Here are 10 key points to keep in mind when planning a digital L&D program:

Take a survey of the status quo

Summarize what the current state of your company’s training is. Draw on feedback reports and surveys to assess the success and measurable impact of these training efforts and see where it needs more improvement.

Conduct a needs analysis

According to Simon Sinek’s Golden Circle approach, you need to first ask yourself the why, how and what behind your training. Why do we want to equip employees with good language skills? How can we deliver training efficiently? What do we want to create and offer in terms of content?

Identify internal stakeholders

Rolling out a successful course takes getting everyone involved and seeing how they fit into the grand L&D design. This way, you can gather their feedback and address their concerns throughout the process. These people could be upper management, the IT team, and corporate learners.

Switch to digital learning formats

Today, the classroom training experience is being transferred to the digital realm — expanding learning opportunities. So ask yourself which learning methods should you should offer. On that note, why not put together the best combination of eLearning resources, live instruction (1-to-1 or in groups), and virtual course formats?

Consider existing connection points

Can you implement new training for employees in a learning environment that they’re familiar with? Today, eLearning can be seamlessly integrated into all major LMS, LXP, and intranet systems. With this type of learning environment, your employees can easily use existing user access for their new training.

Relevant content and strong content partners

Content is king. And this is especially true when it comes to digital language learning! Make sure you find a provider that regularly supplies you with relevant and up-to-date learning content. The engagement and success of your employees will increase as soon as the available resources also have a direct impact on your daily activities. Always ask yourself if the content you are using is really in line with the needs of your learners.

Create a communication plan

A well-designed communication plan is the key to successful company-wide training. So prepare your employees for your training program in a timely manner. You can also take the time to plan campaigns and events (e.g. introductory webinars) to make sure employees are informed and can start training immediately.

Motivate by giving rewards

Through gamified and social learning, use rewards to create incentives that motivate your employees as they take their training. These efforts have long been a staple of digital learning that manages to increase learner engagement and drive more learning engagement.

Regularly evaluate your efforts

More and more companies are beginning to harness the power of data and analytics to design effective training and development opportunities. Think about what target values you want to set and how you can evaluate them at a later date. What’s more is you can take those metrics and visualize them for your stakeholders.

Watch learning trends

The digital learning market is developing rapidly. That’s why it’s important to keep an eye out for current trends even as you design your training. Especially in the areas of Big Data, data literacy, and AI-powered learning, new innovations and technologies are constantly being developed that can help you optimize your company-wide training.

goFLUENT has been a digital enabler of corporate language training for over 20 years, which makes us an experienced partner in advancing communication and language skills for business professionals worldwide. Let’s talk about the topic of digital transformation.

A Checklist Every L&D Professional Should Have for Planning a Digital Program