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Love Your LMS Part 2: 3 Tips for Managers

Love Your LMS Part 2: 3 Tips for Managers

Do your managers love your LMS? Most of the time, the answer is a resounding “NO!” But it doesn’t need to be that way.

Welcome back to our three-part mini-series exploring ways to make more people love the learning management system.  In the first part of our series we looked at how to get your L&D departments to love LMS. This time, we’re looking at how to get your managers on board. (Next time… you’ll have to wait and see!)

Here are our 3 top tips to ensure your LMS is loved by your managers.

1. Personalize, Personalize, Personalize

Whether you’re a team of 1 or 1,000, each is its own person and would definitely like to be seen as such (I’m sure you already know this). The trick to successful personalization is creating journeys – in our case learning journeys – rather than an academic style of learning experience.

That means that your LMS should have the capability to set personal and individual goals, audiences, programs, as well as look and feel items for the learner.  Assigning different learning opportunities based on their specific growth channels ensures each learner believes the system was designed with their own unique needs, time and requirements in mind.  Not only will managers love your LMS, your learners will too!

It’s important to remember to talk to your provider about possible branding of your LMS – including specific branding for the different departments or sections of your organization. This will all help towards making the learner feel engaged.

Embrace Automation

Another great way to ensure personalization is the use of automated messages that can be sent to your employees through the system. For example, personal messages that guide the employee through system features, or messages suggesting new and specific learning opportunities to enrich and engage the employee.

Paying attention to the small details like using their name in the email subject line, or sending messages straight to their phones can make a big difference. When people know you’re thinking about them, they will naturally be more open to learning, experiencing new things, and developing themselves both personally and professionally.

2. Control Your Employee Development – Your Way

Around 68% of users of LMS systems today prefer the blended learning approach when it comes to training their employees. And whilst that could be true of your organization, it doesn’t have to be!

The beauty of a flexible, cloud-based LMS is that it’s extremely flexible and fits into your organization’s culture, work ethics, and manager expectations of what the training should look like.

Prefer more face-to-face interactions to pass the knowledge along?

With seminar management tools (such as those found inside Ekko), you can easily schedule classrooms, manage signup sheets and enrollment requirements – allowing you to invite users to attend events with no extra fuss. On the other hand, self-paced learning courses of all types can also be made available, and can be built by you, your R&D department, or by you yourself. The choice is yours!

Want your managers to love your LMS? Give them the freedom to access their learning anywhere and on their own terms.

3. Track Your Employees

So, you’ve set goals, built and assigned everyone to their relevant courses and programs.. and now what?

Tracking, and seeing your employees’ progress throughout the day is one of the most important features an LMS offers you and your organization. No, it’s not spying. It’s being a watchful eye to make sure your employees reach their goals, develop as the workforce your organization needs, and work towards raising performance rates.

An LMS Managers Love

Want to learn more about how our customers use Ekko to enhance their retention rates and improve overall performance rates while closing all the existing gaps? Arrange a demo today to find out what Ekko can do for you.

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