Business Good experience Lifestyle

Deciding If An LXP Is Right For Your Business

Written by Jimmy Rustling

The modern workplace is full of learning and professional development opportunities. To facilitate these, companies often turn to learning management systems (LMS). These systems help companies track training, performance, and interaction with the systems. They also put a clear focus on compliance and standardization efforts. But to help employees get the most out of their training, an LXP or learning experience system can be a better option. For companies to remain dynamic and competitive, their teams need to be trained properly, and an LXP is a great way to do that. In this article, we’ll tell you all about LXPs and help you decide if implementing one is right for your

LXP Defined

You’ve heard of LMS (learning management) systems but might be less familiar with the LXP (learning experience system). An LXP is a learning experience platform. Similar but utterly distinct from an LMS, an LXP is a digital learning platform that uses different types of content to help users learn as much as possible. Videos, articles, online resources, and virtual lectures are all part of the content used in these systems. LXP’s also focus on using social feedback and gamification to help Learners perform better. Whether it’s personalized learning, social/collaborative opportunities for learning, or sharing user-generated content, an LXP is a no-brainer for a training program. An LXP can be much more engaging and easy to use than a traditional LMS, making it an excellent way to help engage your teams and help them learn whatever your organization wants them to. An employee experience—whether it’s learning, training, or onboarding—is a critical component of building a successful team. And thankfully, an LXP gives businesses the tools to do it.

Differences Between LXP and LMS

Although they seem incredibly similar, an LMS and an LXP are pretty different. But what is the key difference? The former focuses more on education, policy, and compliance training. The latter focuses more on professional development and independent learning. Both systems have their place in an organization. Still, the LXP can offer more by incorporating a headless LMS (basically, the front-end part of an existing LMS can be customized while the backend remains more or less the same). LMS systems tend to focus on managing a learning program, which is helpful but doesn’t always work out as well for engaging learners. LXP is more social and more conducive to getting people interested in the learning material. LXP systems can also give companies more analytical power, especially in regard to learner behavior and preferences. That makes it easier to customize/tailor learning experiences to a particular team. An LXP can integrate with an LMS, making it easier to set up a quality learning program without needing to build a fresh one from the ground up.

How Companies Use LXP LMS Systems

Companies use LXP systems to allow employees to learn more about their jobs, the organization itself, and various industry trends. LXP systems tend to improve employee retention by engaging workers and providing them with relevant training materials. Proper training (especially during the onboarding process) is vital to ensuring employees are able to do the job, understand their role, and are a good fit for a team. LXP systems are also used to provide access to entertaining and valuable materials instead of the traditional learning materials you’d find in workshops/classroom-style learning. Companies also use LXP systems to communicate with employees in real-time, reducing the amount of time your company spends on communication, ultimately reducing miscommunication and making your team more efficient overall.

Deciding If LXP or Standard LMS is Right For You

So, how can you decide if switching to an LXP (or if you just want to use a headless LMS) is right for you? It comes down to assessing and understanding the current learning culture within your organization. Can your team benefit from LXP and LXP technology? Will it help them better understand the company’s trends, culture, and technology? Will it be engaging and easy to use? You must also identify learning goals and determine if an LXP will help your team accomplish them. Think about your employees and their preferred learning styles. Spend time evaluating how they use current systems and adjust from there. Finally, determine if the features of a particular LXP are right for your needs. An LXP can be a valuable tool for learning, but a headless LMS’ are definitely giving it a run for its money. Spend some time researching what’ll work best for you to decide if you should go with an LXP or an LMS. Your teams will thank you in the long run——especially when they can experience engaged learning throughout the organization.

Deciding on whether or not to use an LXP LMS for your business comes down to a few key factors. Chief among them is the amount of engagement you wish to provide for employees. But more than that, an LXP can offer a way to centralize your training and development efforts, which can help you make more efficient use of your resources. But on the other hand, an LMS can be a good (if a bit costly) investment. Fortunately, there are plenty of options out there, and the decision to go with an LXP LMS or a Headless LMS is ultimately up to you.

How useful was this post?

Click on a star to rate it!

Average rating 5 / 5. Vote count: 1

No votes so far! Be the first to rate this post.

About the author

Jimmy Rustling

Born at an early age, Jimmy Rustling has found solace and comfort knowing that his humble actions have made this multiverse a better place for every man, woman and child ever known to exist. Dr. Jimmy Rustling has won many awards for excellence in writing including fourteen Peabody awards and a handful of Pulitzer Prizes. When Jimmies are not being Rustled the kind Dr. enjoys being an amazing husband to his beautiful, soulmate; Anastasia, a Russian mail order bride of almost 2 months. Dr. Rustling also spends 12-15 hours each day teaching their adopted 8-year-old Syrian refugee daughter how to read and write.