. With online training, employees can pick up where they left off and make deadlines while choosing hours that make sense for their ever-changing, individual lives.

    Adapting to Survive

    Schools aren’t the only ones that are going online - as organizations try to stay afloat, digital learning is becoming a new standard within business. There is much uncertainty about the state of our economy, but one thing’s for sure - this has caused a huge shift in the way organizations work. Founder of Knowledge Anywhere Charlie Gillette states, “I believe eLearning will become the new normal, where folks will look first to virtual options for training, even after [Covid-19] passes.

    The Future of Training

    As a Harvard Business Review article states, “Covid-19 is not a one-off challenge.” While we can’t predict the next big thing, events like these highlight the importance of remote learning and online training.

    Even before the coronavirus response, companies were increasingly favoring remote and telecommute options. It’s the reality of the moment: online platforms are what works best for most employees and their current remote-friendly setup. This global pandemic encourages companies to get creative and problem solve how they handle training and online work. Thankfully, an eLearning system enables them to do both. Contact us today to talk about how our training can work for you!

    ​It’s been a wild few weeks for many industries, with the onset of COVID-19 and its impact on the workplace. Companies have been forced to pivot to a remote work-friendly environment while looking for creative ways to encourage productivity and learning for employees in disparate locations. They’re also dealing with a likely recession, making cost-efficiency more important than ever.

    While eLearning is an effective model for online training regardless of the circumstances, it’s particularly well-suited to a tough economic environment. To better understand how eLearning will help, we can look at situations where eLearning can help companies that are succeeding, as well as how it can help companies that are struggling.

    Why eLearning is ideal if you need to train workers quickly

    As we head towards an economic downturn, not every industry is having problems. There are some, in fact, that are thriving due to increased demand for their products or services.

    For an example, you don’t have to look further than your local grocery store. With the forced quarantines and lockdowns - not to mention closing of local restaurants and bars - grocery stores have never been busier. In the coming weeks and months, that may mean they’ll need to add staff in the front or back of the store. Meanwhile, they may need to hire (and therefore train) more employees due to higher demand.

    The same could be said for product delivery facilitators like Amazon, who will also see an uptick in the need for their services. In fact, Amazon is set to hire at least 100,000 new employees in response to this crisis. This is the time that eLearning becomes imperative for these types of businesses. It can give them a versatile platform to train a high volume of workers on the various practices and procedures they’ll need to be onboarded quickly and modernly.

    In times such as these, employers who need training have two options:

    • Option one: Change nothing about your organization’s training
    • Option two: Adapt and optimize training for a remote world

    Although training solutions may have an initial cost, the option to do nothing is not really an option, for any business that wants to stay afloat and productive during these tough times. No matter what industry you find yourself in, eLearning less of an option than a necessity now. Tap into eLearning to help make your company’s online training recession-resistant.

    Why eLearning helps if your industry is struggling at the moment

    Unfortunately, many businesses and companies are hurting economically right now. It’s a direct side effect of the quarantine and social distancing efforts in place across the nation. One sector that’s likely to experience issues is the travel and hospitality industry. Since everyone’s essentially sheltering in place, recreational travel is basically non-existent. Hotels are, for the moment, being left largely unoccupied. While businesses in that space won’t necessarily need training services at this very moment, they will need a plan for when things return to normal.

    This epidemic serves as a very clear wake-up call - if you don’t have a plan for how to work remotely or how to train from anywhere, you need one! Using a personizable eLearning platform is how you can prepare for that time frame. Having a versatile online training platform helps keep your company’s approach to training agile and ready to meet your employees where they are. That’s something you’ll already want to have in place once the crisis calms down.


    While the ongoing response and recession are unprecedented, there’s hope on the horizon. There will be another side of this emergency, and companies will have the ability to come out of it stronger and more resilient. There’s no reason eLearning can be a major component of their enhanced resilience.

    Interested in developing an eLearning platform that can keep your team educated while dealing with the realities of a recession? Look no further than Knowledge Anywhere. We can help you build a Learning Management System (LMS) built for your specific training needs. For more on how we can help, contact us today!

    ​We’ve added a lot of new and exciting features to our Learning Management System recently! Since our releases are done in waves, if you are a Knowledge Anywhere customer and do not yet see these changes in your LMS, don’t worry! They are coming soon. Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center.

    Dashboard Updates

    • Admin ability to filter data by group and by site
    • World map
    • Added KPI’s, including learner count for instructor lead courses and popular courses
    • Ability to reset/restore original dashboard
    • Ability to add panels and rearrange

    Setting Up Saved Reports - Update

    Allows Admins to add course sets and groups, without blanking the rest of the form. This feature also permits Admins to edit a saved report without running it first. Located under Reports – Saved Reports.

    Mark Users Complete

    Super Admins now have the ability to set courses as complete, change the score, as well as the start and end dates. Located under Content – Mark Users Compete.

    User Bulk Upload Improvement

    Originally, the template was a flat file, but now it has the ability to show custom fields. Located under Users – Import Users.

    SAML Settings Improvement

    Bug fixes to help onboard customers that have Single Sign Ons (SSO). Locate under Site – SAML Settings.

    Admin Control Over External Completions

    Admins can enable or disable learners ability to upload External Completions via toggle Located under Admin LMS - Site – Personalization – Other.

    Distinguish Learner vs. Admin Transcript Upload

    Distinguish Learners versus Administrator transcript upload, so Admins can tell who uploaded the training content. Located under Admin LMS – Users – Manage Users – Transcript – External Completions.

    Formatted Email Translations

    Formatted email notifications are now available in the following translated languages, as long as your LMS already supports them: German, French, Spanish, Japanese, Chinese (Simplified), Chinese (Traditional). Located in Site - Notifications.

    Enhanced Quiz Detail Design

    Quiz details visible with enhanced design for easy navigation. Admins can now see which answers their learners are getting correct and incorrect! Located under Admin LMS - Reports - Quiz Details.

    Customize Social Media Links

    Admins can now designate social media button links to your own organization’s pages, down to the microsite level. Located in Admin – Site – Personalization – Options.

    Customize Site Messaging

    Customize site messaging, with a modified version of HTML and ability to insert links. Ability to personalize by site, microsite, and group, so you can choose who receives the message. Located in Admin - Site - Site messaging.

    Added “Date Submitted” Field

    Added a “Date Submitted” field, so Admins can sort by date. A client-requested feature, great for self-learning systems and keeping track of all documents! Located in Admin – Content – Documents.

    Search Users By Administrative Roles

    Admins can now search users by Administrative roles. Located in Admin LMS - Users - Manage Users.

    Course Report, New Multi-Select Drop Down

    As part of a client-requested feature, we’ve changed course status from single select drop down to multi-select options. Located in Admin LMS - Reports - Course Details.

    Knowledge Mark (xAPI)

    Users can now put any external site info into their transcripts with Knowledge Mark - simply drag and drop into your bookmarks, find the external site you wish to upload, and click the Knowledge Mark bookmark! It will automatically download in the user’s LMS. Located in the user drop down menu, top right hand side of the LMS screen.

    Admins Can Approve User Comments

    Found under Administrator LMS - Content - Comments. Also will show up as a pop-up toaster reminder in the top right hand corner of the screen upon first log-in.

    Saved Reports

    Admins can now run or edit reports, without executing them, with the added option to tweak and save as a new report, instead of overriding your old one.

    Admin Course Character Counter & Visibility Settings

    New automatic character counter and option to add information on the course and/or a certificate. Located in Content - Courses.

    Image Editor: Easily Darken or Lighten Images

    Admins will be able to darken or lighten their pictures within the LMS! Located in Site - Personalization - Images.

    Admins Can Now Directly Assign Courses To A User

    Located under Users – Manage Users - Transcript – Directed Learning. From there, choose a course and assign!

    Drag & Drop Group Sets

    You can now order the group sets by dragging and dropping them in the order that you’d like! Located under Admin - Users - Groups.

    Ability to search group names in the Groups page

    Admins can now search for groups in the Groups page. Located under Admin LMS – Users – Groups.

    Users can now share their course completions on LinkedIn!

    Located under User LMS – Transcript. Admins simply enable this feature by configuring their Personalization options.

    Basic HTML Features

    Admins can now use basic HTML when personalizing their LMS. Located under Admin LMS – Site – Personalization – Text.

    Users Can Upload External Completions

    Coming soon, users can download and edit their user achievements, and can upload external completions on their own lifetime learning record. Located on the bottom of the User Achievement page.

    Personalize LMS Homepage Text

    Admins will be able to easily edit text, which users will see on their LMS homepage. Located in Site - Personalization - Text.

    Toggle Abilities for Admins

    Admins will have the ability to change the settings, so they can easily toggle optional or mandatory fields. Located in Site - Personalization - Fields.

    New Content Tools Directly in Admin LMS

    Access to Knowbly, our course authoring partner (includes a free demo, trial, and discount for Knowledge Anywhere users) and Scormify, an instantaneous SCORM conversion tool. Located in Admin - Content - Content Tools.

    ​Sometimes, an unexpected occurrence makes it difficult to work in-office. Don’t let it stop your productivity or impact your career! Instead, save your vacation time and use your remote work to your advantage. Let’s create a virtual plan that will allow you to continue your work, wherever you are, whenever you need it.

    An Effective Work-From-Anywhere Plan

    Keep Your eLearning Pantry Stocked

    It’s the same reasons schools have emergency exit plans, boats have life vests, and storm cellars have supplies - although it sounds dramatic, you need to create a similar preparation plan, in case you cannot work in-office. If you provide training in your organization, cover your bases and stock your eLearning pantry with plenty of resources.

    Ensure you have enough courses within your training system to keep your learners productive. These could include:

    Check System Access

    Make sure all learners know which versions and devices work best with your personal online training system - depending on the provider you use, this answer will change! By knowing your own system, you can prevent technical issues before they arise. Similarly, make sure you use internal marketing to alert all employees about the training, as well as remind them to use their correct accounts, logins, and passwords.

    Set Goals

    To keep everyone honest while working virtually, it’s helpful to define clear and SMART goals. Within a training program, this includes:

    • Deadlines: These can be set up in your LMS by an Administrator, and will make certain that learners know what is expected when. With this time management tool, you’ll be able to clearly define duties and stay on top of your work.
    • Tracking Usage: Keep track of all learners, regardless of when and where they work with up-to-date analytics and data.
    • Training Accolades & End Points: Even long distance, Admins can reward good behavior and Learners can show off their accomplishments. Certificates and badges are highly valuable in this aspect - not only is it a validation of work well done, it’s also an achievement given to learners who have completed their tasks. Utilizing these features encourages indirect communication within an LMS and gives a virtual pat on the back.

    Communicate With Coworkers

    Once you decide to work remotely, it is imperative you communicate with others you work with. This could include:

    • A home phone or mobile phone number
    • Which email address you check most often
    • What your new working hours will be, or when you’ll be offline

    There are many reasons you may want to work from home, including sickness, family responsibilities, long commutes, or other external factors. Whatever your reason, you can find a solution! Knowledge Anywhere provides an excellent Learning Management System (LMS) and we’ve partnered with Knowbly to provide top-of-the-line courses. Sign up here to get a FREE demo, a 21-day trial, and a discount on course authoring.

    There are so many reasons a Learning Management System (LMS) can help your organization by serving as a portal for eLearning. However, there is an often overlooked function; it can reinforce your company’s brand.

    What is your brand and why is it important?

    At it’s core, your brand is what you do, your company values, your audience, and how you communicate with the world. All these components combined are what defines how your audience (customers, employees, stakeholders) experiences and engages with your organization. Your brand is much more than it’s looks, but it may be externally reflected in how you look across all your platforms, which may include a logo, colors, and specific symbols or signs that represent your company and the work that you do.

    The different materials you develop for your brand should reverberate across every platform your company is present on. For example, your website and social media profiles should share color schemes, content types, and designs. So why should the same not be true for your internal strategy? You want to maintain a consistent look and feel across both your company’s online and physical presence.

    Why should you opt for a personalized LMS?

    Your brand should be reflected via your LMS platform. If your team - or any external partners - use your LMS to conduct eLearning, you’ll want them to feel as if that education is a part of their experience working with you. This is particularly important if you offer training across departments within your organization.

    Think of your online training platform as an extension of your brand and your company. It sends a very clear message to any users you send to your LMS. This training is a part of the larger experience of working for or with your company and it creates the perception that your company is organized and has all its materials aligned.

    It also perpetuates your current marketing strategy and re-reminds users of your brand. Let’s say, for example, part of an eLearner’s role is sending emails to customers. They are more likely to remember your company’s unified and defined tone of voice, fonts, logos, and colors if they see it on a day to day basis, across all channels within your organization.

    Internal branding guidelines gives you an opportunity to develop content that’s infused with the intangible elements of your brand - your mission, values, and main company objectives. This allows you to explain how the various aspects of the training are integrated with these elements.

    Why customers want your LMS to be branded

    A branded LMS emphasizes consistency on the platform. Visually speaking, it creates a unified look for the material and serves as a constant reminder not only of why your users are there, but the purpose of their partner training.

    As an added benefit, personalization makes the training feel like less “cookie-cutter.” Your audience may have taken similar pieces of training with other companies on similar topics in the past. Customizing your LMS helps you stand out and differentiate the knowledge you’re trying to pass on to your users. It gives the training a unique and distinctive flavoring, enabling users to escape the monotony they face from other LMS training they’ve experienced in the past.

    How your LMS can reflect your brand

    1. Your company’s colors

    This is one of the simplest ways you can integrate your brand into your LMS. Every company has a few signature colors that customers associate with their brand. Using your company’s colors gives a consistent feel to the experience that reminds the user of one of the key visual elements of your company’s brand.

    2. Your logo

    Having your company logo as a part of your training serves as a reminder to the user what company they’re working with at the moment. It can be subtle - a logo in a header or at the beginning or end of the training course. But having it included somewhere is critical for increased brand recognition.

    3. Your mission and values

    Your actual training content can also allude to your brand’s mission statement and your company’s values. Whatever purpose your training has, it ties back to your organization’s overarching goals in one way or another. Make sure you clearly outline how that is in the content itself.

    There are multiple ways you can incorporate your branding into your LMS to make it a personalized eLearning experience. The above options are simply how your LMS can show your brand. Below are just some of the ways that Knowledge Anywhere can incorporate your company’s colors, logo, and values into our learning platform:

    • Personalized email formatting
    • Personalized badges, with customized naming
    • Image placement, cropping, and color edits
    • Homepage personalization (logos, colors, messaging, etc.)


    Having a branded LMS emphasizes the traits of your company’s branding on your eLearning platform. This helps establish consistency with your stakeholders while reminding them who is behind the training they’re participating in, while associating your brand with the information they’re receiving. This will hopefully lead to better retention of the information and make it more effective. Many LMS’s don’t have this option, so make sure you ask about personalization capabilities when trying any eLearning demo! Even experts ask for this help - Knowledge Anywhere enlisted Northbound‘s branding expertise when designing and editing our own site, because we recognize the importance of usability, branding, and consistent marketing.

    Interested in developing a customizable LMS? Looking to bring a more personalized look and feel to your eLearning platform? Partner with Knowledge Anywhere! We can guide you through the process of building an LMS that isn’t just customized for your brand but also for your end user’s virtual training needs. For more on how we can help, contact us today!

    ​Knowledge Anywhere’s Learning Management System (LMS) is now publicly available on Zapier, a third party integration site, which connects systems together for an automated and streamlined process!

    What is Zapier?

    Zapier is a platform that allows you to connect apps you use daily to automate your work and be more efficient. With over 2,000 apps and integrations, it’s potential is endless! With an fast set-up and user-friendly application, it’s easier than ever to connect.

    How Can I Use This Integration?

    Simply find Knowledge Anywhere LMS’s page on Zapier and connect it with another application of your choosing. With thousands of options, you’re sure to find something valuable! Here are just a few of the most popular integrations:

    • Communication Gmail, Microsoft Outlook, Slack
    • Social Media LinkedIn, Instagram, Twitter, Facebook, Pinterest, Tumblr
    • CRM Hubspot, Salesforce
    • Human Resources ADP, Clockify, BambooHR, Workday, Indeed, BreezyHR
    • Support Zendesk, Intercom, FreshDesk, LiveChat, Help Scout, Drift, Jira Service Desk
    • Payment Paypal, Vimeo, Splitwise, Stripe, Recurly, Square, PayPro, Chargify
    • Storage GoogleDrive, Google Docs, Google Sheets, Dropbox, Google Slides, Box, Stash, OneDrive
    • Marketing Mailchimp, ActiveCampaign, Hootsuite, ClickFunnels, ConvertKit, EventBrite, Drip, Meetup, Bitly
    • Project Management Clickup, Trello, Prodpad, Pipefy, Monday, Redmine

    ​eLearning platforms can sometimes include many working components, which may seem confusing at first. Knowledge Anywhere has recently partnered with Knowbly, course creation specialists, to provide you custom training content. With just a few simple steps, they can create beautiful, engaging courses and publish them quickly, even adding them to your Learning Management System.

    Save time and money

    Although there are ways to use your current content in a course, creating online training internally can cost your company lots of time, and therefore money. By allowing trained professionals to handle your content creation, you will have more time to spend elsewhere.

    Personalize your content

    Some have the impression that hiring an off-the-shelf course leads to cookie-cutter, dry content. Not anymore! Now, course authoring experts have the ability to create responsive and interactive learning tailored to your organization’s needs. For example, you can request training to be tailored to specific industries, topics, goals, media types and more!

    Trust the experts

    Chances are, your company and staff are not experts in course authoring. Instead of learning an entirely new field, conserve your energy and resources by trusting the people who already live and breathe eLearning. Course authoring companies have first-hand experience in the field, and know how to make user-friendly, beautifully designed courses that are engaging for all types of learners. Here are just a few tools you can choose to leverage within your digital learning strategy through course authoring:

    • Videos
    • Audio recordings
    • Image editing
    • Flashcards
    • Interactive quizzes
    • Gamification
    • Infographics
    • Simulations
    • Role playing scenarios

    Integrate it with your current training platform

    With flexible content delivery, you’ll be able to safety and easily transfer Knowbly’s courses into any Learning Management System (LMS). All multi-formatted courses, modules, and raw data can be reused and refreshed to fit your needs as they change.

    Although a worthy pursuit, there can be so many potential barriers in creating an online course. Skip the hassle entirely by using trusted professionals. Through our partnership with Knowbly, Knowledge Anywhere users can sign up here to get a FREE demo, a 21-day trial, and a discount on course authoring systems.

    ​A robust Learning Management System is a vital component of employee training across many industries, from healthcare to manufacturing. The advantages that a well-designed LMS can bring are numerous, including:

    • Consistent training for global workers
    • Streamlined and improved service on an organizational level
    • Enhanced effectiveness in content quality and delivery

    Many organizations invest a lot of time and resources into their LMS. But there is a unique challenge that occasionally arises: how can companies convert written or visual content (such as PDFs, videos, etc.) into functional eLearning courses? Are there any standards or guidelines for the transference of educational content from one platform to another?

    The answers to these questions can be answered by SCORM.

    What is SCORM?

    SCORM stands for “Shareable Content Object Reference Model.” It is technically not a single set of standards; SCORM is a collection of standards and specifications for eLearning technology, and serves as a guideline or reference point for how developers can successfully use different standards in combination with one another.

    The SCO, or “Shareable Content Object” in SCORM defines the smallest possible unit of training in an online course. This could be a module or page, and is technically considered the smallest piece of content that is both reusable and independent within the context of a lesson or training program. Each LMS generally lists the SCO as separate items in the course’s table of contents, and tracks them as distinct entities.

    Moreover, SCORM defines both communication methods between client side content and the LMS’ host system, as well as how content is packaged into ZIP files known as “Package Interchange Formats.”

    SCORM Versions

    Since its launch in January 2000, SCORM has come packaged in 3 basic versions:

    • SCORM 1.1. Considered by many developers as the “prototype” version and is not widely adopted today.
    • SCORM 1.2. Launched in October 2001, fixed many of version 1.1’s bugs, and gained acceptance across the board. It still is supported by every major LMS, and vendors continue to supply material that meets the guidelines set out in 1.2.
    • SCORM 2004. A partial extension of SCORM 1.2, which also includes S&N (Sequencing and Navigation) guidelines. S&N standards allow for a wider range of content interaction types, and an increase in SCO reusability.

    How Does SCORM Work?

    At its core, SCORM is concerned with regulating two vital aspects of a Learning Management System: content packaging and data exchange.

    Content Packaging

    Also known as the Content Aggregation Model (CAM), content packaging guides the physical manifestation of a piece of content, or SCO. For instance, content packaging governs the order in which documents or pages in an e-course should be launched, as well as the names of courses, chapters, and sections.
    SCORM packaging contains a file called “imsmanifest.” This file contains the information needed to automate the import and launch of educational content according to predetermined parameters. The XML within the “imsmanifest” file regulates the structure of an e-course by delivering content in sequential order to the end user, as well as accurately indexing each file from a back end perspective.

    Data Exchange

    Data exchange is often referred to as Run-Time communication. It defines and regulates how the content within an e-course communicates or “talks” with the LMS itself as the program is running. For example, data exchange protocols allow the LMS to track a user’s score for a particular module by communicating the number of correctly answered questions compared to the total number of questions delivered.

    SCORM’s data exchange capabilities allow for a wide variety of rich interactions between the learner and the delivered content. Of course, SCORM 2004 offers more capabilities in this regard than the earlier versions of the model.

    Why is SCORM Important?

    SCORM is an important tool for developers and vendors of eLearning content for a variety of reasons. Some advantages from utilizing SCORM’s methodology include:

    • Flexibility. SCORM’s flexible, yet solid framework allows for a variety of formats to successfully operate across different LMS platforms. In addition, learners often are given the freedom to bookmark their progress when they need to take a break, and navigate to applicable modules when a specific need arises.
    • Reusability. SCORM allows course developers to create content one time, and then reuse that content in several applications without heavy modification. This ability to “plug and play” content is helpful on multiple levels: for instance, within an organization there may be several eLearning platforms that differ from one another according to location.
    • Consistency. The very nature of SCORM constrains learners to follow a fixed pathway throughout the e-course in question. In addition, SCORM-based content can ensure the legitimacy of test scores and prompt learning facilitators and managers to focus further training on specific gaps in learner knowledge. This ensures a consistent learning experience for all workers. In turn, this promotes consistency on an organizational level, whether in the realm of customer service, manufacturing processes, or other business operations.

    What Should I Ask My Course Provider?

    • Are the courses published in a SCORM compliant format?
    • What version of SCORM?
    • Are the courses developed with HTML 5 (ie not in Adobe Flash)?
    • Are the courses mobile (tablet and phone) friendly?
    • Can you send a sample course to test?

    How Do I Make My Content SCORM-Compliant?

    Now that you understand the necessity of using SCORM as a foundational element for eLearning coursework, the next logical question is: “How can I make my educational content SCORM-compliant?” While there are several options from which to choose, the good news is that there is a instantaneous, convenient way to convert your content into a SCORM-compliant eLearning material: Scormify.

    Scormify is a SCORM conversion service offered by development experts at Knowledge Anywhere, with the following key features:

    • It meets all SCORM standards so that your content will work in any LMS
    • It offers responsive design so that your e-courses will look their best in any browser or device
    • Allows you to style your courses as you see fit via CSS and SaaS
    Converting documents and/or videos into a SCORM eLearning course is faster and easier than ever with Scormify!

    ​The path to improved productivity and employee satisfaction begins with an enjoyable, fulfilling training platform. Without a robust learning system in place, your business is more likely to lag behind your competitors and experience long-term problems. From increased turnover to brand confusion, the red flags of a lackluster training strategy are dangerous and should not be ignored. Below are seven warning signs your business needs a proven learning system today.

    1. Your turnover rate has skyrocketed

    Few things are more devastating to a business than a high turnover rate. In addition to hindering productivity, a revolving door of employees can damage your company’s reputation. Millennials are especially likely to leave employers prematurely, highlighting the need to devote increased attention to retaining them. The good news is that there are some simple steps you can take to help retain millennials. Here are a few:

    • Train millennials in a way that makes the content meaningful to them
    • Set clearly defined goals and reward goal attainment
    • Personalize their learning experiences

    A new Learning Management System (LMS) is a solution that allows you to achieve all three of these goals simultaneously. Whether you are still using traditional training methods or your old learning system is outdated, you can migrate to a new LMS with ease. Within a matter of hours, you can be well on your way to a more enjoyable learning process and a more engaged, loyal workforce.

    2. Your onboarding process moves at a snail’s pace

    A person’s first experience with a new employer should not be slow or unpleasant. Unfortunately, it often is. And few business owners realize just how detrimental a lackluster onboarding process can be. Results of a survey conducted by HR tech platform Hibob show that 64% of employees are less likely to stay at their new jobs if they have a poor onboarding experience.

    Creating a more efficient onboarding process is vital to boosting retention and helping employees grasp your company’s mission. And it also helps control costs. The Society for Human Resource Management (SHRM) notes that a sound learning system with an organized online portal is an effective way to jumpstart onboarding and help employees hit the ground running right away.

    3. Your customer reviews have plummeted

    Your online reputation can have a major impact on traffic and revenue. With customer reviews serving as the building blocks for your reputation, it’s up to you to take the necessary steps to improve your reviews. Here are a few ways to help you turn around an online reputation that is less than stellar:

    • Train employees on appropriate ways to respond to complaints and angry customers
    • Ensure that your learning coaches are armed with the latest customer satisfaction trends
    • Designate a member of your team to monitor your online reviews and respond accordingly

    The Harvard Business School studied the impact of a one-star increase in a restaurant’s Yelp rating and found that it led to a five to nine percent increase in revenue…This implies that a restaurant with $1 million in annual revenue stands to lose $180,000 every year due to a poor online reputation.”

    - Jonas Sickler, Marketing Director at Reputation Management

    4. There have been several “close calls” due to safety or compliance lapses

    Few things are more frustrating than accidents or “close calls” that could have been prevented with proper training. The best way to reduce the number of close calls is to create an effective online compliance program for your employees. Online training platforms that feature quizzes and engaging material can help make dull compliance topics more relevant and interesting. Additionally, an LMS can help training managers spot employees who are struggling with compliance concepts.

    5. Your brand awareness is dropping

    Brand confusion is dangerous. It can stunt your company’s growth by reducing consumer trust in your products and presenting conflicting values. Sometimes brand confusion is so pronounced that even your employees are unable to articulate your mission or values.

    The journey to improved brand awareness begins with a winning customer service training program that emphasizes your company goals and mission. Creating an outstanding customer experience should be a top goal for every member of your organization, regardless of their job title. For example, if you train your receptionist to say, “Thank you for calling Avante - your one stop shop for medical equipment,” then you should train all of your employees to answer the phone the same way. This can be especially relevant for franchising, where the same brand may be geographically dispersed.

    6. Your employees are dissatisfied

    Employee dissatisfaction can lead to declines in productivity, increased absenteeism, and a host of other problems that can damage your company culture. Preventing employee dissatisfaction is critical, and here are some ways to achieve that goal:

    • Seek employee input Ask your employees for suggestions to help you improve your training course development
    • Reward their efforts Certificates, colorful badges, and gift cards can all help motivate employees to master their jobs
    • Know the signs Poor performance, disengagement, and negativity are all behaviors exhibited by dissatisfied workers

    7. Sales for your newest products and services are sluggish

    Launching an innovative new product or service should be exciting for your employees. And when properly marketed and promoted by sales representatives, your latest product offerings should give your bottom line and industry reputation a welcome boost.

    Unfortunately, the opposite can occur when employees are unable to quickly grasp key features and benefits of a product. Without a keen understanding of these selling points, your staff will feel less comfortable promoting your latest and greatest products and services.

    Preventing this pitfall is best achieved by integrating just in time training into your eLearning system. With just-in-time-training, employees have immediate and easy access to the information they need to become familiar with your latest innovations. The end result is improved engagement and healthier sales.

    The Bottom Line

    The single best way to avoid the problems outlined above is to seek the guidance of an expert in the online learning industry. The online learning experts with Knowledge Anywhere are available to listen to your learning challenges and help you introduce a five-star Learning Management System. Contact us today to discover the many ways we can help transform your employee learning experience. We look forward to putting your organization on the fast track to improved employee satisfaction and retention!

    ​If you’re reading this blog, chances are you’re a manager, supervisor, or HR professional trying to get all your employees trained or cross-trained. With varying schedules and actual work to get done, we know it can be a challenge to get all your staff together under one roof, much less all in one room to finish training. By investing in training, you’re investing in your people, and ultimately your entire operation. We know quality training will improve staff confidence, boost their output, increase sales, and keep quality talent at your organization longer.

    But what if you have the eLearning tools available, and employees aren’t taking advantage of them?

    • Is your staff too busy or pressured to learn right now?
    • Have they lost interest?
    • How can we re-capture their interest in better training?

    With this article, we’ll help you re-engage those employees who aren’t taking full advantage of your eLearning tools. We’ll be giving the nod to your marketing department, who you might tap for assistance. Essentially, you’ll be doing in-house marketing to your organization. So put on your marketing caps, and let’s get this done.

    4 Steps to Employee Training Re-engagement

    1. Know Your Employees

    Your marketing department would call this “knowing your audience.” Everyone is an individual, but look closely at employees who have been lackadaisical about completing training as a group. Ask your HR department questions such as:

    • Is your organization currently understaffed?
    • Are these employees overburdened?
    • Has something upset their morale?

    Know the difference between extremely busy employees and those who have lost interest in training. Many situations within an organization can upset employee morale like:

    • Loss of a valued customer to the competition
    • Loss of a respected leader
    • Changes in shifts, wages, hours or duties, etc.

    The reasons your employees have lost interest might come in handy later, as you launch your re-engagement campaign.

    2. Evaluate Your eLearning Materials

    Once you have a more thorough understanding of the dynamics happening among your employees, review your eLearning materials. Quality course development is crucial! If it’s been a while since you implemented a specific training system, sit down and take the courses. As you progress through the training module, ask yourself:

    • Is this course too technical, too complicated, or too dull? Employees aren’t excited about boring material.
    • Is your material too basic? Staffers don’t like to be patronized.
    • Upon completion, will your employees feel like they’ve used their time in a valuable way?

    This last question is arguably the most important. Quality talent generally doesn’t like to be micro-managed. As leaders, we know our best employees are self-starters who can re-prioritize, by themselves, throughout the workday. Which begs the question, what is more important to them? Finishing a training module or “putting out fires”?

    • Your best employees will aim to squash problems first, then move on to lower-level issues.
    • Training that makes “putting-out-fires” easier is valuable to self-starters.
    • Employees will be more motivated to learn if they feel the material is valuable to their career overall.

    If your eLearning platform is engaging, and the tone is set just right, it becomes a matter of creating a need among your employees to get through more training. If not, consider re-working your training module before continuing to step three.

    3. Create Need and Make It Urgent

    The best way to create a need for more training is to look at the issue from your employee’s perspective and ask the ultimate question: “What’s in it for me?” Urgent tasks get done first. Make training a high priority among employees. Consider these perks:

    • Money - Let’s be honest; employees are at work to earn a living. Is it possible to offer raises or a small bonus for completing challenging training programs? Be careful to include the staff who have already completed training. You wouldn’t want to damage their morale.
    • Non-cash incentives and goodies - Not every company can swing a raise or bonus for every employee, and that’s okay. Would your employees enjoy an afternoon off? How about a trip to Starbucks? A lunch, or a harmless and professional office bet?
    • If cash is tight - Consider titular advancements. Explain to staff that their progress is important to you and consider offering select titles to employees who finish more difficult training topics. We all love to be recognized for our expertise, and having a team of recognized in-house experts will boost their confidence and performance. In short, titles matter!

    4. Launch Your In-House Re-Engagement Campaign

    By now, you’ve done your research and have identified which employees need more training. You’ve reviewed your modules and tweaked them, and you’ve brainstormed some ideas that will motivate your employees. Now we need to make them aware of the benefits to them!

    It’s time to launch an inside marketing campaign among your staff. Tap your marketing department if you have them, and that you want inter-organizational materials aimed at promoting your eLearning training modules. Whether you have access to a marketing department or not, consider these ideas to market the new training perks to your staff:

    • Broadcast emails and CC users about new training modules, and goodies or advancement for completing them.
    • “Advertise” the training opportunities in your break rooms, on whiteboards, and around offices with fliers.
    • Include a note in payroll envelopes about new training topics and the perks for completing them. Explain benefits both to the organization and the employee.
    • Acknowledge employees for completing training topics in front of others. Perhaps this is simply a note in an email, a quick thank you at your next team meeting, or a “Learner of the Month” section in your employee newsletter.
    • Set up social media groups for your company’s new “experts,” and encourage them to discuss training topics, research those topics, and advance new ideas.
    • Mention the new training modules in meetings, and make those meetings FUN! Offer refreshments, and keep the tone lighthearted.
    • Set up a friendly competition among shifts or departments. Whichever team finishes the most training modules in a month gets a reward. Rewards don’t always need to be cash-based - the winning team could get a small trophy on their desk, or throw a pizza party, or create their own non-monetary, fun reward!

    The key takeaway: employees do their best work when they’re well trained and motivated. Would you like to learn more about training course design or implementation? Get in touch with Knowledge Anywhere. We’d love to share our ideas and help you train that team.

    ​How do you improve the employee experience if you don’t understand the employee? Millennials are looking for companies they can believe in and for companies that make personal growth part of the culture. They want to know they matter. What better way to show they do than by employee engagement?

    As an employer, your employee training can focus on how your company works. You can give employees extensive training on how to perform their jobs, but if you don’t show an interest in helping them grow, you won’t be able to engage them. Without engagement, employees leave. Below, we’ve outlined how eLearning can empower the employee experience.


    Engagement begins with the hiring process, regardless of if prospects use an Learning Management System (LMS). Individuals get a glimpse at the corporate culture as they navigate the interview process. If potential employees don’t engage at some point in the hiring process, odds are they won’t engage once they are hired.

    Employees involved in the hiring process need a training program that reflects the corporate culture and its employee experiences to ensure the candidate is a good fit. Consistency is vital in finding the right people, and training is key to that consistency.


    You have promised an engaging environment to a seemingly smart and dedicated newcomer; now’s the time to follow through. You’ve hired the perfect employee and after a week of onboarding, that perfect employee doesn’t seem as enthused. Nothing dampens the spirits of a new hire more than an onboarding process that is decades old. It is hard to be enthused about uninspired compliance material.

    When was the last time you looked at your onboarding process? Unless you’ve made a conscious effort, most onboarding processes haven’t changed much. What if you could dramatically improve that experience?

    Why not let the employee choose what to learn first? Aside from a few “must complete” forms, does it matter if a new hire is trained on how to use your Intranet before taking a tour of the facilities? Likewise, does it matter how they learn the information, as long as they are engaged and learning from it? Mix up your onboarding process by allowing for a variety of learning styles and utilizing all types of eLearning techniques, such as virtual reality, video role-playing, lectures, webinars, quizzes, and more.

    The main takeaway? Identified critical information every new hire needs and give them the flexibility to access it in the way that it makes sense to them. With the right learning management system (LMS), you can track employee activity to ensure that the information has been accessed.

    Employee Satisfaction

    The so-called honeymoon phase is over and your prospect is now an employee. How can you improve the employee experience day after day? Provide tools and training that are designed to entice and engage, and techniques that value employees as people.

    Nothing is more frustrating than not having access to the needed information. A learning management system can help organize information so employees can find what they need when they need it. If the LMS can deliver the information on multiple devices, employees can find what they need on their phone, a tablet, or a laptop. More importantly, they can find information where they need it - in a meeting or during the customer’s journey. A less frustrating experience for everyone. Effective collaboration means listening to other people and organizations to learn how to work towards a common goal. It means having a repository of information that all members of a team can access. Sharing knowledge is what makes collaboration work. Collaboration creates a sense of community, making the workday experience more meaningful.


    Where are you keeping crucial information? If your employees are unable to access information when they need it, what is the point of having it? With the right LMS, subject matter experts (SMEs) can update information. The information can be curated before publication. What better way to show employees you value them than letting them share their expertise.


    Management needs to show an interest in employees from day one. Whether it is taking a moment to meet with the new hire or sending a personalized email, that initial contact is essential. Another way to show interest is to track their training and provide encouragement as they make progress. Managers need to continue employee involvement beyond the onboarding process. If you don’t take the time to interact with employees, they become less engaged.


    Learning shouldn’t just be about the job at hand. It should encompass areas of growth for each employee. With the right LMS, you can create customized learning plans that show employees that you care about their specific growth. If you support their growth, employees will believe in your company. They will want to contribute to your company’s growth.


    All of these employee experiences build trust. Trust builds loyalty. Loyal employees don’t leave. Companies with a positive corporate culture retain employees more than those who ignore their corporate culture. In fact, companies that focus on the employee experience and a positive culture have a lower turnover rate. Who doesn’t want to increase employee retention?

    The right Learning Management System is a crucial part of engaging and retaining employees. Knowledge Anywhere, an elearning company, understands the need for flexible, employee-focused solutions. Our experience and customer support enable our users to create a positive corporate culture to drive corporate growth.

    ​Leading a cross-departmental training isn’t easy. You have to coordinate between multiple teams with differing schedules, differing locations, and differing learning styles. But regardless of these discrepancies, there’s some information that needs to be mastered at a company-wide level.

    Having an eLearning platform can help promote cross-departmental training and make it much easier across your entire enterprise. Let’s take a closer look at the many ways it can do just that.

    An online platform is versatile no matter where your team is located

    With any organization, different departments tend to move to the beat of their own drum. They have disparate meeting schedules and plans for how and when they achieve their own specific missions. While everyone’s goals should hopefully align with the company’s overarching mission, the method, location, and schedule with which they work towards that mission may differ greatly.

    With a Learning Management System, you don’t have to worry about getting different departments in the same place. You don’t even have to worry about getting them to show up virtually at the same time. An LMS gives you the capability to allow different departments to take an eLearning course at their leisure, no matter their different work schedules.

    It’s also a great option because often different departments are located in different physical spaces. With an LMS, that’s no longer an issue. Now you can have your remote teams logging in to take the same training wherever they are. All you have to do is give them a deadline and let them work it into their own schedules.

    You can tailor departmental training to a specific audience

    Your entire company may need to learn and retain the same baseline information. But each department is tailored for a purpose and will need training for different reasons to fulfill their daily responsibilities. For example, HR, accounting, and sales will apply the same information their own separate ways.

    That’s why having the capability to create custom courses is so crucial to a better training experience. By creating custom courses, you can tailor similar information to a variety of audiences. You can omit any information one audience doesn’t need to do its job while adding in additional items for another audience.

    Your departments may also learn in different ways using different skillsets. Marketing and IT, for example, cannot be expected to learn exactly the same way. To ensure that both groups optimize the way they learn, you can create custom courses to appeal to those diverse employee bases.

    You can achieve SCORM compliance

    If you need your eLearning courses to be shared across departmental, you can do this as well. With Scormify, you can make your eLearning courses SCORM-compliant so that the course can integrate with your LMS.

    You can expose the entire company to a more immersive training experience

    Older training modules involve text-based examinations. Some more modernized versions may include audio and video components. While these can be effective for some, teams and individuals with different learning styles may succeed or suffer depending on the type of training you opt for. This can prove problematic when you’re leading a training meant for the entire company.

    But with state-of-the-art training modules that incorporate next-generation technology such as Virtual Reality (VR), you can create new, immersive learning experiences for your employees that appeals to a wider group of individuals. You’ll leave all employees - no matter the department - feeling as if they’re actually there as they go through their training.

    VR training goes a step beyond reciting memorized data. It allows them to walk in the footsteps of your company’s ideal team member, helping them visualize what a high performer looks like. This is something all of your departments can benefit from, as it aligns multiple sectors of your business to understand the core mission they’re all charged with accomplishing.

    Integrate your training into existing Slack channels

    Some (or many) of your departments may communicate using Slack - the handy tool meant to promote departmental collaboration. Incorporate your cross-departmental training into those various Slack channels to make training even more convenient for your team! Take QuickQuiz, which allows you to create and send small quizzes into your organization’s different Slack channels. This fast process enables lightning-quick small tests, designed to test employee knowledge. This speeds up the amount of time it takes to disseminate your eLearning and helps you tweak and improve it for future iterations.


    Coordinating cross-departmental training is never easy. But it can be simplified with the right eLearning platforms and tools. By making the learning process easier and more enjoyable. Using these mechanisms, you can increase the likelihood that they’ll retain the information by teaching them in a fun, convenient way that can be applied across all your teams.

    To talk more about Knowledge Anywhere’s suite of eLearning tools and services, schedule a discussion with one of our reps today!

    ​Giving a constructive performance review is an art. While you want to encourage employees to strive for higher levels of success, you also want to point out where they can improve. Test out these tips and tricks for giving the best possible performance review in your next one-on-one!

    Tip #1: Choose the right timing.

    Many companies choose to give reviews on an annual, twice annual, or quarterly basis. While these reviews are an excellent opportunity to connect with your employees and provide feedback, they probably shouldn’t be the only time you’re giving performance reviews. For many companies (and their employees), the best time for a performance review is right after each completed project. This accomplishes several things:

    • It ensures that the content is fresh in the individual’s mind.
    • It allows you to give project-specific examples in a way that is current and relevant.
    • It ensures that you are able to build a culture where feedback is prioritized. When your employees know that feedback comes regularly, they might become more comfortable with the entire process and less likely to experience stress concerning those reviews.

    Tip #2: Be direct in addressing problems.

    When you know that an employee is having problems, whether with a coworker or with a specific aspect of their job, it’s important to address the concern directly. If you want the performance review to have a constructive outcome, you need to clearly define the problem. Try this:

    • Let employees know what problem you have observed using clear, concise language.
    • Provide concrete examples. For example, “I noticed that you had a hard time hitting deadlines on this project. You were late with X and Y, and Z was very close to the wire.”
    • Listen to the employee’s feedback. Sometimes, you may discover that the employee had a good reason for why they performed a task the way they did.

    Tip #3: Point out what employees are doing well.

    Yes, a performance review is an amazing opportunity to help employees improve their regular job efforts - but that doesn’t mean you want to spend the entire review offering “constructive feedback” which thinly veils critiques. Instead, take the time to build a positive connection! Find the things that the employees is already doing well and make a point of commenting on them. You’ll find that when an employee knows they are well regarded for something they do right, they will take more pride in it. Afterward, they may show better efforts than before. By building employee engagement, you can often achieve a greater willingness to work on any problems that come up during a review.

    Tip #4: Brainstorm solutions together.

    You’re the boss. That doesn’t necessarily mean that you have the perfect solution for every problem your employees face on a daily basis. In order to make the most out of a performance review, brainstorm solutions with the employee - especially for ongoing problems. Coaching isn’t just about throwing your opinions out there. It’s about working with your employee to decide what to do next.

    Consider this scenario: an employee is habitually late to work because they need to drop off a child at school before work. The employee confesses that the child often drags his feet, causing the tardiness. You might suggest that the employee arrive at work fifteen minutes later and tack those fifteen minutes on at the end of the day, if that works for the office schedule, or you might be able to offer suggestions that can help streamline the morning routine.

    Tip #5: Avoid language that could be perceived as a personal attack.

    When you address a problem that an employee is dealing with, talk about the situation, not about the person. For example, “I’ve noticed that you arrive late most Wednesdays,” addresses a situation. “You’re the latest person in the office!” is a statement that the employee may perceive as a personal attack. When an employee feels attacked or threatened, they may be less likely to address the behavior, and they may have a poor opinion of you and the company as a whole. Instead, deploy soft skills and try:

    • Using neutral language
    • Discussing potential solutions together.
    • Addressing concerns, not personal issues with an employee

    If you’re worried about offering feedback to an employee that you don’t get along with well, consider bringing another employee into the office while you have your discussion. The presence of another person can help smooth out those jagged edges, and that individual may be able to offer a little feedback about how you’re handling the situation.

    Tip #6: Build on current feedback sessions.

    It’s not just about immediate progress—you also want to be sure that your employee is making steady progress over time. Remember, growth doesn’t happen overnight! The fact that you’ve addressed a problem once doesn’t mean that the employee will immediately correct the behavior. Make a note of your current feedback in the personnel file so that you can come back to the discussion again in the future. Talk with employees about both the progress they have made and the areas in which they still need to improve.

    Tip #7: Create a quantifiable way to measure success.

    When you ask employees to make big changes, you need a way to measure them. As part of your performance review, create a way to measure the employee’s progress. Create SMART goals that are both measurable and attainable: setting them too high could have employees struggling to reach those goals! Consider building in a rewards system that will allow employees to see their continued progress toward their goals. You might offer more flexible working conditions, extra time off, or small rewards as your employees reach each new goal.

    Effective performance reviews take effort, but if you put in the work to make a professional relationship with your employee, you will often discover that you can more effectively handle these challenges and help both of you achieve success.

    ​Using Knowledge Anywhere’s eLearning system, NewFordTech’s ACE program has grown about 80% in the last year. So how did Ford get so much growth? To find out, let’s meet the players and the situation….

    Ford ACE Program

    Ford Automotive Career Exploration (ACE) is a partnership program between Ford Motor Company, Ford/Lincoln dealerships, and secondary and post-secondary educational institutions. The intent of the program is to raise awareness and increase interest in career opportunities within the automotive industry, ultimately as a trained service technician.

    Knowledge Anywhere

    An eLearning solution, Knowledge Anywhere helps train over 2 million learners worldwide through Learning Management Systems (LMS), Virtual Reality training, course development, and specialized training tools, including QuickQuiz and Scormify.


    With over 482 involved dealerships and 556 schools, how can Ford effectively and consistently train students, while there is increasingly shrinking labor force?


    Our solution was to combine the collective power of Ford/Lincoln’s reach and Knowledge Anywhere’s technology to train a new generation in the automotive industry, using the same platform as bonafide and trained professionals.

    “Through access to our custom-tailored content and training, young adults find that a career as an automotive technician can be exciting, challenging, and rewarding. In today’s world, the percentage of young adults that are aware of career opportunities in the skilled trades has been shrinking. ACE provides these individuals with that information and the opportunity to begin a career with the local Ford or Lincoln dealership.”

    - Paul Peters, ACE Program Coordinator

    This partnership has created a Win – Win – Win – Win solution, helping Ford Motors, Knowledge Anywhere, ACE students, and Lincoln dealerships all around North America.


    While the program is ongoing and numbers continue to incline, we’ve already seen massive advancements in the ACE program. To see the stats, check out our infographic below, and to learn more about the program, go to and follow them on Instagram, Twitter, and Facebook @newfordtech.

    ​We’ve added a lot of new and exciting features to our Administrator Learning Management System recently! Keep up with our updates in this article, as well as our ongoing Announcements and Releases section within our Support Center, or through the Bell on the top righthandside of the menu on your LMS.

    Badges Report

    See a report of all badges, with date, name, courses, and badges filters. Found under Administrator LMS - Reports - Badges Report.
    Badges gif

    New Image Cropper

    New Administrator access to crop images on our LMS, ensuring easy photo cropping, with the ability to preview! Found under Administrator LMS - Site - Personalization.
    image cropper gif

    Create A Custom Course Field

    Administrative option to create a customized course field, with the option to add to certificates and courses. Found under Administrator LMS - Site - Custom Course Fields.
    Custom Course Feild gif

    New Formatted & Customizable Email

    Beautiful and customizable email formatting for new user registration, auto-filled with your company’s logo, your name, new user’s name, and option to “revert to default.” Found under Administrator LMS - Site - Notifications.

    Customizable Email gif

    Users - Uploading External Completions

    Coming soon, users can download and edit their user achievements, and can upload external completions on their own lifetime leaning record. Located on the bottom of the User Achievement page.

    Drag and Drop Group Sets

    Coming soon, you can now order the group sets by dragging and dropping them in the order that you’d like! This option will be available under Admin - Users - Groups.

    Similarly to purchasing your first LMS, switching to a new LMS can be a daunting and complicated task. With various components to consider, it’s important to understand how the migration process works with your new LMS provider, so your employees can spend more time learning.

    The most important factor to keep in mind when migrating to a new LMS is to migrate to a better platform.

    Different does not always equal better.

    You need a platform that supports your long-term organizational goals. Do your homework before you leave your current LMS provider because it will immensely help the transitional process.

    Here are the top 4 tips for migrating to a new LMS.

    1. Migrating Content

    Migrating content is the first priority. You have built or bought custom courses for your learners, so it’s important to transfer that information over in an easy, streamlined process.

    Questions to ask yourself:

    • What types of courses do you own?
      • Consider every type of training course you have created. This can include SCORM, classroom, and several others. Ask your new LMS provider what the process is for transferring over the courses and how long it will take.
    • Do I need all of these course transferred?

      • This is a time to update and renew. Know which courses are necessary to transfer over and which ones are outdated.

    2. Migrating User Information

    The next area to consider is migrating all of your users over into the new system. This includes all of the personal information on their learner profile.

    Over the years, your organization may have accumulated many user profiles that are no longer being used, so this is a perfect time to decide who should be transferred over. This could include all of the active users in the system, everyone who has ever used the system, or a mixture of the two. Again, it is important to ask what the process will look like for transferring all of this information, how long the process will it take, and will there be any extra chargers.

    3. Migrating User Transcripts

    With your previous LMS, learners completed course, earned certificates, and are most likely in the process of completing more courses. This means that migrating user transcripts is very important to consider.

    Questions to ask yourself:

    • What information do you need transferred?
      • Do you want all of the user transcript information to be sent over? Is there a cutoff period? Over the years, courses have come and gone, meaning that information about courses that are no longer available could be useless to transfer over. Carefully consider what is necessary and what is cluttering up your system.

    4. Migrating Integrations

    The final area to consider is migrating over integrations you previously used with your old LMS. With your previous LMS, you may have been able to seamlessly integrate SalesForce or Google Analytics into your system. Make sure that your new LMS provider can easily integrate with the programs that are necessary for your organization and have the ability to add new integrations.

    As your organization moves forward in migrating from one LMS to another, make sure that you are thoroughly communicating to your employees about the new platform. This will ensure that your employees will be excited and start using the new platform right away.

    About Knowledge Anywhere

    Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    Introducing New Knowledge Anywhere LMS Dashboard

    LMS Administrators now have access to a newly designed, easy to use dashboard, which features analytics such as:

    • # of courses
    • # of active users
    • # of new users
    • # of users that haven’t started training
    • # of user logins
    • # of course completions
    • Time spent in courses
    • Breakdown of where your users are from
    • And more!

    New LMS Dashboard
    New LMS Dashboard

    To answer questions quickly or tackle tough tasks, employees cannot only rely on traditional training methods. Learners need to have the resources and support to solve problems quickly and effectively.

    With just-in-time training, learners can face new problems and solve them instantly due to the accessible and relevant information this type of training provides.

    What is just-in-time training?

    Just-in-time training is the concept of supporting employees by providing avenues for immediate learning, allowing them to acquire the knowledge they need, when they need to know it.

    “A lag between learning and application causes a loss of knowledge and skill.” - Shift Learning

    With the advancement of technology, we are now using just-in-time training in everyday life. Through tools like Google and social media, we are able to instantly gather and learn new information at the tips of our fingers.

    Benefits of just-in-time training

    Just-in-time learning comes with a host of benefits, including:

    1. Saves time With up-to-date information that is easily accessible, learners perform their job duties faster and more accurately, leading to fewer mistakes.
    2. Accessible training With just-in-time training, your are offering your modern learners the “moment of need” support they require, allowing them to refresh their knowledge and skill sets whenever from wherever.
    3. Increased engagement Just-in-time training produces confident and engaged learners because with instant access to the information they need, employees will have the ability to solve their problems quickly and easily.

    Since just-in-time training is currently being used everyday, the modern learners expects this type of learning to translate over into the workplace. Thus, it is important to meet those expectations by implementing just-in-time training into your eLearning program.

    How to implement just-in-time training

    When implementing just-in-time training, there are three important aspects that make it effective and successful for learners.

    1. A library of short-form content

    Just-in-time training is effective when the content is short, informative, and to the point.

    Short-form content is often called microlearning. This type of learning is perfect for when a salesperson is about to conduct a demo call and they need a refresher on a product’s function. Or when a prospect is on the phone and the reps are asked a question they don’t know the answer to.

    2. Online Platform

    Even the best content won’t help your learners if they can’t find it when they need it.

    Businesses need an organized and easily accessible library of content for learners to use when they encounter a gap in their product knowledge, allowing them to fill it quickly and with minimal effort.

    There are many online platforms which can store an organized library of content for your business. One popular tool is a Learning Management System. This tool can be used to store just-in-time content, as well as all of the training materials needed for employees.

    3. Spreading the word

    Take the time to thoroughly communicate to employees about the platform and the value it will bring to them in their daily jobs. Additionally, make sure learners feel completely comfortable using the platform by providing them with resources, onboarding, and support contacts.

    Implementing just-in-time training helps employees learn and retain the information needed to increase productivity and produce greater results. Start incorporating just-in-time training to build an engaged and well-equipped workforce that will succeed.

    About Knowledge Anywhere

    Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    ​Content is an essential element of any learning management system. A company can purchase the perfect LMS for their organization and learners, but it’s success still depends on the content.

    Because of the overwhelming amount of choices that are available when looking for a new LMS, it is easy to forget the importance of training content. Most businesses focus their time and energy on finding an LMS with the perfect combination of features and user experience not thinking about, or budgeting, for the content they will inevitably need.

    Creating content should be a priority before or during your pursuit of the new software

    Why not wait until the implementation of the LMS to turn your attention to content?

    There are a couple of important reasons to not wait to start on creating content.

    1. Content is valuable to your company any time. There is no reason to wait for the purchase of an LMS to use great training content.
    2. Creating content almost always takes longer than expected. A head start on planning and creating training courses is never a bad idea.
    3. Budgeting in the cost of training content will be more accurate and easy to do if content creation is already in the planning stages, or in progress.

    Starting on content can be intimidating and sometimes it is hard to know where or how to start. Here are a couple of focal points to help get your organization moving forward on its training content:

    • Identify the team that will be spearheading the content effort
    • Nail down what type of content you should create with your budget and timeframe (PowerPoints, professional videos, off-the-shelf courses, PDFs, quizzes, lectures, scripts, etc.)
    • Write down all of your content needs, then prioritize them
    • Use content you already have
    • Outline your content

    Although you might not be able to fully complete the creations of your training content before the implementation of your LMS, any progress made will help you down the road. It will specifically add value with budgeting, as well as helping your organization get a faster return on investment.

    About Knowledge Anywhere Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce. Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    Many organizations use partners as an important part of a company’s sales strategy. In order to have a successful partner program however, your organization needs to establish effective training for these partners. One of the most effective ways to train your partners is through a flexible, mobile, learning management systems (LMS).

    What is partner training?

    Partner training helps your business’ partners understand the features, branding, and selling techniques for your products.

    Implementing partner training through an LMS can introduce a huge competitive advantage to your organization.

    With an LMS, partners will:

    • Require less support
    • Be trained quicker
    • Receive the same quality of training

    Through utilizing an LMS, your organization will also be able to easily scale a partner program, ensuring that your partners are up to speed with new brand and product information.

    This article will discuss 3 valuable LMS features that can help enhance your organization’s partner training.

    A Learning Management System (LMS) is a cloud-based software that organizes and automates training for learners.

    Hosting partner training on an LMS is great for several reasons, including ensuring that every partner aligned in understanding your brand, product features, and how to sell your product.

    Here are three of the most valuable LMS features that enhance effective partner training.

    Extended Enterprise

    Through using the extended enterprise feature of an LMS, the training, branding and administrators will be unique for different partners. Extended enterprise enables organizations to create specific, separate online training experiences for each of their partner organizations while using one LMS.

    Mobile Friendly

    A mobile friendly LMS gives partner training even more flexibility on when and where they access their training. It opens the door for just-in-time training. For example, if a salesperson wants to brush up on product details before meeting with a potential customer, they could quickly access a training video on their mobile device.

    Advanced Reporting

    Using an LMS for partner training has a lot of advantages. When it is coupled with advanced reporting, it becomes an even more powerful tool, allowing you to analyze and optimize your training. Advanced reporting will also enable you to understand and report on the value that the LMS partner training is bringing to your business.

    Partner training is an effective way to increase sales in your business. Implementing your partner training program on a mobile friendly LMS with extended enterprise and advanced reporting features will bring even more value to your organization.

    About Knowledge Anywhere

    Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    Formal learning experiences (i.e in-person lectures or online course modules) account for only about 10% of the ways students actually learn. The remainder of learning occurs through interactions with mentors and peers (about 20%) and experiential learning (about 70%).

    Historically, this limitation has been a source of frustration. Now there’s a way businesses can track as much as 100% of learning experiences.

    It’s called xAPI.

    What is XAPI?

    xAPI allows for deeper tracking of learning. This application is able to track the information learners seek whether that be through the elearning content provided by a company or outside information on the internet. xAPI also makes it easy for learning and development teams to see self-directed learning in action.

    The “x” in xAPI stands for experience and represents this software’s ability to capture learning experiences which was not always possible. “API” is short for application programming interface which indicates that xAPI will seamlessly integrate with your learning management system.

    xAPI, when integrated with your learning management system, provides a more comprehensive assessment of learning because it is able to track more than conventional AICC- and SCORM-based online experiences. Among other things, xAPI will enable you to track not only classroom learning, but also participation in online communities, the use of support tools, and performance assessment results.

    How is xAPI different from SCORM?

    SCORM, which stands for Sharable Content Object Reference Model, is a useful tool that enables e-learning courses to communicate directly with the LMS. The data it collects is useful for recording traditional learning activities such as whether learners completed courses, how much time they devoted to each course, and the scores they achieved.

    However, SCORM is limited to the 10% of learning that formal learning can provide. xAPI adds in the other 90% of learning because it can track learning that occurs outside of an LMS. The substantially larger volume of data that xAPI provides gives a more comprehensive picture of what users actually learned.

    What are the benefits of xAPI?

    xAPI effectively tracks a wide range of online and offline learning. It substantially enhances your analytics capabilities, makes integration into any learning management system easy and intuitive, and supports more learning experiences, like gamified, social, and group learning.

    Three important benefits to highlight, include:

    1. Access a wider range of learning activities: xAPI allows for the interaction with a wide array of objects because it is not limited to tracking just elearning content within the LMS.

    2. Enhance analytics capabilities: xAPI creates activity stream data, enabling deeper tracking capabilities. Due to tracking occurring both online and offline, more meaningful learning outcomes are produced and stronger eLearning courses are offered.

    3. Track mobile learning: xAPI will track mobile learning experiences, including all learning stats and data. The ability to track mobile eLearning activities substantially enhances the scope of eLearning behaviors and outcomes.

    How to use xAPI

    Because xAPI has the ability to track a wide range of learning activities as well as collect important data, it is critical to understand how to correctly use xAPI.

    Although there are many ways it can be implemented into your eLearning program, two important ways to use xAPI include:

    Self-directed learning (SDL)

    • xAPI is able to track the information learners seek, whether that be through the elearning content provided by a company or outside information on the internet. XAPI makes it easy for Learning and Development teams to see self-directed learning in action.
    • Example: A sales representative browses through LinkedIn and reads an interesting article about sales training. If their company is using an xAPI enabled LMS, then they can read the article and add it to their LMS learning records for their manager to see.

    Assign external material

    • Often, managers want employees to perform research and be up to date on new trends in their industry. xAPI allows for managers to track if their employees complete assignments and examine if anyone is going above and beyond their assigned tasks.
    • Example: A marketing manager wants their team to research the latest product updates on competitors sites. With an xAPI enabled LMS, marketing team members can track their research and add it to their LMS for their manager to review later.

    How is Knowledge Anywhere using xAPI?

    Knowledge Anywhere has created an xAPI bookmarklet that allows learners to have a button in their internet browser that records selected pages in their LMS transcript.

    Knowledge Mark is an xAPI bookmarklet that allows users to track the learning they do outside of the LMS. Learners can consume a piece of material on the internet and use Knowledge Mark to easily add it to their transcript.

    Here is a short video explaining xAPI capabilities and Knowledge Anywhere’s new xAPI bookmarklet called Knowledge Mark.

    xAPI represents a significant step forward in the deployment of eLearning course offerings and assessment of learning outcomes. Although xAPI is not standardized or widely adopted quite yet, LMS professionals and LMS companies alike are excited about the possibilities it brings.

    About Knowledge Anywhere

    Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    ​Getting approval for an LMS can be a challenging process. There are so many tools and technologies out there that managers can be wary of approving yet another tool for your organization.

    The video above gives you three valuable strategies for successfully gaining approval to move forward with implementing an LMS into your organization.

    The video starts by suggesting not to use the acronym, “LMS” when discussing the software with your higher-ups. Instead, use more recognizable terms, like “training software,” “learning software,” or even the full name of “learning management system.”

    The second tactic is to collect as much data as possible on the effectiveness of your organization’s current training and development program, as well as fully understanding LMS software and what it can do to improve your organization.

    The third strategy covered in the video is being able to communicate specific benefits an LMS can have on an organization. We highlight five of the most commonly shared benefits companies see while using a learning management system.

    Watch the video above to get a full picture of the three strategies to use to get approval for an LMS.

    About Knowledge Anywhere

    Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    ​When the search for an LMS begins, it quickly becomes apparent how many choices are available. One of the first challenges that many of the people researching learning management systems face is trying to nail down the cost of an LMS.

    What should be budgeted for the new learning system? What goes into the cost of an LMS? What should be asked so that there are no surprises in the pricing?

    In the video above, we answer all of these questions and more while providing an overview of what goes into determining the cost of implementing an LMS.

    To summarize the video, there are four main buckets of cost associated with implementing an LMS:

    • Implementation
    • Maintenance and Support
    • Content Curation and
    • Integrations.

    Watch the video to learn about what percentage of the total LMS cost each of these buckets represents, and how to plan for their cost.

    If you are searching for an authentic, knowledgeable LMS partner, feel free to reach out to us at

    About Knowledge Anywhere

    Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    The benefits of online training have been well established. And yet, not every organization achieves these benefits. In fact, as cited by the Harvard Business Review, a recent study found training and development to be among the daily areas employees are least satisfied with.

    Simply offering this type of learning environment is not enough. It is vital to ensure that online training actually accomplishes its goals in educating and benefiting your teams.

    Consider these 3 ways to evaluate the effectiveness of your online training.

    1) Gather Online Training Feedback

    Make sure that, as your teams go through the training modules, you get their initial feedback on content as well as the areas that could be improved to help them with their performance.

    Ask your learners exactly how the courses are working, through these three mechanisms:

    1. Surveys: Allows you to get snapshot answers and general quantitative ratings.
    2. Focus groups: Both in person and online focus groups help you get in-depth answers and insight into greater themes of what works and what does not.
    3. Interviews: Interviews provide the deepest and most comprehensive way to get qualitative information on your training and its effectiveness.

    Each of these options bring awareness to a different dimension of your training. Do not just rely on one of these methods. Instead, use a combination of all three to make sure that you get both the information to see obvious improvements and in-depth suggestions for more effective options in the future.

    In addition to giving you the insights mentioned above, gathering feedback makes your teams feel that their opinions matter. Training and learning will become more collaborative because it is shaped by each of your employees.

    2) Assess Your eLearning Results

    At its core, evaluating your training effectiveness is about tracking if employees learn new skills, increase productivity, and grow professionally. This is a complex goal that is best attacked by breaking it down into components.

    Those components are your key performance indicators, or KPIs. One commonly used framework is the Kirkpatrick Evaluation Model, which breaks down the success of any type of training into four levels:

    1. Reaction: Based on whether your participants find the training useful, engaging, and relevant.
    2. Learning:The degree to which your employees get the skills and knowledge intended from the training.
    3. Behavior: How participants translate the training to the actual work to be done.
    4. Results: Measuring the degree to which the training influences performance of the employee and the organization.

    Ideally, KPIs are oriented against these four levels but are more specific to your organization. They should be measurable, and within a specific time horizon, making it easy to assess the outcomes of the training.

    Defining your KPIs is only the first step in assessment. Once identified, a 3-step process tends to be most beneficial in making sure your participants learn what they need to.

    1. Pre-Training Evaluation: Test your participants’ knowledge before the course rolls out. A simple survey, for instance, can help you uncover the strengths and weaknesses in the knowledge base of your learners, which helps you initially build more effective content.
    2. During-Training Evaluation: By measuring how learners engage with the content, you can identify any participation issues and where engagement tends to drop off or pick up.
    3. Post-Training Evaluation: Create a post-training survey that directly compares to your pre-training evaluation. By examining these results, you will have answers to the following questions: Have participants increased their knowledge? Have their strengths and weaknesses changed? How do they plan to implement that knowledge in their daily work life?

    Each of these steps should be built directly around your KPIs. That way, you have a specific picture about the effectiveness and success of your training, enabling you to make the necessary adjustments as needed.

    3) Leverage Social Media Metrics

    We currently live in a social media-rich environment, so why shouldn’t we use social media to aid corporate training? Training modules integrated with social components tend to outperform their counterparts, and the same medium can also be effective in evaluating your training effectiveness.

    Social Media

    Social media already tends to be an integration within the learning management system. Here, you can set up online discussions or social media groups to engage users. You can also get feedback on various modules or overall learning objectives in an informal, casual manner. The insights you gain here can be significantly different from the more formal surveys or focus groups, which is why it is so important to include when evaluating your training’s effectiveness.


    Closely related are webinars, which often feature live Q&A sessions at the end which allow for similar information gathering opportunities. If your modules already include these webinars, it’s easy to formalize a couple questions related to the training and its objectives in order to get audience responses. As with social media groups, the more informal and spontaneous setting can lead to insights that tend to be evasive in more formal channels.

    Casual as it may be, a plan still needs to be in place. It’s important to know what to look for (KPIs once again come in handy here), and what information your participants are willing to give you. By using the above evaluations with intention, you can dig deeper into what works, what doesn’t, and where your training efforts can improve.
    It’s no simple feat. Building an online training program that accomplishes all of its business goal is a complex task, and continuous evaluation has to be a core part of that effort. But of course, difficult does not mean impossible.

    How to Evaluate Your Online Training for Greater Long-Term Success

    It’s no simple feat. Building an online training program that accomplishes all of its business goal is a complex task, and continuous evaluation has to be a core part of that effort. But of course, difficult does not mean impossible.

    If you know how to reach your participants, what KPIs to focus on, and how to integrate social media, you can build an evaluation mechanism that continually analyses training effectiveness and achieves long-term organizational success.

    About Knowledge Anywhere

    Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    If you and your team are considering purchasing an LMS (Learning Management System), it’s important to choose what is the right model for your organization. The price of an LMS is could be the deciding factor for which vendor you choose to partner with, so the ultimate question is what pricing model works best for your organization?

    Spoiler alert: There is no solution that is ideal for every business.

    Each pricing model has its pros and cons. This is why it is so important to understand which model works best for which organization, so you can determine the correct fit for your business.

    The 4 most popular LMS pricing models include:

    1. Pay Per User System
    2. Licensing
    3. Purchase Structure
    4. Free Options

    Let’s take a closer look at these four LMS pricing models.

    1. Pay Per User

    The pay per user system involves paying for each person that uses the LMS. Usually, this is a cloud-based service, meaning that the LMS vendor hosts the LMS platform. Regular updates and upgrades are provided through this service which allows you to focus on developing and executing online training content for your audience rather than spending time maintaining the system.

    A pay per user system may be based on either registered or active users. The pay per learner model means you incur a charge for everyone who registers for the system. Pay per active user, on the other hand, means you only pay for those who actually use the system. This is an important distinction as people in an organization may register accounts without using the software very often.


    • With the pay per active user model, payment is only required for employees who actively use the system, not the total number of employees in your organization.
    • Enables mandatory learning requirements to be met, such as regular compliance training.
    • Optimal for a company which has a relatively stable number of employees because it is easier to accurately predict the costs of training.


    • Less economical for organizations with a large number of employees, many of whom may not need the training or seldom use it. This may lead to payments for employees who register but rarely log onto the system.
    • If your employee count frequently changes, your costs will be hard to predict.

    Who It’s Best For

    Pay per user is a simple and straightforward billing model that is worth considering for small and midsized companies with obligatory training. If you want to avoid the issue of paying for non-users, look for a model that bills you based on active users rather than registered users. On the other hand, if your employees are highly motivated or compelled to log on, the pay per learner option is also a viable option.

    2. Annual Licensing

    Under this model you buy a license, typically on an annual basis, from an LMS vendor. There are usually several tiers based on the features you want to access. Depending on the company, costs may also be based on the number of users.


    • Great model for forecasting because you pay a set fee.
    • You don’t need to worry about the number of active or registered users.


    • Not flexible: While it’s reassuring to pay a fixed price, this also means you have to pay this amount even if usage is lower than you anticipated.
    • Carefully consider the features needed, so you choose the most appropriate tier. It can be expensive to upgrade, and a waste of money if you are not utilizing all of the features.

    Who It’s Best For

    The annual licensing model is a good choice for large companies with many employees who need training. This model also works best if you are clear about the features that your organization needs. Make sure to do your research before purchasing a license from an LMS provider.

    3. Purchase or Perpetual License

    This is another variation on the licensing model; however, rather than paying a monthly or annual fee, you purchase a permanent license and have complete ownership over the LMS.


    • Simple pricing option: one-time upfront cost.
    • Since you own the software, it allows for more customization, scalability and integration with other hosted applications.


    • Price range for perpetual license can range from less than $500-$20,000.
    • Usually need to pay for upgrades.
    • In general, you need to download the software. If you prefer the convenience of a cloud-based LMS, this is a drawback.

    Who It’s Best For

    As with the annual license, this is a good option for large organizations as you don’t have to pay per user. Before you purchase a perpetual license, however, you should do plenty of research. Not only does the price for purchasing the software greatly vary between provider, this option also involves the greatest commitment. If you decide later on that it’s not the ideal choice (beyond the refund period, if any), the investment will be a total loss.

    4. Free Options

    There are two main free options for LMS plans: freemium and open source. While free sounds appealing, keep in mind that there are certain limitations or hidden costs involved with any type of free software.

    With freemium, the LMS provider allows you to access basic services for free. For example, the system may be free for a certain number of users or may come without any support services. Ultimately, the hope is for businesses to eventually upgrade.

    With open-source software, you can access the LMS regardless of how many users you have; however, this usually requires some tech experience. You may have to pay IT specialists to install and configure the software because it will require programming and HTML knowledge.


    • You save money by not having to pay for the LMS.
    • With open source LMS, you can have unlimited users and still incur no charges.


    • Under the freemium model, limited access to features might mean not getting the full benefits of the software.
    • With open source, the time and expense of configuring it may make it less economical than it first appears. provides some useful guidelines for estimating actual costs of open source applications.

    Who It’s Best For

    The freemium model is a great fit for smaller companies who want to start off with a free LMS. This can provide a good introduction to an LMS. At some point, however, you may want to upgrade, so you can access a greater number of features.

    An open-sourced LMS is best for companies that have a large IT team because the system will require a great deal of tech experience. Consider the time and costs of configuring and updating the system on your own before making a decision.

    Choosing the Best LMS Pricing Model

    When choosing an LMS, you have to take into account many factors, and the pricing model is always a serious consideration. You need to contemplate both your budget and the features that are essential for your organization. Calculating the price of an LMS can be trickier than it first appears. But with a good grasp of the standard LMS pricing models, it should be easy to decide which pricing works best for your organization, so you can implement the best training within your company.

    About Knowledge Anywhere

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    There are two main challenges that often keep managers from spending more of their time coaching.

    1. Most managers report that the number one challenge they face when trying to coach is a lack of time. No doubt, there are a lot of demands placed on today’s managers – by their organizations, by their bosses, and by the people they are hoping to coach. That said, managers who see the value in coaching will always find the time to coach.
    2. Managers often say it can be a struggle to get their teams – the “coachees” – to take an active role in their own development. A lot of managers find themselves in the role of “Problem Solver in Chief” – a title that extends to coaching and professional development.

    As surprising as it may sound, there is a way to address both of these challenges by integrating Actionable Coaching into the way you and your managers coach. In this article, we will discuss what Actionable Coaching is, how an LMS enables it, and what is needed to utilize this effective type of coaching in your workplace.

    Actionable Coaching and the BASICS of Coaching

    According to research conducted by Echelon Performance, Actionable Coaching is one of six criteria associated with quality coaching provided by top managers.

    These criteria – known collectively as the BASICS – include coaching that is: Balanced, Actionable, Specific, Immediate, Continuous, and Specific. All six of these coaching BASICS are important to effective coaching, but in this article, we’ll be diving deeper into Actionable Coaching.

    Actionable Coaching occurs when a manager asks their “coachee” to address identified gaps in performance on their own time.

    An effective way to do this is through the utilization of your company’s learning management system (LMS). LMS’s by definition, are designed to help managers and their teams gain access to the training, tools, and resources employees need to extend learning beyond the classroom and drive professional development.

    Once managers can identify the areas they want their coachees to “own” and couple that with easily accessible LMS resources, coaches can save time and get coachees to take a more active role in their development.

    A sales manager using their LMS with Actionable Coaching might sound like this, “Samantha, we talked a lot about closing today. Please go to our learning management system and review the training module on gaining commitment. We can talk about it during our next one-on-one or virtual coaching session.”

    What Is Needed To Utilize Active Coaching

    The challenge faced by many managers is that they don’t know what content, tools, and resources are on the organization’s LMS and/or how they can efficiently access them.

    Bridging the gap between a manager’s current comfort level with the LMS and their ability to leverage Actionable Coaching can be achieved through this three-step approach.

    • Step 1: Take Inventory – Managers need to take inventory of what LMS content is available to them and their team at least every three to six months. As part of that inventory, make sure managers are giving feedback on how the LMS can be even more useful during the coaching process.
    • Step 2: Communicate – Although manager and coaches should be familiar with the LMS, it is vital that regular communication about the tool and its content are sent out. Providing quarterly or even monthly updates to managers is a great way to keep the LMS and its contents top-of-mind. Think of it as marketing the LMS to your managers.
    • Step 3: Purge – It is important to assess if any resources in the LMS are outdated, if content should be refreshed, and if the organization of the content still makes sense. When a company’s LMS is full of meaningful, up-to-date content and your managers know about it, they are more likely to use it.

    Following these three steps will create an environment where managers understand their LMS and get value out of the tool through their Actionable Coaching. If you’d like to read about how to build an effective coaching program, we have another article addressing that issue.

    Both coaching and using a learning management system are great ways to improve employee engagement, productivity and knowledge in an organization. Combining these two resources through actionable coaching creates tangible results for both managers and employees. Employees will have more of an active role in their development, while managers will have more time to coach.

    About Knowledge Anywhere

    Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

    Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

    This week, Knowledge Anywhere released badges into their learning management system.

    This new gamification feature allows LMS Super Admins to easily assign badges to learners for the completion of a single course or courses.

    Admins will be able to track how many badges were earned and by whom through the User Reports and Transcript pages of the LMS.

    Learn more details about Knowledge Anywhere LMS badges and how to set them up here.

    According to RNR Market Research, the Global LMS Market size is expected to grow from US $9.2 Billion in 2018 to US $22.4 Billion by 2023. This indicates that in five years the LMS market size is expected to more than double in size. So the main question is why are so many companies making this switch to online training?

    Short answer: Online training has huge benefits and saves your company money.

    Online training, also known as e-learning, is a form of education that takes place entirely over the internet. This type of training allows for your team to receive a high standard training, ensuring that your company is ahead of the game. The training is self-paced and can be customized to fit an individual’s learning needs and schedule.

    As an employer, you can continually create or purchase as many courses as your team needs. Employees can then access the training courses anytime and anywhere making the creation of development opportunities simple.

    5 Benefits of Online Training

    1. Flexibility

    Online training introduces flexibility to a training and development program. Not all learners are able to easily attend in-person training and not all employees learn best in a classroom-style environment. Online training provides an option for learners to participate in training and development at their own pace, and at a time that works best for them.

    2. Mobility

    Today, the available online courses are configured to a wide variety of devices. Online training is accessible on devices such as laptops, tablets, and smartphones, giving trainees the option of mobility instead of being stuck in a classroom.

    3. Consistency and Accuracy

    With online courses, organizations can be sure that each employee receives the same content, which means that everyone will walk away with the same new knowledge and information.

    4. Custom Learning Paths

    Different professionals have varying training needs which can be difficult and overwhelming to organize and maintain with in-person training. Online training allows organizations to create all the training they need and match and assign certain job roles to certain courses. With an LMS, custom learning paths can be automated to make this process even easier.

    5. Engaging Material

    Not every person learns best from in-person training. Online courses can utilize different types of content including: videos, infographics, articles, and audio. This type of training can also come in different forms including, microlearning which consolidates and delivers bite-sized information to the user. These interactive courses provide learners with active learning, which goes a long way in helping boost retention of the material learned.

    On top of all these advantages of online training, there is the added factor of how cost-effective it is.

    3 Ways Online Training Saves Your Company Money

    Online training saves you money in various forms, but most importantly, the benefits spread to your employees, management, and customers of your business.

    1. Employees

    Reductions in travel costs

    An e-learning platform renders geographical location irrelevant for training. With online training, employees can access their courses from anywhere, eliminating the need to pay for employees to physically attend training, as well as the need to pay for a professional to travel to your offices to train your employees

    Reduction in lost productivity

    When employees have the ability to complete their training according to their work schedule, they can still accomplish their office responsibilities meaning your company’s productivity will not be affected due to training. Also, the fact that they will not need to travel to learning centers further raises their productivity. Offering online training engages your staff, resulting in a spark that boosts their feeling of value, creating growth for the employees and in turn, for the organization.

    2. Management

    Smooth Onboarding

    Onboarding new employees can be time-consuming, repetitive and stressful for managers. Automated, online onboarding keeps the manager’s role in onboarding to only the most important and needed elements of the process. This saves the organization money by helping managers stay out of the unneeded elements of onboarding.

    Real-time tracking

    Online training takes the paperwork, Excel spreadsheets, disorganization, and stress out of training and development programs. Compliance training, annual training, or specific job training courses can be set to automatically assign and track participation. This allows managers and administrators to spend less time tracking and making sure that each employee gets the training they need. It also means that if someone asks if your organization is in compliance with certain training, you can very easily verify that you are, saving time and avoiding possible fees.

    3. Customers

    Fast training

    The faster your customers can understand how to use your product, the more satisfied they will be. Providing an easily accessible library of training allows customers to quickly understand your product and how to start getting value out of it. This will start their relationship with your organization off right from the very beginning.

    Creates a positive relationship

    Online training is an efficient way to connect and train your customers about your product. By providing customers with accurate and up to date information regarding your products and services, you create a positive relationship based on trust. This improves how your customers interact with the product or service you provide, which will go a long way in customer retention and in turn, increase and maintain high revenues.

    Ready to make the switch?

    Online training is now becoming a necessity for every business. Moving from in-person training to online training can save your company a great deal of money, but it can also be quite difficult to execute. Implementing a Learning Management System allows for all of your online training to be in one place, making it easy for your employees, customers, and external partners to access the training.

    About Knowledge Anywhere

    Knowledge Anywhere specializes in providing organizations with a variety of elearning solutions, such as their Learning Management System, Virtual Reality Training solutions, Course Creation services, as well as elearning tools such as QuickQuiz, an elearning Slack App, and SCORMify, an app that turns videos and documents into SCORM compliant courses.

    Today, employees consistently want to be engaged at their workplace while having the opportunity to develop their professional skills and keep up with fast-moving technological advances.

    In a LinkedIn Learning Survey with 2,000 Gen Z workers, it was reported that

    43% of Gen Z workers prefer learning based entirely on a self-directed approach while only 20% of L&D professionals plan to offer Gen Z learners this level of self-direction.

    This difference in expectations between Gen Z and Learning and Development professionals could cause employees to disengage. However, 74% of L&D professionals are ready to make changes to their training programs in order to accommodate employee needs.

    This article discusses how to create a self-directed learning environment for Gen Z workers and four tools that will encourage self-directed learning among all employees.

    What is Self-Directed Learning?

    Self-directed learning (SDL) is the act of independently assessing learning needs, creating goals, identifying ways to learn that information and taking the initiative to learn about that topic. According to the Towards Maturity 2017 report, 96% of L&D professionals top priorities are to increase self-directed learning. Why is this such a high priority?

    Because employees want to learn!

    In a Deloitte study, 85% of participants cited learning as being highly important to them in their job.

    SDL provides an outlet for continual learning, especially because more often than not, employees know what they need to learn. Advantages of self-directed learning include:

    • Greater schedule flexibility
    • Closing the skills gap
    • More focused learning in highly specialized fields

    How to Create a Self-Directed Learning Environment

    Stating that you want to start utilizing self-directed learning is simply not enough. Creating a workplace environment that supports this type of learning will motivate employees, especially Gen Z workers, to continually learn new skills and not become disengaged from their work.

    Here are five ways to create an optimal self-directed learning environment in the workplace.

    1. Communicate shared goals Communicate how learning helps individuals and the entire organization; emphasize how self-directed learning can increase learning and development.
    2. Create custom learning paths Custom learning paths supports independence while also giving employees the tools they need to be successful.

    3. Offer on-demand learning Put more emphasis on digital courses than in-person courses.

    4. Trust employees to take charge in their learning Support employee’s need for self-directed learning by trusting them to explore.

    5. Encourage unplanned or out of order learning activities Use techniques such as informal learning to encourage learning at every faucet of their time at work.

    Once you’ve created an environment that supports this type of learning, its necessary to give employees the tools to execute SDL.

    Tools to Encourage Self-Directed Learning

    The Towards Maturity 2017 Report also noted that one of the biggest barriers of creating an all-encompassing learning culture was the lack of skills amongst employees to manage their own learning. Here are 4 tools to help employees deploy self-directed learning.

    Learning Management System (LMS)

    An LMS is an online training platform that seamlessly delivers training courses to organizations across all industries. It deploys virtual training to end-users (employees, suppliers, customers, partners, etc.), manages training materials and tracks results aimed to improve end-user performance.


      xAPI allows for deeper tracking of SDL. This application is able to track the information learners seek whether that be through the eLearning content provided by a company or outside information on the internet. xAPI makes it easy for the L&D team to see self-directed learning in action.

        Course Integration

        Company specific content should come from the company’s Learning and Development team. However, an LMS with the capabilities to integrate outside courses is critical for users and administration. Users are easily able to locate courses on the platform, saving a ton of google search time, and administrators can easily track and report the data collected from the system. There are 2 types of course integrations that are useful to have in your LMS:

          1. Subscription Pay per time period for unlimited courses. Ex: LinkedIn Learning allows users to have access to unlimited courses for a monthly fee.
          2. Off the shelf content Pay by course. Ex: EJ4 allows users to pay for each course they want to view.


        Quick Quiz is a Slack application that allows users to quiz each other. After an employee has initially learned something from an article or video, testing that knowledge will solidify the learning process. Giving employees the tools to manage their own learning and promoting a supportive environment around self-directed learning will create a competitive advantage for your company.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        ​Marketing Meets Learning and Development

        How To Use Marketing Channels to Reach Learners

        Today, only 27% of learning and development professionals list a “limited budget” as their top constraint for learning and development. In previous years, this was the major roadblock for training, but now the hurdle to overcome is employee engagement. Currently, there is a huge push to increase employee retention. This has been shown to increase with training and development. By engaging employees through training, they are able to develop new skills, ultimately leading to them staying longer with your organization.

        This increase in the training budget now allows for learning and development professionals to play a more strategic role in marketing learning and development programs to learners. By utilizing marketing channels to promote training, learning and development professionals are able to reach learners more effectively which in turn increases learner engagement.

        Review this infographic to learn how using marketing channels increases learner engagement and which channels perform best.

        Download this Infographic

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Every new hire costs your organization both money and time. According to a 2018 study, produced by the Sales Management Association, 62% of businesses consider their onboarding process to be ineffective. To avoid being a part of this statistic, it is important to establish an effective onboarding training program.

        Why is onboarding important?

        Research repeatedly shows that the right onboarding process significantly reduces turnover and improves job satisfaction. Having an effective onboarding process in place is critical in giving your new hires the best start possible in their new roles.

        Effective onboarding can lead to:

        • Faster time to productivity: Effective onboarding decreases the amount of time your team members spend learning how to do their job and increases the amount of time spent performing.
        • Less turnover: When a new sales rep begins their role with a secure foundation, they are able to learn their position quickly and comprehensively resulting in improved employee retention rates.
        • Greater job satisfaction: A successful onboarding process should leave your team members feeling 100% confident in their abilities. A team member who’s confident in their ability to perform will be more satisfied in their role.

        Now that you understand how an effective onboarding process can benefit your team, let’s look at five steps to successful product training onboarding for your sales representatives.

        Here are the 5 steps to successful product training onboarding for your sales reps.

        Step 1: Gather all product information needed to be successful

        The first phase of the process is data collection. Before your new sales reps join your team, gather all the materials they’ll need to be successful in their roles. This includes:

        • Vital product information needed to communicate to customers, such as: product features, benefits, pricing, and technical data.
        • Sales tips and general guidance on best practices for selling the product.
        • Frequently asked questions or common concerns about the product expressed by customers and how to best address them.
        • Contact information from other individuals in your organization they may need to contact to address questions (IT, engineers, management, etc.). Include an organizational flow chart if your company is big enough, so they understand how information flows between different team interactions.

        Again, this information should be collected pre-hire. By providing your new team member with this information - packaged with a reference guide on where they can find each piece of information - you’re giving them the raw materials they need to succeed on day one.

        Step 2: Determine performance goals

        Ideally, your sales team should have goals that include the following components:

        • Simplicity: easy to understand and remember
        • Measurable: ability to track progress and define success
        • Timeline: increases urgency and pragmatism
        • Clear expectations

        To gauge the success of your sales reps, both quantitative and qualitative metrics should be measured. Tracking the raw numbers, through sales, percentage of leads converted, new acquisitions and retained customers, will serve as a valuable tool to help reach set performance goals. Quantitative measures are a clear cut way to measure results; however, sales reps need to be evaluated based upon qualitative measures- knowledge retention, personal efforts, and attitudes- in order to assess the long-term fit in your organization.

        After defining the performance goals for your product training onboarding, it is critical to communicate these performance goals with your sales reps as early as possible.

        Step 3: Create digestible content

        With the information gathered and set goals for sales reps, it’s now time to connect the two by creating content that lead to desired results.

        Use micolearning techniques to break up content into manageable chunks. This will increase knowledge retention and prevent new sales reps from being overwhelmed with too much information.

        Most importantly, creating digestible onboarding content avoids overloading your sales reps with information they might not immediately need. Instead, begin the onboarding process with only the essential information. This will help them reach their sales goals and support continued learning which will improve their performance over time.

        Step 4: Implement coaching

        One of the best resources an organization possesses is existing team members who have already excelled in the role.

        Coaching enhances learning by giving new sales reps a chance to review and apply their knowledge through repetition and reinforcement. It also allows learners to ask questions and clarify uncertainties in real time. These more experienced members become mentors allowing new hires to absorb material quicker and feel more connected to the company.

        Ultimately, a coaching system sets a precedence of accountability and performance. It will help new sales reps understand what kind of goals they’ll need to set in order to be successful in the role.

        Step 5: Continually evaluate your onboarding process

        Once you’ve had a chance to implement a new onboarding process, give your new sales representatives time to adjust. After a certain period of time, check to see whether your new sales reps are meeting their performance goals.

        Look at the data and the key performance indicators you’ve identified at the outset. Determine whether your sales reps exceeded expectations or if they have fallen short. Dig deeper to find what is working and what still needs to be improved in order to create the most successful onboarding program.

        Discuss their performance, and communicate with your team to get their overall opinion on the product training onboarding in place. Ask where improvements can be made and what aspects helped their ability to succeed. This overlap between opinion and data will help ensure positive adjustments are made for future sales reps.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Over the last year, QuickQuiz has been providing a fast, easy way for organizations to create quizzes and test employee knowledge in Slack.

        This week, QuickQuiz released an updated version of the app with additional tiers and new features.

        Users can now choose from 3 plans, Basic, Premium and Pro, and enjoy additional command features like, Due Dates and Individual Question Results.

        • Basic plan is free with 1 Quiz Author and a limited feature set.
        • Premium plan is $9 per month with 5 Quiz Authors and an advanced feature set.
        • Pro plan is $14 per month with unlimited Quiz Authors and an advanced feature set.

        QuickQuiz can be utilized across a wide range of industries as an elearning tool, allowing administrators to quickly understanding employee knowledge retention.

        Businesses can use QuickQuiz in their workplace as a training tool by sending out a piece of learning material to the user, followed by a QuickQuiz to assess retention.

        Key business benefits of QuickQuiz include:

        • Promoting learning in the day-to-day workflow of Slack
        • Increase employee engagement with unique micro-learning opportunities
        • Speed up employee learning and employer feedback

        Add QuickQuiz to your team’s Slack workspace today!

        Finding the right Learning Management System for your organization can be a long and tedious process. Businesses usually look into dozens of providers during the course of their search. As the choices narrow, and you start to demo the training solutions that rose to the top of your list, the platforms and features can start to blur together.

        This article will discuss the most helpful questions to ask during a demo and the tools to use to ensure that you get the right system for your current and future training needs.

        3 Focus Areas in the LMS Evaluation Process

        When evaluating a potential learning solution during a demo, there are a wide variety of factors to consider. Three areas deserve special attention: usability, customer service, and data.

        1. Platform Usability

        During the LMS demo, evaluate how usable the platform will be for your learners.

        Questions that should be addressed include:

        • How easy is it for an administrator to upload and assign content?
        • Will my learners like and understand the user interface?
        • Are there different levels of admin roles?

        2. Customer Support

        It is important to learn about the customer support a provider offers. Ask about the onboarding process as well as the procedures, and support provided for future questions or issues.

        Questions to ask should include:

        • What is the onboarding process for the LMS?
        • How many hours of support will I receive every month?
        • Is there a support center online?
        • Will a Project Manager be assigned to me?

        3. Technical Needs

        Pay special attention to any technical needs that may be required during the integration and ongoing operation of the software.

        Examples include:

        The more you learn about the technical aspects of the platform now, the better.

        6 Key Questions to Ask During an LMS Demo

        With these focal areas in mind, it’s time to dive deeper into the specific questions you can ask vendors as they demo their LMS solution. Regardless of your industry, business size or training needs, these 6 questions will be helpful in determining the right training platform for your business.

        1. What’s the Best Pricing Option For My Company?

        The best pricing option will naturally depend on your overall budget. Try to determine what you’ve spent on learning in the past, and what you’re willing to spend on a newer system.

        Many solutions offer flexible pricing based on user amount or content possibilities. Learn what these options are, and which matches your company’s needs the best. Then, find a solution that both addresses these needs and stays within your budget.

        2. How Will the LMS Scale As My Company Grows?

        This question is closely related to the first one. Most companies assume growth, both in revenue and employees. That means your LMS has to scale with you. The same thing is also true for building more complex learning modules and content over time. Can the solution you’re considering accommodate that growth? It has to be able to, both in budget and capabilities. Flexible pricing models like the ones mentioned above can help to assure that fact.

        3. What Will the LMS Implementation Process Be Like?

        Change is inherently difficult, so you can expect at least some resistance from your teams in switching to a new learning system. You cannot make that process even more complex through a solution with a convoluted implementation process.

        Try to find out the average installation and initial onboarding time for the solution as a whole. Then, replicate that process for each user that would learn through the LMS. Don’t rely on a solution that requires you to figure it out; find out early whether you will receive vendor-side support during implementation.

        4. What Integration Features Can I Leverage For Productivity and Efficiency?

        Integrations are important for streamlining the elearning process and tracking the impact of your training. Three integrations to look out for are:

        • Single Sign-On (SSO)
        • xAPI
        • Software Apps you already use.

        Some integrations can be subtle. but it’s still important to find out about them early on in the LMS search. That way, you can plan with a more comprehensive strategy than just another isolated system.

        5. Are There Any Extra Perks That Comes With the LMS?

        Along with specific integrations, it is important to ask LMS vendors if there are extra tools or services that comes with their LMS. When going through the vendor selection process, it can be difficult to differentiate between what each provider can offer. Asking about the extra accessories can distinguish the good from the best LMS for your needs.

        There are a variety of tools but specific ones to look out for are built in content creators, deals on partner products and access to other free elearning tools or apps.

        6. How Can I Measure the Real Impact for My Organization?

        Finally, don’t forget to pay attention to success metrics. An LMS that makes great promises but can’t reliably follow through on them is worth little. You have to be able to measure learning success on an organizational level.

        To answer that question, you need to know which metrics you should measure to evaluate the effectiveness of your LMS to begin with. Then, you can use that information to find a solution that has these metrics integrated. The more you think about this process early, the better.

        Finding Your Optimal LMS Solution Through a Comprehensive Approach

        Finding an LMS takes time. You are about to make a significant investment in a platform designed to help your employees learn, complete onboarding, and improve over time. That can only be possible through a comprehensive approach.

        Part of the approach includes developing an LMS checklist that walks you through your various needs and keeps you on track. But it’s also about asking the right questions, and knowing what to prioritize. That way, you end up with far superior chances of a successful long-term learning solution.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Employee onboarding and continuing education is a critical part of a successful company. With all of the training and development tools out there, it is easy to forget that one of the most effective tools we have is the ability to coach.

        Adding coaching into your current training and development program can have many benefits. It can help new employees absorb material and feel more connected to the company. There is also a positive effect on current employees, helping to show investment in their continued professional development.

        This article will outline:

        • How coaching increases the effectiveness of online training
        • How to build an effective coaching program
        • 3 ways to integrate and execute coaching into online training

        Let’s dive into why coaching is such a powerful accompaniment to training and how to build and execute an effective coaching program.

        How Coaching Increases The Effectiveness Of Online Training

        Harvard Business Review recently explored Why Leadership Training Fails and came to the conclusion that the benefits of short-term training with no other organizational support will be short-lived. There are several additions to an online training program that increase the long-term effectiveness of these initiatives, one of which is coaching.

        The article asserts that training has better long-term results when businesses add “day-to-day coaching and process consultation” to their training.

        Some of the key benefits of coaching:

        • Enhances learning as it gives learners a chance to review and apply their knowledge right away. Both live and virtual coaching sessions involve repetition and reinforcement of material covered in training.
        • Learners have a chance to ask questions and clarify anything about which they are unclear.
        • Employees can discuss issues that are preventing the implementation of their training and create solutions
        • Helps employees see learning as an ongoing process rather than something that begins and ends with training.

        How to Build an Effective Coaching Program

        Here are the main steps for building a coaching program that helps learners get the best possible results from their training.

        1. Identify the Objectives of the Program

        Decide exactly what you want to achieve from your coaching program. You should look for problem areas in your training. Are there specific issues or skills that are challenging for employees to retain after training? These are areas that coaching can help with. You might also have goals such as better results on compliance training for your industry.

        2. Provide Training for Coaches

        In order to help learners, coaches need to be thoroughly familiar with the training material. It’s important to choose coaches who are highly motivated, have excellent communication skills, and who are committed to keeping up with the latest training requirements. Ongoing training for coaches should include analyzing results and paying close attention to feedback from learners. This will help coaches adjust their techniques to meet learners’ needs.

        3. Communication About the New Program

        In order for coaching to be effective, people have to know about your coaching program. To get maximum participation in the coaching program, spread the word in as many ways as possible. This includes:

        • Company newsletters and emails.
        • Discussion at meetings.
        • Printed reminders on bulletin boards.
        • Remind employees during face-to-face conversations.

        When communicating information about coaching, it’s important to present it as a benefit rather than an obligation. Coaching gives employees a chance to improve their skill sets, perform their jobs more effectively, and advance more rapidly in their careers. Emphasizing these advantages will motivate more employees to sign up for coaching.

        4. Schedule Coaching Sessions

        Once you’ve created the program and found the right coaches, it’s time to actually schedule sessions. These should complement the regular training. Ideally, coaching should be customized to the needs of individual learners. Some people will need more sessions than others. The key is to make the coaching available to whoever needs it and to make sure people feel comfortable asking for help. If you use virtual coaching, scheduling is much more flexible.

        5. Support From Leadership

        As the Harvard Business Review states, “HR managers and others find it difficult or impossible to confront senior leaders and their teams with an uncomfortable truth: A failure to execute on strategy and change organizational behavior is rooted not in individuals’ deficiencies but, rather, in the policies and practices created by top management. Those are the things to fix before training can succeed longer-term.”

        When making organizational changes or implementing new initiatives, there are other elements of the day-to-day organization that needs to change. Those changes are best implemented and sustained when they are supported by senior leadership.

        To promote the success of a coaching program, make sure that, in addition to great coaches, the business processes and senior leadership support the program. Do employees have time to include coaching sessions? Do coaches get training to be effective? Do senior leaders recognize great coaching and employee improvements? Does upper management promote the coaching program?

        6. Evaluate Results and Adjust

        As with your training programs, it’s essential to constantly measure the results of coaching and make any necessary adjustments. You can compare the performance of employees who have had coaching with those who hadn’t. It’s also helpful to get subjective feedback from those who have had coaching and ask for suggestions on possible improvements. Over time, you’ll be able to refine and improve coaching.

        3 Ways to Integrate Coaching Into Online Training

        There are three overlapping strategies for integrating and executing coaching into your online training program.

        1. Virtual Coaching

        Virtual coaching is one of the most convenient and flexible types of coaching. As with online training itself, learners can access the coaching from any location. Virtual coaching has some drawbacks by not being in-person, however, there are also several advantages. Coaches can record sessions for employees to view later, and it is great to use if employees are working remotely.

        2. Rehearsal Coaching Integration

        Rehearsal training is a powerful technique to prepare employees for workplace scenarios they are likely to encounter. This can be effective for many situations such as sales training, customer service training, or for any type of training where it’s helpful to recreate real-world conditions.

        Video role-play is an especially convenient type of rehearsal coaching. With video role-play, coaches record scenarios and employees record their responses. Coaches can then spend time reviewing and constructing feedback to improve their responses.

        3. An LMS With Chat

        As you probably know, a learning management system (LMS) is a way to organize and assign training to your learners online. Integrating an LMS with a chat feature is a great way to combine coaching with online technology. Learners that need advice or have feedback or questions about training can quickly connect to more experienced employees.

        Get Better Results From Your Training With Coaching

        Every organization that conducts training is looking for ways to improve results. A common problem is that once the training is over, learners start forgetting. This can be especially noticeable if there’s a gap between the training and the need to implement what was learned. Coaching is a way to address this problem. Coaching and training go hand-in-hand. With today’s technology, you can implement virtual coaching methods that strengthen and reinforce training. This will help to keep everyone up to speed on training materials and make it less likely that anyone gets left behind.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Download a PDF of this blog to take with you.

        Unlike structured, formal learning, informal learning harnesses a person’s intrinsic desire to learn and gives them the freedom to find knowledge from their preferred sources. Formal learning channels have largely been seen as the most effective way to train employees in the past. However, businesses have recently started to realize that employees can gain a great deal of information from less structured learning.

        What is informal learning in the workplace?

        Informal learning refers to learning that occurs away from a structured, formal classroom environment. Informal learning comes in many forms, including viewing videos, self-study, reading articles, participating in forums and chat rooms, performance support, coaching sessions, and games… Informal learning is a style of learning in which the learner sets their own goals and objectives.
        - Training Industry

        There are many benefits of informal learning activities:

        • Low Stress With no formal testing, there is no high-pressure situation.
        • Flows with Daily Work Informal learning activities fit easily into a work day. People continue to learn and grow according to what they need to solve a problem or get through a situation.
        • Intuitive People naturally learn in an informal setting, they have been doing it their whole lives.
        • Encourages Curiosity Without the pressure of performance, people are free to follow their interests, even if it takes them away from the original idea.

        Here are our top 10 informal learning activity examples to boost employee engagement:

        1. Workplace Mentoring Pairing new employees with seasoned employees gives the newbies an opportunity to see how business is conducted in your company. With no exams or assignments to worry about, new employees can learn by example and incorporate the practices they observe in more experienced employees. This also gives new employees the confidence they need to do their jobs well and helps with the succession planning process.
        2. Social Media Engagement LinkedIn, Facebook, and other social media outlets are full of industry information (sometimes hidden behind the photos of a friend’s lunch). Encourage your employees to connect online with your company and other industry leaders to stay on top of the latest news and trends.
        3. Seminars and Guest Speakers Employees will enjoy a free ticket (and maybe an afternoon off) to attend a local seminar about personal development, sales, or anything related to your industry. Without standards to meet, they are free to absorb the information that is of interest to them. Bringing someone to the office to give a talk or a presentation is generally less time-consuming and expensive than sending all the employees to a conference, but there are similar benefits to be enjoyed. It’s a quick change of pace for employees and offers new information they can incorporate as they see fit.
        4. Ropes Courses A ropes course can be physically demanding, which can improve focus and determination while boosting self-confidence and overcoming fear. It also teaches leadership, teamwork, communication, and resourcefulness.
        5. Escape Rooms Like the ropes course, an escape room is a recreational opportunity to improve communication, problem-solving, and teamwork among your employees.
        6. Volunteering Helping others is rewarding, and it offers the volunteers an opportunity to learn on-site skills required for the project, reinforcing their own trust in their ability to learn quickly and act efficiently.
        7. Company Sports or Happy Hour Joining a recreational soccer, softball, or volleyball league or attending happy hour together gives participants an opportunity to get to know each other better and encourages conversations (that will likely be work-related at least part of the time). In this way, employees can stay up-to-date on what’s going on in other departments, which they might not have time to do during the workday. Sports leagues also encourage exercise, which comes with its own list of benefits, including increased energy and improved sleep, that can improve employee performance. Of course, it also builds teamwork and company pride.
        8. Trip to a Trade Show, Manufacturing Facility, or Company Headquarters Salespeople will appreciate learning how their products are made, and employees in a field office might feel an increased loyalty toward the company after a visit to headquarters and a meeting with upper management. Getting away from the office and attending a trade show can spark renewed interest and innovation in the workplace.
        9. Book Club Start a voluntary, informal book club within your organization. Choose a book each month that encourages personal growth or relates to your objectives as a company. Conduct short weekly meetings, in-person or virtual, to discuss what you’ve read.
        10. Allowance for Learning on Their Own Time Provide your employees with a small allowance to be used toward an educational opportunity of their choice. This might mean an online course, an in-person class, or even a short trip. You don’t necessarily have to require them to spend the money on a class that directly relates to their positions. The employees will benefit from anything they choose to learn; even if it simply boosts their morale and enjoyment, the company will benefit from a happier, healthier employee.

        These are only a few of the informal learning examples you can use to help you increase employee engagement. Informal educational opportunities encourage your employees to keep learning and growing.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        When an organization needs new courses for their online training, there are a couple of choices to consider. They have the option to:

        • Build their own course
        • Purchase an off-the-shelf course
        • Pay for a custom course

        Although there is no right and wrong way to source elearning content, some types of courses are better suited for different training needs, budgets and organizational abilities.

        Find The Right Type Of Course For Your Training Needs

        What type of course is best for my training needs?

        Creating content to fulfill your organization’s training needs can be a serious challenge. There are three types of training courses we will be discussing in this article.

        1. In-house course creation

        2. Purchasing off-the-shelf courses

        3. Purchasing outsourced custom courses

        As stated above, there is no right or wrong way to source training materials. However, there are advantages and disadvantages to each of the three content types, and it comes down to finding the right type of content that will fit your training needs.

        How to Use Different Types of Courses For Training Needs

        In-house Course Creation

        This type of course is created from within your organization.In-house courses are often used when training requires customization to meet the organization’s needs while also staying within a smaller sized budget.

        The ability to achieve a customized course with a smaller budget is appealing, but be aware that there is a trade-off of time and labor. Organizations need to be prepared for the time and effort required to create the course. If there are team members that can take on course creation, that is great!

        Examples: This type of content can have a wide range of production value and can take on many forms. Internally created courses can come from:

        Sometimes the team member or members’ time is too valuable and it is better to outsource.

        Outsourced Custom Courses

        Outsourcing custom course development will cost more than an internally produced course. What you get in return is peace of mind while an experienced team creates a quality course within your schedule.

        A content creation company has the time and expertise to not only develop your course, but to also help storyboard, offer suggestions and provide advice based on past successes.This is not necessarily better or worse, it is just a matter of which resources your organization chooses to use for the requirements of that course.

        Off-The-Shelf Courses

        These standard, pre-designed courses are a great option for basic training or continuing education courses. They are much cheaper than a custom developed course and they just require the time it takes to choose the ones you want to purchase.

        Some off-the-shelf options are:

        Some examples of when off-the-shelf courses might be a good option:

        • General sales training
        • Food safety knowledge
        • Leadership training
        • Microsoft Excel courses

        There are some business needs where custom courses make more sense than off-the-shelf courses, whether they are created in-house, or outsourced.

        When To Buy And When To Build?

        For instance, if you are onboarding a new sales rep, off-the-shelf course would work for general sales tactics and best practices. However, the business should consider custom courses for their product training or lead qualification procedures.

        Another example would be a healthcare facility. They might choose an off-the-shelf course for general industry HIPAA compliance standards, but create their own course about how patient documents are handled in their day-to-day office activities.

        Consider A Combination

        Learning and development programs often require different types of training. Creating a combination of content can be good for a couple of reasons.

        • Learners will like the change of pace that will come from off-the-shelf vs content that is customized to their job.
        • Off-the-shelf courses are quick to buy and can give you instant content to start a training program while you wait for more custom courses.
        • Purchasing off-the-shelf can be good for continuing education and general job skills while custom courses can be used for more company-specific learning areas

        If you start creating new training content plans and realize that you could use some help creating those modules, feel free to contact us at Knowledge Anywhere and inquire about our Course Development.

        About Knowledge Anywhere

        Knowledge Anywhere specializes in providing organizations with a variety of elearning solutions, such as their Learning Management System, Virtual Reality Training solutions, course creation offerings.

        They have also created elearning tools such as QuickQuiz, an elearning Slack App, and SCORMify, an app that turns videos and documents into SCORM compliant courses.

        When identifying what courses are best for your organization’s online learning program, it’s critical to find an option best suited for the specific needs of your team. It is important to ensure that the course is comprehensive and meets all of the industry standards in order for your team members to find it useful.

        Before you invest in a course, it’s important to know if it checks all your organizational boxes. An incomplete program may lead to your team receiving inadequate training that could leave them unable to perform their responsibilities.

        That’s why it may make sense to look into building a custom course for your online training program. This article will outline:

        • The advantages of building a custom course
        • When to build instead of buy
        • Questions to ask before building a custom course

        Taking a deeper dive into the three aforementioned topics will help you make a more informed decision on whether to opt for a pre-existing course or to maximize your course’s effectiveness by designing it yourself.

        Advantages of Custom Courses

        1. Aligns with Company Values

        Building a custom course allows you to craft a learning experience which aligns with your company’s values. It will be 100% tonally consistent with your brand because it enables you to incorporate your company’s logos and color scheme while also including specific company policies and procedures. An externally designed course may have materials that are defined prior to purchase and that you are unable to adapt to fit your organization.

        2. Target Audience Needs

        While staying brand consistent through custom courses, you are also able to target your audience’s needs better than a third party. You know what your team members are likely to respond to and how they learn which makes it easier to build a course that optimizes how you communicate the relevant information your team needs to hear. Building a custom course also allows you to employ examples relevant to your business or industry. This will engage your users rather than non-specific examples that won’t apply to your market.

        3. Continually Update

        One final advantage of a custom course: the ability to update it as changes occur within your industry. You can update a custom course whenever you need to. Buying a course can be a more static experience, without the versatility and flexibility your learning program may require. If you work in an industry with ever-changing requirements, this could be a major challenge.

        When to Build Instead of Buy

        Buying courses and building custom courses each have their advantages. To decide on which one to use, it ultimately depends on the objective of the training you are providing your employees. There are two key indicators where building a custom course may help train your employees more.

        1. Specific Company Needs

        Each company communicates, operates, and executes results differently. There are some areas that an off the shelf course can not teach your employees. This may include:

        • New product releases
        • Company-specific certifications
        • Organizational culture
        • Company-specific examples
        • Industry-specific compliance laws
        • Special accomplishments

        Buying off the shelf content is best for when companies need employees to learn generic skills such as Leadership Development or Microsoft Excel Training. This is because buying these pre-designed courses are cheaper and not time intensive to select. However, when you need to train employees on specific areas related to your business, building custom courses will produce a greater impact on learning objectives. This is especially true if you need to train your team members on the uses or benefits of a product, specifically one created by your company. No external training course is going to be able to capture the knowledge your organization has about a product that company designed from scratch.

        2. Increase Management Engagement

        It is also best to build a course if you want to increase management’s engagement with the training program. Leadership will be more likely to support and buy-in to a training program they had a hand in creating. Allowing them to provide input into the training also ensures your organization is reinforcing the goals and objectives of your management team. Incorporating management into the training development process is a great way to make sure the training is consistent with their values.

        Questions to Ask Before Building a Custom Course

        Before you embark on your course-building journey, there are a few questions your organization should ask itself.

        What content do you already own?

        When you identify the need for online training, you should first determine what content you have at your disposal. If you have the requisite information and materials to inform a comprehensive training program, it may be redundant to seek an external option.

        What type of content do you need?

        What is it that you want your users to get out of the training experience specifically?

        • Do you need them to learn specific policies or perform a certain task?
        • Do they need to know how to operate a specific product?
        • Do they need to be made aware of laws or other regulations that impact their ability to do their jobs?

        Consider what type of content you need when deciding the best way to communicate it to your audience.

        What audience are you targeting?

        Are they your internal employees and staff? External stakeholders such as contractors or consultants? This will impact the amount of company information you share within the course as well as how the course is designed.

        What are your expectations for the content?

        When the training program is complete, will you need your users to perform a function? Will they need to possess knowledge about a specific rule or set of guidelines? Before you begin the course-building process, you should be able to visualize the finish line. Know the end goal of where you want your users to be so you can appropriately define your expectations for them as you develop the content.

        Start Building Custom Courses

        Building a custom course allows you to have much more flexibility in implementing an online training program. This will lead to a much more effective course sure to leave your users with a better understanding of the course content and, in turn, a better ability to do their job.

        If you start creating new training content plans and realize that you could use some help creating those modules, feel free to contact us at Knowledge Anywhere and inquire about our Course Development.

        Knowledge Anywhere specializes in providing organizations with a variety of elearning solutions, such as their Learning Management System, Virtual Reality Training solutions, course creation offerings. They have also created elearning tools such as QuickQuiz, an elearning Slack App, and SCORMify, an app that turns videos and documents into SCORM compliant courses.

        Download the PDF of this blog post to take with you.

        The success of your company depends not only on your ability to hire the right people but also on your ability to train them to do their jobs effectively. This training doesn’t end after the hiring process; rather, it’s just beginning. If you expect your business to grow and evolve to keep up with trends and advances, your employees need to grow and evolve, too.

        The pressure is on: how are you going to do that?

        You have lots of options, including traditional classroom methods like seminars and workshops. Of course, you might also consider a virtual learning platform, in which case you would join the 81% of companies who provide at least some of their training online.

        What is a Virtual Learning Environment?

        A virtual learning environment is an online system that allows education materials to be transmitted through the internet to transfer knowledge from organization to employee, or teacher to student. Virtual learning environment examples include the following and more, all of which can be accessed via an online or computer-based system:

        • Distance Learning Degree Programs
        • Professional Certification Courses
        • Instructional Videos
        • Video or Audio Lectures
        • Books, Articles, and Other Writings
        • Podcasts
        • Webinars
        • High School or University Classes

        For your business, your virtual learning environment might include your employee handbook, instructions on how to use new software or equipment, sales or customer service training, new employee orientation, and more. As with any type of training system, there are virtual learning environment advantages and disadvantages.

        Advantages of a Virtual Learning Environment

        • Easy Tracking and Assessment: With your virtual learning environment software, it’s easy to tell which employees have completed the activities. Built-in assessments like quizzes can help you ensure they’re absorbing the material.
        • Seamless Delivery: Every employee has access to the same material, no matter when he or she gets hired. Your message is consistent through the years; when you make a change in company policy, that can be updated in your learning system, and all employees have access to it.
        • Time Savings: You don’t always know when you will have to hire a new employee. If someone quits unexpectedly and is replaced, you might not have time to train the new employee properly. She might have to wait for a yearly seminar; in the meantime, she’s under-prepared and overwhelmed, which puts the position at risk again. With a virtual learning environment, your new employees receive thorough training immediately.
        • Financial Savings: With an investment in virtual learning platforms, you’re paying someone (or taking the time yourself) to develop curriculum once, which can then be used over and over again. Compare this to the expense of hosting workshops every time you hire new people or make changes in your business: paying speakers and instructors, arranging venues and travel, and losing productivity when employees are out of the office. It’s easy to see how cost-effective a virtual learning environment is.
        • Communication and Connection: BBC Active mentions communication as one of the advantages of a virtual learning environment. With forums and message boards, seasoned employees can answer questions and offer mentoring and advice for new employees. This saves time for those in management roles and builds a sense of connection and community among your team.

        Disadvantages of a Virtual Learning Environment

        • Dwindling Attention Spans: How many browser windows do you have open right now? Many people are programmed to multi-task when they’re on the computer, despite studies showing that 98% of people are not good at multi-tasking. This could lead to skimming articles or starting a video that turns into background noise as they try to complete another project at the same time. Of course, you can help prevent that by keeping lessons and videos short and simple.
        • Getting Lost in the Material: Depending on each employee’s learning style, some might feel lost when they can’t ask an instructor for clarification in real time. Others might require lessons that are more hands-on, visual, or auditory than what you end up offering on your platform.
        • Discomfort with Technology: Though many industries rely heavily on technology and employees are well-versed in its use, you might be in an industry that doesn’t require that kind of knowledge. In this case, you might have employees who feel they have two daunting tasks ahead of them: taking the training and understanding the virtual learning environment software that allows them to take the training.
        • Limitations: A virtual learning environment might not be the most effective way to teach someone to build or use a complicated piece of machinery. It also doesn’t offer that human-to-human contact, which may limit your opportunities for team-building and role-playing activities, brainstorming, or discussion.

        The good news is that when you base your training in a virtual learning environment, you still have the option to supplement it with in-person classroom-style training on an as-needed basis. In the meantime, you’re benefiting from the many advantages of using virtual learning platforms.

        Only you can decide what type of training is the best fit for your company, and you owe it to yourself to learn as much as possible before you make that investment.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        The modern consumer can find most or all of the information they need to buy a product online. When someone engages a salesperson, it is not usually to discuss high-level product information. People expect sales reps to have a deep level of understanding and perspective on their products, company, and industry to make comparisons and add value.

        This shift in focus for sales teams means that training is more important than ever. Every sales rep needs to be trained to expert level.

        There are many different types of digital training strategies, and it can be overwhelming to know which one to implement. Here are 3 strategies that are effective across a variety of industries, applications, and teams.

        3 Digital Product Training Strategies to Improve Sales

        1. Virtual Coaching

        Virtual coaching establishes a mock environment where employees can practice jumping over realistic job hurdles. Virtual coaching offers employees the opportunity to develop vital skillsets and practice making decisions so that they can perform when it matters.

        What is virtual coaching?

        There are many virtual coaching platforms available to use. Although these platforms can vary, the main functionality allows a coach to record a virtual scenario, the employee then records an answer, followed by feedback from the coach. All of this is done in a safe space where employees can prepare to interact with customers.

        Although virtual coaching can be used to improve performance in many different job roles, it is a particularly great tool to improve and test sales rep product knowledge.

        Some ways to use virtual coaching:

        • Recorded documentation to show employee progress
        • Integrate it into your training platform to add to employee learning records
        • An extension of your in-person coaching program
        • Onboarding tool
        • Way to share ideal answers and best practices with other members of the team

        2. Microlearning

        Microlearning offers a unique way to break through one of the toughest roadblocks to getting learners engaged: time.

        The modern individual’s schedule does not leave time to dedicate to learning for their job. Microlearning provides the opportunity to learn in short, manageable bursts of time, so business professionals no longer need to sit hunched over desks pretending to pour over thick manuals muddied with jargon and filler information. Modern research has taught us that information overload gets learners nowhere, and as a solution, new technology has developed to solve this issue through microlearning.

        Creating microlearning modules that are in short, bite-sized learning opportunities allows employees to access this information quickly whenever they need it. For product training, microlearning will help sales team’s in two aspects:

        1. Just-in-time learning supports employees by providing avenues for immediate learning. For example, if a sales representative is about to go into a sales meeting and forgot a specific product feature advantage, they can easily access the information on their mobile device through just-in-time learning.
        2. Performance support aids employees when they are on the job and have forgotten, from their previous training, how to perform a certain task. It prevents employees becoming frustrated because they won’t have to waste time searching for the answers.

        For optimal results, have the training focused on the key information that you want employees to get out of the training. Stray away from jargon and long winded sentences, you want to create information that is easy for learners to absorb and retain.

        3. Mobile Learning

        Mobile learning options are a valuable asset to any corporate training setup. The way people interact with technology is changing, so training delivery methods should match these changes to enable learning from anywhere.

        Mobile learning offers the groups you are training easy access to crucial information. Your computer can only go so many places conveniently while your phone goes everywhere. Mobile learning simplifies the process of accessing information through making it available anywhere at any time. Couple mobile learning with microlearning modules to create information employees will appreciate.

        Another advantage of mobile learning consists of the rising trend of the workforce working remotely. Mobile learning offers an easy transition that allows learners to work off their phones from anywhere. Having a product training program that supports mobile learning will allow your whole team to gain access to the important information embedded in the training.

        Implementing these digital strategies into your product training program

        Effective product training is essential for enabling sales teams to overcome customer objections and tough questions. Creating a digitized product training program will make employees more engaged with the training program and ultimately able to sell the product more effectively due to knowledge retention.

        Connect with one of our product training specialists, so you can start implementing these strategies as soon as possible.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        How To Engage The Modern Learner

        Workplace learning has evolved. This infographic highlights statistics and tips for engaging modern learners in your workplace.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        The way people learn at work has changed rapidly. Long-form training methods are no longer the ideal standard. Instead, employers are seeing better training results from short, broken-up, concise learning formats.

        Spaced learning is one of the methods that is helping employees and other trainees retain more information over time. This method of learning engages employees while also giving them time to critically analyze the information they have just learned.

        Here are the four way to implement spaced learning into your training program:

        1. Combine spaced learning with microlearning
        2. Repeat content in different formats
        3. Track results with quizzes
        4. Include interactive methods and real world simulations

        Before we dive into these four areas, this article will give a brief overview of the fundamentals of spaced learning, and then describe how to implement spaced learning in order to enhance your training curriculum.

        Overview of Spaced Learning

        What is Spaced Learning?

        Spaced learning is based on the highly researched theory that learning is enhanced when lessons are repeated after a certain lapse in time. In other words, learners are exposed to information multiple times with spaces in between. This is a simple but important concept that can make a big difference in how well people retain what they’ve learned.

        Anyone who’s ever attended an intensive training such as a day or weekend seminar will be able to appreciate a common problem with learning. You are given hours of training and feel like you understand it. However, within a few days or weeks, you have trouble remembering it. This isn’t a flaw in your ability to learn but a reflection on how the brain works.

        Benefits of Spaced Learning

        It turns out that it’s perfectly normal to forget information soon after you’ve learned it. Through Hermann Ebbinghaus’ Forgetting Curve, it was found that learners tend to forget material at an exponential rate during the first few days after being exposed to it. Ebbinghaus also found that memory could be strengthened through repetition and by using better memory representation techniques.

        Spaced learning is one of the best tools to improve retention. As Harvard Magazine reports, spaced learning can improve learning by as much as 50%. Whether you need to train people on new software, help them pass a certification or compliance training, it’s essential to understand how spaced learning improve retention. In fact, there’s evidence that spaced learning helps in fields as diverse as sales, language learning, and medicine.

        How to Implement Spaced Learning Into Your Training Program

        Here are four guidelines to successfully implement spaced learning to improve the results of your training program.

        1. Combine Spaced Learning With Microlearning

        Microlearning is another important principle of learning and closely related to spaced learning. Microlearning focuses on delivering information in short, manageable chunks rather than trying to dump everything on learners all at once. This idea fits perfectly with spaced learning as you can deliver shorter nuggets of information with intervals in between.

        The three areas to combine spaced learning with microlearning are:

        1. Product training: Providing short bursts of information that is spaced out over time will give customers and partners the confidence they need to effectively use your product
        2. Compliance training: Make compliance training more interesting and effective by breaking up the learning which will allow employees to easily internalize critical compliance information
        3. Onboarding: Don’t bombard new hires with a plethora of information. Instead create manageable-sized chunks of information for employees to digest

        2. Repeat Content in Different Formats

        One of the keys of spaced learning is to mix up the approach. People absorb information more thoroughly when they receive it via different senses and formats. Repetition is one of the cornerstones of learning; however, it’s far more effective to repeat the information if you vary the method. Someone can listen to the same lecture or study the same infographic many times and will quickly get bored. If, however, you mix it up, you’re more likely to hold their attention. For example:

        • Create short modules that can be quickly absorbed
        • Show videos: Video learning is one of the top eLearning trends right now. Interactive videos are especially powerful for engagement
        • Create gamified exercises
        • Show infographics: Information can often be conveyed more succinctly using visual tools than by making people read long blocks of text
        • Give frequent quizzes

        Using a variety of methods, with regular breaks, helps to keep learners involved and prevents boredom.

        3. Track Results With Quizzes

        It’s essential to keep track of how well learners are absorbing information. With spaced learning, administer frequent quizzes rather than relying on one comprehensive exam at the conclusion of the training. Quizzes, aside from tracking progress, can enhance learning as they compel learners to review the information as they’re taking the quiz. Knowing that they’ll be quizzed also motivates them to pay close attention.

        QuickQuiz is a great application that allows you to quiz employees on their comprehension of learning content via Slack.

        4. Include Interactive Methods and Real World Simulations

        One of the best ways people learn is by doing. Incorporating interactive strategies and real-world simulations into your training improves engagement and fits in nicely with spaced learning. There’s still a place for traditional didactic learning methods such as printed material and lectures. However, it’s important to combine these with interactive methods such as gamified exercises and interactive videos.

        Role-playing is also a powerful way to engage learners and reinforce the material. This is especially helpful when it comes to anything involving human behavior such as sales and customer service training or compliance training. With this approach, it’s important to carefully monitor the exercises and make sure that people are staying on the right track. If learners aren’t well versed in the material and there aren’t qualified trainers to correct them when appropriate, their mistakes can be reinforced.

        Incorporate Spaced Learning Into All Your Training

        Spaced learning isn’t a mere trend or gimmick but a process that’s based on substantial research. It’s a proven way to help employees and other learners absorb information more efficiently and to help them retain what they’ve learned. This style of learning is appropriate for all types of training in any industry. It’s not difficult to adopt spaced learning for your purposes, and you’ll find that your employees will respond favorably to it.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Product training is an important part of an organization’s success. Without value-adding product training, a marketing team cannot reach the right market, and a sales teams will fail to answer the critical questions customers are looking for. Poor product training can cause a great deal of loss to a company, so it is necessary to take a look over the program already in place to ensure that employees are receiving effective product training.

        Here are the four pillars of an effective product training program:

        1. Product Knowledge: Understand what you are selling

        Having your team completely understand the products being sold is critical for creating strong customer relationships, building a positive brand reputation and outperforming your competition.

        Equipping your team with excellent product knowledge will help your company:

        • Build a stronger relationship with customers When your team gives accurate information about your products to customers, they earn the customers’ trust. Knowledge of the product also makes customers believe they are dealing with employees who are experts and passionate about what they do—making your company their favorite among competitors.
        • Improve sales A deep understanding of product knowledge allows salespeople to do two key things. It allows them to customize their product offerings and suggestions to maximize satisfaction and upsells, it also enables them to quickly and accurately give the prospect what they need to make a buying decision.
        • Improved customer experience If your customer care team has in-depth product knowledge, they can help your customers easily and promptly. Customers won’t have to wait on the line for the right person to address the issue, overall improving the customer experience.

        2. Industry and Customer Knowledge: Understand what your customers are looking for

        Great product knowledge is supported by an in-depth understanding of the industry you are in and the customers you serve.

        It is not enough to train your teams about the specifics of your products, the training program need include aspects that give context to your products.

        • How is this product being used by customers?
        • What problem does this product solve for the customer?
        • Are there trends or changes in the industry?

        Customers no longer engage a salesperson for generalized information; they are looking to sales reps to add expertise and value to their interaction.

        Here are three ways to implement industry and customer knowledge into your training program:

        • Allow employees the space to spend time researching industry trends
        • Ensure training includes not only who your ideal customer is, but also how your product solves that person’s needs - connect the customer attributes to the product.
        • Create a shared communication space where people can post key competitor observations

        Infusing industry knowledge topics in your training help prepare your team for the needs of the customer. Being up to date on changes in the industry will also prepare employees to foresee possible changes that might disrupt the industry.

        3. Competitor Analysis: Understand what your competitors are doing

        Analyzing competitors helps identify your product’s strengths and weaknesses, as well as identifying communication strategy adjustments you can make.

        Competitive analysis is a crucial process of the research and planning phase for companies who wish to grow their business. It allows you to view competitors’ product features in comparison to yours and create a benchmark to develop an effective competitive marketing strategy.

        Once completing a competitor analysis, share the data and implement it into your product training program. This will give employees the opportunity to how your product stacks up against competitors and create a specialized pitch, improving their chances of a sale.

        Remember that some of the best product observations come from the fresh eyes of new employees.

        4. Create winning product value statements

        Once you understand your target customers, analyze competitors and fine-tuned your product knowledge, it is time to create a value statement that will persuade customers for the final sale.

        What is a value statement?

        According to CXL, a value proposition is a clear statement that:

        • explains how your product solves customers’ problems or improves their situation,
        • delivers specific benefits,
        • tells the ideal customer why they should buy from you and not from the competition.

        Elements of a good product value statement:

        1. Communicate specific results customers need
        2. Explain how it’s different and why it’s better
        3. Be clear and concise so it can be easily understood in 5 seconds

        A product value statement carries the promise that entices the customers to buy your products. Make your value statement clear and concise, but most importantly, ensure to fulfill the promise.

        Creating a comprehensive product training program can be a daunting task; however, these four pillars will help outline what is needed to successfully train a team that will boost sales, improve customer retention, and broaden your market share.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Soft skills tend to be neglected, often because they are hard to measure, and some people think they can’t be trained - you either have them or you don’t. Certain employees will naturally be better with soft skills than others, but there is no reason people can’t work on soft skills like any other skill. Soft skills are valuable, transferable skills that can play a large role in the success and productivity of employees.

        This article will discuss which soft skills are best taught through online training, and techniques for how to accomplish this.

        What are soft skills?

        “Unlike hard skills, which can be proven and measured, soft skills are intangible and difficult to quantify. Some examples of soft skills include analytical thinking, verbal and written communication, and leadership.”

        Which important soft skills can be taught or enhanced through online training? See the soft skills examples list below.

        1. Teamwork

        Teamwork is the one soft skill nobody can do without these days. Even freelancers who work at home and seldom see another person in the flesh need to develop their teamwork skills. Teamwork means cooperation, collaboration and taking the initiative when necessary.

        2. Effective communication

        Effective communication is perhaps the easiest of the soft skills to teach online, especially as people can benefit simply from listening to or watching good communicators and seeing how they do it. Bear in mind that communication does not just cover speaking but also listening as well - and knowing when each is important.

        3. Problem-solving

        Problem-solving is not just about being analytical. Employees need to learn to approach problems calmly, to know when to get help (back to teamwork again), when to barrel through and when to back off and take a break or try a different approach.

        4. Time management

        Time management can benefit from both online training and the use of productivity tools to encourage focus and prioritize tasks. Although this is a transferable skill, it is more concrete than most, as people need to learn how to put together a proper to-do list and organize their calendar.

        5. Conflict resolution

        This skill can be taught online using scenarios, bite-sized videos and role-playing games.

        So, how do you cultivate these and other skills through online learning? Follow these techniques:

        1. Create short videos. No one likes long, in-person seminars, but we can get through them, however, long online seminars are much harder to sit through. Because of this, most soft skills training modules use only short videos. The concepts are broken up into small sections, and the content is cut down as much as possible.

        2. Use interactive scenarios - have people role-play with other employees or use AI-based online scenarios to show characters and their interactions. These scenarios are a vital part of a good online training course (and are also used face-to-face). Branching scenarios can be particularly effective as they show the direct outcome of various decisions.

        3. Define measurable goals. Although soft skills are hard to measure, it’s possible to set goals that reflect them indirectly. These might include making more sales or deals or getting feedback from the rest of their team that demonstrates improvement. In time management, it is even easier - you can keep track of how much employees are getting done in a given time frame.

        4. Focus on one skill at a time. It’s easy to give in to the temptation to try and improve multiple things at once. Grouping skills together are much less effective than focusing on teamwork for a while, then communication, and keeping the sessions short. Although there’s obviously some overlap, it’s important to keep things brief and focused.

        5. Find motivation in the real world. This does mean using real-world examples, but it also means helping employees understand how these skills can benefit them - being better at conflict resolution might be great in the office, and even better at home when their children are fighting again.

        6. Do group projects. These facilitate both teamwork and communication - and can either be directly related to a work goal or just for fun (just like team-building exercises in the real world). These projects can also help develop better relationships with specific individuals.

        7. Turn the tables. Have each employee host their own webinar - this develops leadership and helps get over the fear of public speaking (which can be just as real when dealing with people over the internet as face to face). Having to pass a topic on to others can also be a great motivation to learn it in more depth. This can also spread out the dry research across the group.

        8. Use mobile learning. These days, we do almost everything on our phones - and by using online training through a phone employees can go anywhere to learn and also apply things directly to the real world in front of them. For example, they can take an online video to a conference and compare it to how people are doing things there.

        Regardless, whether you are the employer or a professional trying to improve your skills, online training can be an important way to develop soft skills, often for a lower cost than, say, going to a conference. Employees can even get soft skills certification courses online that help demonstrate improvement and prove to employers and partners that they have what it takes - and this kind of training can also help attract talent.

        If you are an employer looking to improve the soft skills within your organization, then you should check out Knowledge Anywhere. We offer an intuitive learning management system as well as custom content development services that can help your team create a curriculum customized to your needs and those of your employees.

        The “sales process” is a fundamental aspect of a successful sales team. A sales process is a layout of the steps that sales representatives need to accomplish throughout the sales cycle.

        Different businesses will have their own unique pipeline for their sales teams, but every business needs one. A good sales process strikes a balance between providing a clear framework to follow throughout the sales cycle while leaving room for the salesperson to personalize based on the situation.

        This article will outline how to achieve the optimal sales process to help support your sales team, win more customers, and ensure the most ROI.

        Setting up the Sales Process Steps

        Before creating a personalized sales process for your business, it is important to go over the basic steps to fully understand the flow of a sale. Here are the 5 overarching steps of a sales process:

        1. Lead Generation: Using outbound tools to identify target persona
        2. Qualify Leads: Deciding if a prospect is a leads to pursue
        3. Demonstrate Value: Communicate how the product solves the customer’s problem
        4. Guide Prospect Understanding: Manage objections to close the sale
        5. Deliver and Support: Continue to deliver what was promised to ensure customer satisfaction

        View this infographic to learn more details about the sales process.

        For each of these five steps, provide your sales teams with enough information about what is expected of them at each stage as well as what they should be seeing in a customer’s behavior. This will enable them to effectively communicate with a potential customer and identify their needs and desires early on in the process.

        Creating a Personalized Sales Process

        To create a process which will optimize your sales, sit down with marketing, sales, and customer support. Map out what your team is currently doing at each of the 5 steps and pinpoint the core requirements in each area. What are the things that every sales rep is expected to do in each step of the process, regardless of the situation?

        After solidifying each stage of the sales process, the next step is to create concise training and reference materials. These materials will not only help efficiently train new sales reps, but it will also ensure that customers and leads are getting a consistent experience with the business’ entire sales team.

        Just as important as creating these training and reference materials, is communicating, distributing and tracking them with all sales employees. The most efficient way to do this would be through the implementation of an online training platform, such as a Learning Management System (LMS). An online training platform not only helps to organize and track training, but it also doubles as a catalog of materials for sales reps to refer back to whenever they need a refresher.

        Once your sales process has been created and implemented, be sure to check back in regularly with the process and the training materials to ensure that it is still accurate and optimal for your business needs.

        Optimizing Your Sales Process

        Rapid technological advances have allowed for markets and customers to continually change their needs and desires making it necessary for your team to evaluate and test your sales process as much as possible. It is important to track and follow up when a lead leaves the sales process to find out why they decided to go in a different direction.

        Some key metrics that are important to track are:

        • How long customers are in each stage
        • How many prospects close after a demo
        • Customer churn rate

        If one of these metrics start to be undesirable, test small aspects of the process to see if sales results improve. It is beneficial to continually test the process with role-play exercises and input from every member of the team. Things will change over time, and methods that work one year may not work the next, so be prepared and anticipate these changes by continually evaluating and testing your sales process.

        Taking your Sales Process to the Next Level

        Your sales process is a key part of your ability to attract and retain customers. Make sure that your entire sales team is on the same page of what is expected of them and what the customer’s behavior should be at each step. Setting up your sales process in this fashion will give the structure that your team needs but flexibility in order to adapt to your customer’s needs. Successful selling requires a developed process that guides each customer through the ‘buyer’s journey’ with the highest level of return.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Knowledge Anywhere is now part of the Microsoft Azure Active Directory App Gallary

        Teams using Azure Active Directory can now set up Single Sign-On for their Knowledge Anywhere LMS by adding Knowledge Anywhere through the Azure Active Directory App Gallery.

        SAML is an open standard for exchanging authentication and authorization data between providers, in particular, between an Identity Provider (IDP) and a Service Provider (SP). Using Single Sign-On through Azure will allow Knowledge Anywhere LMS users to be authenticated and signed in using their Azure credentials.

        Knowledge Anywhere’s inclusion in the Active Directory App Gallery also means that teams using the free tier of Azure will have an easier integration set-up process.

        If you’d like to learn more about Knowledge Anywhere’s integrations and apps, click here.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Micro-learning is a buzzword in the elearning industry, and for good reason. The way people learn at work, and in general, has shifted and training formats have needed to adapt.

        Part of this change includes rising expectations that most workplace training should be able to convey knowledge more quickly and efficiently than the historically accepted, long-form training.

        Many training professionals have heard of micro-learning and understand the value of breaking learning material down into concise, organized, easily accessible packets of knowledge for their employees. There are plenty of great statistics supporting micro-learning, including the way it increases knowledge retention, reduces training duration, and allows learners to pace their learning.

        We can see the merit of micro-learning in general, but sometimes it is hard to pinpoint where or how to apply it to our learning and development program to make the most impact.

        This article will discuss three areas of training where micro-learning can be effectively used in employee education to make a large impact.

        What is the difference between micro-learning and macro-learning?

        Two large categories that have emerged in online training are macro-learning and micro-learning.

        • Macro-learning is long-form content that is reserved for more in-depth, time-intensive training.

        Example: A sales manager blocks out time in their day to take a 60 minute, online leadership course.

        • Micro-learning is short-form content that is split up into small, bite-sized concepts that can be quickly understood and utilized.

        Example: A new sales associate needs a refresher on a specific product the company sells. They quickly look up a 2-minute video explaining the product’s features and price.

        Now that we have a clearer picture of what micro-learning is, let’s dive in.

        Here are 3 areas of training that can be combined with micro-learning to make a huge impact on employee training.

        1. Performance Support

        Research shows that if knowledge is not used immediately after being learned, a lot of it is forgotten. And although this fact has been known for a while, businesses still train as if employees understand and internalize all of the information after hearing it for their first time.

        This is where performance support comes in. Performance support is training that is implemented on the job when the employee needs it and is motivated to learn it.

        This immediate need for quick, concise answers means that micro-learning and performance support go together like peanut butter and jelly.

        When employees have access to these concise performance support materials, they can learn quickly, work more efficiently and help prevent other staff from having to stop their work to answer questions.

        A well thought out library of content, combined with a performance support tool allows training teams to effectively administer this on-the-job training, and track its effects.

        2. Spaced Learning

        Spaced learning is based on the concept that knowledge is remembered much more if time elapses and then the training is repeated. When training is first introduced to an employee, allow time to pass and then have them take a refresher course or a course that reflects and builds on the original information.

        Spaced learning can be applied to any employee training and is very effective when combined with micro-learning. When creating training, make a few short refresher videos on the same topic that will be assigned in the upcoming weeks. If videos are not preferred, a simple, concise document highlighting the most important information, coupled with a short quiz can be very effective.

        3 specific areas where combining spaced learning and micro-learning are particularly effective:

        • Product training
        • Compliance training
        • Onboarding

        3. Preparation For Formal Training (pre-training)

        An additional, effective way to implement micro-learning is by using it as a way to prepare employees for formal training. If employees are learning new concepts for their first time in an in-person training, you are missing out.

        Make in-person training more effective by creating short, micro-learning modules that introduce the formal training topic before the class. This tactic means that training professionals don’t have to spend their precious time going over the basics, they can instead focus on higher level concepts and applications.

        A lot of training professionals are finding it challenging to get their employees to engage in pre-training. Although micro-learning helps with this, try to find ways to get creative in your implementation. Communicate with your learners to identify forms of pre-training that engage them the most.

        Strategies, best practices, and technology in corporate training are evolving quickly and it can be hard to keep up. An important part of current training and development professionals is to be able to identify which type of training will be the most effective for different topics.

        Long-form training still plays an important role in employee education. The areas listed above are a few areas where micro-learning can be combined with, or replace longer-form training content to make a high impact on employee training.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Stats To Inform Your Sales Training

        Create better sales training with these stats.

        There is a lot of information that salespeople are expected to learn during onboarding, and continue to get better at year after year. Great sales training is crucial for creating and supporting successful sales teams. This infographic highlights critical statistics around sales teams and their customers to help better inform the way sales training programs are developed.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        2018 was a busy year for Knowledge Anywhere. We tripled our development budget to focus even more on producing new features and solutions that help our customers efficiently train their learners.

        Here is a look back at some of our LMS feature highlights and products we released in 2018.

        1. LinkedIn Learning Integration

        Knowledge Anywhere is pleased to announce that an integration with LinkedIn Learning is available for our Professional and Enterprise customers. This integration allows your learners to access LinkedIn Learning content via your Knowledge Anywhere LMS. Click here to learn more.

        2. “What’s New” Feature News Feed:

        Admins can now see LMS feature updates from inside the LMS. See quick snippets of information about new features via the admin site by selecting “What’s New” in the user profile drop-down.

        3. Configure Knowledge Anywhere LMS as SAML SSO Identity Provider (Beta):

        Knowledge Anywhere LMS now has the ability to be a SAML Identity Provider. This means you can use your LMS to provision/login users with other SAML Service Providers. You can find this feature under Site > SAML Settings > Identity Provider Settings and please see our support article on How to Configure Identity Provider Settings.

        4. Link Admin and Learner Sites:

        LMS Super and Group Admins can now seamlessly login between the Admin and Learner sites of their LMS. When clicking on the user profile drop-down, users will see a link to the Admin or Learner site.

        5. Knowledge Anywhere Now Has A Public API:

        The Knowledge Anywhere Public API makes is easier to assists admins in provisioning users and connect external applications to the Knowledge Anywhere LMS. Learn more about how to use the Public API by clicking here.

        New Product Releases

        QuickQuiz Slack App

        QuickQuiz is a Slack App that brings fast, easy quiz creation to Slack users. We now have over 800 organizations around the world using the app to test their users’ knowledge.

        Try QuickQuiz here.

        Scormify SCORM Converter

        Scormify is an app that allows users to quickly and easily convert their content into SCORM compliant files for their LMS.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development Services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        One-on-ones are a great opportunity to for managers and employees to connect. So much of our work communication is conducted over technology, but nothing can match the depth of a face-to-face conversation. This article highlights how to create a one-on-one that is “owned” by the employee, not the manager, and how this shift makes more of an impact on the employee, the manager, and ultimately the company.

        Make the meeting employee-led

        Make the switch to a one-on-one meeting that is led by the employee. Stress that it is their time to bring questions, concerns, and strategy discussions to the meeting. It should be the employee’s responsibility to create and communicate the agenda.

        An employee-led meeting is important for a couple of reasons:

        1. Employees see aspects of the day-to-day business that a manager might not be aware of. If an agenda is set by a manager, they might not have the space to bring it up.
        2. It shows that the employee is a trusted member of the team and that the manager values what they need to discuss.
        3. It allows the manager to better understand what is important to their employees and organically discover issues that they might not have been aware of.

        Set a consistent time

        The purpose of a one-on-one is to build a relationship and offer support. If a manager is inconsistent or cancels a meeting, it sends the message that the employee isn’t valued.

        Dependable meeting times are also important because the consistency allows the employee to collect questions and concerns that they need to discuss and wait until the meeting to address them. With time, this will allow the big, persistent questions and concerns that stick with the employee to be brought to the meeting.

        Keep in mind that the frequency of the meetings might not be right in the beginning, so be aware and adjust them as necessary. Depending on how fast the company pace is, a one-on-one could be held weekly, every other week, or monthly.

        Keep them informal

        As stated above, these meetings are to build a relationship with and offer support to employees, and an informal setting will allow for the most success in these areas.

        A few suggestions:

        • As much as possible, don’t take notes during the meeting. Taking notes seems impersonal and makes it feel like an interrogation rather than a conversation.
        • Try changing up the setting of the meeting. Go for a walk, get a quick coffee, or take them out to lunch.
        • It is okay if the conversation strays away from the main meeting topic. The meeting topics should be addressed, but it is natural to have an organic conversation. They can lead to some of the best insights into your employee.

        Communicate expectations with employees

        Make sure to communicate your expectations with the employees. Everyone’s time is valuable, so it is important for managers and employees to be fully present and prepared during the meeting.

        Here are a few suggestions:

        • Ask employees to keep notes on important topics or questions that they would like to discuss during the meeting.
        • Some managers like to be sent a meeting agenda to allow for an opportunity to prepare.
        • Convey what types of questions should be held until the one-on-one, and what types of questions should be asked in the moment.
        • Let the employee know that once in a while, it is okay to cancel the meeting if they have nothing to discuss.

        Managers that make the space and time for one-on-one meetings to connect with their employees will see a huge difference in both employee performance and employee retention.

        Interested in learning more about how meetings can increase employee retention? Conduct “stay interviews” to get feedback from employees about their experience at the company and what suggestions they have to improve that experience.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Millennials are now the largest generation in the workforce, making it more important than ever to understand and motivate them in the workplace. Retaining millennial talent can be an ongoing challenge for employers. Only 50% of millennials plan to stay with their current employer long-term; willing to leave for better pay, benefits, or career growth. However, 86% of millennials would rather stay with one employer and grow than move from new job to new job. They recognize the benefits of stability,

        but are willing to look outside of their current employment situation to reach their career goals.

        These statistics, combined with that fact that “80% of Millennials said that an emphasis on personal growth is the most important quality of a company’s culture,” tells employers that they have a great opportunity to make an impact with their learning and development initiatives.

        Here are 5 strategies that employers can add to their learning and development program that can help engage and retain millennial employees.

        Strategy #1: Set Goals With Your Employees

        Some millennial employees are trying to figure out what their career goals are, and some may already have career goals that they are working towards. Either way, incorporating goal setting into a learning and development programs is a great way to help ensure that millennials feel like they are learning and moving forward in their professional development.

        eLearning is an excellent way to help your employees create, track and meet their goals. Setting goals allow managers to:

        • Better understand what employees need from them in terms of training opportunities
        • Provide the training opportunities employees are looking for so that they don’t look elsewhere
        • Strategize with their employees to help them meet their goals while still aligning with company goals

        Strategy #2: Connect Millennial Employees With Mentorship

        As highlighted in G2’s Crowd’s article on 2019 HR statistics, 83% of employers believe attracting and retaining talent is a growing hiring challenge. One way to combat this statistic is by providing employees, especially millennial employees, with access to mentors. Whether your organization offers online mentoring or connects employees with on-site mentors, they can provide great growth opportunities for employees and employers.

        What are some specific areas where a mentor can help more junior employees?

        • Mentors can expedite onboarding. Mentors can help with the informal aspects of training, like introducing the new employee understand their role and the company’s culture to make onboarding an easier, faster process.
        • Mentors correct mistakes before they become big ones. A close mentor relationship allows an experienced employee to be aware of what the employee is doing and make corrections as needed to improve employee performance.
        • Mentors promote millennial employee retention. According to a study by Deloitte, “millennials planning to stay with their employer for more than five years were twice as likely to have a mentor (68%) than not.”

        Strategy #3: Provide The Material Needed To Promote From Within

        An emphasis on developing employees and promoting from within is a great way to engage, motivate and retain millennial talent while benefiting the company.

        • Rewarding loyalty
        • Allows for a path to career growth
        • Faster training
        • Higher retention
        • Encourages employees to keep developing themselves and showing leadership

        Millennials may learn differently from previous generations. They grew up with technology, which means that they are familiar and comfortable with it.

        Strategy #4: Train Millennials In A Way That Is Meaningful To Them

        Here are 4 points about millennial learning to keep in mind as you create or revamp a workplace training program.
        Because millennials learn so much differently than previous generations, adapting workplace training to align with their learning styles can help make a significant difference in engaging and retaining millennial talent.

        1. They are used to learning online
        2. Their short attention spans mean shorter training is better
        3. They want to be able to quickly search for an answer to their questions
        4. They expect learning to be personalized to them

        Generic company training can be necessary, but as technology becomes more advanced, it is possible to also personalize training offerings to specific employees.

        Strategy #5: Personalize the Training You Offer

        Tools like learning management systems help personalize training by allowing administrators to set specific learning paths for employees. The system can also facilitate the ability for learners to identify and take training that they think is most beneficial to their goals.

        Personalized training promotes more engagement from millennials and shows them that the company cares about their professional development and career goals.

        It can be a gradual process to create or revamp a training program, but these are some great strategies to keep in mind as you do it. Millennials are an important part of the workforce and they are very different than previous generations. Taking the time to build a training program the aligns with the way that they learn can be rewarding for the employee and the business.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        From highly regulated industries such as manufacturing and healthcare, to general training in areas such as sexual harassment, ethics, and privacy regulations, compliance training is an important part of employee training initiatives.

        Compliance training is not the most interesting topic. However, it is necessary to have concrete documentation and training on workplace compliance policies, procedures, and expectations.

        Increasingly accessible tools are allowing businesses to put more emphasis on figuring out ways to create and refresh compliance training that is effective in mitigating risk and engaging employees.

        This article discusses how to build effective compliance training programs using a combination of tried and true best practices with new, engaging online strategies.

        1. Upgrade the training program to a Learning Management System Many companies start out tracking compliance training in an Excel spreadsheet, or use other manual, inconsistent systems for tracking employee training. This might work when there are only a handful of employees, but companies can quickly outgrow this method. A learning management system (LMS) provides a formal, easy way to track and administer all online company training, as well as in-person training. This tool can help training professional implement the next 3 compliance training tips.
        2. Break up the learning for better comprehension One way to promote understanding and engagement in your company’s compliance policies and procedures is by creating videos that implement the concept of micro-learning. It’s no secret that videos have become a popular mode of training and are seen as more engaging than a traditional lecture. But a long, drawn-out training video can be just as ineffective as a long, drawn-out live lecture. Splitting training up into shorter modules will allow employees to more easily internalize critical compliance information. Micro-learning will also make it easier for them to go back and locate a specific part of the documentation that they need a refresher on.
        3. Make compliance training material easy and fast to find Just-in-time learning is the concept of being able to look up and immediately locate a piece of training information when the learner needs it. This concept focuses on allowing employees to find the information they need, when they need it, promoting efficiency and productivity in employees’ jobs. No one remembers every detail of their training. By incorporating just-in-time learning employees can quickly find answers to compliance questions that may come up, reducing risk.
        4. Use short quizzes to increase learner engagement Using quizzes after training is pretty self-explanatory, however, there are different ways to use quizzes and different tools to build them in. Learning Management Systems often have the ability to build and track quizzes for your learners. Another great way to test comprehension and increase learner engagement is by creating a quiz on Slack (if your company uses Slack) using QuickQuiz. When using a quiz app in Slack, managers can spontaneously create quizzes to test employee compliance knowledge. This can be used as an informal way to test comprehension with minimal effort from administrators. TIP: If using Slack to build and assign quizzes to employees, try gamifying the quiz by providing a reward to the top quiz scorer. A great way to do this on Slack is by using a micro-bonus app like

        The effectiveness of these 4 compliance training points can be greatly increased when they are supported through clear communication from management. This article on using marketing strategies to increase LMS user engagement talks about the role of management and company communication when creating an effective training program.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Top eLearning Trends Of 2018

        eLearning statistics to help inform your 2019 training strategy.

        This infographic highlights helpful training statistics from 2018 such as, top learning technology priorities of businesses, the top 5 barriers to successful modernization of training, and how millennials rank the importance of the inclusion of training and development in their jobs.

        Top eLearning Trends 2018

        Top eLearning Trends 2018

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        When implementing a new technology into a business, it’s easy to think after a new product is launched, the job is done. So why is no one is using it? Employees at every level of a business have a lot on their plates and learning to use a new technology can be easily ignored or put off.

        A great way to increase adoption and encourage engagement from employees is by using marketing techniques.

        It might sound a strange, but you are selling a new product to your employees. Although you understand the benefits, they need to be conveyed to your employees. Convince them that it is a good use of their time and energy to stop their daily work and learn how to use this new training platform.

        How can marketing help increase LMS user engagement?

        Sending out an announcement and putting up a poster in the break room is not enough to encourage people to take the time to learn and use a new tool.

        Using marketing techniques will help employees:

        • Familiarize themselves with the idea of the LMS
        • Understand the goals and importance of the platform
        • See how it will benefit them
        • Know where to go to find support

        Let’s break these points down to understand their importance, then we’ll discuss some ideas of how to convey these points to employees to encourage engagement.

        Familiarize themselves with the idea of the LMS

        Start with the basics. Maybe your team has never heard of a Learning Management System. This would certainly make them skeptical about why they should be using it. Help ensure that employees fully understand what the platform is.

        If you are moving from a previous LMS, highlight how this system will be different and more effective than the last one.

        Your new LMS company will be a great resource for this. They will have plenty of resources on what an LMS is and how their platform differs from others in the industry. This is skipped over by a lot of administrators, but it is very important for learners to understand the goals and importance of the new platform.

        Understand the goals and importance of the platform

        This is skipped over by a lot of administrators, but it is very important for learners to understand the goals and importance of the new platform. Seeing the bigger picture of why the LMS is being implemented can help your learners give valuable feedback and show them why they should make an effort to use the training platform.

        See how it will benefit them

        Make it clear how this platform is meaningful to them. There were clearly large inadequacies in the previous methods and processes, or you wouldn’t be buying a new training platform. Tell employees how the LMS is going to change this for the better. Will training documents and videos be better organized? Will it save them time? Will training be tied to possible promotions or leadership positions? Will gamification get them any rewards or recognition? Ensure that learners know where to go if they have questions about the platform. Who is their contact at your company? If there is a more technical issue with the LMS, who do they email? Will there be a formal training for how to use the LMS?

        Know where to go to find support

        Ensure that learners know where to go if they have questions about the platform. Who is their contact at your company? If there is a more technical issue with the LMS, who do they email? Will there be a formal training for how to use the LMS?

        Learners shouldn’t have to guess about this stuff. Remove as much friction as possible with how to login, get support, and who to ask questions to.

        Here are 3 ways to use marketing to effectively communicate the benefits of your companies’ new learning platform.

        1. Start communicating about the new platform well before it is implemented.
        Employees should be seeing information about their new training platform well before it is implemented. The “rule of 7” in marketing suggests that people need to see a message or brand 7 times before they are moved to take action. Make sure your learners are familiar with the basics of the new platform before they login. Aim to make sure everyone: know what it is, where to find it, why they are using it, and when it will be launched.

        2. Add a note of support from the CEO or other leaders in the company.
        Support from top leadership can be a great way to add some more authority to the learning initiatives. Ask the CEO or other leaders to send out an email supporting the new platform and why they are excited for everyone to start using it.

        3. Launch to a small group, then move to everyone else.
        This idea is similar to creating a case study in marketing to convince other companies to buy your product. Try launching your LMS to a small number of motivated, creative people at your company who will take the time to learn and use the new technology. Ask for their feedback and implement their suggestions. Don’t stop there! The next step would be to ask these adopters to be advocates for the platform. Get quotes from them to send to the rest of the employees and have them introduce the LMS to other people in their team.

        The main takeaway from this article is to communicate as much as possible with your learners. Make sure that the platform feels familiar to employees by the time they log in.

        If you can achieve that, you will get faster adoption and deeper learner engagement than the average business, allowing learning and development to become a competitive advantage for your company.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Performance support is an area that is often overlooked or under-emphasized to the detriment of productivity. Employees who receive consistent and relevant support while performing their tasks are more productive than those who lack the resources they need. Let’s look at what performance support is, how it differs from training and how you can improve it.

        What is Performance Support?

        30 years ago, The Center For Creative Leadership developed a formula called the 70-20-10 Rule for Leadership Development that’s still widely accepted today. The rule states that 70% of learning is experiential, 20% is social, while only 10% is from formal training. While this formula was specifically developed for leadership training, it really applies to any type of learning. Performance Support Tools are resources to help employees while they’re on the job.

        It’s important to understand that performance support is not the same as training. Anyone learning new skills typically receives training to help them acquire new skills. A German psychologist named Hermann Ebbinghaus discovered back in the 19th century that people forget the majority of the information they learn.

        According to the Ebbinghaus Forgetting Curve, people typically only remember about 40% of what they learned only a few days ago. After that, the percentage drops even more. That’s why you can’t count on education or training to teach people everything they need to know to perform a task. Performance support, unlike training, occurs while people are performing their jobs. There are several important benefits of this.

        Saves time.

        If employees have to stop work to find solutions, it wastes valuable time. Even though they may be able to find answers online or from co-workers or managers, it’s much more efficient if there’s a dedicated support system in place.

        Prevents mistakes.

        If there’s no support available, people will sometimes make the wrong decision rather than stop work and try to find an answer. With better support, efficiency is improved and errors are reduced.

        Supports or replaces training.

        Performance support tools reinforce formal training. In some cases, they let you streamline formal training as employees don’t need to memorize as much information when they can get live support.

        7 Tips For Better Performance Support

        Here are some of the most effective ways to offer support that maximizes employee productivity.

        1. Let Your Training and Support Work Together

        While training and performance support are distinct, they are both important for improving performance. The more familiar employees are with the system on which they work, the less support they’ll need on the job. Training, like performance support, should be analyzed with an eye towards making consistent improvements. While it’s true that people tend to forget quite a bit of training material, this doesn’t render training obsolete. On the contrary, quality performance support can trigger users’ memories of what they learned in training. When you identify areas where people typically get stuck, you can make adjustments to the training as well as performance support.

        2. Make the Interface User-Friendly

        When people commonly have trouble with a certain task or function, you need to offer support to help them get over the hurdle. You can also look into improving the training. However, it’s also advisable to see if you can simplify the task. If you make the interface simpler and more intuitive, you may find that users won’t require as much support.

        3. Identify the Areas of Greatest Need

        In order to provide the most helpful support, you need to be aware of where people need help. This requires you to analyze performance and identify the tasks where you see the most errors. There may be certain complicated procedures for which training is insufficient to fully prepare people. Look for those points where you notice delays, mistakes or confusion. Aside from analyzing performance, you can learn a great deal by asking people who are using the system.

        4. Implement Microlearning

        Microlearning is a powerful tool for both training and performance support. This is an approach where people are given small chunks of information that are helpful for a specific purpose. One of the challenges of traditional learning is that knowledge is imparted in broad strokes. Suppose, for example, that you need to learn how to use a program such as Photoshop. There are hundreds of applications to learn, each relevant to a different task. If you actually have to use Photoshop during a project, you need it for a specific purpose. What matters is that you can quickly access the chunk of information you need. Research indicates that, in the classroom, conveying information in bite-sized chunks makes learning 17% more efficient.

        5. Make the Most of Mobile Learning

        People are getting more and more accustomed to using their mobile devices wherever they go, whether for work, socializing, or entertainment. It, therefore, makes sense that offering support via mobile is intuitive and convenient. If employees can easily access information from their mobile devices they can find the answers they need quickly. Here are some of the options that can be integrated with mobile learning.

        • Videos - Whiteboard animations and other instructional videos are an efficient way to demonstrate tasks. Interactive videos are especially useful for support.
        • Audios - Webcasts, podcasts, and other audio files.
        • Interactive PDFs.
        • Chatting and texting. If you can provide real-time support via a mobile device, it allows users to solve problems quickly.

        These and other mobile learning tools are all perfect for microlearning as well. For example, you can create short videos that users can watch on their smartphones or tablets.

        6. Keep Support Timely

        It’s essential that performance support tools are relevant and up-to-date. Technology, programs, and knowledge in various fields advance quickly. If you’re teaching any type of compliance training, regulations often change. Make sure your support is regularly updated to include any changes or advances.

        7. Analyze Your Effectiveness

        To consistently improve performance support, identify your most vital metrics and track results. Whereas learning metrics are concerned with what people have learned, performance metrics focus on actual results. You can observe which support tools improve performance and which need tweaking or replacing.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        The implementation of new technology, such as a Learning Management System can be a large shift for employees. People are used to their workplace routines, and changing their workflow is not easy. In this article, we will discuss how managers and executives can influence organizational culture to increase the value and acceptance of learning and development tools, such as an LMS.

        Participation from management and executives:

        Workplace culture and expectations are much more impactful when they are visibly adopted and exemplified by executives and managers. Simply telling everyone that they need to complete a training isn’t very compelling. It becomes a part of the job but not part of the company culture. However, embodied excitement and participation of a new product by upper management is meaningful and infectious.

        What can management do to participate?

        • Ask employees for their feedback
        • Recognize successes
        • Summarize the biggest takeaway from a training

        What do all of these points have in common? They all stem from a focus on communicating with employees about the new technology.

        Marketing the tool

        When bringing a new, complex tool into the workplace, businesses should approach it like they approach marketing for a new product. You need to sell your employees on the tool.

        How does a marketing approach help acceptance of a new technology?

        WIIFM- What’s in it for me?

        The first step in marketing a new tool is to identify and convey the benefit to your target audience. An LMS enables employees to further develop their current skill or learn new ones and can provide avenues for growth.

        Explicitly listing the advantages to employees about learning and development will promote long-term, sustainable motivation to continually learn through an LMS.

        Consistent communication keeps it top-of-mind

        Make sure to communicate the value of learning and development to get employees excited. Create multiple announcements from different seniority levels explaining how the learning and development will benefit them.

        Don’t be afraid to tell your employees that you are excited to make this investment in their professional development and what your goals are with the implementation of this new tool.

        Check out this article to learn about other ways to create an impactful virtual learning environment.

        Familiarity leads to more use

        • Once you have sparked the interest of your employees, it’s time to get them engaged. Often times, we shy away from trying new things because it takes more conscious effort. To overcome this barrier, employees need to spend time on the platform and get familiar with the tool.
        • Encourage employees to spend time in the platform by designating a few hours a week for them to do so. Management can also create fun competitions or give rewards to employees who have learned the most on the platform.
        • One easy way to test this is through a free slack application called QuickQuiz which allows you to build and deploy quizzes to your team via Slack.

        These three points show that influencing organizational culture is a process. It takes consistent messaging and familiarity to engage users. Once you start to see the engagement, the next step is to listen to feedback.

        Ask for and Listen to Employee Responses

        As employees start to engage with the LMS, make sure to ask for and listen to their feedback.

        Issues will occur and it is important to listen to employees complaints and act quickly to avoid frustration. Employees want to feel valued and heard. By asking for their feedback and making a conscious effort to fix any problems, you will be supporting the development of a culture that values learning and development.

        Implementing a new system is a difficult process and engaging your audience can be even harder. However, being proactive and quickly handling any issues that arise will satisfy your employees and create a culture that values continuous learning.

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce.

        Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        Knowledge Anywhere Is Now A LinkedIn Learning LMS Integration Partner

        As part of Knowledge Anywhere’s commitment to continuous innovation, we are excited to announce that we are part of the LinkedIn Learning Integration Partner Program.

        “We’re excited to launch this program with our inaugural partners, like Knowledge Anywhere. Organizations will now be able to automatically upload and update all LinkedIn Learning content directly in Knowledge Anywhere’s systems, providing a streamlined experience for companies, administrators, and learners, alike”

        - Scott Roberts, LinkedIn VP of Business Development.

        Knowledge Anywhere Learning Management System users can now access more than 13,000 expert-led professional courses from LinkedIn Learning directly from their elearning platform. This integration creates a great opportunity to jump start a new training and development program or add additional value and flexibility to an existing one.

        “It is important for organizations to offer quality training opportunities to their employees to help grow their skills and support their success,” said Charlie Gillette, CEO of Knowledge Anywhere. “We are pleased to combine LinkedIn Learning content with our Learning Management System to provide increased value to our mutual customers.”

        Opting in to this integration allows administrators to select applicable courses from the vast, professional, continually growing LinkedIn Learning library and distribute those courses to selected learner groups.

        Get your new LMS up and running instantly with quality, off-the-shelf content, or reinvigorate your current training program with this new integration.

        See a video explaining this integration here.

        Schedule a time to chat about the integration here.

        About LinkedIn Learning

        LinkedIn Learning aims to provide a solution that fits seamlessly into people’s daily work, transforming the way they learn. More about LinkedIn Learning here.

        About Knowledge Anywhere

        Knowledge Anywhere is an eLearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce. Our Learning Management System and Course Development Services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        It is exciting and daunting to get approval from your boss to move forward with the search for an LMS. An LMS can vastly improve the efficiency and effectiveness of a learning and development program, but it is important to choose a platform that will work best for your organization.

        There are the basic question of pricing and features that you will, of course, be asking potential vendors. Be sure to read up on the many great articles and checklists that can help you decide what you are looking for regarding your more straightforward, base needs. However, there are some deeper questions that you should take the time to ask potential LMS vendors to help determine if they will be a good fit for a long term partnership with your business.

        Here is a list of 5 critical questions you and your team should ask when talking to LMS vendors.

        1. What is on the road map?

        An LMS is a long-term, high-value piece of technology, and it will (hopefully) be used across your company for many years.

        Because of this, it is important to look for a company that is not only growing, but growing in the same direction as your company.

        Go into your search with short-term and long-term training goals and needs to ensure you both match up. You could find the perfect LMS provider for your business now, but you quickly outgrow them. On the other hand, there could be a fantastic LMS company that is lacking a few features you were hoping for, but is quickly growing in the same direction of your training needs.

        Going into your search with a plan of what you want out of your LMS in the short term and the long term will help ensure a successful partnership.

        2. How do we scale?

        Along the same lines as our first point, the right LMS should be able to grow with you in a way that makes financial and strategic sense for your business.

        Three areas you could grow in that is good to ask about are:

        • Pricing models for more users
        • Extended Enterprise for training external stakeholders (customers or contractors)
        • eCommerce for charging for content

        Pricing Model

        The four most frequent cost structures you will see from LMS providers are:

        Pay per registered user and pay per active user

        Pay per registered user: Paying for every customer that has registered and made an account in your LMS. You are not paying based on how many employees you have.

        Pay per active user: This structure allows you to only pay for users who utilize your system during that billing cycle. Or, you have the option to pay a one-time fee per user when they first sign up on your system.


        Pay a set monthly or annual license fee for the LMS. This includes a predetermined number of users and specified list of features.


        Some LMS providers offer the option to buy their product for a flat fee, allowing you to have as many users as you would like.

        Free options

        Freemium: A basic, free version of their services. The users have to start paying when they utilize certain paid features or exceed a certain amount of users.

        Open-Source: This option requires a lot of technical knowledge. Open source LMS providers publish their programming online for free and companies can take that programming and configure it the way they would like and use it.

        Whichever pricing model an LMS provider uses, be sure to ask them what happens if you exceed the user limit so you can ensure it is possible for you to grow with the platform.

        Extended Enterprise

        The extended enterprise LMS feature allows a company to create additional, white-labeled LMS sites that can be used to train external stakeholders like customers, distributors and contractors.

        The learning management system’s branded look, content and access can be modified to create an separate-feeling, customized experience for learners.

        An example of this would be:

        Your company manufactures makeup. You bought your LMS to train internal sales representatives. Now you want to expand with an LMS specifically branded for your Nordstrom distributor partner training. You also want to create a separate platform that will be used to train your end users on how to best apply your product.

        Extended enterprise would allow this company to create tailored, meaningful content to each external stakeholder with the same LMS.

        Be sure to ask potential LMS partners if they have extended enterprise and what the cost is for this feature.


        eCommerce is the transaction of products online. Your business’ training courses can be sold to employees, external partners and customers in order to generate revenue from the content you are creating.

        If selling courses on your LMS is a possible future need or want for your company, be sure to ask if it is possible to enable eCommerce and how much that will cost.

        To learn more about eCommerce and extended enterprise, download the free ebook, Grow Your Business Through External Training.

        3. Are there any extra perks with the LMS?

        Going through the vendor selection process, you might find that a lot of the providers are very similar in the features they provide. One way a provider can distinguish itself is with the extra tools that come with the LMS.

        There are a variety of tools but specific ones to look out for are built in content creators, deals on partner products and access to other free elearning tools or apps.

        4. What is support like?

        Great support is essential for the initial setup and ongoing use of your LMS.

        Here are some questions to ask that will give you an understanding of what a provider’s LMS support will look like.

        • Do they have a knowledge base?
        • Do they have training videos?
        • Is there a limit to support?
        • What type of support do they provide? (email, phone, ect.)
        • Do you get a Project Manager?

        There is no specific right or wrong answer; however, you do want to make sure that it aligns with your expectations and needs.

        5. What integrations does the LMS have?

        Integrations are important for streamlining the elearning process and tracking the understanding of your training impacts.

        Single Sign On (SSO)

        SSO gives your audience the ability to use a different software for user authentication and login. Your user therefore does not have to create a whole new account with a unique username and password. They could use their same login from, for example, your HR software which simplifies the learner login process and reduces work for administrators.


        xAPI allows for deeper tracking of your training campaign. xAPI goes further than the current standard, SCORM (Shareable Content Object Reference Model), in its capabilities of interacting with elearning content outside of the LMS.

        To learn more about xAPI and how Knowledge Anywhere is using it with the new xAPI bookmarklet called Knowledge Mark, watch this video.

        Software and Apps You Already Use

        When talking with potential vendors, it is important to make sure their product will be able to connect to other software and apps that you currently use or will be using in the future.

        You can save your team a lot of time, headaches and money if you know which tools can connect with your LMS and how you should prepare for that.

        It is difficult to search for a new, complex piece of software for a business. There are a lot of variables to consider and a lot of expectations to meet.

        The questions listed above will allow you to go past the surface questions about features and pricing and try to make sure an LMS vendor will fully fit with your business needs and goals.

        ​We know our LMS admins have a lot on their plates, and too many emails to count coming into their inbox. Because of this, helpful and important LMS feature updates can go unnoticed.

        We want our LMS admins to know what’s new in their LMS so they can get the most out of their elearning system. This is why we have implemented a “New LMS Feature” news feed.

        This new news feed will be available in the admin side of the Knowledge Anywhere LMS. Users can conveniently scroll through and see what new features have been recently added, as well as learn about upcoming feature improvements.

        To access the news feed, go to your user menu drop-down at the upper left side of your screen and click on the “What’s New” menu link. There will be an option to rate the Beamer post as good, neutral, or not helpful. Please feel free to give us your feedback.

        Admins will see this update in their Knowledge Anywhere LMS in October 2018.

        See full list of October LMS updates here.

        As always, we are pushing to consistently improve our eLearning products to make sure our solutions match what our customers need. We’ve been listening to user feedback and updating our road-map. ​This quarter we have some great new updates to share with you. Take a look!

        Knowledge Anywhere LMS Feature Updates

        We have implemented some great feature updates this quarter for both admins and learners.

        Some of these updates include:

        • Simplifying the learner creation process for admins
        • Adding advanced text editor features to Manage User emails
        • xAPI bookmarklet

        We will also be implementing Beamer in our LMS for admins to help better communicate our latest LMS feature updates. Learn more about our Beamer update here.

        See the full list of updates here.

        eLearning Tool Feature Updates

        QuickQuiz eLearning Slack App

        If you haven’t tried out QuickQuiz yet, now is a great time. We just updated the app with some new features that make creating and administering quizzes an even better experience.

        In addition to the functionality of the original QuickQuiz, users can now:

        • Specify a quiz’s pass/fail percent
        • Customize quiz completion notifications
        • Enjoy improved quiz analytics
        • Have easier access to support

        What is QuickQuiz?

        QuickQuiz is a Slack App that allows administrators to quickly create and distribute quizzes to other Slack users.

        How could I use QuickQuiz?

        QuickQuiz is perfect for HR managers or team leaders of any kind to test knowledge. Send a piece of content to employees in Slack, along with a quiz to ensure the knowledge has been comprehended.

        Learn more and add QuickQuiz to your Slack account today!

        Scormify SCORM converter

        In Scormify, elearning professionals can upload their learning content and quickly and easily turn it into SCORM compliant courses for their SCORM compliant LMS.

        This quarter, we implemented a large user interface update, making it even easier to create an account and convert your elearning content.

        Try it out here!

        As a side note, we now offer a free, unlimited Scormify account for our LMS customers. Ask us about it!

        About Knowledge Anywhere

        Knowledge Anywhere is an elearning company focused on providing flexible, modern learning and development solutions that enable organizations to harness the power of an engaged, knowledgeable workforce. Our Learning Management System, Virtual Reality Training, and Course Development services, combined with our experience and customer support enables our users to create a learning and development program that boosts sales and drives company growth.

        QuickQuiz was released in the Slack App Directory in April 2018, bringing fast, easy quiz creation to Slack users. Over 500 organizations across the globe are now using QuickQuiz to test their users’ knowledge.

        Knowledge Anywhere, creators of QuickQuiz have just released a new version of the app with even more functionalities.

        What is QuickQuiz?

        QuickQuiz is a Slack App that allows administrators to quickly create and distribute quizzes to other Slack users.

        In addition to all the features of QuickQuiz 1.0, users can now:

        • Specify a quiz’s pass/fail percent
        • Customize quiz completion notifications
        • Enjoy improved quiz analytics
        • Have easier access to support

        QuickQuiz for elearning.

        Managers and team leads can utilize the quiz app as a free elearning tool for their teams. Administrators can send a piece of content to employees in Slack, along with a quiz to ensure the knowledge has been comprehended.

        In this way, administrators can quickly assess their team’s knowledge and learners don’t have to leave their regular workflow to do it. Everything can be done right from a company’s Slack channel.

        Find more information about QuickQuiz and add it to your team’s Slack here.

        Knowledge Anywhere consistently strive to improve their elearning products, as well as create new tools for elearning professionals. Follow the link to learn about another free elearning tool they have created called Scormify, a SCORM converter app.

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