If your organization has invested time and money in an LMS or online training software, why not get the most out of it?

Sure, these platforms are great for creating training courses, but you can also use them to reduce frustration and increase productivity.

Here are three ideas for creative uses for your LMS.

Stick figures holding hands: Creative LMS uses to reduce frustration and increase productivity

Help New Hires Get There Faster

Remember the last time you started a new job?

New faces, new processes, so much information–and all while you’re still trying to figure out where the bathrooms are!

All too often, new hires are given a ton of highly relevant, highly useful information…all at once.

They’re overloaded with information at the beginning, then can’t remember where to find the things they need when they actually need them. When they go to file that report a few weeks into the job, for example, they have might have a vague recollection of hearing the process described but can’t remember the details. Should they ask their supervisor, again, for what feels like the millionth time? Do it by guess and by golly?

“Onboarding” shouldn’t consist of throwing information at new employees and then leaving them to fend for themselves. Why not use your organization’s online training software to create a new hire program that structures the information in useful chunks while also training them to be resourceful and self-sufficient?

Most importantly, create a system that archives the most important information for new hires so that they can go back and find it when they need it. This is especially important for anything routine: use your LMS to automate answers to common questions.

One of the hardest things to understand as a newbie is a sense of company culture. As you’re putting together your onboarding modules, why not inject some humor into them? Have current employees create short videos recalling silly stories or funny gaffes they made as new hires.

If you choose your anecdotes well, you can answer common questions while also reducing stress for new employees.

Help Managers Focus on the Big Stuff

How often do your employees ask you the same questions, over and over?

If you’re like most managers, people tend to ask you the same questions fairly frequently: Where can I find this form? What’s the process for filling out a travel authorization? Which office can help me handle this problem?

If you’re getting the same kinds of questions all the time, create a “course” in your LMS that lets people answer their own questions.

Identify the topics that come up most regularly, then simply create a course with modules that contain relevant links, downloadable documents, or descriptions of procedures. Invite the employees most likely to use that information to the course–and then turn them loose. You can even create a suite of how-to courses that works like a one-stop library for these routine questions.

These “library” courses probably won’t have end dates or assessments, but your online training software can provide all the tools you need to share information and help employees be more self-sufficient.

This frees up your managerial time to focus on the parts of training and developing employees that require more interpersonal communication.

Train Employees on Company-Wide Procedures

Can you remember exactly how to enroll in your company’s benefits plan? Update your health insurance? Request new office equipment?

Unless you work with the nitty-gritty of these processes on a daily basis, you probably struggle to remember all the details of how to do certain things.

For all those really important but pretty infrequent topics, creating freestanding, ongoing “courses” that employees can access when they need that specific information can reduce the time spent searching for information.

With a department like HR, for example, it would make sense to create a series of course modules that complement whatever advising services they offer. HR could create a course on managing retirement plans, for instance, with modules for new hires, current employees, and people getting ready to retire.

Again, whenever possible, if it’s something people can do themselves, it usually makes sense to give them the relevant information and let them have at it.

What all three of these ideas have in common is that training isn’t something that happens just once.

All of us deal with lots and lots of information on a daily basis, but if you break it down in logical chunks and make it available to people when and how they need it, you can increase communication, reduce frustration, and increase employee self-sufficiency.

All of these things are great in their own right, of course, but you’re also letting people focus more on the aspects of their job that matter most. And all from a software platform you probably already have!

And if you don’t currently have online training software, we’d be happy to give you a tour of Avizr!




Kirsten Drickey

Kirsten Drickey

Chief Marketing Officer at Avizr

I'm endlessly fascinated by how people learn, and I'm happiest when I'm in the process of learning something new myself.

When I'm not working on marketing for Avizr, I can be found teaching Spanish, working with my student teachers, hanging out with my dogs, and exploring the many trails around Bellingham.
Kirsten Drickey

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