Why More Learning Tools Don’t Guarantee Better Business Outcomes

In a recent conversation with a senior learning leader at a major bank, she shared a familiar frustration: her team had invested in six different learning tools, yet engagement remained stubbornly low. Despite all the platforms and content, employees weren’t consuming what was available.

This isn’t an isolated case. According to industry research, the average organization now uses around 88 digital tools for employees. Yet, global spending on corporate learning and development exceeds $360 billion annually, and the ROI often remains elusive. So why do we keep adding more tech?

The Illusion of “More is Better” in L&D

Many organizations fall into the trap of believing that more content and more tools will automatically lead to higher business outcomes. Sometimes it’s driven by FOMO, vendor pressure, or the allure of the latest “AI-powered” solution. But the reality is that more platforms often create more confusion, dilute focus, and make it harder for employees to find what they need.

“The world is littered with content. For a workplace L&D perspective, a lot of it is questionable in its quality and usefulness. Save yourself time (and your sanity) by adopting a curation model of finding the best stuff.”
— Steal These Thoughts

What Actually Drives Learning Engagement?

1. Focus on Outcomes, Not Features
Before buying or building anything new, ask yourself:

• What specific business challenge are we solving?
• Who are we serving, and what do they really need?
• Will this tool help us achieve a significant outcome, or are we just chasing the next trend?

2. Prioritize Integration Over Addition
People spend most of their workday in tools like Slack, Teams, and email. Expecting them to log into yet another LMS or LXP is unrealistic. Adoption is highest when learning is integrated into the daily workflow, not isolated on another platform. For more, see our post on How to Drive Learning in the Flow of Work.

3. Choose Partners, Not Just Vendors
Opt for solution providers who are invested in your ongoing success—not those who show up only at renewal time. A true partner will help you adapt, measure, and improve.

4. Pause Before You Purchase
Sometimes, the best decision is to wait. Use a checklist to clarify your goals and avoid costly mistakes. Check out our Learning Tech Decision Checklist for a practical framework (internal link).

The Power of Curation—Not Creation

With so much content already available, the real skill is curation. Find and share the best resources that align with your business goals and culture. AI tools like ChatGPT and Copilot can help surface relevant content, but human judgment is still crucial for context and quality.

For more on this, read our guide to Combining AI and Human Curation in L&D

Key Principles for Smarter Learning Tech Decisions

• Don’t buy tech just because it’s new or has “AI” in the name. Focus on what your people actually need.
• Always check if you already have something that can do the job.
• Pilot new tools before rolling them out broadly.
• Don’t get distracted by trends or flashy features. The best tool is the one that fits your context and solves your real problem—not the one with the most content or features.

Supporting Stats & External References

• The average organization uses 88 digital tools for employees.
• Only 15% of HR professionals strongly agree their learning technologies are well-integrated (Josh Bersin, It’s Time for an L&D Revolution).

For more stats, see Intuition: 24 Corporate Digital Learning Facts & Stats in 2024.

Even the most advanced technology is only valuable if people use it—and only if it helps you solve the challenge at hand. Focus on outcomes, integration, and curation, and you’ll see far greater impact than by simply adding more tools.

Want to learn more about building a high-impact learning ecosystem? Explore our Blogs or reach out to our team for a personalized consultation.

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