6 questions HR should be asking
Question 5 / 6
If you could redesign workplace learning from scratch, what would you stop doing?
The rethink 
We use cookies
Cookie Settings
Cookies necessary for the correct operation of the site are always enabled.
Other cookies are configurable.
Other cookies are configurable.
If you could redesign workplace learning from scratch, what would you stop doing?
Much of how companies train was designed for a slower world: big programmes that take months to produce, courses that are hard to update, and slide-and-quiz formats people click through as fast as they can.
The L&D leaders we speak to are already moving away from this. One described the new approach well:
“Short changes need to go out fast. Forget, delete and run on, instead of making something grand and big.”
Another, looking at years of existing content, said it needed to be reworked, polished and made beautiful, fast.
What they don't want to stop is just as telling. Most are clear about their LMS: what works, don't touch it. The rethink is about how learning is made, not ripping out the systems around it.
“Short changes need to go out fast. Forget, delete and run on, instead of making something grand and big.”
Another, looking at years of existing content, said it needed to be reworked, polished and made beautiful, fast.
What they don't want to stop is just as telling. Most are clear about their LMS: what works, don't touch it. The rethink is about how learning is made, not ripping out the systems around it.
THE INSIGHT
Stopping is a strategy. The biggest gains come from dropping slow, heavy habits, not from adding another tool on top of them.
Discuss with your team
- 01Which practice do we keep mainly because "we've always done it"?
- 02How long does it take us to turn new material into training, and what does that delay cost?
- 03Which of our existing courses would we be embarrassed to show a new hire?
What to do next
- List your rituals.
Write down every recurring L&D activity, from the annual calendar to compliance refreshers. - Ask of each: what would break if we stopped?
Drop or shrink the ones where the honest answer is "not much". - Go small.
Replace one large programme with a series of short, focused modules you can update in minutes. - Refresh before you rebuild.
Pick your ten most-used old courses and modernise them first.
Where Evolve fits
Evolve lets you change how learning is made without changing your systems.
Upload your existing PDFs, slides or SCORM files and get short, interactive, on-brand courses in minutes, with no design or video skills needed. Export them as SCORM to the LMS you already use, with the interactive and AI features still working inside it.
Bring a few of your oldest courses to a demo and see what they could become.
More questions HR should be asking
All 6 questions01 · The skills reality
Are you developing the skills your business needs, or the skills people ask for?
02 · Beyond course completion
If everyone completes the training but nothing changes, was it successful?
03 · The human factor
What should technology take off HR's plate, so people can focus on people?
04 · The missing piece
What is the biggest capability gap your organization isn't talking about?
06 · The next challenge
Which skills will become essential before your current training plan catches up?