The Boring Truth: Why Original Learning and Development Content Matters in Companies

Having spent years working with HR teams, I've seen firsthand just how crucial Learning and Development (L&D) programmes are for a company’s success. But here’s the thing—simply having an L&D programme isn’t enough. It needs to be original, relevant, and tailored to the company's unique needs. Let me share some insights from my experiences and why this approach makes all the difference.

The Pitfalls of Generic L&D Content

In my life, I’ve talked to countless employees from different companies who’ve told me they breeze through L&D modules without really paying attention. Why would they bother? They just have to play those lessons until the end, and their manager would know that it’s all done and dusted. They’ve confessed that the end-of-module tests are often so easy that they can guess the answers and still pass. This kind of feedback isn't just disheartening; it's a clear sign that the content isn’t resonating or engaging the learners.

With today’s vast offer of good quality content for free online, how can you grab your audience’s attention to subjects that are compulsory, technical, and often boring?

Aligning with Company Stories

One of the biggest lessons I’ve learned is that generic content doesn’t cut it. For L&D to be truly effective, it needs to reflect the company's values and culture. When employees see their own company’s DNA in the training, it makes a world of difference. 

Every company is unique, with specific work processes and challenges. There’s so much “juice” from real stories and case studies that can illustrate situations and improve content retention. And why not throw in a few internal jokes or familiar faces to increase engagement?

Relevance is the secret sauce of any successful L&D programme. When the content is directly applicable to their roles, employees are more likely to engage and retain the information.

Make it an Experience and Go Bite-Sized

Influencers and content creators find their tribe and thrive with relevant content, and we can learn so much from them. 

You should start with your audience—your employees. What do they want? When are they consuming your content, and how do they feel about it? Obviously, we have something to teach them, but I’m sure we can find things that they want to learn about. We need to find a good balance between these two worlds. There’s no point in dumping a lot of information and thinking they are following it through just because the script structure makes sense.

Go bite-sized with short videos, mixed with challenging quizzes and quick texts for extra information. Create a journey where they will feel they are part of it with live interactions or with subjects that spark conversations.

“Easy to say, Cláudio, but everyone is different.” 

Yes, people are different, so maybe even consider creating different journeys for different people. Some might want to read all in one go, some might want to process new learnings bit by bit with short videos, and some might want to collaborate more. That doesn’t mean you have to create all from scratch; you will just have different outputs, and there are plenty of tools to help you with that.

But with the Bureaucracy in My Company, Why Even Bother?

Nothing new came from people being comfortable and playing it safe. I understand companies already have a system in place, and employees, managers, and directors have been through meetings to approve this L&D strategy that you now have, but you don’t have to start big.

I would suggest getting the first L&D module done, maybe about the culture of your company or community. Start small, pilot the first module, get people involved, and I will guarantee you can really transform your business. People will appreciate their companies for trying to make their Employee Experience better, adaptable, fun, and meaningful. All you need is the first step to get the energy and support where they should be.

Conclusion

It’s clear that L&D programmes need to be more than just a checkbox on a to-do list. They need to be original, relevant, and tailored to the specific needs of the company. When done right, they can transform a workforce, driving innovation, efficiency, and long-term success.

In a world where continuous learning is key to staying ahead, investing in customised L&D content is an investment in the future of your company.

Don’t settle for generic. Make it original. Make it relevant. Make it matter.

And if you're looking for a way to create exciting and engaging L&D content, Mashup Media's L&D package—LearnUP—can help. LearnUP is designed to help companies craft bespoke training programmes that resonate with employees, align with company values, and address specific business challenges. With LearnUP, you can ensure your L&D content is not only effective but also exciting and engaging.

Download Mashup's LearnUP Presentation with some tips for your L&D programme.