Getting new hires up to speed shouldn’t feel like a slog for anyone involved. If you’re responsible for onboarding—whether you’re in L&D, sales enablement, or just the team’s unofficial “person who figures stuff out”—this guide’s for you. I’ll walk you through building interactive learning modules in Bigtincan: what’s worth your time, what to skip, and a few honest lessons from the trenches.
Why Bother with Interactive Onboarding?
Let’s get this out of the way: nobody remembers a 40-slide PowerPoint. Interactive onboarding isn’t about looking fancy. It’s about making sure people actually learn—and don’t hate every minute.
- People retain more when they do something, not just read or listen.
- Interactive modules scale better than live sessions. No more calendar ping-pong.
- You get data. See who’s stuck, who’s cruising, and where to tweak content.
But not every feature in Bigtincan is worth your time, and some “interactive” stuff is overrated. Let’s get practical.
Step 1: Plan Your Module (Don’t Skip This)
Before you even log in, sketch out what matters.
- What do new folks actually need to know to survive week one?
- What’s critical vs. “nice to know”? Ruthlessly trim the fat.
- How can you break content into short, focused chunks? Five minutes beats “lunch-and-learn” marathons every time.
Pro tip: Ask a new hire what confused them most in their first week. Build around that.
What to Ignore
- Fancy learning objectives. If you can’t say it in a sentence, it’s too complicated.
- Overstuffed modules. If it looks like a compliance video, people check out.
Step 2: Set Up Your Learning Path in Bigtincan
Log into Bigtincan and head to the Learning tab. Here’s the rough flow:
- Create a new Course.
- Break your onboarding into Modules (one per topic or task).
- Sequence Modules into a Learning Path—this is what new hires will see.
Honest Take
The interface isn’t rocket science, but it’s not Apple-easy either. Save often—sometimes changes don’t stick. And don’t get lost in folder hell; clear naming helps.
Pro tip: Use a “Welcome” module as a soft landing. Set tone, explain what’s coming, and reassure people they won’t be quizzed to death.
What to Skip
- Over-customizing learning paths. One clear path beats ten “personalized” ones that confuse everyone.
Step 3: Add Content That Doesn’t Suck
Bigtincan lets you add slides, documents, videos, quizzes, and more. Here’s how to keep it interactive without making it feel like a 1999 e-learning CD-ROM.
Use These Formats
- Short videos: Under 3 minutes. Real people from your team, not stock actors.
- Quick quizzes: 3-5 questions max. Focus on “What would you do?” not trivia.
- Drag-and-drop exercises: Good for process steps or matching tasks.
- Interactive PDFs/Slides: Only if you keep them simple and focused.
Skip or Limit These
- Long PDFs: Nobody reads them. If you must, break into one-pagers.
- Audio-only: Easy to zone out. Pair with slides or visuals.
- “Gamification” for its own sake: Points and badges don’t motivate most adults.
Pro tip: Drop in “Check your understanding” spots every few minutes. A single question is enough to keep people engaged.
Accessibility Check
- Use captions on videos.
- Don’t rely on color alone to explain stuff.
- If a module doesn’t work on mobile, fix it or find a workaround.
Step 4: Make It Actually Interactive (Not Just Click-Next)
Bigtincan offers a few tools for real interactivity. Here’s what’s worth using:
Quizzes and Knowledge Checks
- Mix multiple choice, short answer, and scenario-based questions.
- Give instant feedback—don’t save it all for the end.
- Don’t punish mistakes. Use wrong answers as a teaching moment.
Branching Scenarios
- Build “choose your own adventure” style flows for tricky processes or customer situations.
- Only use if your content really benefits from decision-making practice. Don’t force it for the sake of looking clever.
Discussion Boards or Comments
- Encourage new hires to post questions or share tips.
- Assign someone to monitor and respond—crickets kill engagement.
Skip
- Overcomplicated simulations. Unless you have a real budget and time, these are more trouble than they’re worth.
Pro tip: Test your module as a learner before pushing live. You’ll catch clunky spots you didn’t notice in edit mode.
Step 5: Assign, Track, and Nudge
Interactive content only works if people actually finish it.
- Assign modules to new hires (or groups).
- Set clear due dates—but give a little buffer.
- Check completion data regularly. Bigtincan’s reporting isn’t perfect, but it tells you who’s on track.
What Works
- Friendly reminders. A nudge from a real person works better than auto-emails.
- Brief “How’s it going?” check-ins. You’ll spot problems before they snowball.
What to Skip
- Over-monitoring. Don’t turn onboarding into a surveillance project.
Step 6: Iterate and Improve
No module is perfect out of the gate. The best onboarding evolves.
- After a few hires, ask what worked and what didn’t.
- Check quiz data for common wrong answers. That’s where your content flopped.
- Update modules as things change. Outdated info kills trust fast.
Pro tip: Keep a one-page “what to fix next time” doc. Don’t rely on memory.
Common Pitfalls and How to Dodge Them
Trying to Do Too Much
Don’t aim for “everything they’ll ever need.” Focus on “what they need this week.” Add more later.
Relying on Features for Engagement
No amount of slick buttons will fix boring content. If your material is dry, rewrite it—don’t just add more clicks.
Ignoring Feedback
If people tell you something is confusing or pointless, believe them. You’re not building this for yourself.
Wrapping Up: Keep It Simple, Keep It Useful
Don’t overthink it. A short, clear, interactive module built in Bigtincan beats a slick but confusing experience every time. Start with the basics, get feedback, and tweak as you go. Confident onboarding isn’t about flashy features—it’s about helping real people get comfortable, fast. That’s it.