How Do I Know Which Learning Solution is Right For My Business?
It’s the million-pound question.
You’ve made the decision:
Something needs to change.
Your people need support, capability needs to improve, and training is probably part of the answer.
But then comes the sticking point:
Where do you even start?
A quick search for “e-learning solutions” delivers hundreds of options. Platforms, providers, libraries, bespoke offers, subscriptions, memberships… all promising results.
It’s tempting to pick something quickly and move on.
After all, time is money.
But choosing the wrong solution can be expensive, not just financially, but in lost effort, disengaged staff, and training that makes little difference.
So how do you make the right choice?
First things first: get clarity before shopping
Before comparing platforms or providers, pause and ask one simple question:
What do you actually need to change?
Training is not a tick-box exercise.
It’s an investment and it should deliver a meaningful return.
If you’re not clear on the outcome, even the best-looking solution will struggle to deliver value.
💡 Free tool:
If you want a quick sense-check before going any further, try my E-learning Fit Check tool. It helps you assess whether e-learning is the right response and what type might suit you best.
1. Understand your goals
Start by getting specific about what you want to achieve.
Are you trying to:
onboard new starters faster?
improve compliance or reduce errors?
build confidence or capability in a key role?
address inconsistent performance?
A good provider won’t jump straight to solutions.
They’ll help you clarify your goals first because that’s the foundation for any measurable ROI.
Example:
If productivity is the issue, look for learning that includes scenarios and practice.
If it’s compliance, you’ll need assessment, tracking, and evidence.
If it’s skills development, interactive and applied learning will matter far more than content volume.
2. Know your learners
Your workforce is not generic and your learning shouldn’t be either.
Think about:
confidence with technology
time available for learning
preferred formats (short bursts vs deeper sessions)
access (mobile, desktop, on-site, remote)
language, cultural, or accessibility considerations
Tip: Ask your team.
A short survey can quickly surface preferences and barriers, and prevent learning from sitting unused on a virtual shelf.
Not sure how well you really know your learners?
One of the most common reasons learning fails is because it’s designed around assumptions rather than evidence.
My Know Your Learners course helps you systematically uncover how your people actually work, learn, and experience training so you can make better decisions before choosing a learning solution.
3. Choose content that fits your business
Off-the-shelf content can be useful but only when it genuinely fits.
Generic training may tick a box, but it rarely reflects:
your processes
your culture
your real-world challenges
And cost is no longer the barrier it once was.
Targeted, bespoke or semi-custom learning is far more accessible for SMEs than many assume.
Example:
Onboarding is always business-specific.
A retail business might need age-restricted sales scenarios.
A manufacturing SME might need safety and compliance training rooted in real environments.
One size rarely fits all.
4. Think about scalability
What works for you today should still work in six or twelve months.
Ask:
Can this grow with my team?
Can content be updated easily?
Can I add or remove users without hassle?
You might start small, hosting learning internally or using a simple LMS but flexibility matters.
Pro tip:
Pay-as-you-grow models often offer the best balance for SMEs.
5. Check for mobile accessibility
Learning has to fit around work, not interrupt it.
Mobile-friendly learning allows people to:
learn in short bursts
access content when they need it
avoid being tied to a desk
Some of the most effective learning solutions today are designed mobile-first and that’s often where engagement improves dramatically. (Spoiler alert, all of our e-learning courses are designed for all devices as standard.)
6. Evaluate the user experience
If it’s clunky, people won’t use it.
Simple as that.
Before committing:
request a demo or trial
ask a small group to test it
get honest feedback
If learners struggle to navigate the platform, the learning itself won’t stand a chance.
7. Look beyond completion rates
Completion doesn’t equal impact.
Good learning helps people do something differently.
Look for solutions that allow you to:
set clear business goals upfront
track progress and friction points
connect learning to performance, not just attendance
Sometimes, changing behaviour in one key individual can create a ripple effect across a team.
8. Balance budget with value
Cost matters but value matters more.
The cheapest option can be expensive if it wastes time or delivers no change.
The most expensive option isn’t always the most effective.
Ask:
What problem does this solve?
What will improve as a result?
Where will we save time, effort, or rework?
That’s where ROI really lives.
9. Ask about support and collaboration
Even great learning can hit bumps.
Find someone you want to work with, someone who:
understands SMEs
collaborates with you
feels invested in your outcomes
Big or small, the right partner should feel like an extension of your business, not just a supplier.
10. Trial before you commit
Whenever possible, start small.
Pilot learning with a small group.
Test assumptions.
Gather feedback.
This reduces risk and builds confidence before scaling.
Bringing it all together
Choosing the right learning solution doesn’t have to feel overwhelming.
When you:
get clear on the problem
understand your learners
focus on outcomes, not features
the right option usually becomes much easier to spot.
And remember, training is an investment in people, not just technology.
💡 Free tool:
Try my E-learning Fit Check to help you decide whether e-learning is the right response and what type makes sense for your business.
If you’d like to talk it through, I also offer free discovery calls, no pitch, just clarity on what might actually work in your context.