5 Training Design Mistakes (And How to Avoid Them)

With scalable training options and data-driven insights, organizations across various industries are leveraging digital learning platforms to upskill their teams and onboard new hires. The importance of eLearning in corporate training and continuing education has grown immensely with more than 40% of Fortune 500 companies using eLearning regularly.

Whether you’re just getting started with eLearning or you’re a seasoned pro looking to fine-tune your strategy, even the best training intentions can fall flat if the learning experience isn’t thoughtfully designed. From content overload to unclear objectives, there are common mistakes that can derail engagement and reduce the overall effectiveness of your training program. 

The good news? These missteps are avoidable. In this blog, we’re breaking down five of the most common training design mistakes in eLearning and more importantly, how to avoid them by applying best practices and making the most of tools like DigitalChalk.

1. Relying Only on Test Scores

Just because a learner scores well on quizzes doesn’t necessarily mean they’ve mastered the material, especially when it comes to applying that knowledge on the job. While traditional tests can measure knowledge retention, they often miss the bigger picture: real-world skill application and long-term retention.

To truly measure learning success, it’s important to move beyond basic quizzes and incorporate performance-based assessments, scenario-based activities and even peer or manager feedback. These approaches offer a more accurate reflection of whether learners can apply what they’ve learned in practical settings. Consider tying assessments to specific job tasks or outcomes. This not only reinforces the relevance of the training but also gives learners a chance to actively apply their knowledge.

2. Overloading Learners with Content

It’s tempting to pack your course with as much information as possible, after all, you want your learners to leave informed and well prepared. But when too much content is delivered all at once, it can quickly become overwhelming. Learners may skim through material or retain very little of what they’ve seen.

Instead of cramming everything into a single session or module, break content into smaller, digestible pieces using microlearning strategies. This helps reduce overload and allows learners to process and retain information more effectively. Think of short videos, bite-sized lessons and focused quizzes that reinforce key concepts without overwhelming your audience. Interactive visuals, infographics and knowledge checks can also be potential solutions to maintain learner engagement.

Need inspiration? Check out our blog: ‘10 Tips for Designing Interactive & Engaging Online Courses’

3. Overlooking Mobile and Accessibility Needs

Today’s learners are on the move and your training content should be too. Designing courses that only work well on desktops or ignore accessibility features can limit who engages with your program and how effectively they do it. When mobile responsiveness and accessibility are afterthoughts, learners may struggle to complete courses, which could lead to frustration, lower completion rates and missed learning outcomes.

To ensure your content reaches everyone, adopt a mobile-first mindset when designing courses. That means using responsive layouts, optimizing load times and making sure your content works seamlessly on smartphones and tablets. Users not only respond well to this mode of training but might also find it useful. A study by Towards Maturity found that 64% of learners consider accessing training content on a mobile device to be “essential” or “very useful”. On the accessibility front, incorporating alt text, closed captions, keyboard navigation and screen reader compatibility helps support learners with disabilities and ensures your training is inclusive and compliant.

4. Creating Content Without a Clear Focus

Courses should be built on two key items: a defined audience and a clear purpose. Without keeping these in mind, it’s easy to end up with content that feels scattered or confusing, leaving learners disengaged and unsure of how the training applies to their roles.

Before building your course, take a step back and ask: Who is this training for? What do I want them to know or do by the end of it? 

For example, a harassment prevention course might be designed for new employees. Its purpose would be to provide an overview of general workplace behavior but also to explain your company’s specific policies on harassment. This focus ensures the course is relevant and directly applicable to their transition into the company.  

5. Skipping Interactivity

When eLearning feels like reading a digital textbook, learners check out. Static, text-heavy content may deliver information, but rarely delivers impact. Without opportunities for engagement, learners are more likely to lose interest and retain less information.

Interactive elements, such as quizzes, drag-and-drop exercises, scenarios, or embedded videos, can turn passive participation into active engagement. These tools not only boost engagement but can also help reinforce key takeaways through practice.

Moving Forward: Don’t Overcomplicate It

We also understand that implementing a learning strategy can come with questions along the way. That’s why DigitalChalk provides unlimited support, with our support team available 20 hours a day, 7 days a week. Whether you need technical assistance or strategic guidance, we’re here to help every step of the way.

Schedule a demo or book a Learning Strategy Assessment today and see how DigitalChalk simplifies training to help your team thrive.