If you’ve ever built a training program only to watch it collect dust, you’re not alone. Most teams mean well, but without a clear plan, employees either get overwhelmed or just ignore the learning altogether. This guide is for managers, trainers, and HR folks who want a straight answer on using learning paths in Lessonly to actually move the needle on employee growth.
You won’t find any magic bullets here—just honest tips to help you organize, launch, and get the most out of Lessonly learning paths without wasting time.
Why Learning Paths Matter (and Where They Fall Short)
A learning path is just a set of courses or lessons arranged in the order you want people to take them. In theory, they help employees know what to focus on, and managers get a better view of progress.
The good: - Keeps training organized and bite-sized. - Shows employees (and you) what’s next, so no one gets lost. - Useful for onboarding, role changes, or ongoing skills.
The not-so-good: - Can get overcomplicated—nobody finishes a 50-step path. - If content is outdated or irrelevant, people tune out fast. - Progress tracking is only as useful as your path design.
Bottom line: Use learning paths to add structure, but don’t expect them to fix bad content or low engagement.
Step 1: Plan Your Learning Path with the End in Mind
Before clicking anything in Lessonly, figure out what you want employees to actually learn or do differently.
Ask yourself: - Is this for onboarding, upskilling, compliance, or something else? - What’s the minimum they need to know to be successful? - Where do people usually get stuck or drop off?
Pro tips: - Keep paths focused—3 to 7 lessons is a good starting point. - If your path is longer, break it into smaller tracks (e.g., “Intro,” “Advanced,” “Refresher”). - Skip the fluff. If you don’t want to take the lesson yourself, cut it.
Step 2: Build the Lessons or Courses
Lessonly lets you create lessons (single-topic) and group them into courses. Courses are what go into a learning path.
How to approach it: - Keep lessons short—5 to 10 minutes max. - Use real examples and scenarios, not just theory. - Mix it up: videos, quizzes, short reads. Don’t just dump PDFs.
What works: - Short, actionable content. - Frequent knowledge checks (not just at the end). - Lessons that answer actual on-the-job questions.
What to ignore: - Over-produced videos. People care more about clarity than polish. - Information that’s nice to know, but not needed for the job.
Step 3: Create a Learning Path in Lessonly
Here’s how to actually set up a path:
- Go to the Paths section: In your Lessonly dashboard, find “Paths” (sometimes under “Content” or “Learning” depending on your version).
- Create a new path: Click “Create Path” or the plus (+) button.
- Name your path: Be specific. “Customer Support Onboarding” beats “General Training.”
- Add courses: Drag and drop the courses in the order you want them completed. You can require completion in sequence, or let folks jump around (sequential works best for most teams).
- Set due dates (optional): Only use these if there’s a real deadline. Otherwise, you just add stress.
- Add a description: Tell users why this path is important and what they’ll get from it.
Pro tip: Preview your path as a learner. Would you want to take it? If not, fix it before assigning.
Step 4: Assign the Path to Employees
Getting the right people on the right path matters more than you’d think.
To assign: - Choose individuals, groups, or everyone. - Double-check group memberships—Lessonly assignments stick to how you set up groups. - Use “Assign Later” if you’re not ready to launch.
Common mistakes to avoid: - Assigning paths to people who don’t need them (nothing kills morale faster). - Dumping everything on day one—stagger assignments if possible.
What actually works: - Assign paths as part of onboarding checklists. - For ongoing development, make paths role-specific, not one-size-fits-all.
Step 5: Track Progress (But Don’t Obsess Over It)
Lessonly’s reporting tools let you track who’s started, who’s stuck, and who’s finished. Use this info to spot where things bog down.
Best uses: - Follow up with gentle reminders (not nagging). - Review where most people struggle—improve those lessons. - Celebrate completions, but don’t turn it into a contest.
Don’t waste time: - Micromanaging every overdue assignment (especially for self-paced learning). - Forcing people to retake paths just to boost completion stats.
Step 6: Gather Feedback and Iterate
No learning path is perfect out of the gate. Ask for feedback after rollout:
- Did employees find the path useful?
- Was anything confusing, too long, or missing?
- What would make it better?
How to do it: - Add a quick feedback form at the end of the path. - Ask managers to check in with their teams. - Actually act on what you hear, even if it means cutting or reordering content.
What to Skip (and What to Double Down On)
Skip: - Massive paths that nobody finishes. - “Because we always have” content. - Tracking for tracking’s sake.
Double down on: - Real-world examples and scenarios. - Short, focused lessons. - Iterating—your first version won’t be your last.
Wrapping Up: Keep It Simple, Keep It Moving
Don’t overthink it—most employees just want clear, useful training that doesn’t waste their time. Start with the basics, launch your path, and tweak as you go. Lessonly’s learning paths are just a tool; the real impact comes from thoughtful planning and listening to your people.
You’re better off with a simple, relevant path that gets used than a sprawling curriculum that nobody touches. Start small, get feedback, and build from there. That’s how real development happens.