But adopting a digital learning platform is only the beginning. To get complete buy-in from your team for a digital learning transformation, you need to deploy strategies that will engage stakeholders and allow digital learning to be fully integrated into the organization.

Here’s how to do it:

1. Embrace a multi-channel approach

Following a single-funnel strategy might work for small businesses with only a handful of employees, but in larger organisations, you need to deliver a complete multi-channel communications approach. Think blogs, newsletters, and videos.

2. Get buy-in from the c-suite

Go beyond just getting the green light from the top: bring the CEO into the adoption process. One way is to create an introductory video voiced by the CEO that is impactful and supports your desired outcomes.

3. Put together a digital transformation board

This "board" should be made up of individuals who are excited about the platform’s applications in the business. From senior leaders to supervisors, feature your board members in communications that will help the organization embrace digital learning.

4. Show your team the benefits

Most learners are willing to adopt new platforms, but first they want to know what’s in it for them. Show them the benefits, such as tailored modules that learners can complete on the go when it suits them.

5. Get it right the first time

You only get one shot at a first impression. Bring staff into the fold with a personalized welcome message and a recommendation engine that only delivers courses that are relevant to each individual’s role and interests.

6. Make it content centric

Make sure your team has everything it needs on hand as soon as members log in. With employees four times more likely to jump on YouTube for answers instead of their in-house social network, it’s up to you to provide them with targeted, relevant resources internally.

7. Invest in your company culture

Getting employees on board with digital learning is only step one. The ultimate goal should be to create a company culture that thrives on digital learning.

Make it central to your internal operations by advertising courses during team catch-ups and in breakrooms. You can also get senior staff to participate in courses alongside the rest of the team. In all things, focus on presenting digital learning as a solution that benefits the entire company.

8. Build ownership

After the initial setup, you want learners to take control of their future and jump into courses voluntarily. There are a few ways you can do this, including by making learning a game with a leaderboard, individual goals, and a rewards system for those who go above and beyond.

9. Prove ROI

In competitive markets, senior management and the c-suite want to know the value of a digital learning platform. You can achieve this by showing them how ongoing – and completely digital – learning closes skills gaps. You can also measure results and publish the data.

10. Provide support now and into the future

Implementing a digital learning platform is not a set-and-forget solution. Instead, your learners will be looking to you to continue the good work beyond the adoption phase. Keep the system in top shape with regular updates and maintenance, and continually reinforce that all employees will be supported along their learning journey.