Four Challenges Of eLearning Implementation And How To Tackle Them


Implementation of eLearning in corporations can be complex, but it is necessary.

The reason is that it proves to be more practical than seminars or in-room training sessions and does not hamper the employees’ productivity while in training.

Many organizations have digitized their corporate training programs. This way, they can accommodate training for new and existing employees on continually updating policies and necessary skill sets. 

This training can happen through multiple platforms like online Virtual Instructor-Led Training (VILT), interactive custom e Learning solutions, or a combination of both.  

However, eLearning implementation has its own set of challenges. You need to know the recipe to maintain the perfect balance and avoid curve balls while training employees using eLearning solutions.  

Additionally, your workforce might need more time to adopt a new training technique.

The training manager needs to know how to overcome these hurdles and ensure a smooth transfer of learning among employees. 

This article will discuss the common challenges that most corporations face while implementing eLearning and how they can be tackled.

Four eLearning Implementation Challenges And Their Solutions

If you have chosen to use eLearning to train your staff, you must be aware of the following frequent problems that often become apparent during implementation.

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Don’t worry. We won’t leave you alone with the challenges but also give you possible solutions. 

Keeping Learners Engaged

In today’s age of information overload, attention spans are shrinking alarmingly fast.

Knowing this, it is easy to see how keeping learners’ attention constant will be challenging during eLearning sessions.

eLearning is a more passive learning method that doesn’t call for active participation from employees, as opposed to more participatory, hands-on instruction.

Whether it’s a desktop computer, tablet, or mobile device screen, eLearning requires learners to sit in front of a screen for a particular duration.

This adds to the challenge of keeping them engaged in the learning module. Some might seriously need help to keep their attention focused on the lesson even if they try hard.

How can you then naturally make the content more engaging?


While it might be challenging to maintain learners’ interest in the training material, there are ways you can try it out.

Think about limiting your eLearning modules between 10-15 minutes in length and incorporating gamification as a means to encourage learners’ participation.

Try to make the content sound more interesting than just factual information that may get monotonous and boring.

It is the instructional designers who have a significant impact on eLearning engagement because they design how the course will look and unfold. 

Trainers With A Lot Of Responsibility

Many organizations don’t have a specialized team for eLearning development. They often split and develop training based on teams or departments.

As a result, training managers usually have multiple responsibilities. A training manager may serve as an instructor, subject matter expert, course creator, and LMS administrator.

While it may seem impossible for one individual to handle everything, it is the norm in many organizations.

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Firms frequently need more funds to hire an SME (subject-matter expert), instructor, and/or L&D team in-house, which adds to the cost of providing training.

In addition, nobody is an expert in every field. That means, in some cases, an organization may need to hire multiple SMEs. 

To avoid dealing with all these challenges, many organizations push all the responsibilities of training on one individual.

It is easy to imagine how it can get draining for one person to handle all these responsibilities.


Outsourcing assistance would be the most obvious answer in this situation. Outsourcing allows for the distribution of responsibilities based on each professional’s strengths and prior experiences. 

Moreover, eLearning development companies offer access to specialized expertise at a very affordable cost.

Not to forget, these companies have extensive experience with the eLearning development process.

This experience, and the expertise that comes with it can bring down the time and the monetary investment that will go into the course.

eLearning companies are also well versed in the techniques employed in making employee training courses more engaging and interesting.

Outsourcing will also free up time for your internal resources to focus on administering the training. 

No Accountability For Learning

Imagine receiving instruction in person from an instructor. To ensure learners effectively apply what they have learned, they can facilitate in-person discussions in this setting and provide real-time feedback.

Because learners can finish eLearning modules from distant locations without an instructor present, an interaction like this is not possible with eLearning.

No instant feedback is available, and everyone does almost everything independently.

Because of this, it is more difficult to hold employees accountable for using what they have learned in their roles and subsequently bringing about behavior change in alignment with the objective.


One of your first considerations should be how you’ll keep learners accountable for applying what they’ve learned to their roles.

Use manager discussion guides that mandate managers to follow up with their employees before, during, and after their training is complete.

These resources, which can be printed or digital, give managers various discussion points to review and reinforce course topics.

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Designing For A Wide Demographic Learners

The wider the background of your employees, the more challenging it will be for a designer to curate the course.

The instructional designer will need to comprehensively examine the training demands.

While doing this, the course designer considers all trainees’ knowledge gaps, educational and professional backgrounds, ages, lifestyles, and even technological proficiency levels to influence the final design.

Thus, finding a single, all-inclusive answer while treading a fine line between these many groups represents the ultimate challenge.


This hurdle can be overcome by empirical research. By asking thoughtful questions about and from your trainees, you can determine their knowledge gaps and create precise, pertinent learning objectives.

Think about creating a few poll responses to these fundamental training needs analysis queries, such as 

  • What position do you currently have with the business?
  • What is the backdrop of your career and education?
  • What expertise do you already possess? What competencies do you believe you need to acquire?
  • What drives you to do your job?
  • What type of learning do you prefer—for example, slides, pictures, videos, or interactions?
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While these are some common challenges, they are easy to overcome with just a little effort.

You can design an eLearning course that meets all your organizational needs and help your employees grow and learn. 

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