A well-used LMS allows your teams to continuously improve their skills. But without rigorous daily management, it quickly becomes an empty shell. To keep it useful and engaging, it is necessary to structure roles, update content, animate courses and monitor key indicators.
Effective management is based on three levers : a clear organization, adapted tools and regular animation. It is these best practices that transform an LMS into a real training engine in your company — and not a simple static catalog.
Decryption
A good LMS is not enough to guarantee an active training culture. It's how you animate, organize, and monitor it that makes all the difference.
In a learning company, the LMS lives at the pace of the teams. It follows their needs, values their skills and pushes them to progress. It becomes a living tool, aligned with business and HR goals.
Here are the key things to keep in mind:
- One fluid organization with well-defined roles avoids wasting time and bottlenecks.
- Of updated contents guarantee the relevance and attractiveness of the courses.
- One regular follow-up makes it possible to adjust training courses and maintain a good level of commitment.
- Of smart tools help you automate, analyze, and simplify.
- THEinvolvement of local teams reinforces the impact on the ground and coherence with business reality.
→ Well managed, an LMS becomes a powerful tool for strengthening skills development, retaining talent, and supporting your corporate culture.
Common mistakes in managing an LMS
Even with a successful platform, some errors hinder its effectiveness. Here are the most common pitfalls to avoid, and how to get around them:
- Outdated content, never updated: Outdated modules, broken links or training courses that are more in line with old processes: these small details quickly reduce user interest. Worse, they can discredit the platform and hinder future connections.
- Underused reporting: The LMS produces a lot of valuable data: completion rate, average duration, module popularity. But they often remain unexploited, or misinterpreted. Result: no clear vision of the training courses taken or the skills developed.
- Low engagement due to lack of animation: Without reminders, time dedicated to training or integration into daily life, your employees do not take ownership of the platform. Commitment is falling, courses are deserted, and results are stagnant.
- Lack of field relay: Far from headquarters, some employees do not have access to the same information or the same support. The absence of local relays hampers adherence.
→ These mistakes are avoidable with a minimum of organization, adapted tools and clear governance.
The pillars of effective LMS management
Making an LMS live does not mean spending your days there. A few simple actions are enough to make it useful, followed... and appreciated by all.
- Clear and documented organization: Plan roles defined in a responsibility matrix: who creates the content, who validates, who monitors the indicators? Establish an update schedule shared between HR, managers and field representatives.
- Shared governance: Name training advisors in each department, store, warehouse, or region. They ensure proximity with end users, relay training campaigns, and highlight needs or difficulties.
- Regular and structured follow-up: Rely on simple but reliable KPIs: completion rate, number of connections, average duration, user feedback. Set up a monthly point to analyze results and adjust actions.
- Training times integrated into daily life: Encourage managers to give employees time to train, including during working hours. This reinforces the legitimacy of continuing education and global involvement.
These pillars help you keep the LMS running for the long term, while maintaining a reasonable workload.
What are the tools and automations to use?
A good LMS comes with tools to save time and avoid oversights. Here are those not to be overlooked to streamline your management:
- Automatic reminders and personalized reminders: Schedule automatic notifications based on deadlines or inactivity: an email on D+7 without a connection, an alert in case of an uncompleted module, etc. These reminders make it possible to maintain engagement without manual effort.
- Dynamic and shared dashboards: Give each manager a summary view of the training courses taken in their team. They can visualize the differences, follow up directly, and value the successes.
- Typical scripted courses: Create reusable models according to positions or HR events: integration, job development, new skills. Add quizzes, videos, podcasts, or external content to vary formats.
- Integration with your existing HR tools: Connect the LMS to your HRIS, your talent management tool, or your intranet. Result? Better fluidity of data (civil status, functions, access rights), and a simplification of administrative processes.
- On-demand resource library: Provide a self-service area where each employee can search for training according to their current needs. This promotes autonomy and microlearning within your teams.
When good LMS management makes a difference: feedback
Some companies are transforming the use of their LMS through rigorous management. Here are some inspiring and concrete testimonies:
Brest University Hospital
Setting up: creation of mandatory thematic courses (hospital hygiene, emergency procedures) with automatic reminders, managed by a multidisciplinary steering committee. Weekly KPIs are distributed to department managers.
Results: +40% of connections to the platform in 6 months, 92% of DPC obligations followed on time, decrease in the non-compliance rate noted by the ARS.
Savéol (fresh produce)
Setting up: standardization of onboarding with a single path accessible before the first day of the contract. Video capsules + interactive quizzes. Relayed by internal tutors.
Results: -30% turnover in the first 3 months, +25% satisfaction expressed on the integration experience, gain of 6 hours of field training per seasonal worker.
Burggraaf Consultancy (audit and consulting, Netherlands)
Setting up: redesign of the content library, removal of obsolete modules, new courses built on needs identified through skills mapping. Automation of monthly reminders.
Results: 21% reduction in training expenses, while maintaining a satisfaction rate of 93%. LMS attendance has doubled in one year.
MerAlliance (seafood distributor)
Setting up : mobile access to the LMS as soon as the temporary employment contract is signed, with an express journey of 45 minutes (security, business actions, corporate culture). Automatic notification to the manager when the course is completed.
Results : integration time reduced by half. 87% of temporary workers are operational from their first day. Start-up accident rate down by 18%.
The statistics you need to know to convince internally
- 58% of training managers believe that their LMS is underused (source: Féfaur, 2023).
- Scenarized training courses increase training completion by 40% (source: Digital Learning Benchmark).
- 1 company out of 2 does not measure qualitative feedback on online training.
- LMSs integrated into an HRIS have a usage rate 1.7 times higher.
- An automatic reminder increases the average completion rate by 32%.
