1. Is Your Learning Management System Firing on All Cylinders? Consider a Professional Tune-up!

    So, your Learning Management System (LMS) is up and running, perhaps for some time – but is it delivering all the horsepower it can? Whether you have been live for three months or three years, performance gains can always be found.

    There are two reliable ways of determining where you need improvements: asking your users, and asking a professional.

    Ask your users. Don’t ignore your most important critics. Conduct “Voice of the LMS” surveys at 6, 12, and 18 months after go-live to measure the user experience and gather valuable input on areas for improvement. If you have a decentralized Administration model, poll your Administrators also on what is and isn’t working.

    Ask a professional. Decisions made during the implementation process are often best guesses – a case of “not knowing what you don’t know.” However, once you’ve lived with the system for a while, it’s a good idea to revisit initial configuration decisions. A product expert can offer valuable best practices, ask questions you may not have considered, and help put improvements into action.

    Areas which benefit from post go-live adjustment commonly include:

    • User Homepage Layout – consider adding custom information – announcements, graphics, links, and embedded media – targeted by audience.
    • Administrator Roles and Domain Restrictions – now that your Admin roles have been “test driven”, you should have real-world feedback on what is, and isn’t, working (and perhaps who is doing things they should not be doing).
    • Course Delivery Strategy –User Data – is your HRIS or integrated Performance Management system providing all the User metrics you need, to effectively assign training and report on results?
      • Overall Course Catalog: take a health-check on Subject Areas (Course Categories), to see whether what seemed like a good idea at the time is working in practice; consider revising your strategy to make more elective content available to key areas of your business.
      • Instructor-led Training: if your current model is to have Admins manage enrollment on the “back end”, can you begin moving to a user self-enrollment model?
      • Online Training: are you ready to explore integration of new content types, or to introduce libraries of vendor content? Your “Voice of the LMS” surveys can be a good source of info on what kind of training your users want.
      • On-the-Job Training: if you are not currently tracking On-the-Job training, consider introducing something like a task checklist, and engage your managers or mentors to play a role in observing performance and marking completion.
    • Opportunities for Integration – are there complementary systems you could implement to take your LMS to the next level – e.g. Social Media platforms, Career Development Planning software?
    • New Functionality – with a SaaS platform, new functionality can be hard to keep up with; a product expert can demystify what has been introduced to the product since your implementation wrapped.

    Don’t fall into the “set it and forget it” trap. Your LMS, like a car’s engine, needs occasional tune-ups to run efficiently.

    Written by: Christopher Fellabaum, Knowledge Manager, LMS



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