Did you know that organizations that foster a culture of learning are 52% more productive and 17% more profitable? They also happen to have up to 50% higher employee engagement and retention rates.
Creating a strong learning culture that delivers results starts with the right learning materials. Learning how to develop training materials effectively isn’t just about making pretty slides or writing clear instructions. It’s about crafting experiences that change behavior, build competencies, and help your organization thrive in a world where the only constant is change.
So let’s dive into the most basic building blocks of learning and development. In this article, we’ll cover what they are and why they’re so important as 12 proven strategies for creating learning materials today.
What are employee training materials and why do they matter
Training materials are resources designed to help employees learn new skills, knowledge, or procedures.
They include everything from digital courses and videos to printed workbooks and job aids that support the learning process. Good employee training resources make learning easier, faster, and more consistent across your organization.
Training materials are important for a variety of learning and development processes, including:
- Employee onboarding and customer onboarding,
- Employee training and development,
- Customer education,
- Partner enablement,
- Educating employees, customers and partners on new products, services, or features,
- and more.
Because training materials can be used for so many different learning initiatives, well-designed training content directly impacts your business results through:
- Improved performance: Employees apply new skills correctly the first time
- Faster onboarding: New hires become productive more quickly or new customers begin utilizing your product or service faster
- Consistent knowledge: Everyone receives the same quality instruction
- Better retention: Engaging materials help information stick
- Compliance training support: Documentation or audit paper trail of training materials proves proper training was provided
- Higher product adoption: Engaged customers are more likely to explore and use your products or services consistently
When your training materials connect directly to job tasks, employees can immediately apply what they’ve learned—and high-quality programs have been shown to boost job satisfaction and motivation. This practical approach reduces the gap between training and real-world application.
How to analyze learning needs and set objectives
Before creating any training materials, you need to understand exactly what problems you’re trying to solve. In other words, what are your training needs?
A thorough needs analysis helps you identify the actual skills your employees need rather than what you think they might need.
1. Identify skill gaps
Start by comparing current performance with desired performance. Ask employees what they struggle with most in their roles through focused surveys or interviews. Review existing data to spot areas where employees consistently underperform.
Direct observation often reveals gaps that employees themselves might not recognize. If possible, monitor people while they’re doing their jobs to identify inefficient processes or knowledge gaps that could be addressed through training.
2. Align goals with business outcomes
Knowing how to best align learning goals with business outcomes starts by asking the right questions. Once you know the answers, create learning objectives that directly support your business goals.
Each objective should clearly state what learners will be able to do after completing the training. For example, instead of “Learn customer service skills” as a training objective, write “Resolve common customer complaints within five minutes without supervisor assistance.”
This specificity makes it easier to develop targeted training materials and measure success and gain stakeholder buy-in.
3. Engage SMEs for deeper insights
Subject matter experts (SMEs) have valuable knowledge that should inform your training materials. Schedule focused interviews with SMEs to capture their expertise and document their processes step-by-step.
Ask SMEs to identify:
- Common mistakes new employees make
- Critical decision points in processes
- Shortcuts and efficiency tips they’ve developed
- Troubleshooting approaches for common problems
Create a feedback loop where SMEs review draft materials for accuracy before finalizing content just as organizations like the CDC do.
Planning your outline before creating training materials
A well-structured and detailed outline saves time and ensures your training materials and training manuals cover everything learners need to know. Think of your outline as a roadmap or checklist that guides both development and learning.
1. Document your course flow
Organize content in a logical sequence that builds knowledge progressively and make sure to include a table of contents. Start with fundamental concepts before introducing more complex ideas. Break large topics into smaller, manageable chunks that focus on one concept at a time as you would do with microlearning.
Create clear transitions between topics to help learners understand how different concepts connect, and whenever possible provide step-by-step instructions. Consider different learning paths for beginners versus advanced learners to accommodate varying experience levels.
2. Decide on timelines and milestones
Set realistic deadlines for each development phase of your training plan. Allow extra time for review cycles and revisions. Identify which materials need to be created first and which can wait until later phases.
Schedule regular check-ins to monitor progress and address any roadblocks in your employee training programs. Building in buffer time for unexpected challenges will help you stay on track even when complications arise.
3. Determine success metrics
Define how you’ll measure the effectiveness of your training materials. Track completion rates to see if learners are engaging with the content. Test knowledge retention through quizzes or assessments.
Observe on-the-job performance to see if skills are being applied correctly. This real-world application is the ultimate test of whether your training materials are achieving their purpose.
Choosing the right delivery methods and formats
Different types of content work better in different formats. Match your delivery method to your learning objectives, audience preferences, and practical constraints.
1. Microlearning for quick consumption
Microlearning breaks content into small, focused units that take 5-10 minutes to complete. It works well for procedural knowledge, quick reference information, and reinforcement of key concepts.
Effective microlearning formats include:
- Short videos demonstrating specific tasks
- Digital flashcards for terminology or key facts
- Infographics that summarize complex information
- Quick reference guides or handouts for common procedures
2. Blended learning for flexibility
Blended learning combines self-paced digital content with live instruction for hands-on learning. Use self-paced modules for foundational knowledge that learners can absorb at their own pace. Schedule virtual or in-person sessions for discussions, practice, and feedback.
Create consistent branding and messaging across all components so the experience feels cohesive. Design activities that bridge the gap between self-paced learning and live sessions to reinforce key concepts.
3. On-demand eLearning modules
On-demand online training modules allow learners to access training whenever and wherever they need it. Create a clear navigation structure so learners can easily find what they need. Include progress tracking so learners know what they’ve completed and what’s left to do.
Design for mobile devices with touch-friendly controls and readable text sizes. Keep modules focused on specific topics rather than trying to cover too much in one course to prevent cognitive overload.
Developing engaging training content that resonates
Engaging content like gamified learning captures attention and improves retention; a meta-analysis of over 5,000 research papers found gamification produces a statistically significant positive effect on cognitive learning outcomes.
So, focus on creating materials that learners will actually want to use rather than feel obligated to complete. Here are some ways of going about that:
1. Use interactive media
Videos bring processes to life and demonstrate proper techniques. Keep videos under 6 minutes and include captions for accessibility. Create interactive simulations where learners can practice skills in a safe environment.
Design infographics to simplify complex concepts or processes. Include knowledge checks throughout your multimedia content, including in webinars, to keep learners engaged and reinforce key points without overwhelming them.
2. Apply adult learning principles
Adults learn best when they understand why the content matters to them. Explain the real-world application of each concept you teach. As part of the instructional design, connect new information to knowledge and experiences learners already have.
Focus on solving practical problems rather than abstract concepts. Give learners some control over their learning path and pace when possible to increase engagement and ownership.
3. Keep each module concise
Respect learners’ time by including only essential information. Aim for modules that take 15-30 minutes to complete. Use bullet points, headings, and white space to make content scannable.
Remove any content that doesn’t directly support your learning objectives. Break longer topics into a series of shorter modules that can be completed in manageable chunks.
4. Include gamification in your training courses
Add game elements to make learning more engaging and motivating. Incorporate points, badges, and leaderboards to create healthy competition. Use progress bars and achievement unlocks to provide a sense of accomplishment.
Create challenges that apply new skills in realistic scenarios. Design levels of increasing difficulty that build competence while maintaining interest. Gamification not only makes training more enjoyable but also significantly improves knowledge retention and application.
Testing, evaluating, and revising your training materials
Even the best-designed training materials need testing and refinement. Plan for multiple revision cycles to get the best results and continuously improve your content.
1. Beta testing with a small group
Select a diverse group of test users for focus groups who represent your target audience to gather feedback. Ask them to complete the training as if they were actual learners. Observe where they struggle or seem confused with the existing material.
Have them think aloud as they work through the materials to gain insight into their thought processes. Document all issues, even small ones, in case studies for later review and prioritization.
2. Gathering learner feedback
Create simple surveys that ask specific questions about the training experience. Run small focus groups where learners can discuss their experience in depth. Review completion data to identify where learners drop off or struggle.
Ask both what worked well and what could be improved. Prioritize feedback based on how many learners mentioned the same issues to focus your revision efforts effectively.
3. Updating content regularly
Schedule regular reviews to keep content current and accurate. Check for outdated information, broken links, or references to old systems. Maintain a version history so you know what’s been updated and when.
Communicate updates to learners so they know when new or revised content is available. Create a system for tracking content that needs updating to ensure nothing falls through the cracks.
Examples of training materials and tips for real results
Different types of training require different materials. Here are examples of effective formats and how to use them to achieve your learning objectives.
1. Digital workbooks
Digital workbooks combine text, images, and interactive elements in a structured format. Include space for learners to take notes or complete activities. Add hyperlinks to related resources or reference materials.
Make workbooks downloadable so learners can access them offline if needed. Design this type of training material with accessibility in mind, ensuring compatibility with screen readers and other assistive technologies, and incorporating visual aids as needed.
2. Slide decks
Effective slide decks use visuals to support key points rather than containing all the content. Limit text to 3-5 bullet points per slide. Use high-quality images that directly relate to the content.
Include presenter notes with additional context and talking points. Create a consistent visual style throughout the deck to maintain a professional appearance and reduce cognitive load.
3. Interactive videos
Interactive training videos engage learners by requiring active participation. Add clickable hotspots that reveal additional information. Insert quiz questions at key points to check understanding.
Create branching scenarios where learners make decisions that affect the outcome. Keep videos under 10 minutes, with interaction points every 1-2 minutes to maintain engagement.
4. Instructor-led training materials
Instructor-led training happens when a teacher guides learners through content in real-time. Create detailed facilitator guides with timing, discussion questions, and activity instructions. Develop participant workbooks with key concepts and space for notes.
Design activities that encourage participation and application of concepts. Include assessment tools for instructors to evaluate learner progress and adjust their approach as needed.
12 Proven strategies for 2025 you can start using today
These strategies combine timeless principles with emerging trends to create effective training materials that will remain relevant in the coming years.
1. Start with clear learning objectives
Begin every training project by defining exactly what learners should be able to do afterward. Write objectives using action verbs like “identify,” “demonstrate,” or “analyze.” Make sure objectives are measurable and tied to business outcomes so you can assess whether they’ve been achieved.
2. Know your audience deeply
Go beyond basic demographics to understand your learners’ needs. Consider their current knowledge level, technical comfort, and learning preferences. Think about their work environment and how they’ll apply what they learn.
Identify potential barriers to learning and plan how to address them. Create learner personas to keep their needs front of mind during development.
3. Use AI to personalize learning paths
AI tools can help create customized learning experiences in an efficient, automated way. Use AI to recommend relevant content based on learner roles or past performance. Create adaptive paths that adjust difficulty based on assessment results.
Create customized practice scenarios tailored to each learner’s specific role and responsibilities. Implement automation to streamline content updates to maintain fresh materials with reduced manual work.
For truly effective personalization, integrate an AI learning management system (LMS) or an AI learning platform capable of creating hyper-personalized learning paths based on individual needs and performance.
4. Incorporate scenario-based learning
Real-world scenarios help learners apply concepts in context through role-playing, for example. Create real-life training sessions that reflect challenges learners face on the job. Include decision points where learners must apply what they’ve learned.
Provide feedback that explains the consequences of different choices. Gradually increase scenario complexity as learners build skills and confidence. Some AI LMSs or AI learning platforms also come equipped with Virtual Reality and Immersive Reality simulations.
5. Design for accessibility from the start
Make your materials usable by everyone, incorporating different learning styles and accessibility needs. Use clear, readable fonts and sufficient color contrast. Provide alt text for all images and captions for videos.
Ensure materials work with keyboard navigation and screen readers. Structure content with proper headings and reading order to support all learners.
6. Build in knowledge application opportunities
Help learners move from theory to practice. Include exercises that require applying new concepts to realistic situations. Create job aids that support on-the-job application.
Design collaborative activities where learners can practice with peers. Provide templates or worksheets that guide learners through applying new processes in their daily work.
7. Create reusable learning objects
Design content modules that can be used in multiple training programs. Create standalone topics that don’t rely heavily on content from other modules. Use consistent formatting and style across all modules.
Store content in a central repository where it can be easily found and updated. Tag content with metadata to make it searchable and easier to repurpose for different audiences.
8. Leverage subject matter experts effectively
Make the most of your SMEs’ limited time. Prepare specific questions before meeting with SMEs. Record interviews so you can reference them later without scheduling additional meetings.
Create templates that make it easy for SMEs to provide information in a usable format. Show SMEs how their contributions improve the final product to maintain their engagement.
9. Implement spaced repetition
Help learners retain information over time. Space content review over increasing intervals rather than cramming everything at once. Send follow-up microlearning after the main training to reinforce key points.
Create quick review activities that learners can complete in 5 minutes or less. Use different formats for repetition to keep content fresh and engaging.
10. Use data to refine materials continuously
Let usage data guide your improvement efforts. Track which content gets used most and least. Identify where learners struggle or drop off.
Analyze assessment results to find concepts that need clearer explanation. Use this data to prioritize updates and revisions for maximum impact. AI learning platforms like Docebo’s are built with robust analytics and reporting that can help you understand how your training materials are performing.
11. Design for mobile-first experiences
Create materials that work well on smartphones and tablets. Keep text concise and break it into small chunks. Use larger touch targets for interactive elements.
Test materials on multiple device types and screen sizes. Ensure videos and other media load quickly even on mobile connections to prevent frustration.
12. Build communities around your training
Foster peer learning and support. Create discussion forums where learners can ask questions and share insights. Facilitate mentorship connections between experienced and new employees.
Recognize and reward knowledge sharing. Schedule regular virtual or in-person meetups to discuss application challenges and successes.
Where to go from here and how Docebo can help
Creating effective training materials is an ongoing process of development, testing, and refinement. Start with one format or topic area and expand as you build confidence and expertise. Remember that perfect is the enemy of good—it’s better to create something useful now than wait for perfection.
Learning technology platforms like Docebo can dramatically simplify the process. Automating the development, curation, and retirement of training materials with Docebo let a Top-10 U.S. bank reach 70,000 employees, support 4,000+ instructor-led sessions a year, and lift traffic to high-value courses by 75%—all without adding L&D headcount.
Explore why more than 3,800 companies across the world trust Docebo. Book a demo today.
FAQs about training materials
How long does it take to develop effective training materials?
Development time varies based on complexity, format, and available resources, but allocating 4-6 weeks for a comprehensive training program allows for proper planning, creation, and testing. Leveraging AI for content creation of training materials can substantially reduce the amount of time it takes to create training materials.
How often should I update my training materials?
Review training materials at least quarterly for technical accuracy and annually for comprehensive updates, with immediate revisions whenever policies, procedures, or technologies change significantly.
What are the most cost-effective training materials for small teams?
Digital formats like interactive PDFs, screen recordings, and template-based eLearning modules offer the best balance of quality and affordability for teams with limited resources.
How do I measure the effectiveness of my training materials?
Combine completion metrics, knowledge assessments, behavior change observations, and business impact data to create a comprehensive picture of training material effectiveness.
How can I ensure my training materials remain compliant?
Partner with subject matter experts and legal teams to review content regularly, document all compliance-related updates, and implement a formal approval process for sensitive or regulated topics.
