Challenges to Virtual Training (And How You Can Overcome Them)
Challenges to Virtual Training (And How You Can Overcome Them) Clarity Consultants

Virtual training brings a lot to the table and makes learning possible regardless of location. Plus, when you use asynchronous or on-demand approaches, the time of day is irrelevant, too. This can be a boon for companies that have to adapt their training to navigate the complexities of the pandemic or that simply want increased versatility.

However, virtual training does come with challenges. Luckily, by understanding what they are, it is possible to overcome them. With that in mind, here’s a look at common virtual training challenges that companies encounter with their e-learning programs, along with some tips to help you rise above them.


With e-learning, engagement can be hard to manage. Certain topics are a bit dry or dull by nature. If you don’t present them properly, the modules won’t capture the learner’s attention, leading to poor knowledge retention.

If you’re concerned about engagement, it’s wise to seize every opportunity to inject a degree of excitement or activity into the e-learning module. Making a training session interactive – such as through the use of scenarios or quizzes – can help.

Additionally, not relying solely on text to convey information is crucial. If you mix in videos, infographics, audio recordings, and still images, you imbue your training with some variety. This keeps the material interesting, increasing overall engagement.


Another issue many companies encounter is a lack of motivation on the part of the learner. This is more commonly a problem when the employee doesn’t see the value in the coursework. When that occurs, they may not be inclined to dedicate the time or the energy necessary to complete the modules, causing your training program to stagnate.

Thankfully, this can be resolved with relative ease. By personalizing the training journey based on the learner’s role and existing knowledge, you can eliminate the need for courses that don’t align with their professional goals or responsibilities.

Before you create a learning path for an employee, have them complete assessments to estimate their current knowledge level on the topics being covered. If they do well enough in an area, allow them to bypass that module.

Additionally, if any course doesn’t pertain to their field or department, remove it from the training path. That way, they don’t have to waste time on subjects that are irrelevant to their jobs.


There is such a thing as learning fatigue. When modules are incredibly lengthy, requiring significant periods of focus to complete, learners may quickly tire. Once that happens, their attention wanes, causing them to miss critical details in the lessons or have to go over specific sections repeatedly to retain the knowledge.

Battling learner fatigue is a must if your training is going to succeed. The simplest way to make your program more manageable is to go the microlearning route. With microlearning, you create a series of short, concise modules, with each one focusing on a single, refined topic. This divides bigger subjects into bite-sized chunks. Which makes the information digestible while also creating logical points for breaks to reduce learning fatigue.

Are You Ready to Update Your Virtual Training?

If you need support from L&D professionals to update and enhance your virtual training program, Clarity Consultants wants to hear from you. Clarity has more than a quarter of a century of experience in the L&D sector. Thus, giving you access to experts that can help you achieve all of your virtual training goals. Plus, the Clarity team can become your candidate search allies, making it simpler to find and secure the top talent you need to excel.

If you’d like to partner with a leading L&D team that can make updating and augmenting your virtual training as easy as possible, Clarity Consultants is here. Contact us today.


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For over 30 years, we’ve managed projects touching every element of learning and talent development.