Higher Upfront Investment:
Because you’re building bespoke content from scratch, the initial cost and time commitment may be higher compared to purchasing an off-the-shelf course.
However, this investment pays off in the long run since the training is reusable, scalable, and far more relevant to your organization’s needs. By clearly defining the scope and budget from the start, you can avoid overspending and still achieve high-quality results.
Time to Deployment:
Custom development naturally takes more time than buying ready-made content, as it involves design, review, and testing phases. Planning a realistic timeline helps prevent delays and ensures smooth rollouts.
If time is limited, you can prioritize high-impact modules first and release the rest in phases — an approach that delivers value early while maintaining quality.
Need for Effective Subject-Matter Input:
To make your online training accurate and meaningful, you’ll need deep insights and examples from internal subject-matter experts (SMEs). Without their input, the content may lack practical relevance. Encourage collaboration between your SMEs and instructional designers to blend expertise with engaging storytelling and interactivity.
Keeping Content Updated:
Business processes, policies, and technologies evolve over time — and so should your training. Regularly reviewing and updating your custom eLearning content keeps it fresh and useful. Building courses in a modular format makes updates easier, as you can change specific sections without rebuilding the entire program.
Ensuring Accessibility and User Experience (UX):
Since the training is delivered online, it’s crucial to ensure that learners with different devices, browsers, and internet speeds can access the content smoothly. Accessibility isn’t just a technical requirement — it’s about inclusion and learner satisfaction.
Always test your course on multiple platforms and adhere to accessibility standards to provide a seamless learning experience for everyone.
Adoption and Engagement:
Just because a course is custom doesn’t automatically mean employees will be eager to take it. Engagement comes from thoughtful design, interactive features, and a clear connection to real-world job tasks.
Promote the course internally through leadership endorsement, email campaigns, and learner rewards to drive participation and make the training experience enjoyable.
