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Four Common Blended Learning Challenges & Ways To Tackle Them

As new training methods are being scouted, blended and hybrid learning is becoming more and more common and useful. Today, blended learning is frequently favored by most firms. Online learning, instructor-led training, performance management assistance, paper-based, and professionally or informally devised on-the-job solutions are all included in the blended learning approach.

However, as the value of new educational technology for blended classrooms increases, so do the attached obstacles. The traditional digital divide between learners from different locations and situations must be bridged, and tools like interactive exhibits provide strategic priorities for this blended learning. This helps overcome obstacles. 

Assessing learners ’ performance and participation, whether in-person or virtually, is greatly simplified by digital and linked design, interactive displays, and connected technology.

The success of learning can be impeded by a variety of challenges, even though it has been demonstrated that a sound online learning design makes both instructional and financial sense. Let’s learn more about the most pressing issues affecting the adoption of blended learning and its solutions in this article below. 

If you wish to know more about blended learning, click on the link. 

Challenge 1: Incorporating everything at once

Learning technologies are always evolving and becoming more commonly accessible. As providers of learning solutions, you could be enticed to employ every feature available or the one with the maximum functionality. 

However, if your company is transitioning away from a traditional instructor training model, employees may experience some trouble coping with the new technology and acquiring knowledge through it. 

As a result, if blended learning programs are very tech-heavy, they may come off as showy to participants and lose all credibility. 

Additionally, with far more recent technologies, learners could have setup, interoperability, and other technical difficulties that might turn them off to digital ways of learning. Learners may completely disregard the curriculum if they experience too many challenging technical problems. 

The failure of the entire learning program may result from this lack of technical competence.


Avoid implementing every piece of technology at once. 

eLearning can be introduced gradually, perhaps as simple performance assistance courses initially, and then scaled based on the feedback and acceptance of the learners. 

Make sure the supervisor is equipped with the most common questions and answers, as well as instructor assistance.

Challenge 2: Becoming restricted to outdated models of learning

Learners usually think that traditional training sessions are more effective simply because they are convinced that they can learn in that comfortable setting. They are aware of the physical environment’s characteristics and are capable of evaluating their actions in terms of conduct, commitment, and collaboration. 

Additionally, higher management may be quite skeptical of the introduction of technology since they think it won’t be as effective as conventional training.


When it comes to convincing management of the value of a blended learning approach, reasoning and concrete results work the best. 

A brief overview of the entire blended experience, including requirements for deploying and using tech, involvement, and enrollment criteria, should be delivered to employees.

Furthermore, managers need to receive training on what their employees will be going through and how they can support learning. Facilitators should be at ease with the idea and enhance learning both within and outside of the classroom.

Challenge 3: Misdirected strategy

One of the most important challenges any blended program will face is choosing the most effective method to deliver training content. 

The majority of discussion on learning strategies is on how to use technology to make learning content accessible. More often than not, the issue of “How to deliver” is ignored. 

As a result, for your training to have the greatest impact, the optimum delivery method must be matched with the output aim.


For proper learning approaches to be applied, designers and developers must thoroughly assess the company and learning goals. You can distribute the content in a digital medium and the course developers can categorize the objectives into self-paced units.

The content for said purpose needs to be given in a virtual classroom or maybe even a traditional training session if you consider that a live setting would be more suitable.

For instance, you can employ interactive eLearning tactics to make the content more entertaining if it is dull and content-heavy, like compliance training. On the other hand, you can use a classroom workshop if the material is engaging.

Challenge 4: The complexity of integrating each element of blended learning 

Blended learning programs stretch out over a long period and have several elements. It makes use of two very different learning techniques, thus they both must work together to prevent overloading and confusing the learner. 

To avoid learners finishing the “easy” portions of the learning program or only the scheduled/obligatory portions, proper coordination and supervision are essential. 

When learners are overwhelmed with information, they may feel less motivated to meet the standards for self-paced learning. A facilitator may become burdened by the amount of material that must be managed if there is too much of it and it overflows onto the learning platform.  

Programs that are mixed but aren’t well-coordinated can go disastrously wrong. However, a course outline and timetable for both in-person and eLearning activities can aid learners in creating efficient instructional strategies.


Content organization can be aided by a visual curriculum design that includes a suggested timetable for both self-paced and classroom sessions. This can be done on the course website, which also has links to the content materials, online discussions, and resources. Participants may be able to discuss practical and technical problems under a “Frequently Asked Questions” area.

It will be simpler to complete this task if companies use a central learning management system which is crucial for storing, monitoring, and organizing both traditional training and virtual learning sessions.

Bottom Line

Businesses must incorporate technology into their instructional approach immediately today. The only way that blended learning can be successfully used for employee training and engagement is with proper preparation. Technological, operational, and instructional considerations should all be considered, only after that will employees and the business as a whole be able to fully benefit from blended learning.

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