Launching a shiny new LMS is easy, but getting your people to actually use it is a different matter.
That’s where things fall apart, as all too often, LMS adoption flops.
Why? Because it’s treated like a one-time rollout instead of a long-term engagement strategy.
This isn’t just about tech. It’s about people, habits, and the real world of work.
So let’s fix that.👇
Why LMS Adoption Fails (and What to Do About It)
It’s not always the platform’s fault.
Adoption fails when your learners:
- Don’t see the value.
- Can’t find what they need.
- Don’t feel it’s for
- Stuck in “too busy” mode?
And when L&D doesn’t get buy-in from the top? Forget it.
We’re guessing you’ve landed here because you play a crucial role in ensuring this doesn’t happen in your organisation.
Or perhaps you’ve read one of our previous articles on the Top 9 Affordable LMS (Learning Management Systems) for 2025, and you’ve decided to choose a new LMS that needs to be rolled out.
Let’s flip the script. Here’s how you can make it work for everyone!
But first…
What Is an LMS Adoption Strategy Anyway?
It’s your game plan for getting people to engage with learning and keep coming back.
Think of it like onboarding a team to a new product.
You need communication, relevance, support, and feedback loops.
It’s not just launch-and-leave…It’s launch-and-learn-and-tweak!
The 7 Steps to LMS Adoption Success
1. Secure Executive Buy-In (For Real)
Leadership can’t just “support” learning.
They’ve got to live it.
- Get them on the platform.
- Have them shout it out in meetings.
- Share their learning playlists (yes, really).
When leaders learn, others follow.
Here are some sector-specific examples:
In the hospitality industry, regional hotel directors shared their own LMS dashboards.
In healthcare, hospital leadership tied annual reviews to learning plans.
In government, councils ran executive-led digital skills workshops.
In tech, CTOs posted their personal upskilling paths in team Slack channels.
2. Identify Your Learner Personas
Not everyone learns the same way.
🎯 Managers want tools to lead better.
🧑💼 New hires need fast onboarding.
👩🔧 Frontline teams need learning in the flow of work.
Segment. Personalise. Speak their language.
Here are some sector-specific examples:
In Hospitality, front desk teams received service training, while chefs completed safety modules.
In healthcare, nurses accessed clinical continuing professional development (CPD), while administrative teams tackled digital literacy.
In Tech: Developers underwent in-depth technical training; sales teams received customer journey training.
3. Onboard With Impact
You’ve got one shot at a first impression. Make it count.
- In-app guides
- Welcome emails
- Role-specific walkthroughs
Get them to their first “aha” moment fast.
Here are some examples to try.
- Gamify the onboarding challenge for new hires in their first week.
- Offer a 7-day welcome path, delivered video tips, and role setup.
- Offer compliance video tutorials with embedded quizzes.
You may enjoy: 12 Onboarding Best Practices for New Employees [2025]
4. Personalise the Experience
This is where AI (like Thirst 😉) shines.
It serves up content your learners actually care about, not a giant catalogue, which makes it feel smart, practical, and tailored from day one.
Here are some examples:
In Hospitality, Training playlists are adjusted before peak seasons or events.
In Tech: Engineers received AI-driven suggestions based on code commits.
5. Embed learning in the Flow of Work
No more “log in and find it.”
Bring learning to them:
- Slack nudges.
- Teams integrations.
- HRIS-driven reminders.
If they already live there, learning should, too. Curious to learn more? Check out The Importance of Learning in the Flow of Work for L&D
6. Create Champions and Peer Influence
You can’t do this alone.
Find your learning advocates, also known as the people who genuinely understand and support you.
Let them drive excitement, tips, and mini-missions.
Internal influencer > mass email. People connect with people after all!
7. Track, Optimise, Celebrate
Data isn’t just for dashboards.
- Who’s logging in?
- What’s being completed?
- Who’s coming back?
Use this to refine the journey and celebrate early wins.
Let’s take a look at some more sector snapshots:
- In Finance: Branch “learning heroes” ran lunch-and-learn spotlights.
- In Retail, Top LMS users are celebrated every month.
- In Hospitality, Internal influencers recorded quick “why I love this module” videos.
- In Healthcare: Clinical leads endorsed CPD pathways via newsletters.
- In Government: Peer-created “Did You Know?” LMS emails sparked awareness.
- In Tech: Team leads posted “what I learned this sprint” in retrospectives.
Internal Campaign Ideas to Boost LMS Adoption
Make it fun. Make it social. Make it visible.
🚀 Learning challenges
🏆 Leaderboards and shout-outs
🎤 Learner spotlights in company meetings
Example? One Thirst customer ran a “5 in 5” challenge – 5 micro-learnings in 5 days.
The result?
A 3x increase in the adoption rate, showing that short, focused learning experiences can be highly effective in engaging learners.
LMS Adoption Metrics to Watch
Once your LMS is up and running, the next step is making sure it’s actually being used and used well…That’s where your data comes in.
Tracking the right adoption metrics can help you understand how learners are engaging, where they’re dropping off, and what needs improving to boost long-term success.
Here’s what success looks like:
📈 Logins over time
📚 Course completions
🔁 Repeat learners
🧠 Content engagement
⭐ Ratings and feedback
Final Thoughts
In 2025, the best learning platforms will learn from their learners.
With the right strategy (and a little help from Thirst), your LMS won’t just launch.
It’ll stick.
Let’s make learning work for your people, not the other way around.
Got 2 Minutes?
If your organisation is struggling with disengaged learners, Thirst has the solution. 🔥
Thirst is an AI-powered learning platform that helps L&D teams of all sizes boost learner engagement and create experiences tailored to today’s learners.
Take a guided tour today and see Thirst in action.
For more e-learning insights, resources and information, discover the Thirst blog.
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