With remote and hybrid work now the norm, employers are rethinking their training strategies around the adoption of digital technology. Organizations often turn to digital adoption platforms (DAPs) to help optimize the use of company technologies by employees. And as DAPs gain in popularity, organizations need to understand their strengths and how they complement existing systems and platforms to provide users with the best experience.
Understanding digital adoption platforms
Digital adoption platforms not only serve as a replacement for traditional training systems, but can also be used to complement and enhance the in-person training experience. Often, platforms such as Microsoft 365 and Dynamics 365 are not sufficient to meet the learning needs of employees. In such situations, DAPs step in to provide an additional layer of help in the form of contextual help and knowledge resources.
The standard approach to training expects employees to memorize all information shared during an initial training session. From there, the organization expects (or hopes) that employees will apply all of this knowledge whenever it is needed. This line of thinking is highly unrealistic, as end users often won’t retain all of the information. They will then find it difficult to complete the tasks. I have described the challenges of traditional training in more detail here. DAPs come to the rescue by acting as open books that users can access whenever they need advice.
How is a digital adoption platform different from a learning management system?
Chances are you are already familiar with a Learning Management System (LMS), but if not, it is essentially a storage system for an organization’s training material. An LMS can look a lot like a DAP in that they both act as a resource hub for users. But they are more different than you think. Let’s understand how.