Training Employees Online: A Practical Guide

Training your team online isn't just a nice-to-have anymore; it's the strategic backbone for any business that wants to stay productive and grow. We’ve moved past simple convenience. Now, it's about using digital tools—especially video-powered Learning Management Systems (LMS)—to deliver training that’s consistent, engaging, and works for everyone, no matter where they are. For any company juggling remote or hybrid work, this is non-negotiable.

Why Online Employee Training Is So Important Right Now

Let's be honest, the old way of doing things—herding everyone into a conference room for a day of training—is fast becoming a relic. As teams spread out across different cities and time zones, just trying to get everyone in the same place at the same time is a logistical nightmare. This is exactly where a smart online training plan comes in, making sure every single person gets the same top-tier information, every single time.

Imagine a fast-growing tech company has just hired new salespeople in London, New York, and Sydney. Flying them all to headquarters for a week of onboarding is not only eye-wateringly expensive but also incredibly disruptive. The actionable alternative? A slick, video-based training module on the company’s CRM software that each new hire can tackle at their own pace during their first week. Just like that, you've standardised their foundational knowledge from day one, saving thousands in travel costs.

Driving Growth and Keeping Everyone on the Same Page

Going digital with training isn't just a workaround for in-person learning; in many ways, it's a genuine upgrade. Digital platforms let you build a single source of truth for all your training materials. It guarantees that the employee in the main office and the one working from their kitchen table are learning the exact same processes and company values. That kind of consistency is vital for keeping quality high and staying compliant.

The perks go way beyond just sorting out logistics:

• Better Retention: People feel valued when their company invests in their skills. In fact, a staggering 94% of employees say they would stick with an employer for longer if they invested in their development.

• Higher Productivity: A well-trained employee is a confident and competent one. That translates directly to fewer mistakes and better output.

• Easy Scalability: A digital training programme can be rolled out to hundreds or even thousands of employees without a massive jump in cost or effort.

Adapting to a Digital-First World

The pivot to digital learning has accelerated dramatically over the past few years. The UK's online education and training sector is actually projected to hit £5.0 billion by 2025, a boom set off by the massive shift to remote work. You can explore more about what we have learned from this shift and see how it’s continuing to shape how we do business. This isn't just a fad; online training is now the primary, most effective way to develop your workforce.

When organisations embrace a solid online training strategy, they're doing more than just saving money on flights and conference rooms. They are building a more agile, skilled, and engaged team that's ready for whatever comes next. It’s a direct investment in a company's most valuable asset: its people.

Designing Your Online Training Blueprint

A great online training programme doesn't just happen. It's built on a solid, well-thought-out foundation, not guesswork. Before you even think about creating a single piece of content, you need a clear blueprint that spells out exactly what you want to achieve and how you’re going to get there. It’s about moving past assumptions and digging deep into what your employees actually need to succeed.

The first practical step is to conduct a training needs analysis. This doesn't have to be complicated. Start by scheduling 30-minute chats with department heads to understand their team’s biggest performance hurdles. Then, follow up with a quick, anonymous survey for all employees using a tool like Google Forms or SurveyMonkey. Ask simple questions like, "Which software do you feel least confident using?" or "What one skill would help you do your job better?"

Setting Clear and Measurable Goals

Once you have a handle on the skill gaps, it's time to set clear, measurable learning objectives. Vague goals like "improve sales skills" are impossible to track and almost always lead to disappointing results. A much more actionable approach is to use the SMART criteria (Specific, Measurable, Achievable, Relevant, Time-bound) to frame your objectives with real precision.

This simple shift can turn a fuzzy goal into a powerful performance indicator.

• Vague Goal: "Improve customer support."

• SMART Objective: "Reduce the average ticket resolution time by 20% within the first quarter after completing the advanced troubleshooting course."

A well-defined objective acts as your North Star throughout the design process. It ensures every module, quiz, and video you create serves a specific, measurable business purpose, making it far easier to demonstrate the real-world value of your online training.

This visualisation shows the simple but powerful shift from traditional, in-person training methods to a more dynamic and results-driven online approach.

The key takeaway here is that modern training isn't just about sticking content online; it’s about using the right digital tools to achieve tangible, positive outcomes for the business.

Choosing the Right Content Formats

With your objectives locked in, you can start selecting the most effective content formats. The format should always serve the learning outcome. For example, if you need to teach a complex software process, a series of short, screen-recorded video tutorials will beat a lengthy PDF guide every single time.

A practical insight is to blend different formats to keep learners engaged and cater to different learning styles. Here is an actionable mix for a project management training programme:

• Bite-sized video modules: Create a 5-minute video explaining the "Kanban" methodology.

• Gamified quizzes: Follow the video with a drag-and-drop quiz where learners sort tasks into a virtual Kanban board.

• Live workshops: Host a weekly 1-hour session on Zoom where teams practice applying the framework to a real-world case study.

By lining up specific formats with clear learning outcomes, you create a training experience that feels purposeful and actually makes an impact. Of course, the right platform is key to managing these varied formats, and our online course platforms comparison for UK institutions can help you explore the best options out there. This kind of thoughtful planning ensures your efforts in training employees online translate directly into measurable skill improvements and real business growth.

Creating Video Content That Actually Engages

Video is the beating heart of modern employee training, but let's be honest—just pointing a camera and hitting record isn't going to cut it. If you want to grab your team's attention and actually make new skills stick, you need to be intentional with your video content. It's time to move away from those long, rambling presentations and embrace something more focused.

The secret weapon here is microlearning.

We're talking about short, sharp videos that are easy to digest. Think three to seven minutes long, with each one tackling a single, specific idea. For example, instead of a 45-minute epic on "customer service," break it down into a practical series: a five-minute video on "The Three-Step De-escalation Technique," another on "Writing Empathetic Emails," and a third on "Closing a Support Ticket Effectively." This respects everyone's time and makes it far easier to absorb and remember the important stuff.

Simple Production for Professional Results

You don't need a Hollywood budget to make great training videos. A modern smartphone and a decent external microphone will get you most of the way there. Here’s a practical tip: always film in a quiet, well-lit room. Natural light from a window is your best friend. For a stable shot, invest in a simple tripod—it costs less than £20 and makes a world of difference.

A straightforward script is also non-negotiable. It keeps you on track, ensures your delivery is concise, and stops you from getting sidetracked. If you're new to this, our guide to becoming a training video creator is packed with more in-depth tips to get you going.

A well-structured script is your roadmap to a successful video. It transforms a potentially chaotic recording session into a focused, efficient process that delivers a polished and professional final product.

To give you a practical example, here’s a simple script template for that customer service video we mentioned on handling an unhappy client:

Scene/Shot	Dialogue/Action	On-Screen Text/Graphic
Intro (15s)	"Hi team. Today, we're tackling a tough but vital skill: turning a customer complaint into a positive experience."	Topic: De-escalating Client Issues
Step 1 (45s)	"First, actively listen without interrupting. Let them know you hear their frustration. Use phrases like, 'I understand why you're upset.'"	1. Listen Actively
Step 2 (45s)	"Next, empathise and validate their feelings. Acknowledge the issue from their perspective. For example, 'That sounds incredibly frustrating.'"	2. Empathise & Validate
Step 3 (60s)	"Finally, propose a clear solution. Offer one or two concrete options to resolve the problem and ask which one works best for them."	3. Offer a Solution
Outro (15s)	"Remember these three steps to regain control and build trust. Check the resources below for more examples."	Listen → Empathise → Solve

Making Videos Interactive

The final piece of the puzzle is turning passive viewing into active learning. This is where a modern LMS really shines, letting you embed interactive elements directly into your videos.

• In-video quizzes: After explaining a key concept, drop in a quick multiple-choice question. For example, after the de-escalation video, ask: "What is the first step when dealing with an angry customer?" It’s a great way to check for understanding right away.

• Embedded resources: Need to share a checklist or a detailed article? Add a clickable link that pops up right when it's most relevant in the video player. For instance, link to your "Refund Policy" document during the "Offer a Solution" step.

These actionable touches transform your videos from a simple broadcast into a dynamic learning tool. When you're training employees online, that's exactly what you need to keep them focused and engaged.

How to Choose the Right Learning Management System

Your Learning Management System (LMS) is the digital headquarters for your entire online training programme. Picking the right one isn't about finding the platform with the longest feature list; it's about finding the one with the right features for how your business actually works. The perfect platform for a creative agency will almost certainly fall short for a company in a highly regulated industry.

Let's use a practical example: a pharmaceutical company must prioritise rock-solid compliance tracking and automated certification management. For them, the LMS needs to be a fortress of proof, showing exactly who completed what training and when. On the flip side, a marketing firm might get more value from social learning features, collaborative project spaces, and a slick integration with tools like Slack to keep the knowledge flowing.

Define Your Must-Have Features

Before you book a single demo, create a crystal-clear checklist of your non-negotiables. It’s easy to get distracted by flashy add-ons, so stay focused on the core functionality that will either make or break your programme.

Here are some practical questions to ask vendors:

• Is it actually easy to use? Ask for a trial account and have a few non-technical employees test it. Can they easily find and start a course in under two minutes? If not, it's too complicated.

• How does it work on a phone? During a demo, ask the salesperson to share their mobile screen and show you the full learner experience.

• Can it talk to our other software? Provide a list of your key systems (like your HR platform, e.g., BambooHR or Personio) and ask for a specific demonstration of the integration.

• Will it grow with us? Ask about pricing tiers. What is the cost difference between 50 users and 500 users? Are there hidden fees for data storage or support?

Choosing an LMS is a long-term commitment. You’ll always get a better return on your investment—and a much better experience for your team—by prioritising a system that fits your day-to-day reality over one with a dizzying list of features you'll never use.

Comparing Different Types of LMS Platforms

Getting your head around the main categories of LMS will help you narrow down your search pretty quickly. Each type is built for a different purpose and comes with its own set of pros and cons.

A great way to get a deeper understanding of the different platforms available is by digging into resources like Mastering Enterprise Learning Management Systems. It’s a solid guide for navigating the more complex, large-scale options.

To help you get started, here’s a quick comparison of the most common platform types.

LMS Platform Feature Comparison

Choosing an LMS can feel overwhelming, but breaking it down by category helps clarify which type aligns with your organisation's size, technical capability, and budget. The table below outlines the key differences between the most common options.

Feature	Basic Cloud-Based LMS	Open-Source LMS	Enterprise-Level LMS
Initial Cost	Low subscription fees	Free software, but high customisation and hosting costs	High initial investment and ongoing licence fees
Customisation	Limited; usually restricted to branding and basic layouts	Highly customisable, but requires technical expertise	Extensive customisation options with vendor support
Support	Standard support packages (email/chat)	Community-based support forums; paid support is extra	Dedicated account managers and premium 24/7 support
Best For	Small to medium-sized businesses with standard training needs	Organisations with a dedicated IT team wanting full control	Large corporations with complex compliance and integration needs

Ultimately, the best LMS is simply the one that solves your specific problems without blowing your budget. By creating that detailed checklist and understanding the key differences between the platforms, you can make a smart decision that will power your training strategy for years to come.

Measuring the True Impact of Your Training

So, you’ve launched your online training programme. It’s tempting to look at the completion rates, give yourself a pat on the back, and call it a day. But those numbers don't tell you the whole story.

To prove your training is actually delivering value, you need to measure its real-world impact—on both your employees and your bottom line. This means digging deeper than simple vanity metrics to find out if your team is learning, changing their behaviour, and driving better business results.

A fantastic, practical framework for this is the Kirkpatrick Model, which breaks evaluation down into four clear levels.

Levels 1 and 2: Reaction and Learning

The first level, Reaction, is straightforward. Did people find the training engaging and relevant? Get a quick pulse on this with a simple post-training survey. Use a one-to-five scale and ask questions like, "How relevant was this content to your daily tasks?"

Next is Learning. This is where you measure what knowledge was actually picked up. Pre- and post-training assessments are your best friend here. For example, before a cybersecurity course, give staff a 10-question quiz on spotting phishing emails. Once they’ve finished the video modules, give them a similar quiz. A jump in the average score from 6/10 to 9/10 is concrete proof that learning happened.

Level 3: Behaviour Change

This is where things get really interesting. Behaviour tackles the big question: are people applying what they learned on the job? Knowledge is great, but application is what truly matters.

Here are a couple of practical ways to track this:

• Manager Observations: For a new sales training module on CRM data entry, ask managers to check five random customer accounts per team member one month after the training. Are the new data fields being used correctly?

• Peer Feedback: For a course on improving team collaboration, use a short, anonymous survey asking, "On a scale of 1-5, how has communication within the team improved over the last month?"

To really get under the skin of your training ROI, you need to connect the dots with data by leveraging Human Resource Analytics. This helps you tie training activities directly to tangible performance on the ground.

Level 4: Business Results

The final, and most powerful, level is Results. This is where you link your online training directly to key business performance indicators (KPIs). It's the data that gets leadership's attention and justifies future investment in your programme.

The ultimate goal is to draw a clear, data-backed line from your training initiative to a measurable business outcome. When you can say, "We ran this training, and as a result, this specific metric improved," you've demonstrated undeniable ROI.

Consider this real-world scenario: a retail company's support team completes a new online course focused on advanced product knowledge. To measure the results, you’d track the rate of first-call resolution. If you see a 15% increase in issues solved during the first contact within three months, you have powerful evidence that the training was a massive success.

Employee training in the UK is increasingly leaning on digital methods because companies are seeing real benefits. In fact, businesses using eLearning platforms have seen an 18% boost in employee engagement. Better yet, knowledge retention rates can jump from a measly 8-10% in traditional settings to as high as 60% with online learning.

Boosting Engagement and Overcoming Hurdles

Let’s be honest. Even the most perfectly planned online training programme can hit a wall. Getting your content launched is one thing, but keeping your team genuinely invested and navigating the inevitable bumps in the road? That's where the real work begins.

From flagging engagement levels to surprise technical hiccups, having a few practical solutions up your sleeve is the secret to making sure your training sticks for the long haul.

One of the most common hurdles is simply keeping learners interested after the initial novelty wears off. An actionable insight is to create a communication plan. Send a weekly email highlighting the "module of the week" and share a success story from a colleague who has already applied their new skills.

Sparking Motivation and Connection

To fight off low engagement, think about bringing in some gamification. These simple additions tap into our natural desire for achievement and recognition, turning what could be passive learning into an active, enjoyable challenge.

• Badges and Certificates: Award a "Customer Hero" badge in your LMS when someone completes the entire customer service curriculum.

• Leaderboards: For a sales training programme, create a leaderboard that tracks quiz scores and module completions. Offer a small, tangible prize like a £20 coffee voucher for the monthly winner.

Another powerful move is to build a sense of community. Online learning can feel a bit isolating, so it's vital to create spaces where people can connect. A dedicated Slack or Teams channel for a course is a great start, giving employees a place to ask questions, share their own insights, and learn from each other’s experiences.

Tackling Technical and Management Hurdles

Technical glitches are going to happen. It's a fact of life. But they don't have to completely derail your training programme.

A practical solution is to create a short, simple FAQ video that walks users through common issues, like logging in for the first time or finding course materials. Just as important, make sure there's a clear, responsive point of contact for tech support—like an email address—so no one feels left in the dark.

Securing and maintaining management buy-in is the bedrock of a thriving training initiative. When leadership visibly champions the programme, employees are far more likely to see its value and prioritise their participation.

To keep your leadership team invested, you have to consistently tie the training back to real business outcomes. Don't just hand them a report on completion rates. Share success stories backed by data. For example, show them a graph illustrating how customer satisfaction scores have increased since the launch of your new support training.

This proactive approach is more important than ever. Despite the obvious benefits, nearly half of UK organisations (48%) didn't offer any staff training at all last year. That's a shocking statistic, especially when you consider that 94% of employees say they would stay longer with a company that invests in their development. The link between training and retention is crystal clear. You can read the full research on UK employee training trends to see just how vital this investment is.

By consistently demonstrating the value you're bringing to the table, you ensure your online training efforts aren't just supported, but celebrated.

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MEDIAL's AI-powered video platform integrates seamlessly with your existing LMS, making it easier than ever to create, manage, and deliver engaging training content that overcomes hurdles and drives real results. Discover how MEDIAL can transform your online training by scheduling a personalised demo today.