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When people with HR responsibility or managers decide to implement an LXP in the company, it is all about good planning. Read this blog to learn how you can successfully implement an LXP in your company and have as many employees on board as possible from the beginning.
Status quo analysis
The man in the picture is looking at a whiteboard loaded with notes. Whiteboards are also a valuable tool in digital for project management, topic identification, workflows and much more. But some projects require much more than visualisation on a wall. Planning, interactivity and workshops are just a few keywords that always form important elements in large projects. This is also the case when the idea arises within a company to introduce a Learning Experience Platform (LXP). In this scenario, no whiteboard is sufficient to implement the approach as a project.
First Things First: Employers and employees are usually aware of the status quo of the company. The need for change in the present requires recognised weaknesses in the past. Employers need to realise that sustainable and modern knowledge transfer in digital form without a top-down approach can only happen with intuitive and interactive tools like LXPs.
However, before implementing an LXP in your organisation, it is essential to conduct a thorough needs assessment. Identify the specific learning needs, challenges and goals of your company or organisation. An LXP must always be customised to the company in order to unleash its full potential. In our experience, the platform is most often used by employees at all levels of responsibility. Therefore, consult employees, managers and other stakeholders to get a full understanding of their learning needs.
Goals
Once the needs assessment has been completed, it is time to set clear goals and milestones for the LXP implementation. These goals should be specific, measurable, achievable, relevant and time-bound (SMART goals). The more specific they are, the more sustainable the cooperation with the solutions provider will be in the next steps. Determine what results you want to achieve through the use of the platform, e.g. improving employee skills, increasing productivity or shortening the onboarding for new employees. In addition, formulate possible concrete use cases with which you want to use the system later. These provide a summary picture of your objectives and are an important hub for service providers to explore customisation potentials. A clear objective helps you measure progress and evaluate the success of your LXP implementation.
Communicate these goals publicly to all employees of the company. This will raise awareness of the purpose and added value of an LXP and increase the motivation of employees to participate and use the platform.
Check whether an LXP can be easily integrated into your existing infrastructure. Seamless connection to other HR and learning systems facilitates access to relevant information and increases efficiency. The e-learning tool should be smoothly integrated into the company's existing structures and not be perceived as a new "challenge" for employees.
One of the most important features of LXPs is the personalisation of learning. Make sure that your platform adapts content and learning paths to the needs and interests of individual learners. This increases staff motivation and engagement to learn.
Participation of employees
An LXP thrives on interactivity through the multiple nucleus approach. Why wait until the software has already been implemented in the daily business of the company before relying on interaction? LXPs live from the mutual exchange of their users - i.e. the employees in your company. Take advantage of this opportunity and create the conditions for flat hierarchies. While LMS systems tend to direct from the top down, LXPs like U2D Aprenia unfold their potential in social learning.
Staff engagement is crucial to the success of an LXP. Involve staff in the induction process from the beginning. Explain to them the reasons and objectives of implementing an LXP and highlight the benefits you can gain from it. Give them the opportunity to actively participate in shaping their requirements in order to prepare a sustainable interest in using this system. Conduct training and workshops to familiarise staff with the LXP features and support them in using the platform. Encourage feedback and questions to address concerns and promote adoption of the new platform.
Workshops with LXP provider
Once all the requirements have been formulated by the management and the concerns and wishes of the employees have been included in the pool of requirements, the next step can be taken - the consultation of suitable LXP providers. In a workshop phase, both parties should first get to know each other. In this phase, the use case designed in advance should be discussed. We at U2D Aprenia do our utmost to elicit your requirements as precisely as possible. We have made it our business to make our LXP U2D Aprenia multifunctional - like a Swiss army knife. The connection of external content providers is only a part of the individual services that we can and want to implement together with our customers. The focus is on the company to be served with its individual needs and requirements in terms of branding, range of functions, additional connections and training.
At the end of this workshop phase, both parties should be one hundred percent in consensus about the content of the future tool. Only then can the developers begin with a sustainable adaptation of the system, so that in the end - even with corrections in the adaptation process - the desired product is final and nothing stands in the way of licensing.
Training of employees
Once the product meets customer satisfaction, it becomes available to employees through licensing. It can pay off to wait a little longer before "full licensing" - every employee gets a licence for the LXP tool. Organise a smaller group within the company to learn how to use the tool together with the service providers. When this smaller group has gained insight and knowledge about the LXP, the remaining required licences can follow.
This has two positive aspects. On the one hand, the "first" employees to use the tool can enter content and, during this familiarisation phase, get to grips intensively with U2D Aprenia, for example. This has the advantage of creating so-called "super users", who in turn form an important first pillar of the software in the corporate culture. On the other hand, in the best case - in addition to the already existing content of the company - there is also content from team members in the tool, which gets the "snowball" in terms of interactivity on the platform rolling even more.
Ensure that all your staff receive the training they need to use an LXP effectively. Provide training materials, tutorials and coaching to help them get started. It is also important to have good customer support from LXP providers so that users can get help quickly if they have problems or questions.
Evaluation of the implementation and conclusion
After implementing an LXP, it is important to continuously evaluate the effectiveness and benefits of the platform. Collect staff feedback and track key performance indicators. Identify areas for improvement and make changes as needed to achieve the best possible outcome Responsible LXP providers should listen to feedback and be able to respond quickly to acute complications. Ensure that the LXP is used sustainably in the company by eliminating problems. This is the only way to ensure that the transfer of know-how within the company is increased and that procedures and processes are optimised and accelerated.
Even after implementation, always remember: the success of the LXP depends more on the employees than on the employers. Therefore, the users should be in the focus when it comes to usability and the range of functions.
Implementing a learning experience platform can have a positive impact on your organisation's learning culture and performance. By following these best practices, you can ensure that your LXP implementation runs smoothly and that your employees get the most out of the platform. Remember that a successful LXP is not only dependent on technology, but also on strategic planning and employee engagement.
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