While many companies have training programs in place, oftentimes they have core weaknesses. You need to be sure that your training program isn't wasting your time and money.

One of the biggest challenges for learning programs is to keep the training relevant to learners. In this article, we'll share some tips to make sure your training remains relevant.


Main Causes of Ineffective Training That Wastes Time

When you create a learning program, you want to make sure it's relevant, engaging, and actionable. There are several ways that your training may fall short and waste time.

Your Objectives Are Not Clear

Make sure you consult with all relevant departments and teams so that you're clear about the goals for the training. If there isn't proper communication beforehand, training may leave out crucial elements or include unnecessary material.

If goals are too broad, the training may not address important points. For example, a broad goal may be to teach users how to use a certain software application. However, the software may have hundreds of features, some relevant to your purposes and others not. It's necessary to focus on the specific features that learners will be using. To learn how to create and apply SMART goals with clear objectives, click here

The User Experience is Flawed

The way learning material is delivered has a big impact on the results. If learners have a hard time accessing or interacting with the content, they won't be engaged and may waste time trying to figure out how the system works. It's important to thoroughly test all aspects of user experience and make improvements as needed. This may include issues such as:

  • Difficulty logging into the system
  • Confusing navigation. Users may not be able to figure out where to go next or menus aren't accurately labeled
  • Glitches such as features not loading properly or crashing
  • Poor quality audio or visuals

If your training is a live virtual event, such as instructor-led training, a webinar, or a lecture, consider sending Learners this downloadable Free Virtual Training Checklist, which will tell them what steps to take before the event, cutting down on confusion and last-minute questions. 

There is an Information Overload

Learners can get overwhelmed if there's too much to absorb in a short amount of time. This can be a challenge for technical topics or when there are long lists of terms and principles to remember. When creating training modules, avoid overwhelming people's attention spans. Zoom fatigue is also a real phenomenon! Make sure you're taking breaks, using interactive tools, and chunking up information in order to leverage microlearning. 

There's a Lack of Media Types

People have different learning styles, which is why you should include course material in diverse formats, such as:

  • PDF files and other written material
  • Infographics and illustrations
  • Videos: Studies indicate that most learners prefer video to other types of media. According to Forrester Research, employees are 75% more likely to watch a video than read documents.
  • Slides
  • Live presentations, such as webinars

When you have multiple types of media, you address the needs of all learners. You also give them a chance to absorb and review material in various ways, such as reading about something after watching a video.

There's Insufficient Tracking

It's essential to track the results of learning programs, so you can measure what is and isn't working. Listening to user feedback is also important for assessing user experience and engagement. It's helpful to have users fill out a survey after training to give their immediate reactions.

To learn more about how to leverage your data and analytics, download our free eBook, Make The Most of Your LMS Data.

How to Make Learning Relevant to its Audience

The following are some key points to keep in mind when designing a learning program.

Use Microlearning

Microlearning is the practice of breaking complex topics into smaller, more manageable chunks. This is a way to improve engagement and prevent information overload and is also a convenient way to share material with Learners on different devices and locations. Just-In-Time Training is one method that can really help bring relevance to employees. Just-In-Time training allows employees to receive training around a task as they are doing the task. This makes sure learners can identify how their training is relevant to them in their role.

Use Pre-Testing Assessments

It's unproductive to teach people material that they already know. Similarly, if the learning content is too advanced for the learner, it will go over their heads. A simple way to avoid either of these problems is to create a pre-testing assessment that gauges what people know about a topic.

Example: If someone is learning a new language, there's a wide spectrum of abilities, from knowing a few words to fluency. Here is an example of a pre-assessment created to test students' knowledge of German.

This type of assessment is useful for measuring competency in any area. Based on the results, learners can be matched with the appropriate level of instruction and they won't be placed in a course unnecessary for them. 

Utilize Interactive Content

Interactive content formats, such as videos, simulations, and gamified elements, keep learners engaged. Interactive content not only makes learning more enjoyable but also allows learners to practice skills in a safe environment.  Incorporating interactive videos into your courses. These videos can include clickable elements, quizzes, or decision points that allow learners to make choices and see the consequences of their actions. Video-based learning captures learners' attention and provides a more immersive experience, making the content more memorable and relevant. One great way to create interactive videos is by using the tool Scormify.

Segment Your Learners and Their Content

By categorizing learners into distinct groups based on their characteristics and learning needs, organizations can tailor the training content to be more relevant and engaging for each segment. To effectively segment your learners on an LMS, start by collecting relevant data such as job roles, departments, skill levels, and learning preferences. Utilize this information to create learner profiles and then group them into segments accordingly. Once segmented, you can design personalized learning paths, assign specific courses, and develop targeted assessments for each group.


Training is costly and time-consuming. If the material isn't relevant and engaging, it turns into a waste of time and resources for everyone involved. You need to constantly review your process to make sure it's meeting your needs and in line with your latest goals. If your training program or LMS isn't saving you time and money contact us at Knowledge Anywhere. To schedule a free consultation with a training expert, click here!

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