6 Ways to Improve Your Learning Experience Design
Getting your Learning Experience Design right can mean the difference between effective learning which people love and “just another workshop”. It can be the difference between L&D being seen as “nice to have” and a crucial part of your business strategy.
In this article, I run through 6 ways you can improve your learning experience design.
Accessibility
Accessibility in learning experience design can be broken down into two critical aspects. First, have you ensured that the learning is physically accessible? For instance, if you have a geographically dispersed workforce, will you fly them into one location, or will you provide an online learning option? Similarly, for call centre staff with highly regimented schedules, assigning self-led learning in their free time may not be practical. Instead, consider tailoring your approach to suit different groups’ needs and ensure learning is easy for them to attend and access.
Second, and perhaps more importantly, consider how your design accommodates individuals with different accessibility needs. For example, as someone who is dyslexic, I find long-form text challenging. A design that fails to account for such differences risks alienating learners. By creating versions of the learning experience that are equally engaging and accessible to everyone, you demonstrate care for how people like to learn and their ability to succeed.
Belonging
Why is fostering a sense of belonging so important in your programs? Belonging goes beyond inclusion. It’s not just about being invited to the party—it’s about feeling free to get up and dance. In learning environments, people may feel hesitant due to factors like imposter syndrome or cultural fit. For instance, in workplaces where experimentation and mistakes aren’t embraced, learners might shy away from full participation.
Design your programs with mechanisms that encourage confidence and experimentation. Warm-up exercises can be particularly effective—not as clichéd icebreakers but as simple, creative activities. For example, self-portrait drawing works well. It’s fun, childlike (not childish), and levels the playing field. Activities like this help participants feel comfortable and confident to engage, experiment, and, yes, “Let’s dance.”
Fun
Why should learning experiences be fun? Because learning should provide a mental break from the stress of work. Incorporating elements of play within your programs creates a clear separation between work and the learning environment. When participants see learning as enjoyable and engaging, they’re more likely to carry that enthusiasm back to their jobs.
Strategically placed fun activities can boost engagement, create a positive emotional association with the program, and make participants more open to adopting the lessons learned. The ultimate goal is to help people enjoy the learning process and, in turn, improve their work experience and performance.
Personal Drivers
Personalization is key to creating meaningful learning experiences. When learning feels tailored to participants’ specific needs and goals, they’re far more likely to engage with it. Achieving this involves two things: understanding what the group or individual needs from the program and identifying the internal drivers that motivate them.
When learning is personalized, participants are more invested in adopting the behaviors and skills you aim to develop. This approach not only makes the learning experience more impactful but also fosters better performance improvements back on the job.
Relevance
Relevance is a cornerstone of effective learning design. Start by analyzing what participants can do now and what they need to do next, then design experiences that help them bridge that gap. By making the content directly applicable to their roles, you show participants that you’ve listened to their needs and provided something valuable.
When learners can immediately apply what they’ve learned, it reinforces the program’s effectiveness. This creates a positive feedback loop: participants see the value of the training, apply it successfully, and become eager for more relevant learning opportunities.
Stress
Incorporating moments of manageable stress into learning experiences can significantly enhance memory retention. Research suggests that when activities are slightly stressful yet enjoyable, they’re more likely to be encoded into long-term memory.
Design challenges that stretch participants just enough to provide a sense of achievement. Pairing these moments with enjoyable activities creates a powerful combination that helps learners recall and apply lessons more effectively. Balance is critical—too much stress can be counterproductive, but the right level can make learning experiences unforgettable.
Final thought
By focusing on accessibility, belonging, fun, personal drivers, relevance, and manageable stress, you can create learning experiences that are engaging, impactful, and memorable. Thoughtfully designed programs help learners thrive, drive performance improvements, and foster a deeper connection to their roles. Remember, the goal is to empower your learners to succeed—and enjoy the journey along the way.
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