So, you’re implementing a Learning Management System? Kudos. Before you get too technical, make sure to take a step back and look at the big picture. A successful LMS implementation begins with a holistic view of your organization’s needs and understanding what a good user experience looks like.
1. Recognize This Is Change Management
People are busy. When you ask them to log in to a new system, you’re asking them to break from the norm. As you plan your LMS implementation, begin with the WIIFM: What’s In It For Me. Help your stakeholders, such a course administrators, managers, and learners, see why the change is good. If learners will only be two clicks away from a course, let them know. If managers are going to love the new reporting capabilities, tell them. People are more likely to embrace change when they understand the benefits.
2. Keep Communication Steady And Fun
To build trust and open up lines of communication, give plenty of notice about your implementation dates and any impacts you anticipate, big or small. Let stakeholders know if they should expect any “blackout periods.” Steady communication will assure everyone the project is on track and the transition will happen as planned. Pro tip: as you communicate, don’t be afraid to have a little fun. Remember, your LMS is a culture-builder, and your messaging should inspire an enthusiasm for learning and development.
3. Assemble The Right Team
Many people across your organization will use your LMS. Make them part of your implementation team. By doing so, you’ll have champions who can share the benefits of the platform and take ownership to encourage its use. Your team should include several people from your executive suite, HR, IT, L&D, internal communications, and end users. Select a team leader (that might be you!) who can keep the process on track and act as the liaison for any external vendors.
4. Conduct A Needs Assessment
Begin with an opportunity statement that explains the need for a new platform. Then, work with your stakeholder team to create a wish list for your new LMS. A word of caution here: LMSs with too many features typically have a poor, overly-complicated user experience. Challenge your team to focus on mission-critical features, reports, and social capabilities that tie to key performance indicators. This will simplify the learning experience for your users and result in stronger adoption.
5. Select A Vendor You Love
As you evaluate vendors, make it a point to learn about their culture, team members, and customer service. Think of the potential vendor as an extension of your team. To build your potential vendor list, start with search engines like Google. Then, get referrals. Refine your list down to 10 candidates, and compare your needs assessment with their offerings. Finally, get demos to see the user experience in action. While it’s a good idea to learn more about LMS differentiators, don’t get distracted. Staying focused on what matters to your stakeholders and learners will make your implementation a success.
6. Make Time For Data Migration
Don’t take this part lightly! Buffer plenty of time in your implementation plan to ensure success. A great vendor will guide you through the implementation process by telling you what to expect, helping you set benchmark dates, setting up your environment, and offering you extensive training on how to use it. You’ll be responsible for technical details such as course assets and source files, user data, desired curriculums, and learning paths.
7. Get Feedback Post-Launch
Keep your stakeholder team together post-launch so they can continue to champion the system and listen for issues. Ask for user feedback across your organization, too; about the new LMS as well as the implementation process. You might learn your users need additional guidance or quick tutorials. An open feedback loop, combined with a sense of empathy and urgency, will result in better adoption over time. A good vendor will continue to be a partner in this stage, so leverage their experience.