Gamification is a word with a lot of baggage! Maybe you hear it, roll your eyes and think “buzzword”. Or perhaps gamification in elearning sounds a bit daunting to you? The truth is, there are loads of ways to incorporate games and gaming elements into your corporate elearning. Read on to learn more and for a few inspiring examples of gamification in elearning.

• What is gamification?
• How to use gamification in elearning?
• 5 best gamification in elearning examples
• The benefits of gamification to businesses & employees
• Challenges of gamification in elearning
• Best tips for effective gamification elearning

What is gamification?

Gamification allows you to supercharge your elearning experience. It is the strategic use of game elements to enhance the learning experience. It involves integrating features like points, badges, and leaderboards into online courses to motivate and engage learners. No more dull, passive courses. Instead with gamified elements, your elearning is transformed into an interactive and enjoyable learning experience.

How to use gamification in elearning

Now we’ve taken a look at some best practices in gamification, it’s time to see it in action. Here are five examples of gamification in elearning that show different ways to incorporate some or all of these gaming elements.

1. Stories

Create a compelling storyline to captivate your users and take them on a journey. Create a story that embeds users in the plot as they tackle each section of the content. This is a great way to create immersive content and keep learners engaged throughout. Incorporating characters or avatars to represent employees can add an extra layer of fun to this form of gamification in business.

2. Visual design

Eye-catching visuals and aesthetically pleasing designs can make your corporate elearning more appealing and draw your users in. Combine bright colours and graphics for a visually stimulating gamified learning experience.

3. Competitions

Who doesn’t love a bit of healthy competition? Gamification at work can allow users to compete against others in their team or anonymous players, or even against themselves to keep motivation levels high. Consider including leaderboards so learners can see how they’re performing against their peers. This is especially effective for sales reps and top-performing employees, who particularly want to keep achieving more.

4. Challenges

Use elearning gamification to reward your learners with smaller, more frequent tasks and then ramp up the difficulty level as the session progresses. This will not only help them get into the swing of things, but leave them primed and ready for more difficult, rewarding challenges using what they have learnt along the way. 

5. Rewards

Gamify your learning to incentivize your users in the way of rewards such as badges, medals or unlocking new levels can help to boost their motivation and keep them engaged for longer periods of time.

6. Feedback

Providing instant feedback when a learner completes a task or quiz is a great way to keep them focused and engaged as it allows them to track their progress as they move through the different stages of the game.

Are you seeking additional advice on creating effective elearning with gamification? Look no further. Access the ultimate guide to transform your elearning to the next level.

5 best gamification in elearning examples

Now we’ve taken a look at some best practices for gamification in elearning, it’s time to see it in action. Here are five examples of gamification in elearning that show different ways to incorporate some or all of these gaming elements.

1. A gamified quiz with badges to motivate

When does a quiz become a game? Perhaps when visual rewards and badges are introduced alongside basic point-scoring, or maybe when a timer introduces an element of competition. This gamified elearning example does both of those things, as well as demonstrating several different question types.

See this example

This game-like quiz challenges learners to prove their financial crime knowledge. It includes question rounds that increase in difficulty, points to reward correct answers, and bonus questions with badges to collect.

Why it works:

• Gamifying quizzes with badges boosts participation by creating competition and motivating users to actively take part, resulting in higher completion rates and an immersive learning experience.
• Incorporating gamification and badges into quizzes makes learning interactive and enjoyable. Badges represent achievements, fostering a sense of progress and accomplishment, making learning enjoyable, reinforcing positive behavior, and encouraging continuous learning.
• Badges provide recognition and reinforcement for participants’ efforts. Earning badges for completing quizzes or reaching milestones validates accomplishments, boosting self-confidence, motivation, and the desire to continue participating in quizzes and learning activities.

2. Scenario + game elements = sales simulation

This gamified elearning demo shows how simple gaming mechanics can be cleverly applied to a scenario-based approach. The result: a realistic learning environment that really resonates with salespeople.

Try this sales simulation example

The elearning example provides interactive scenarios and simulations mirroring real-world sales situations. It enhances sales skills and decision-making through safe practice, fostering effective sales strategies and improving overall performance. It offers a hands-on approach for learners to develop their abilities in a realistic environment.

Why it works:

• The sense of competition and urgency created by the game mechanics is relevant to the subject, with real life scenarios reflecting a fast-paced, target-driven sales floor
• The user isn’t controlling a character; they are the character – so the stakes feel higher and the game can be more directly transferred to the workplace
• It’s a low-cost audio-driven simulation and a great demonstration of achieving gamification in employee training without huge expense

3. Product knowledge game-like quiz

Creating a sense of play in your corporate elearning is great for engagement and easy to achieve through gamification. Fun, game-like product knowledge quizzes, like the example below, are a great, interactive way to test a learner’s understanding.

Test this gamification example.

This game-like quiz is designed to enhance product knowledge by offering an interactive learning experience through gamification elements such as badges, competition, and achievements. Learners engage in the quiz to earn badges, reinforcing their learning progress and providing recognition for their achievements. 

Why it works:

• With this example of elearning, question rounds are used to emphasize increased difficulty using different points assigned to different questions.
• Learners are incentivized to apply their skills correctly, making the content more likely to stick in the learner’s mind when handling a real-life situation.
• Game-like quizzes are great for the creation of content that involves high-pressure scenarios. Gamification is great for replicating this sense of pressure or less serious topics that you can have a bit of fun with.

4. Game-like quiz: General purpose

This fun, game-like quiz is made up of three rounds on your chosen subject. Each round offers the chance to win points and badges. Decide whether to formally assess learners or not.

See this example.

The showcased elearning is a game-like quiz with a general purpose. It offers an engaging and interactive experience for learners through gamification elements. The quiz aims to enhance knowledge and understanding in a fun and enjoyable way and can be catered to a wide range of topics or subjects.

Why it works:

• You can appeal to the learner’s competitive spirit by rewarding correct answers, as well as providing bonus questions with badges to collect. 
• The interactive nature of the elearning helps improve knowledge retention. By actively participating in the game-like quiz, learners are more likely to remember and understand the content, as they are applying it in practical scenarios.

5. Time-saving tailored retail training

This piece of elearning offers a personalized and engaging learning experience for retail professionals. It showcases how to cater to a range of learner needs by offering different paths through the content.

See this example.

In this gamified elearning example, tailored retail training comes to life. Learners embark on a journey filled with interactive scenarios, practical challenges, and real-world simulations. The training focuses on enhancing customer service skills, product knowledge, and sales techniques, ensuring that each participant gains valuable skills and insights that are directly applicable to their roles in the retail industry.

Why it works: 

• This type of training is great for businesses with high staff turnover, seasonal staffing, and busy learners.
• Incorporating interactive elements such as scenarios and simulations ensures that the content closely mirrors real-life situations encountered in the retail industry. This gives learners the practical skills and knowledge they can apply immediately.

The benefits of gamification for businesses & employees

Gamification in business comes with a number of benefits, both for the organization and participating users. Here, we take a look at some of the most prevalent benefits of gamifying your learning.

1. Encourages active learning

The gamification of elearning encourages learners to take an active role in their learning by providing them with ample opportunities to interact with the content. Rather than passively absorbing information, learners can test their knowledge as they go and gain instant feedback. 

2. Promotes continuous learning  

The competitive element of gamification can spur users on to beat their score or move to the next level, which promotes continuous learning. Users are also more likely to revisit a module if they feel they can score higher, meaning they’re more likely to retain the information through repetition. 

3. Improves productivity

Incorporating gamified elements into your corporate elearning can help employees to stay engaged for longer, meaning they get through more content in less time. Instead of spending half an hour watching a training video, learners can take part in three 10-minute quizzes, for example. Research has concluded that 89% of respondents would be more productive if their work was gamified, with increased happiness levels at work.

4. Creates more enjoyable learning experiences

Not only does gamification help employees to stay engaged for longer periods of time, but it also provides a more enjoyable learning experience. This helps your digital learning become less of a chore and something users can enjoy getting stuck into, instead!

5. Allows companies to collect performance data (and track performance against learning objectives)

L&D teams can leverage gamified workplace assessments to gain useful insights into employee performance and uncover topics or concepts that employees may need further training on. This can help to inform future elearning material and identify where existing modules may need improvement.

Limitations of gamification in elearning

While gamification in elearning has many benefits, it’s not necessarily right for every purpose. In some instances, where you’re dealing with more serious or challenging topics, such as compliance, for example, it may not be appropriate to gamify your content as it may detract from the key messages or takeaways. 

It’s important to treat each topic or module as unique and set your learning objectives before you decide whether gamification will be effective. Gamified content may also not be the right fit for your company depending on your company culture and/or sector, so you should also factor this in when designing your corporate elearning content. 

The most effective elearning programs are tailored to their users and individual learning needs, so if gamification isn’t right for you, experiment with other formats. Check out our guide to elearning best practices for inspiration.

Best tips for elearning gamification

1. Start small but don’t cut corners

Rather than going all-in on a high-profile gamification project, target a particular business area, audience or programme and experiment with different approaches. Make sure you have some control data and gather more after implementation to assess value add. Build up to more complex or widespread implementations. Just remember, starting small doesn’t mean just adding points to a task or tacking a leaderboard onto an end-of-course quiz. The game mechanics have to serve a purpose beyond ‘making it fun’ for gamification in business to be truly beneficial.

2. Prioritise the learning, not the game

Points and competition only deliver value if they’re tied to behaviours and performance. Always get the employee training objectives straight first and design game mechanics to be in service of those. It can be worth developing a hierarchy, whereby points are easily earned (maybe for completing a profile or sharing the course) and accumulate quickly, but badges are more meaningful, offered only in return for doing something that demonstrates new knowledge, competence or skills.

3. Be clear on criteria and progression

Transparency and clarity about how the game works will keep people engaged and motivated. What tasks earn points? What do points mean? Perhaps they translate into badges or unlock new content. What’s the criteria for reaching the next level or reward? What do rewards mean in reality? (Maybe they translate into tangible or financial benefits, or serve as accreditation of a skill that opens opportunities.)

4. Ramp up the challenge gradually

Learners need frequent, easy achievements to begin with. Once they’ve got to grips with things and seen that effort reaps reward, they’re primed and ready for a bigger challenge. The aim should always be for the next level to be within sight, challenging but attainable. Even better if each new challenge requires learners to draw on what they’ve most recently learnt.

5. Don’t disregard individual competition

It isn’t always feasible or appropriate to pit learners against learners on public leaderboards – but that doesn’t mean you can’t successfully gamify your content. Social polling lets an individual see how they compare to others, but anonymously. Or take FitBit: it has the community aspect, but plenty of people use it without that. There’s something intrinsically rewarding, even slightly addictive, about setting a goal and measuring your progress towards it (then hopefully achieving it!).

6. Facilitate continuous learning

Look for ways to encourage learners to keep returning and improving their score (and therefore, their skills and competence!), such as resetting leaderboards regularly or introducing new challenges or rewards periodically. Give people a reason to keep coming back rather than considering their learning ‘done’ and you’ll be supporting a culture of continuous, informal or on-the-job development.

Summary

These four examples show that including gamification in elearning doesn’t have to be daunting. Gaming elements such as points, badges, and levels can – with a little thought – add an extra dimension to your online courses that will help engage learners and make your content stick. To discuss these gamification examples or to find out how Elucidat can help you add gamification at work, get a free personalized demo today. We can help you do it!

Want to create engaging gamified examples like these? Take your elearning to the next level with this certified course in engaging elearning design.

When it comes to online learning experiences, branching can be a great way to help learners practice, keep things interesting and relevant, and improve retention. Get ideas for how you could better engage your audience with these five branching examples.

Branching simply means designing different routes through the content, depending on input from the user. This could be as simple as a role selector that delivers only the material relevant to that role – useful if you have diverse user groups or want to offer point-of-need quick reference. Or it could be as complex as a multi-path scenario-based approach – more design effort but effective for behavioral topics or encouraging reflection and discussion.

Here are five examples of different ways to use branching in elearning.

1. Simple branching for personalized action plans

Say “branching” and people often auto-fill to “branching scenarios”. But branching is just the process of taking learner input and using rules to show them a specific set of content accordingly. In this Delegation Skills example, the learner does some self-reflection, which then allows the course to deliver the right one of a set of action plans, tailored to their style, strengths and needs.

Simple branching example:

In this Delegation Skills example, the learner does some self-reflection, which then allows the course to deliver the right one of a set of action plans tailored to their style, strengths, and needs.

Why it works:

• It’s a simple way to deliver a relevant, efficient and practical learning experience
• The personalized techniques can be tried out immediately in the following scenario
• Social polling is incorporated to illustrate a variety of approaches taken by other leaders

Giftable | Click here to go to this example

2. Branching for role-specific content

Another great use for branching in elearning is to make detailed, comprehensive content more accessible and relevant to an individual user. When it comes to policy, process, or procedure information, you may want to create one course but have different audience groups needing different subsets of the content. This example on Shared Parental Leave demonstrates how branching can help with this.

Branching example:

This elearning example aims to transform the typically dry and unengaging subject of policies into an interactive and captivating learning experience. It creates visually appealing and interactive content that holds learners’ attention while educating them about policy-related topics.

Why it works:

• It keeps the audience segregation simple: HR or not-HR, rather than a long list of individual job roles
• A dynamic menu makes the branching feel seamless; in this case, there is no need for the user to be aware of the alternative routes through the content
• The whole demo is focused on the real-life application of the content, both in terms of the level of detail needed and in the decisions and tasks replicated in the simple, practical quiz

Giftable | Click here to go to the demo

3. Branching in conjunction with game elements

Branching is just one elearning design technique, which can be layered with other approaches to great effect – like in this sales training demo. Here we’ve added game elements to a branching scenario to increase engagement and tap into the competitive atmosphere of sales.

Sales simulation example:

This sales simulation offers an immersive and practical learning experience in the field of sales. It provides learners with realistic scenarios and interactive simulations to enhance their sales skills, knowledge, and decision-making abilities. The course aims to bridge the gap between theory and real-world sales situations through engaging and dynamic content.

Why it works:

• The choice to review learning content or dive right into the call simulations is part of the scenario itself
• Each time the user selects a response to the potential client, they are branched down the appropriate route, so the simulated conversation always feels natural and real
• It uses audio to great effect, keeping it realistic and cost-effective (there’s no need to splash out on video when the real-life activity it’s simulating is phone-based!)
• Features like points and timers gamify the scenario and appeal to the target audience

Giftable | Click here to go to this example

4. Branching for compliance

Shallow branching is at play in this compliance elearning example, as the learner is asked to make a decision. There is the opportunity for an ‘imperfect’, as well as correct and incorrect decision to be selected and played out. More nuanced than shallow branching, this approach brings a little extra depth and allows grey areas to be explored. 

See this branching example:

The branching example provides comprehensive training on unconscious bias in the workplace, its impact on decision-making and relationships, and strategies to mitigate and address these biases. 

Why it works:

• Bringing in sensitive issues can be a good way to open discussions, explore consequences and understand solutions before they take place in the work environment.
• The branching means the user learns by doing; they make a choice and immediately see and feel the impact on the characters they are in control of or responsible for.
• Where mental health and other similar topics are concerned, there isn’t necessarily a ‘right’ answer, and branching allows the user to play out different approaches safely.

5. Process branching scenario

This process branching scenario showcases scenario design principles, planning and structuring branching pathways, incorporating feedback and consequences, and optimizing learner engagement.

Explore this branching scenario:

This branching scenario takes learners through the safety precautions for warehouse supervisors. Learners can decide what to do, then see different outcomes depending on their decision. 

Why it works:

• Immediate feedback is given for each decision, building competence and confidence. 
• Can minimize the likelihood of mistakes made in real life that may have a life-changing impact. 
• The user’s route finishes with a summary of safety procedures as a useful takeaway for discussion and reference.

There you have it: five ways to use branching in your learning design. If you need to offer adaptive or personalized content, branching can help your users quickly get to what they need. And branching scenarios can be a good design choice if you want people to experience the impact of different approaches, play out new techniques and skills, or explore various facets of a subject that isn’t black and white. The best news? All of these can be done in Elucidat!

If these branching examples have inspired you, ask us for a free trial of Elucidat and see what you can do.

We support hundreds of elearning projects across all our customers and, if there’s one thing we’ve learned, it’s that each project is unique. Each course has a specific goal and audience that determines the design approach. We’ve rounded up 10 of the best elearning examples – each perfect for different goals and audiences – to give you fresh ideas for engaging with your audience. Get inspired with these expert examples of digital learning! ​​

10 best elearning examples

Here are the 10 best elearning examples to engage your audience and enhance your elearning.

1. Game-like quiz

Creating a sense of play in your corporate elearning is great for engagement, and easy to achieve through gamification. Fun, game-like product knowledge quizzes like the example below, are a great, interactive way to test a learner’s understanding.

Game-like quiz elearning example:

Test this gamification example.

You can appeal to the learner’s competitive spirit by rewarding correct answers, as well as providing bonus questions with badges to collect. With this example of elearning, question rounds are used to emphasize increased difficulty using different points assigned to different questions. Learners are incentivized to apply their skills correctly, making the content more likely to stick in the learner’s mind when handling a real-life situation.

A great product training approach for:

• Learners who are motivated by competition.
• Content that involves high-pressure scenarios. Gamification is great for replicating this sense of pressure, or less serious topics that you can have a bit of fun with.

    2. Microlearning 

Microlearning can be an effective way to deliver learning in short bursts that fit with learners’ needs and busy schedules. It works well for learning on the job, at a moment of need, and as part of spaced learning, where users build up their learning over time through a series of microlearning topics. It can help drive long-term behavior changes in this context.

Quick briefing microlearning elearning example: 

Try this microlearning example.

Your employees are busy working whilst developing their skills, so providing information in a quick and easy way to digest is ideal. This microlearning setup helps you quickly explain the steps in a short and straightforward process. There’s space to give examples, ask questions and summarise key takeaways. 

This is a great interactive elearning approach for:

• Employees working in busy environments with little time for elearning.
• A blended learning journey comprised of short bursts of elearning that can be taken at the learner’s own pace.

   3. Simple branching scenario

Branching scenarios bring your content to life and give your learners the power to shape their own learning experiences. They also give learners the opportunity to make mistakes in a safe space, allowing them to explore consequences without causing actual harm or embarrassment. This makes them an obvious design choice for high-stake subjects, like navigating health and safety incidents.

Simple branching scenario elearning example:

See this branching scenario elearning example

This example shows a simple, impactful way to build branching into your design. After making a decision in a scenario question, learners see the consequences of their right or wrong choice. They are then put back on the right path to continue the story and make their next decision. This simple branching scenario helps line managers tackle the most challenging situations to navigate, including addressing negative behavior change. 

A great learning approach for:

• Giving context to policies and procedures to make them easier for learners to apply.
• Encouraging behavior change.

4. Case study with polls

Using social polls within elearning is useful to uncover new and challenging situations, such as dealing with difficult conversations as a line manager. Common challenges are identified to which line managers can compare their views with others and ensure they continue to respond in a fair manner. Real-life examples help to provide line managers with a range of strategies and tactics they can employ in their own situations.

Case study with polls elearning example:

Try this interactive case study with polls now!

This case study course asks the learner to reflect on a situation that is unfolding. Social polling graphs follow each question, revealing how the learners peers answered. In the moment feedback explains what the right action to take would be and why.

Follow this example to collect some practical tips and strategies to tackle difficult situations in your new role, like having a tricky conversation with new managers.

A great learning approach for:

• Bringing skills-based content to life
• Exploring the nuances of challenging situations 

    5. Guided self-reflection

This personalized module encourages learners to stop, reflect, then commit to actions they’ll take forward on a specific topic.

Adding an element of social sharing and comparison to a learning experience appeals to the natural curiosity in all of us. Social polls are an effective way of sharing users’ responses with each other in an impactful – yet anonymous – way.

Guided self-reflection elearning example:

Try this self-reflection example for yourself!

This tool gives the learner the chance to reflect on how well they manage their team remotely, exploring where their strengths and weaknesses are and how they can make positive changes to their management technique.

A great learning approach for:

• Leadership and management training
• A reflective activity within a wider learning blend

   6. Scenario-based policy training 

Breaking down your training into short chunks goes a long way to holding learners’ attention and avoiding a situation where they click without reading. It also allows you to focus each chunk on a specific learning point or behavior, as you can see in this scenario-based policy training example. 

Scenario-based policy training example:

See this branching scenario elearning example

This non-linear design brings a Code of Conduct policy to life through bitesize scenario challenges, making it easy to digest. Learners are rewarded with badges for successful decision-making, adding to the overall learning experience, making it active not passive. 

A great learning approach for:

• Making policies easier to relate to and implement in role.
• Learners who are incentivized through rewards.

   7. Quick quiz

Quick assessments are great for gauging where your learners are and noting which learning modules people tend to struggle with. This can help see where further training is needed to overcome this knowledge gap.

Quick quiz elearning example:

Try this quiz example for yourself!

Here’s a classic knowledge check quiz designed to test a learner’s understanding and let them know how they scored. Choose whether to formally assess them or not.

A great learning approach for:

• Checking learners have understood key learning points.
• Weaving into a blended learning approach alongside knowledge and skills building.

   8. In-depth process training

When learners need to get to grips with a process, it’s important to make training as simple to digest as possible. This top elearning example takes the learner through a step-by-step experience that breaks down a complex process into manageable chunks, explaining the ‘why’ as well as the ‘how’.

In-depth process training example:

See this process training example

A non-linear approach using an easy-to-navigate menu is great for in-depth process training. It breaks the content into distinct topics that give an overview and then drills down into detail. It includes examples and knowledge checks, before helping learners embed and practise what they’ve learned with a scenario.

A great learning approach for:

• Training learners on a new process being introduced to the business.
• New employees as part of an onboarding flow.

9. In-depth learning: Onboarding

New starters have a lot to take in during those first few days in their role, but you can ease the learning curve by providing quick, focused overviews. A non-linear approach with a menu of short topics is great for upskilling learners on key tasks quickly. They can easily refer back to the content on their phones.

Onboarding elearning example:

Try this onboarding example for yourself!

This example gets new hires and contractors ready to roll on their first day. It focuses on key subjects like company values, meeting the team, and FAQs. A range of interactions are used to bring this content to life, including video-based learning and timelines. 

A great learning approach for:

• New hires or contractors who need to get up to speed with tasks and equipment quickly.
• Short, focused processes with practical steps to follow.

10. Compliance test with question pools

Assessments are often critical, especially where compliance training is concerned. But how do you make sure they test your learners thoroughly enough? And how do you reduce the likelihood of sharing answers? Question pools are a great solution to making corporate elearning effective for all.

In this laboratory compliance test, question pools are used to create a robust assessment. Question pools mean that when a learner retakes the test, they’re unlikely to see the same questions again. This helps ensure learners truly understand the learning content – they won’t be able to simply choose a different answer on a second attempt. It also makes it harder for learners to share answers as it is unlikely their colleagues will have been posed the same set of questions.

Compliance test with question pools example:

See this question pools example

In this test, learners will be given the chance to put their safety skills into practice. Working through four randomly selected questions – the first two about working with chemicals, followed by two questions about managing risk.

This elearning example is a great learning approach for:

• Business-critical content that needs to be tested, such as compliance rules and regulations.
• Audiences who need to prove a thorough understanding of a subject before starting a particular task.

If you’re ready to start creating elearning examples just like this, then try this certified course in engaging elearning design.

Design impactful elearning with Elucidat

Look no further than the Elucidat showcase for more elearning examples. Our showcase is filled with an array of elearning examples designed for different audiences and goals.

If you want to acquire a new authoring tool, read our best elearning authoring software review, where we compare the top software in the market.

Feeling inspired? Ready to create impactful elearning like this yourself? Start creating engaging, high-quality elearning with ease with Elucidat’s elearning authoring platform. Book a demo and a free trial today to see how the Elucidat platform can help you design impactful elearning courses.

With so many jumping on microlearning’s bandwagon, is it the big L&D heist many experts argue – or is promise lurking? As always, it comes down to execution. We’ve shared 6 top microlearning examples and best practice tips to help you hit the mark.

What is microlearning?

Microlearning is a way of providing short, focused pieces of content to an audience. It’s not a new idea, and the effectiveness of microlearning has been debated within the learning and development industry. Bite-sized courses don’t necessarily equal good learning. However, in the right context, it can be highly effective.

Why consider microlearning?

In a world where people are checking their smartphones 9 times an hour, and competition for attention is now extra fierce, it’s no wonder that shorter digital learning content is becoming more popular.

Zoom fatigue in the wake of lockdown has also meant that average learning session times have decreased from 20 to just over 4 minutes, on average.

Modern workplace learners want to access elearning courses on mobile devices, on the move and in stolen pockets of time – on trains, over breakfast, before meetings. If you want to gain traction for your content, you should consider how to target those tiny windows of opportunity. Mobile microlearning is one method of offering on-the-go learning on any device.

When designing microlearning, it’s key that the bite-size learning format isn’t used as a vehicle to deliver lots of content randomly. That would misuse the small amounts of time modern learners have and disable the learning from sticking. The best microlearning tools utilize the pockets of time effectively, not overloading the learner with information which is unlikely to lead to worthwhile changes in behavior.

An introduction to microlearning theory

Microlearning theory is based on a concept by German psychologist Hermann Ebbinghaus and his trials on human memory. Ebbinghaus pioneered the ‘forgetting curve’ which illustrates how much information the brain can retain over time, and how quickly people typically forget new knowledge they have acquired. According to the Ebbinghaus Forgetting Curve, people only retain 21% of what they learn within a month. 

Microlearning provides a solution to this by adopting a ‘little and often’ approach. Learners are much more likely to retain information if it’s broken up into digestible pieces that they can revisit on a regular basis.

Benefits of microlearning

Could microlearning be an effective approach to help you reach your L&D objectives? Here are just some of the key benefits of microlearning content.

Quicker and easier to consume

As the name suggests, microlearning focuses on small snippets of information. These bitesize training modules are quick and easy to consume, meaning your employees can still learn alongside their other day to day tasks, without disruption.

Allows for flexible learning

The concise nature of microlearning means that learners can fit it around their busy schedules and complete modules on the go. It’s also well-suited to mobile or tablet devices, enabling employees to pick it up at a time that suits them, from wherever they are

Learners can choose their own path

Microlearning enables learners to adopt a fluid learning schedule by choosing which topics they want to tackle when and setting their own pace. Offering learners this flexibility can help to keep them engaged and support different learning preferences.

Higher learner engagement

It can be challenging to keep learners engaged for long periods of time, especially for topics such as compliance and soft skills. Keeping the content concise and giving learners the freedom to choose which topic to focus on can help to keep them engaged and focused./head

It is easier to digest resulting in higher knowledge retention

Microlearning follows memory retention best practices by offering small blocks of learning that can be revisited regularly to engrain new knowledge. Delivering training in small segments also allows for the learner to focus on one idea or concept at a time, instead of having to try to absorb a lot of information at once.

Challenges of microlearning

While there are numerous benefits of microlearning, it doesn’t come without its challenges, most of which can be addressed with the right LMS or authoring tool. 

Managing vast amounts of content

Unlike more traditional corporate elearning formats where content is split into 20 or 30 minute sessions, microlearning content may only be 5 minutes long which means you’ll need more content to cover all topics. You may have more to organize and maintain within your LMS which can be time-consuming.

Ensuring design and branding consistency across all content

It can be difficult to keep the look and feel of your microlearning content coherent, especially if you’re creating it at scale with input from multiple team members. Opt for an authoring tool that allows you to create customizable templates and change logos or images across multiple content assets in just one click.

Achieving the right level of detail

Striking the balance between making your microlearning content short and engaging whilst also detailed and informative can be challenging. When building your content, be sure to enlist the help of your Subject Matter Experts who will be able to ensure the content is impactful and includes all the key information the learner needs on each microlearning topic.

Here are some ways to deliver microlearning, smartly.

6 microlearning examples

Some of the microlearning examples here have been produced using Elucidat’s pre-build templates and can be gifted into your Elucidat account (or free trial). This feature helps you create high-quality engaging content 4x faster!

Microlearning comes in all shapes and sizes. Some example formats and techniques you could consider include:

1. Quizzes and games

Test your learners’ knowledge with short and snappy quizzes that allow them to gain instant feedback and have fun along the way! 

2. Microlearning videos

Easily one of the most engaging formats, video-based learning can break down larger, more complex topics into interactive modules for learners to follow. 

3. Action-led microlearning 

This microlearning example encourages learners to be reflective and actively engage with the content by putting their own plan together for developing their skills instead of passively absorbing information.

4. Short scrolling pages 

A one-stop scrolling page allows users to access all the information they need on a topic in one, easy-to-follow format. This makes it simple for learners to extract the key highlights of a topic and understand the order of linear processes. 

5. Microlearning masterclasses 

Combine short segments on theory with speedy demo videos and expert tips to create a comprehensive masterclass menu that learners can work through in small increments.

6. Practical on-the-job learning

This type of microlearning focuses solely on practical, action-based content that users need to focus on their job more effectively. No theory, no time-wasted, just useful, relevant training available on the go. 

Take a look at some of these microlearning examples in practice below.

1. Testing knowledge with interactive training

When employees are developing their skills, theory isn’t enough. To improve, learners need to reflect on their current skill level, understand the practical steps they need to action, and commit to practicing on the job – and that’s where interactive microlearning can help. 

See this example

This microlearning example of how to manage remote teams shows how microlearning principles can support this process of skill development.

Why it works:

• After kicking off with an attention-grabbing statistic about remote teams, 5 top tips are presented on dedicated pages. This consistent design approach helps to deliver microlearning content in short bursts while keeping a focus on practical steps
• Crucially, learners don’t just read the tips; they are encouraged to reflect on which ones they want to implement in their teams
• At the end of the elearning, each learner creates their own action plan, committing to put their new knowledge into action
• This helps employees take ownership of how they develop their skills, particularly where there’s not just one ‘right way’ of doing things

This microlearning training example was created using one of Elucidat’s pre-built templates – meaning you can use this template yourself to quickly build your skill development training!  This template is free and available to all Elucidat customers and free trial users.

2. Microlearning for briefing global company updates

Your busy employees are focused on enhancing their skills, making it essential to provide information in a concise and easily understandable manner. This microlearning setup enables you to promptly convey the steps in a brief and uncomplicated process. It allows room for presenting examples, posing questions, and summarizing the main learning points in multiple languages.

Elucidat’s Auto-Translate and multi-language export features have been used to reach a global audience!

See this example

Single-scrolling pages like those used in this quick briefing microlearning example are great for sharing policy updates quickly and in an easily digestible way. This is particularly important when changes take place in the business. 

This is a great interactive elearning approach for:

• Employees working in busy environments with little time for elearning
• A blended learning journey comprised of short bursts of elearning that can be taken at the learner’s own pace

3. On-the-job support

Learning shouldn’t be separated from the day job. Short, snappy performance support resources designed to be used “on the job” make corporate elearning practical. They often go down well with learners, as they’re designed to be succinct and useful above all else.

See this example

This example of a product knowledge resource illustrates how a well-designed, responsive digital resource can put practical performance support literally in the palm of a salesperson’s hand.

Why it works:

• It’s pared right back to only the practical content the user needs to do their job
• Images and formatting help to highlight key information at a glance
• It offers true on-the-job reference support, as well as just-in-case learning
• There’s a clear structure, so it’s easy to dip in and out at the point of need
• It works seamlessly across devices (crucial for real-time performance support)

4. Step-by-step compliance process

Many compliance courses are primarily created to fulfill a requirement and check off a box. While compliance training is mandated by law, its significance extends beyond mere legality. The ultimate objective is to effect behavioral change and assist your employees in making the appropriate decisions. Therefore, your training must truly resonate with the participants. 

See this example

When learners are required to understand a practical compliance process, it is vital to present it in an easily understandable manner. This example demonstrates how a visual menu can be used to divide the steps of a process, ensuring clarity without losing sight of the overall context

Why it works:

• This visual menu shows each step of the process as individual topics, presented in the sequential order of the process. Providing learners with an overview of the entire process at a glance, helps them grasp the bigger picture before delving into the specific topics for detailed information.
• The design of each topic can be adjusted to accommodate the complexity of the process. In this particular example, each topic offers a concise overview of the step using a single interaction, allowing the course to serve as a quick refresher module as well. For more intricate processes, this approach can be expanded by incorporating multiple pages within a topic.
• A concluding case study reinforces the steps by demonstrating how the process can be applied in real-life scenarios. It is accompanied by a summary, directing learners to additional resources for further information.

5. Scrolling ‘what, why, how’ page

Scrolling pages give learners a user-friendly, immersive, and efficient learning experience, greatly benefiting their upskilling journey. This form of microlearning is flexible as learners can easily scroll through content at their own pace, helping to maintain their focus

See this example

Keep process-based microlearning practical with a focus on what learners need to do, why they need to do it, and how to go about it. This microlearning example about how to wash your hands offers a one-stop-shop resource to upskill learners.

Why it works:

• When you’re training on a simple and practical process, a short scrolling page that focuses on what, why, and how cuts straight to the core information 
• The scrolling design is perfect for explaining a linear process for the first time as it shows the whole process on one page
• The content is broken down into clear visual sections and headings. Each section only takes around 1 minute to interact with, making it manageable and easy to digest 
• It’s also simple for learners to skim when they need a quick refresher late

6. Quick onboarding for practical tasks

New starters have a lot to take in those first few days in their role, but you can ease the learning curve by providing quick, focused overviews. This retail microlearning example showcases how to design your onboarding training to be memorable and make the learner feel less overwhelmed in the onboarding process. 

See this example

This one-page digital onboarding experience aims to get new or redistributed staff up to speed quickly by focusing on the essentials. Scrolling pages present information in a clear and concise manner, reducing the time required to complete the course or acquire specific knowledge or skills.

Why it works:

• Practical tasks are broken down into clear, simple steps, making it easy for new staff to get up to speed in a short amount of time
• Video demonstrations and checklists provide further support
• In-page navigation makes it simple for learners to complete each section of the page
• The scrolling design makes it easy to refer back to the content on mobile devices

This onboarding microlearning was built with a Elucidat’s pre-built template and it’s available to all Elucidat customers and free trial users.

Expert tips to get your microlearning strategy to deliver

1.  Be the answer

If there’s one lesson to take away from why Google is so popular (and obviously there’s a lot more than this!), it’s because it answers your questions.

We could call this the three S approach:

• Situation – Got a flat tire.
• Seek – Look up how to fix it.
• Solution – Fix it.

In a corporate training context, it can be tempting to take a whole course on; for example, conducting performance reviews and breaking it into bite-sized chunks to make it “micro.” But this can still miss the mark. A manager about to conduct a performance review will have specific needs, such as being unsure when to deliver constructive feedback or how to deal with a certain challenge in the conversation. A performance review is a scenario that will be different for everyone, every time, so the digital learning needs to reflect that.

Run a survey to ask your audience what they need help with, and see the results in your analytics dashboard. Then, start designing for microlearning content for those needs.

Nick Shackleton-Jones, who rails against the microlearning hype, explains how taking a Q&A approach helps shape resources that are useful and short – read his thoughts here.

2.  Be useful

Armed with evidence of what your audience actually needs – as well as some evidence of specific performance gaps that need to be closed – you are now in a good position to create short, focused resources that are genuinely useful.

Ignore the plethora of content you might have up your sleeve, and instead, focus on designing resources that provide the answers to those questions you’ve uncovered. Work in specific solutions to the problems your audience is likely to come up against.

Concentrate on the media that can best deliver the help that’s needed. Use videos of experts answering specific questions, PDF downloads, infographics, digital guides, interactive diagnostics and more. Curation is king here – the microlearning examples above all do this really well.

3. Be holistic

We don’t tend to practice skills or behaviors in a siloed way, but instead, deal with what’s in front of us.

A huge benefit of going micro with your digital learning is that you can enable individual learners to build up competency and skills in incremental steps with spaced repetition – keep them coming back to your product for more!

If you’re brave, you’ll not only go micro, but do it holistically. Consider being topic agnostic and designing a microlearning strategy that focuses on enabling individuals to work toward personal improvement goals. For example, goals to perform as better team members, self-leaders, collaborators, motivators, creators, leaders of others and more can each share the same resources – as well as some that are particular to that area. Users can be empowered to use the resources and experiences on offer to reach an overarching goal, with a little guidance.

Check out the way curious.com approaches its microlearning topics.

While not all learning is workplace related, chances are you’ll inspire more people to use your content if there’s an obvious personal development goal (i.e., Do I put a hazard sign up over the spill in the kitchen because of my health and safety training, or because I care about others?).

Re-think your categories and tag multiple resources so they can sit under multiple “holistic” umbrellas. The added benefit to designing holistically? Your microlearning strategy can help you identify and build business leaders for the future.

4 microlearning approaches you might be missing

Want your microlearning to work harder? These advanced approaches turn up the impact.

1. Gamified microlearning

Make it a game, not a grind: Inject some fun into your training with game mechanics like points, badges, and challenges that reward progress. It’s not just a gimmick – gamification boosts motivation and completion rates.

2. Personalized microlearning

Right content, right person, right time: One-size-fits-all training? Nah. Personalized microlearning tailors content to the learner’s needs, roles, or past behavior – helping them focus on what actually matters. Start small: use branching scenarios or pre-assessments to serve up relevant content, fast.

3. Microlearning compliance training

Make it stick, not tick-box: Compliance doesn’t have to be dull. Break policies down into short, scenario-led modules that show learners the real-world “why.” Instead of one big course, create a spaced learning series with real-life case studies and regular refreshers – easy to digest, harder to forget.

4. Microlearning and AI

Smarter training, less heavy lifting: AI can personalize content, track learner behavior, and even flag knowledge gaps – giving you insights and saving time. Use it to recommend the next steps based on what learners have completed, or auto-generate quiz questions from your content. Clever, right?

3 hurdles to overcome before embarking on microlearning

Cutting down your content still comes with some obstacles you need to acknowledge and overcome.

1. Shine through – Given the amount of digital and workplace tasks and noise thrown at people, microlearning has to be really good to engage an audience at all.
2. Actually help – You’re being paid to improve performance. Working up “content” does not equate to effective learning experiences, or useful performance improvement resources.
3. Personalize – One person’s useful resource is another’s white noise.

Final thoughts

Congratulations for making it to the end of this article. Your attention span made it! (Plus, the whole attention span spin isn’t necessarily true – and neither is the myth about goldfish memory!).

Don’t be scared to go deeper – microlearning isn’t always the right approach. A lot of learning needs dedicated time to build up and stick. Here are some tips on how to deliver with microlearning.

The key to any successful digital learning project is to hone in on the goals and create solutions that work for those and the audience(s). If you’re not sure on the best approach for your elearning project, download our project planning template. Or see this useful guide to elearning best practice, including microlearning!

And, if you’re looking to compare authoring tools don’t forget to check out our best elearning software review blog. Or you can book a demo with Elucidat and start your free 14-days trial now!

Scenarios can be an effective way to engage your learners and really change their behavior. Here are five scenario-based elearning examples to inspire your next project.

What is scenario-based learning?

Scenario-based training is a form of training which focuses on learning by doing. It uses real-life situations to support active learning. Rather than passively absorbing information, learners are immersed in a story. Using realistic work situations provides relatable, relevant, and impactful learning experiences. Adding interactivity to the scenario enables users to make decisions and learn through experiencing the consequences of their choices.

From compliance to soft skills, scenario-based learning can be applied to meet most corporate training needs. It can be your main learning strategy or part of a flexible blended learning journey. The approach can be used in online training for the workplace, as well as to enrich face-to-face training and Virtual Instructor Led Training (VILT). Scenarios can be set up using simple text with images, more immersive videos or even Virtual Reality (VR).

Why use scenario-based training?

Scenario-based learning is a popular strategy for online training. It offers lots of advantages for colleagues and companies.

Here are our top benefits of scenario-based training:

• Context: Learning is more effective if it’s real, relevant and practical. Set in situations that are familiar to learners, and acknowledging the nuance involved in their choices, makes the learning easier to transfer to the real world.
• Engagement: Humans respond well to emotionally impactful and memorable stories. A well-constructed realistic scenario will fuel a learner’s motivation. Realistic characters and a relevant storyline will keep learners engaged. They’ll want to find out what happens next and see the outcome of their choices.
• A safe space: Learners can make mistakes and take remedial action to recover in a safe online simulation. This approach can be used to explore situations that might be too risky, difficult, sensitive or expensive to explore in real life.

How to use scenario-based learning?

There are lots of ways to include scenarios in your elearning design, from quick and simple to longer-form and intricately designed.

So, where do you start?

1. Understand your learning needs: Begin by understanding the problem you’re trying to solve and the audience you’re targeting. This will help you identify an approach that will resonate and create real business impact.
2. Explore the critical situations: Speak to your colleagues and find out where and why work situations might prove challenging. Identify what triggers the event as this will be the starting point of your scenario.
3. Identify the decision points: Walk through the work situation. Pinpoint the key decision points and the motivations behind these decisions. Identify the common mistakes that people make and the key feedback and reflection points that should be highlighted.

5 scenario-based elearning examples

Once you’ve analyzed your learning needs and outlined your scenario, it’s time to design your learning.

Here are five scenario-based elearning examples, each with a different approach, to get you inspired.

1. Scenario-based learning at scale

When working with a high volume of learners, small tweaks can make all the difference. By giving learners a range of choices to explore, this scenario based elearning example feels more relevant and personal to each individual. By allowing them to ‘work’ a case and draw their own conclusions they are drawn through the story and have autonomy in how they approach their learning.

Scenario-based learning example:

A great scenario-based approach for:

• Large organizations with multiple or diverse audiences in different environments
• Addressing nuanced topics where learners need to see several viewpoints. Think ethics training, discrimination or health and safety.

See this scale-friendly elehttps://www.elucidat.com/showcase/#scenario-based-learning-at-scalearning example

2. Story as a way into the substance

A scenario can be a great way into a topic that is complex, dry or otherwise tricky. In this example, the story draws the learner in and primes them for the core content about ethical dilemmas and decision making.

Why it works:

• The (true) story has suspense and drama without being contrived or unbelievable, and music clips and engaging visuals bring it to life
• Decision points with immediate feedback in the narrator’s voice maintain immersion and the momentum of the story
• At the end, those low-stakes decisions are played back with commentary on what they might suggest about the learner’s responses in higher-stakes situations
• There is no judgment given – the scenario is all about drawing the learner in, prompting some self-reflection and priming them for the true learning content to come
• A low-tech interactive scenario makes a big, potentially daunting, topic accessible and engaging

Click here to go to this example

3. Product training using a sales simulation

When you need to train staff up on a new product, you could just give them the product information. But this elearning scenario example shows how taking a scenario-based approach to test that knowledge can be more engaging and more effective.

Why it works:

• Applying a simple scenario turns a basic multiple choice quiz into a more challenging simulation
• The quiz module tests the learner’s sales skills and ability to apply the learning in context, rather than simple recall of facts
• Using a customer scenario brings the content to life and helps to embed the product knowledge
• Feedback directs the learner back to the product information if the learner choose incorrectly, reinforcing the learning rather than just giving the correct answer

Click here to go to this example

4. Immersive branching scenarios to explore consequences

Sometimes it pays to develop a more immersive, branching scenario – like this Open University example. This works really well when you want to offer experiential learning online and need the learner to engage emotionally with a subject.

Why it works:

• It combines Elucidat’s video players, rules, branching, social polls and layout designer to immerse the user in each emotionally-charged scenario
• The user learns by doing: their choices control the story and they see and feel the impact of their decisions on other people
• Feedback is offered at the end rather than incrementally after each decision point, so the branching is seamless and the story more realistic and engaging
• The use of scenarios makes the topic of mental health much more real, impactful and high stakes than simply reading about it
• As this is a topic where there isn’t a single right answer, social polling adds an extra dimension to the scenario by showing how other people acted at various points

Click here to go to this example

5. An audio-driven scenario with game elements

This demo shows how gaming mechanics such as points and timers can be added to a scenario to create a realistic simulated environment for salespeople to practice their skills.

Why it works:

• This scenario is audio-driven, which balances low cost and engagement and – more importantly – simulates the environment the learners work in
• The whole scenario is in the first-person: the learner isn’t controlling a character or reacting to an observed scenario; they are the character and it’s their scenario
• Game elements add a sense of competition and urgency to the scenario, bringing it closer to the reality of a fast-paced, target-driven sales floor

Click here to go to the demo

Five examples of scenarios in corporate elearning, each used in a different way. If you need to make your content more engaging, more impactful, more relevant, and relatable, incorporating elearning scenarios could be the way to go. See how you can implement scenario examples with this best practice guide.

When to use scenarios to add value to your elearning?

In a nutshell, incorporating storytelling into your workplace learning content makes it more engaging, emotionally impactful and memorable. Crucially, it also makes it more effective: real, relevant and practical scenarios mean the knowledge and skills learnt are more likely to be transferred to the workplace.

Here are some examples of situations in which scenarios could really add value to the learning experience, and the potential benefits:

1. When learner motivation is low. When learners simply don’t care, a well-designed scenario plays on their natural curiosity and that human tendency to want to know what happens next and where the story goes. A good scenario also encourages intrinsic motivation by striking a balance between challenging learners (to use existing skills and knowledge) without overwhelming them: success (and new skills or knowledge) has to feel within reach.
2. When the core content is dry or complex: legal topics, compliance and so on. It can be hard for learners to envisage how this content relates to their everyday life. Opening with a story illustrating the relevance and why it matters is so much more effective than just stating the facts. It means the core content, when it comes, is more likely to stick, and it provides a memorable hook for that core content. This helps with the transfer from short-term to long-term memory.
3. When you’re tackling a risky or sensitive topic – like mental health, diversity and difficult conversations. When the stakes are high in real life, safe exploration before the fact is key. Learners can have as many attempts as they need, making mistakes and playing through the consequences, without any real-life risks. These topics often lend themselves well to branching scenarios with multiple paths so learners can try out a number of approaches in a safe environment.
4. When there isn’t a single right answer. Scenarios, again particularly branching scenarios, can be a great choice when you want to encourage reflection and discovery, test learners’ assumptions and encourage them to consider different perspectives. This is often the case with soft skills like leadership or negotiation. Social polling can add a useful extra dimension here too, showing learners how other people responded in the same situation and prompting further thought and reflection.
5. When you need to test learners’ ability to apply the learning in context. Sales skills, product knowledge and customer service skills are good examples of this. A traditional multiple-choice quiz tests recall of facts but does nothing to indicate what learners can do with those facts. Adding a scenario into the mix turns a quiz into a more challenging situation, giving you confidence that – if they perform well here – they’ll perform well where it counts. It also makes it easier for learners to transfer the concepts to their real-life context.

Start creating your own scenario-based elearning courses

Feeling inspired? Ask us for a free trial of Elucidat and see what you can do. And, while you play around with your free version, don’t forget to compare us with other software out there. Just check out our best elearning authoring tools blog and get the low down on what’s out there.

Looking to take your elearning design skills to the next level? Try this certified engaging elearning course to get started.

Pride is a time for everyone to reflect on the progress we have made towards LGBTQI+ equality and to acknowledge that we have the responsibility to do more. The LGBTQI+ community still faces unacceptable stigma and discrimination on a daily basis. To help inform and educate everyone about how to be more supportive, the Open University worked with Elucidat to create a ‘How to be a better LGBTQI+ ally’ interactive project, with a key focus on LGBTQI+ young people.

How to be a better LGBTQI+ ally

Pride month celebrates the work of LGBTQI+ people, education in LGBTQI+ history and is about acceptance and equality. But it is important that it also acts as a stark reminder of the issues affecting the LGBTQI+ community. It is vital that everyone remembers how damaging homophobia was and still is, to understand how we can all be more open and understanding to everyone.

It is always important to understand the emotions, thoughts and feelings of the LGBTQI+ community. And how everyone, but particularly those who do not present themselves in this way, can be supportive and inform themselves of how to be a better LGBTQI+ ally. 

This interactive is based on the real-life experiences of LGBTQI+ young people from Free2B Alliance, METRO Charity, and Mosaic LGBT+ Young Persons’ Trust. It aims to help you become more aware of the issues facing LGBTQI+ youth today, as well as giving advice on how you can put being an ally into practice. As it can be easy for people to fall into the trap of being a bystander in certain group situations.

The ‘How to be a better LGBTQI+ Ally’ interactive, initiated by the Open University, was shortlisted in the Online Education Resource category for the Learning on Screen Awards 2022.

Try it for yourself here!

“LGBTQI+ young people are often bullied and trans young people are at particular risk of being mistreated. So we worked with LGBTQI+ youth to create this immersive educational interactive, because young people were keen to share their experiences and co-create this novel tool. The interactive aims to support adults, including teachers, to better understand LGBTQI+ youth and instruct them on how they can become better allies to these young people.” Dr Mathijs Lucassen PhD SFHEA, Senior Lecturer in Mental Health, The Open University

What learning design approaches have been used?

This project uses a series of interactive scenario chapters to tell the story of a situation faced by a LGBTQI+ young person. By the end of the interactive, the aim is to have helped learners become more aware of the issues faced in this community and to have provided practical advice so learners can start taking action by being an ally. 

It does this by:

• Using storytelling techniques and immersive video drama to encourage empathy.
• Asking reflective questions to get the learner considering the actions they would have taken in response to the situations being discussed.
• Diving deeper into the story by sharing character thoughts and advice from experts.
• Using Elucidat’s social polling feature to create connections between learners and demonstrate the different confidence levels people may feel in relation to being an LGBTQI+ youth ally.

Finally, learners get answers to common questions about being an ally and steps to take to be a better ally today.

Summary

It is vital that everyone can be supportive and inform themselves of how to be a better LGBTQI+ ally. This interactive supports everyone to become more aware of the issues facing LGBTQI+ youth today, as well as giving advice on how you can put being an ally into practice.

The words “compliance training” often draw a collective groan from managers and employees, but it doesn’t have to be boring and ineffectual! Different types of compliance training call for different approaches. And, creating effective courses for employees is not a one size fits all strategy. Read on for compliance training programs examples that are engaging and make a difference. 

1. What corporate compliance training is
2. Types of corporate compliance training
3. Compliance training strategies
4. Compliance training examples that work
5. Best practices for compliance training
6. How to shake up your approach to compliance training

What is corporate compliance training?

Understanding the importance of compliance training is key to fostering ethical and safe workplaces. Compliance training is business-critical employee training that is mandatory for the organization to comply with regulations, legislation, or policies. It is aimed at ensuring employees are familiar and informed regarding any laws or regulations applicable to their particular job or the industry the company is in.

Often, compliance training is carried out on a periodic basis to keep pace with regulatory changes and the introduction of new policies. Organizations will set deadlines for when employees need to complete the training by, in order to stay compliant. 

At its heart, compliance training is all about creating and maintaining fair, safe, ethical organizations. Since it’s mandatory organizations need to record that the employees have completed the courses.

Types of compliance training

Common types of compliance training topics include:

• Occupational safety and health training (eg. OSHA)
• Info and cybersecurity training
• Antidiscrimination and diversity training
• Industry-specific compliance training (eg. for highly regulated industries such as banking, finance or pharmaceuticals)
• Sexual harassment training
• Workplace violence prevention

Compliance training strategies

Too many compliance courses are designed with the main goal of ticking a box to say the business has trained its employees. But this totally misses the point: compliance breaches have huge consequences (for individuals and businesses) so your training really has to hit home. The importance of compliance training is mandated by law but it goes beyond that. The real goal is to change behaviors and help your employees make the right choices.

A compliance elearning program can be engaging and truly respectful of your employees time. And, when it is, it’s much more likely to positively impact your employees’ behaviors. You can make compliance training programs fun and engaging using the following three strategies:

1. Move away from tick-box assessments – make your assessments meaningful and more engaging. Replace memory-based questions such as ‘What does the acronym GDPR stand for?’ with questions that test application such as ‘A customer email lands in the inbox you look after. The customer is requesting that her home address be removed from your database, but you use that address to send her catalogs that she requested last year. What do you do?’
2. Kick content-overload to the corner – compliance content doesn’t have to be tedious, long, and dull. But it doesn’t need to be. Use strategies such as testing first or identifying each learner’s role to cut down the content and only show what is relevant to that particular learner.
3. Give your content some context – employees learn better if they have a real-life applicable example they can draw on. Use case studies and scenarios to bring the content to life and closer to the learner.

Take a look at these examples that get it right using the three strategies outlined above.

Compliance training examples that work

1. Compliance test with question pools

Assessment is critical where compliance is concerned – but the result is too often a standard box-ticking exercise. There’s no need for engagement to fall by the wayside. This example shows how you can use question pools to create a robust assessment that ensures learners really know their stuff (and are less likely to share answers with colleagues!).

You can view this compliance training example in our Showcase page.

Why it works

• Question pools mean that when a learner retakes the test, they’re unlikely to see the same questions again. This helps ensure learners truly understand the content – they won’t be able to simply choose a different answer on a second attempt. It also makes it harder for learners to share answers as it is unlikely their colleagues will have been posed the same set of questions
• Light-touch scenarios ensure the questions are relevant – learners apply what they’ve learnt to a realistic situation, as opposed to just checking knowledge
• A range of question types are used to keep the learner engaged and avoid risking repetition

2. A test-first approach to compliance training

Businesses often need to demonstrate compliance annually. But making employees sit through the same online training courses year after year is what gives compliance training a bad rep. This example shows a different approach.

You can see this test-first compliance training example in our Showcase page

Why it works

• A “test-out” approach means nobody spends time on training they don’t need – saving time and money!
• The quiz uses a range of Elucidat question types and scenario-style questions to keep things interesting and relevant
• Testing first means users only see learning content that they actually need, and that content is kept short and focused
• From the outset, the demo is user-centric; the landing page says “protect yourself against cyber attacks”, highlighting the individual (not business) need for it

3. In-depth compliance training

Breaking down your training into short chunks goes a long way to holding learners’ attention and avoiding a situation where they click without reading. It also allows you to focus each chunk on a specific learning point or behavior, as you can see in this Cyber Security example. 

You can see this in-depth compliance training example in our Showcase page.

Why it works

• Learners can see the sections of the course at a glance and get a sense of progress as they tick off each section
• The course can be completed in multiple sessions, fitting in around a learner’s busy workday and focus levels
• Sections are practical and relevant, covering risks and responsibilities rather than legalese that’s hard to digest
• Practical, application focused activities and assessment questions are part of the learning experience, making it active not passive

4. Role-selectors and branching for personalized content

Often compliance training takes the approach of throwing the whole rulebook at everybody. This example about parental leave shows how easy it is to tailor the content to different user groups, and what a difference that makes.

Why it works

• A simple role selector means HR professionals get all the training they need, whereas other employees only see what they need to know and do
• It keeps the branching sensibly simple: in this case, HR or not-HR is sufficient, rather than tailored paths for multiple job roles
• This approach means you can create one course on a hefty policy or procedure, but let different groups access different subsets – a big user impact without content duplication
• A dynamic menu makes the branching feel seamless as, in this example, there’s no need for the user to be aware of alternative routes through the content
• The whole demo is focused on real-life application of the content, both in terms of level of detail needed and in the decisions and tasks replicated in the simple, practical quiz

5. Step-by-step compliance process

When learners need to get to grips with a practical compliance process it’s important to make it as simple to digest as possible. This example shows how you can use a visual menu to break up the steps of a process without losing sight of the bigger picture.

You can see this step-by-step compliance training example in our Showcase page.

Why it works

• This visual menu presents each step as a separate topic, stacked in the order of the process. Learners get an overview of the process at a glance, helping them see the bigger picture before they select a topic to get the detail.  
• The topic design can be flexed to suit how complex the process is. In this example each topic uses a single interaction to provide a quick overview of the step – making it easy to double up the course as a refresher module too. You can also expand this approach for more complicated processes by adding multiple pages to a topic.
• A final case study supports the steps, demonstrating how the process can be used in real life, alongside a summary of where to go to find out more.

Those were just a few examples of how you can meet compliance requirements or tackle policies and procedures in a way that engages users.

Dig deeper into compliance training best practice

If you are looking to up your business compliance training game even further we have several resources you need to check out:

• Why and how to create compliance training stragegy that drives behavior change
• Elearning best practice guide
• How to choose the best online training tool for your organization
• Top tips to rethink your compliance training program (podcast)

Want to shake up your approach to compliance training?

Not sure where to start? Elucidat is here to help.

Elucidat’s Template feature offers a series of templates tailored to help you meet your project goals. We’ve designed a series of compliance-specific templates to support authors, giving you the confidence to try out new, best practice approaches to structuring your training. From branching scenarios and case studies to in-depth explorations, there’s a template available to help you create best-in-class online compliance training.  

Inspired by these compliance training examples and want to improve your own elearning course? Get a free trial of Elucidat and see what you can do.

Need some fresh inspiration for your finance elearning? This article will introduce you to 3 interactive examples of excellent elearning which your learners will love and keep coming back for more.

3 finance elearning examples

1. Quiz with points and badges

Need to test learners on a less than exciting subject? Consider adding game-like features to your quiz.

Challenging learners to win points and badges is a great way to boost engagement with a test – particularly for subjects that are tested regularly, like compliance. In the Financial Crime example below learners are tasked with answering rounds of questions that increase in difficulty. Each round offers points for correct answers, with the amount of points increasing as the difficulty level does. Bonus questions add further motivation with the chance to win badges.

Game-like quiz example:

Created from an Elucidat template | See this example

A great learning approach for:

• Learners who are motivated by challenge and reward
• Testing learners on most topics (but consider whether game features are the right tone if you have more serious subject matter)

2. Complex product training

Real-life application is as important as new knowledge in this short, focused elearning module about a financial product. In this example, learners are introduced to the key information about the product, then given the opportunity to practice answering common customer questions about it.

The focus on how the knowledge will be applied ensures the experience is active, relevant and engaging for the audience.

Financial product training example:

Created from an Elucidat template | See this example

A great learning approach for:

• Finance employees in customer facing roles
• Learners who would benefit from an opportunity to practice in a safe environment

3. In-depth compliance training

Compliance training is vital to every organization, but it’s a particularly in demand area for finance. And as much as we want to keep elearning short and snappy, compliance can often require a bit more depth. But a longer module doesn’t have to mean less engagement.  This Cyber Security example shows how splitting a longer module up into short chunks helps to hold learner attention, allowing you to focus each chunk on a specific learning point or behavior.  Each section is kept practical and relevant, covering risks and responsibilities rather than legalese that’s hard to digest

Cybersecurity training example:

Created from an Elucidat template

A great learning approach for:

• Busy learners who need the option to complete their training across multiple sessions – the menu lets learners see the sections of the course at a glance and get a sense of progress as they tick off each section
• In-depth subjects that can be brought to life with practical, application-focused activities

Want to start producing finance elearning like this?

Producing quality, engaging digital learning experiences takes careful planning, consideration and building – but it’s not as hard as you think! Download the best practice guide to designing high-quality elearning for finance and get insant access to templates, processes and more examples that will help take your training to the next level.

Designing elearning content to work seamlessly across different devices is a basic requirement these days. Need some inspiration for how to deploy design for elearning? Here are eight responsive elearning design examples that get it right.

Responsive or Interactive elearning design is no longer a nice-to-have. If you want to reach your learners, elearning designers need to deliver content to all the devices they might choose to use – desktops, laptops, tablets and smartphones. And you need to deliver an equally good (not necessarily exactly the same) digital learning experience across all devices.

What is responsive elearning design and why is it important?

Responsive elearning design (often referred to as ‘mobile-friendly content’) is the practice of designing online courses that look and work great on any device. A responsive elearning course will adapt its sizing, layout, and interactions based on the screen size of the device being used. This ensures the corporate elearning content is always displayed in its most effective format. 

For example, a piece of online training may seem perfect on your PC, but once it’s shrunk down on your mobile the same content may appear clunky and distorted. The solution is to apply responsive elearning content design which ensures that the content is user friendly even on mobile devices. 

Here are 3 key reasons why responsive elearning design is important:

1. Mobile learning is becoming increasingly more popular: Nearly three-quarters of the world will use just their smartphones to access the internet by 2025. In addition, it’s estimated that the Mobile Learning Market revenue will cross 55 Billion USD by 2026.
2. A training course needs to be available and accessible to everyone: This includes those outside of the office, who may not have access to a PC.
3. Learners can have an optimum online learning experience, regardless of the device they are using: This makes it much more likely for users to take away the key points of the desired learning. 

Implementing responsive elearning design will ensure you cover all your bases! 

Top 5 tips for awesome responsive elearning design

Let’s take a look at some best practice tips for creating awesome responsive elearning design – recommended by our experts!

1. Embrace the scroll

A single scrolling page focusing on one core element is a simple, yet effective technique for designing elearning courses. Using clear, visual components creates a modern, memorable experience for the learner.

2. Embrace microlearning 

Users want information from their mobile quick and fast – so make sure your training does the same! Breaking up your content into digestible, chunks by designing microlearning is a sure-fire way to provide a great learning experience.

3. Reduce the clicks!

It’s no secret, ‘click-through’ courses won’t keep your learners engaged. Keep your training course focused on one action at a time and remove any unnecessary screens or clicks.

4. Visually, less is more

Try not to make your training too content-heavy. Keep it clean, easy to read and easy for your thumbs!

5. Make it easy to scan

The fast-scroll is inevitable, so make sure your key points stand out. Use clear headers, numbered points and icons to grab attention.

You can learn more about effective mobile elearning strategies and how to achieve the best results for your learners in our dedicated article.

Two Characteristics of responsive elearning designs

When applying responsive elearning design you’ll notice a couple of characteristics that help create that seamless user experience:

1. Adaptive, ‘mobile-friendly’ responsive elearning content that looks great on any device, ensuring an effective learning experience. 
2. Easy-to-use corporate elearning interactions that work across all device types, allowing users to engage with content.

Authoring tools for responsive elearning design

There are many elearning authoring tools out there – but they’re not all optimized for responsive design. If you want to create courses that work across multiple devices, be sure to check the tool’s responsive design features first. 

Two examples of responsive authoring tools to check out are:

1. Elucidat – All courses are fully responsive and work great on any device. Courses can also be edited via a mobile-slider view prior to release
2. Articulate 360 Rise – Each course adapts to fit the screen size of the user with the same look and feel. 

There are others on the market as well. For more on that, you can compare and review the top authoring tools and software.

8 examples of responsive elearning design

Some of the responsive elearning design examples here have been produced using Elucidat templates. This feature helps you create high quality engaging content 4x faster! It’s available to all Elucidat customers (and free trial users).

Some of the responsive elearning design examples can be gifted into your Elucidat account (or free trial) so you can see how they’re made and use them as a starting point for your own content!

1. Beautifully simple scrolling pages

Remember when good elearning design meant not requiring the user to scroll? These days, scrolling can actually be key to creating a brilliant mobile-friendly learning experience. This scenario is a good example of just that.

Why it works:

• It takes its cues from multi-device web pages: beautifully-designed content, cleverly laid out on scrolling pages
• The design makes good use of blocks of color, sub-headings and different fonts to break up the content and lay it out in an easy-to-read, compelling way
• Although it’s text-driven, it’s not text-heavy; even when viewed on a smartphone screen, no chunk of content is more than half a dozen lines long
• The visuals (full-width photo backgrounds and clean, sketch-style graphics) have been chosen for their impact across multiple devices
• Each scrolling page ends with a simple interaction that maintains momentum and sets up a little cliffhanger to make the learner want to continue to the next page

Giftable | Click here to see this scrolling page example

2. Responsive elearning using video

This immersive scenario-driven interactive demonstrates that embracing responsive design doesn’t mean steering clear of multimedia elements.

Why it works:

• The visual menu scales to present the scenarios as a row of images on desktop or a stacked column on mobile – creating an exploratory experience whatever device is being used
• The sequence of interactions used – video followed by single choice questions – creates an impactful experience whether viewed on laptop, tablet or mobile  
• This example uses the Rules feature to create branching storylines that reveal consequences tailored to decision points – proving that sophisticated design techniques can pack just as much of a punch on small screens as they do desktops
• A reflective final page summarises the learner’s approach based on their decisions. It’s broken up into different coloured sections to make the different content points stand out. 

Click here to go to this elearnign video example

3. Mobile-first design for on-the-job performance support

Mobile devices come into their own for on-the-job performance support, like this retail example. When you need to keep staff up-to-date without removing them from the workplace, mobile-first design lets you put practical performance support literally in the palms of their hands.

Why it works:

• This is really all about speed and ease of use – a learner on the shop floor with a customer in front of them can reach the content they need within a couple of taps
• A clear and simple menu, accessible at all times, makes it super easy for the user to find what they need, be that a detail about the product itself or support to make the sale
• Elucidat’s interactions are used wisely and with purpose – they break the content up into micro-chunks, each answering a very specific question
• The home page includes just enough visual detail to engage users accessing the content on a just-in-case basis without slowing down the experience for just-in-time users!
• The content is identical across all screen sizes and it works seamlessly across devices, which is a crucial factor in providing real-time performance support

Giftable | Click here to see this mobile-ready elearning example

4. An interactive one-page resource

Scrolling designs create an easy to navigate experience across devices, with the ability to present related content on one page rather than forcing learners to click through several. This makes them perfect for explaining short practical processes, like in this quick guide to handwashing.

Why it works:

• A single page that pulls together the core facts – what learners need to do, why they need to do it and how to go about it shows that digital learning can be short and simple, but still valuable
• It grabs and keeps attention at any screen size with a bold header, clearly labeled sections and relevant iconography throughout
• The scrolling design is perfect for explaining a linear process for the first time as it shows the whole process on one page
• An added bonus is that it makes it easy for learners to skim, no matter the device they’re using, if they need a quick refresher later

Giftable | Click here to see this interactive on-page example

5. Robust assessments to suit any device

Although we’re advocates of using scrolling pages where they enhance the learning experience, there will always be some situations where shorter pages can be best – like assessments. You can create a truly robust test that works for multiple devices by choosing your interactions carefully and making the most of features like question pools within your interactive elearning design.

Why it works:

• A range of mobile-friendly question types are used to keep the learner engaged and avoid risking repetition
• Each question stands out by taking center stage on its own page. Separating them out one by one also gives a sense of pause and reflection between each question
• An assessment with short pages like this would work well when combined with longer scrolling pages for theory content too – it helps the learner to orientate themselves in the course by using navigation that best suits different types of learning experiences

Giftable | Click here to see compliance test with question pools example

6. Applying responsive design to microlearning

Microlearning is great for delivering short, sharp bursts of learning. Its short length makes it particularly suited to those learning on mobile devices – by keeping responsive design in mind, microlearning modules can give learners the knowledge they need in an easy to access, quick to navigate format.

This example on how to manage remote teams shows how a responsive microlearning module can support the process of skill development.

Why it works:

• After kicking off with an attention-grabbing statistic about remote teams, 5 top tips are presented on dedicated pages. This consistent design approach helps to deliver content in short bursts that are easy to navigate, whatever device is being used
• Each page uses clear visual sections to break up the content and make it easier to scan at a glance
• The interactions used work well on both desktops and mobile devices – reflective questions, text overviews and accordions that reveal how to take the learning further. All easy to interact with even on a small mobile screen!

Ready-made templates | Click here to see this microlearning example

7. Using game-like features in responsive courses

Audiences today are used to playing games on whatever device is handy – so don’t be afraid to spice up your responsive elearning design with a touch of gamification, as shown in this Christmas quiz.

Why it works:

• A variety of question types (all available in Elucidat) have been used to create an engaging experience, with each interaction designed to work seamlessly across a range of screen sizes 
• Game-like features have been chosen carefully to ensure they enhance the experience across devices, such as timers, points, levels and badges

Click here to go to this game-like features example

8. Make onboarding easier

New starters have a lot to take in those first few days in their role, but you can ease the learning curve by offering quick, focussed overviews. Single scrolling pages are great for upskilling learners on key tasks quickly – they can easily refer back to the content on their phone, tablet or laptop.

Why it works:

• Practical tasks are broken down into clear, simple steps, with a  mix of background colours and images dividing the page into easy to navigate sections
• In-page navigation makes it easy for learners to complete each part of the scrolling page

Ready-made templates | Click here to see this quick onboarding example

Start creating responsive elearning

These responsive elearning design examples show that delivering to multiple devices no longer means working to the lowest common denominator! For more elearning best practice tips, check out our guide.

Interested in how you can improve your elearning content design for tablets and smartphones? Ask us for a free trial of Elucidat and see what you can do.

Every online training course is unique, with a specific goal and audience that determines your approach. When it comes to creating digital training that makes a difference, it’s important to understand the wants, needs and learning styles of your target audience. We’ve put together 9 innovative online training examples to give you inspiration for your next project.

When you’re producing business-critical online training courses for your employees, it’s essential that the content is engaging. Dull content results in learners clicking through passively. Engaging digital training content results in learners paying attention and feeling motivated to change their behaviors.

Does your elearning online training software live up to the high expectations of the modern learner? At a minimum, digital training needs to be responsive so they can learn at any time on any device, and respect their time so they can fit it in during their busy day.

Take a look at these 9 examples of online training courses to get inspiration for your digital learning strategy.

9 fresh online training examples

1. Storytelling

If you need to provide online training software around a moral or emotive subject matter, using stories could be just the thing.

People connect with and remember stories, which is why they’re a tried and tested learning approach. They can be used to tackle seemingly dry subjects, like compliance or soft skills training, making them far more real and engaging for your audience.

Remember that stories can be told through many different mediums. High-impact video drama can certainly pack a punch, but, as this online training example shows, compelling words, visuals and a sprinkling of sound effects can be equally as engaging. Get our top 5 storytelling tips here.

See this storytelling example

2. Branching scenario

When it comes to online learning experiences, branching can be a great way to put learners in the driving seat and increase engagement. So, let’s dive into the power of scenario-based elearning examples.

‘Choose your own adventure’ style scenarios, immerse users in an immersive story and allow them to actively participate in decisions that control the outcome. Within this form of corporate elearning, users learn through experiencing consequences rather than being informed of them, helping them learn through trial and error in a safe environment.

This online example from the Open University shows powerful video scenarios interspersed with decision points, with the ability to see the impact of your choices. Audio or text-based scenarios would work just as well and are far more budget friendly!

See this video scenario example from the Open University

3. Reflective learning

Learning through reflection helps your audience mentally prepare for ‘real world’ interactions and helps challenge their existing perceptions.

Often, the learning experiences that resonate the most are the ones that make us stop and think and allow us to reach our own conclusions. This approach can create real impact – asking learners to challenge preconceived ideas is a subtle way of encouraging behavior change. This is particularly effective for compliance subjects that learners may think they know well enough already, such as IT security or health and safety.

This data protection example uses reflective questions, scenarios and social polls to engage the audience and help them see the need for change.

Check out this reflective elearning example

4. Step-by-step process breakdown

Compliance processes are some of the most business critical pieces of training you’ll create. It’s crucial that you strike a balance between sharing the necessary level of detail within your digital training while making sure it’s as simple to digest as possible. Using a visual menu is great for this – you can present each stage of your process as a separate topic, helping learners to see the bigger picture of the process before getting into the detail.

In this risk assessment example, each topic uses a single interaction to provide a quick overview of the step – making it easy to double up the course as a refresher module too. You can also expand this approach for more complex processes by adding multiple pages to each topic.

Adding a final case study puts the steps into context, demonstrating how the process can be used in real life.

See this step-by-step process example

5. Scrolling ‘what, why, how’ page

When you’re training on a simple and practical process, a scrolling page that focuses on what learners need to do, why they need to do it and how to go about it cuts straight to the core information. The scrolling design is perfect for explaining a linear process for the first time as it shows the whole process on one page. An added bonus is that it makes it easy for learners to skim when they need a quick refresher later.

This digital training example on how to wash your hands offers a one-stop-shop resource to upskill learners.

See this scrolling page example

6. Robust assessments

Assessments are often critical, especially where compliance training is concerned. But how do you make sure they test your learners thoroughly enough? And how do you reduce the likelihood of sharing answers? Question pools are a great solution to this.

In this compliance test, question pools are used to create a robust assessment. Question pools mean that when a learner retakes the test, they’re unlikely to see the same questions again. This helps ensure learners truly understand the content – they won’t be able to simply choose a different answer on a second attempt. It also makes it harder for learners to share answers as it is unlikely their colleagues will have been posed the same set of questions.

See this compliance test with question pools example

7. Video-driven story

Video dramas are an undeniably powerful way of engaging and immersing learners. Telling a story as part of your online training strategy immerses the learner, retaining knowledge through following the narrative you’re presenting.

The high-impact nature grabs attention, but a powerful storyline and relatable characters is what’s needed to bring online training content to life. This can be effective when addressing core mandatory training, such as health and safety or anti-bribery.

This training example shows how well-placed digital interactions can increase the impact of the learning points made in the video and encourage learners to apply their knowledge.

See this video-based elearning example

8. Audio-based scenario with game elements

This audio-based scenario includes some game-like elements to bring a competitive feel to the online training. 

Audio snippets simulate one side of a realistic work conversation, immersing learners in a situation that they must respond to. The promise of points is a great way to tap into the learner’s competitive side, motivating them to draw out their existing knowledge and get that high score. Feedback is given as they go, building learners’ skills and confidence as they progress through the situation.

This demo shows how gaming mechanics such as points and timers can be added to a scenario to create a realistic simulated environment for salespeople to practice their skills.

Click here to go to the demo

9. Gamified quiz

Gamification is a great way to create a sense of play while putting learners to the test.

Using points and badges to collect is a great way to tap into the learner’s competitive side, motivating them to draw out their knowledge and get that high score. In this online gamification training example timed bonus questions are also used to up the pressure without losing the sense of fun. While this quiz focusses on fun facts, a timer also works well for testing learners on decisions they’ll need to make on the spot – it can be an effective tool for replicating real-world time pressures.

Click here to go to this example

What is the best online training software?

Choosing the best online training software for your need is crucial for creating engaging, interactive, and effective online training. Without the proper software, online training courses can become static, dull, and unengaging; leading to decreased learner interest and knowledge retention. Selecting the best online training software can help you create visually stunning and interactive courses that keep your learners engaged, motivated, and eager to learn more.

Here are 5 of the best online training software to create effective online training:

1. Elucidat: Our industry-leading, cloud-based authoring platform designed for enterprise. The platform offers a range of features and benefits that make course creation faster, more efficient, and collaborative.
2. Articulate 360: Articulate 360 is an authoring suite that allows you to create complex elearning courses. It offers a wide range of tools, templates and pre-built interactions to make good quality elearning.
3. Adobe Captivate: Adobe Captivate is a desktop-based authoring tool that allows you to createsimulation training. It offers a range of interactive features, including quizzes, simulations, and videos.
4. Lectora: Lectora Inspire is a desktop authoring tool that allows you to create responsive elearning courses. Designed for more technical authors, this tool gives you the ability to customize your courses using complex code.
5. iSpring Suite: iSpring Suite is an all-in-one elearning authoring tool that allows you to create PowerPoint-styled courses. It offers a range of interactive features, including quizzes, simulations, and dialogue simulations.

If you’re looking for a cloud-based elearning authoring platform that offers both ease-of-use, scale, and faster production, Elucidat is a great option to consider.

Currently comparing authoring tools? Save yourself time with this authoring tool comparison template.

In Summary…

These 9 awesome online training examples are just some of the ways you can make your content more engaging, more impactful, more relevant and relatable. But keep your audience and goals in mind when adopting these approaches, as the most successful solutions are always the ones that are fit for purpose.

Inspired by these digital training examples? Book a demo to get set up with a free trial of Elucidat today; we can gift some of the examples above directly into your account for you to pick apart and play around with. Also, don’t forget to compare us with the other tools on the market. Just check out our best authoring tools blog to see if Elucidat is the right fit for your team.