If you’re thinking about switching your organization’s Learning Management System (LMS), you know that some people would scoff and say, “Why bother? Everyone knows it’s not possible to find ‘true love’ with learning tech!”
Are you ready to switch?
As the old saying goes, “The only constant is change.” In a recent survey, the Brandon Hall Group discovered that 44 percent of organizations were planning to make the change to a new LMS in the next 18-24 months.
There are many reasons that companies would want to undergo the research, evaluation and implementation of a new LMS. Most organizations reported that they want an improved end-user experience. It makes sense—employees already use personal devices stocked with user-friendly apps, games and social media platforms. When faced with their company’s learning tech, anything less would just frustrate and derail even the most careful learning endeavors.
Other reasons for the switch include an improved administrative experience, better mobile capabilities, improved integration with other systems and better reporting.
The challenge ahead
L&D professionals who seek to change learning management systems often have a list of teams and leaders that will need to be convinced that the switch is in the best interest of the company. We can think of no better way to tell these stakeholders that a new LMS is needed by showing what’s in it for them.
To help you make the case for switching to a new LMS, we’ve pulled together four tips that will help others see it your way—while also seeing it their way.
Tip #1: Show upper management what’s in it for them
A learning system can offer a variety of ways to increase employee and process efficiencies which directly save organizations money. Everyone loves banking some cash, so show your leaders how a more modern LMS can help retain employees (by offering them personalized development plans), offer less expensive training (virtual classrooms instead of instructor-led) or mobile micro learning lessons (meet the employee on the shop floor or on their commute).
In our ebook with the Brandon Hall Group, “The Successful Switch: How to Select and Implement New Learning Technology,” the analyst firm found the most important learning outcome needed to meet business objectives was to “increase the amount of experiential (on-the-job) learning.” That was followed by “increase the amount of informal learning.” This is a great time to show your leaders that the new LMS can handle these business goals.
Tip #2: Let leaders know what it will cost them to switch...and what it will cost if they don’t
We often count the cost of something before beginning, realize the amount needed and then walk away from the decision because we perceive the amount required to be too much. But while analyzing costs is always appropriate, it’s also important to quantify the challenges with the current technology into actual costs to the business—both real and potential.
For instance, if the current LMS doesn’t offer video capabilities, learning leaders can estimate the cost of having to produce stand-in training materials such as content downloads, expensive instructor-led training and cumbersome conference calls.
Tip #3 Let your team know the new LMS will address future needs
What’s driving the need for a new LMS? Many of the reasons that organizations come to Saba is to address a need for mobile delivery, more informal tools or better reporting. These requirements are tied to business needs and should take first priority when selecting a new LMS. Reassure your team that a new LMS will only be chosen that can grow with the organization.
Curious about how other companies pick a new LMS from hundreds of options? In our Feb. 13th webinar , we’ll learn the drivers behind Polycom’s switch to a new LMS.
#4 Tell employees why a new LMS is needed and that great training is on the way
Letting employees know about a new LMS can be a fun opportunity to build buy-in and excitement. Even before they interact with the new platform, you can communicate why the organization is making an LMS switch. When you get buy-in weeks or even months before the integration, you’re setting the stage for success.
This is the approach Sally Beauty took when launching their learning platform, Thrive. The learning team created high-quality videos in-house that showed the platform in action. They also put up posters around headquarters. For launch week, each employee arrived at work to find a special gift of earbuds and a plant growing kit.
Other steps to increase platform adoption include creating compelling training. You’ll want to pull out all the stops for this type of LMS training—your employees will get excited if you get excited. Put an “education plan” in place and your team will hit their adoption goals.
Want to learn more about switching your LMS? Join us for the webinar Feb. 13 with Polycom and the Brandon Hall Group. Register here. Can’t wait for the webinar? Get started now with our ebook, “The Successful Switch: How to Select and Implement New Learning Technology.”
Change might be easier than you think! Let us know if you have any questions or if we can help with building the business case for a new LMS with your leaders. True LMS love is out there, waiting for you!