Creating effective custom e-learning starts long before the first screen is designed. Planning mistakes can be costly, but they’re avoidable when you follow a few essential best practices. Above all, the focus should always be on behaviours – the behaviours you want to change, confirm or assess. If your learning isn’t influencing behaviour, it’s worth asking why you’re creating it.
Best practices for custom e-learning creation
Is bespoke e-learning needed?
Before starting from scratch, check whether what you need already exists as an off-the-shelf course. Some large providers offer fixed content with limited flexibility or high customisation costs. However, many other providers offer high-quality courses that you can personalise with your branding and adapt cost‑effectively without needing full bespoke development.
Establish your objectives
It’s tempting to think in terms of topics like “Bribery”, “AML” or “Ethics”, but this isn’t the most effective way to define learning needs. Instead, think about what you actually want people to be able to do. For example:
follow the guidance in your policy
apply your rules to everyday scenarios
find the right advice and resources
take action to comply
Clear behavioural objectives help you create meaningful learning that directly supports your organisation’s needs.
Identify your target audience
Understanding your audience is essential. Consider their job roles, experience levels, whether they are new starters or long‑standing employees, and what they currently do in practice. This helps you avoid presenting entry‑level content to experienced staff or missing foundational knowledge for new recruits.
Identify and sift appropriate resources
It can be tempting to include every internal document ever written about the subject. Instead, keep returning to your objectives. If content does not help achieve them, it’s unnecessary. Keeping resources focused creates clearer, more engaging learning.
Consider the bigger picture
Think about where this module fits within your wider training landscape. For example:
does it form part of a series with a consistent look and feel?
is it a standalone update aimed at refreshing knowledge?
is it intended only for a specific group?
Understanding the bigger context helps ensure the course aligns with your organisation’s overall learning goals.
Agree on priorities, goals and scope with stakeholders
Make sure all stakeholders have agreed on the scope, expectations and goals before development begins. When priorities are clear from the outset, the process is smoother and avoids late‑stage delays caused by internal disagreements.
Be ambitious
Consider how your learning can adapt to each learner’s needs. This can include:
diagnostic assessments to identify existing behaviours
follow‑up games or challenges to test effectiveness
intelligent branching to deliver personalised experiences
Thoughtful ambition helps ensure your learning is both engaging and impactful.
What next?
E-learning comes in many shapes and sizes. Explore available options, request demonstrations, ask for customer references and speak directly with providers. The right solution depends not only on the product but also on whether the provider is the right fit for your organisation. The more you know about what’s possible, the better your final decision will be.
Conclusion
You’ve now explored the key considerations for planning and creating custom e-learning. If you need additional support or want help reviewing your plans, contact your Customer Success Manager by selecting Send us a message via the help icon on your portal, or by emailing [email protected].