Your step-by-step guide to creating an effective eLearning concept

Are you faced with the task of introducing eLearning in your company, but don’t know where to start? Or do you have the feeling that your current approaches are not quite as effective as they could be? Then you’ve come to the right place. A well thought-out eLearning concept is the key to really connecting with your employees, imparting knowledge in a way that sticks, and supporting your corporate goals at the same time. But what makes a concept effective? And how do you ensure that the technology, content, and people all work together perfectly?

In this blog, you’ll find out why having an eLearning concept is essential, which steps you should consider when developing it, and how to avoid some common pitfalls.

An eLearning concept is more than just a bunch of digital learning content all thrown together. It’s a comprehensive strategy comprising a harmonious blend of technology, content, and learning objectives. It defines how you’ll communicate the knowledge in a way that sticks and take the needs of your target group into account.

The benefits of a well thought-out eLearning concept:

• Adds clarity and structure to your learning processes.
• You save time and money because content is created strategically and deployed efficiently.
• Learning outcomes improve because the content and formats are perfectly coordinated.
• Learners stay motivated because the concept meets their needs.
• Clear KPIs enable you to determine the success of your measures at any time.

An eLearning concept should cover all the elements necessary to effectively implement the training. This includes:

1. Target definition: Which skills are you developing and which business goals do you want to achieve?
   Target group analysis: Who are the learners? What prior knowledge and needs do they have?
    
2. Content: What topics are you going to cover and how can you organize them into logical modules?
   Formats: Which media and methods (such as videos, quizzes, and simulations) are most suitable?
    
3. Technical frameworks: Which software and platforms are you going to use and how are you going to integrate them into the existing IT structure?
    
4. Implementation plan: How will you introduce the concept and promote it to your employees to ensure their acceptance?
    
5. Evaluation: Which KPIs are you going to use to measure success, and how will you use feedback to optimize the course?

A complete concept takes into account not only the content and technology, but also learner motivation and your company’s strategic goals.

Before you start planning your eLearning concept, it’s important to ask yourself the right questions. After all, you can only develop a suitable learning program if you know where you want to go and who you want to target with your concept.

Take some time to think about your target group’s goals and needs. The following questions will give you clarity and a solid basis from which to take the next steps.

Defining targets:

• What exactly do you want to achieve with this eLearning concept? Is it about imparting knowledge, changing behaviors, or improving certain skills?
• What business objectives will this concept support? Are you trying to increase efficiency, improve compliance, or boost quality?
• What problems do you want to solve? Are there any specific challenges, e.g., knowledge gaps, high staff turnover, or inefficient processes?
• How will you know you’ve reached your goal? What measurable results (e.g., completion rates, productivity increases) do you want to see?

Target group analysis:

• Who are your learners? Which departments do they come from? What roles do they play in the company?
• What previous knowledge do they have? Are they already familiar with the content, or are they starting from scratch?
• How does the target group feel about digital learning opportunities? Are they tech-savvy or more skeptical? Do they have any reservations you need to take into account?
• Which learning formats do they prefer? Do they prefer to study alone or in groups? Do they like interactive content, short videos, or long texts?
• What motivates them? Is it about personal development, professional goals, or external incentives like certificates?

Tip: Talk to potential learners directly to understand their needs. Interviews or short surveys will help you get a realistic picture.

In an eLearning environment, the rule is that it’s not the volume of content that makes the difference, but its relevance and delivery. To really engage your learners, you should prioritize content wisely and package it in formats that are appealing and easy to digest.

But how do you decide which topics are really important and how to communicate them? The following questions will help you plan your content in a structured way and select the right formats to ensure that knowledge is not only imparted, but also retained.

Content and content prioritization:

• What’s really important? Which topics do learners need to understand to successfully perform their duties?
• What pieces of content build logically on one another? Is there some basic knowledge that needs to be taught first before more complex topics are introduced?
• How detailed does the content need to be? Is an overview sufficient, or do the topics need to be explained in depth?
• What content is more ‘nice-to-know’ and can be offered as an optional extra? Is there any content that is only relevant to certain target groups?
• Is there redundant content that can be avoided? Are certain topics already covered by other training courses?

Format selection:

• Which format suits the topic best? Is a video suitable for providing a quick overview, or is an interactive course better for conveying the finer details?
• How can you appeal to different types of learners? Is a mixture of visual, audio, and interactive formats suitable?
• How much time do the learners have? Does microlearning make sense, or do participants have more time to complete longer modules?
• Which formats are best for providing practical relevance? Would simulations, role plays, or practical exercises be useful to help learners apply the content in the real world?
• What technical options are available to you? Will it be easy to implement your chosen format with your learning platform?

Tip: Vary the formats to appeal to different types of learners and keep attention levels high. Complex topics are often better communicated through microlearning or gamification.

A successful eLearning concept lives and dies on its technical foundations. A good learning platform (LMS) not only has to deliver your content in the best possible way, but also fit the requirements of your IT landscape. It’s the only way to ensure that the platform will be used efficiently and actually make your employees’ everyday lives easier.

But what technical requirements should you consider, and how do you figure out which platform suits your company best? The following questions will help you to gain clarity and make an informed decision.

Platform selection:

• How user-friendly is the platform? Is the interface intuitive to use, even for people with no prior experience?
• Is the platform flexible? Can it be adapted to your individual needs, e.g., with your own branding or specific functions?
• How scalable is the platform? Will the performance be sufficient if the number of users or volume of content increase?
• What functions does the platform offer? Are there features such as certificates, learning progress tracking, or integrated communication tools?
• Does the platform offer sufficient security? Does the software comply with data protection regulations, e.g., the GDPR?

Integration:

• Is the platform compatible with your existing systems? Can it connect seamlessly with your HR, CRM, and other business solutions?
• Does the platform support your content formats? Can it display videos, interactive modules, or simulations without issue?
• How easy will the implementation be? Will the platform be ready to use quickly, or will extensive adjustments be needed?
• What does the support landscape look like? Is there a reliable technical support service if problems occur?
• Which interfaces are available? Does the platform support APIs or other standards for integrating additional tools?

Tip: Test the tools in advance with a small group of users to identify and fix vulnerabilities before rolling out the platform more widely.

The best learning platform and the most exciting content are of little use if the launch doesn’t go smoothly. You need clear communication and targeted training to ensure that your eLearning concept is accepted right from the start. It’s the only way to win your employees over to the new offer and create a positive learning culture that supports the concept long-term.

But how do you best communicate the benefits, and what training do your teams really need? The following questions will help you optimize your launch.

Communication:

• How do we clearly present the benefits of the eLearning program? What benefits can we emphasize for employees, e.g., flexible learning or personal development?
• Which channels are going to help us reach everyone? Should communication be via email, team meetings, or intranet articles?
• How do we get managers on board? What role can they play in promoting and supporting the program?
• Are there any success stories we can share? Do we have any examples of how eLearning has helped other teams?
• How do we deal with reservations or uncertainties?
• What questions might employees ask, and how can we best answer them?

Training:

• Who are you training and what is important?
• Do only the administrators and managers need training, or end users as well?
• What topics should the training cover? Should the focus be on how to use the platform, or will the content creators need to learn about didactic aspects, too?
• How do we ensure that the training is understandable and practical? Are short tutorials, workshops, or train-the-trainer approaches suitable?
• How do we support learners the first time they use the system? Can we offer a test phase, introductory webinars, or a step-by-step guide?
• How will we measure the success of the training? Will there be feedback rounds to check acceptance and understanding?

Tip: Offer a gentle introduction, e.g., with short introductory modules or a test phase in which learners can familiarize themselves with the system.

A good eLearning concept is constantly evolving. You need to formulate clear criteria to establish what you mean by ‘success’ to know whether you’re on the right track. And you can strategically eliminate weaknesses and continue to further optimize your concept by obtaining regular feedback and tracking the right KPIs.

But which KPIs and feedback are really meaningful, and how do you use them effectively? The following questions will help you make the success of your eLearning concept measurable, and continuously improve it down the line.

Defining KPIs:

• What do you want to measure? Is it about the participation rate, the increase in knowledge, or the speed at which new knowledge is applied?
• Which KPIs are relevant to your goals? Are completion rates, learning outcomes, employee satisfaction, or other factors more important?
• How often should the KPIs be reviewed? Should the results be evaluated on a weekly, monthly, or quarterly basis?
• What data will you need for this and how will you record it? Is this information generated automatically by the learning platform, or do you need additional tools?
• How will you utilize KPIs so that they not only provide figures, but also recommendations for action? Can you recognize weak points in the concept and react to them strategically?

Utilizing feedback:

• How will you obtain feedback? Are surveys, feedback forms at the end of a course, or regular meetings with learners the best method?
• What questions will you ask the learners? What do they think of the content, the platform, and the learning process? What suggestions for improvement do they have?
• How will you deal with critical feedback? How will you prioritize feedback and implement optimizations?
• How will you involve managers in the feedback process? Can they provide additional perspectives, e.g., on how the content is actually being applied during the workday?
• How will you share the results? Should the feedback be discussed with the entire team or only with those responsible for the platform?

Tip: Use learning progress reports from the platform to identify the program’s strengths and weaknesses and make targeted adjustments.