A Guide to Instructional Design Best Practices

Good instructional design improves learning outcomes. With that in mind, it's worth knowing best practices, whether you create or commission courses from a company like Skillcast.

Instructional design is the backbone of effective e-learning. By systematically analysing learning objectives and needs, it's possible to craft engaging and impactful experiences that drive knowledge retention and skill application.

In this guide, we explore principles, strategies and tools that can help optimise the instructional design process, ensuring your workplace training programmes deliver measurable outcomes.

Key takeaways

• Instructional design is a structured process of creating learning experiences to achieve specific outcomes.
• Models include ADDIE, Bloom, Gagné and Merrill.
• Instructional design is important in the workplace for several reasons, including enhancing learner engagement and ensuring inclusivity.
• The five principles of instructional design are analyse learner needs, define clear objectives, create engaging content, evaluate and iterate, and prioritise usability and accessibility.
• Technologies that enhance instructional design include LMSs, content authoring tools and analytics platforms.
• To overcome instructional design challenges, engage diverse learner groups, balance depth with brevity and keep up with trends.
• Other workplace learning theories include the 70-20-10 rule, microlearning, storytelling, lateral thinking and the Kirkpatrick Model.

How to optimise instructional design

• What is instructional design?
• Key instructional design models
• Why is instructional design vital in workplace learning?
• 5 Principles of effective instructional design
• Technologies that enhance instructional design
• Overcoming challenges in instructional design
• More workplace learning theories to consider

What is instructional design?

Instructional design refers to the structured process of creating learning experiences to achieve specific outcomes. It encompasses a blend of art and science—integrating educational theory, psychology, and multimedia design to deliver effective training solutions.

Originating from military training programmes in the mid-20th century, instructional design has evolved into a critical discipline for modern workplaces. Its methods ensure training programmes are not just informative but also engaging, accessible, and measurable.

Key instructional design models

Here is a quick rundown of some of the most well-known instructional design models. Although each takes a slightly different stance, they have strong similarities.

The ADDIE Model

The ADDIE model, a structured approach to instructional design, was developed in 1975. It guides the creation of e-learning programmes through five phases: analysis, design, development, implementation, and evaluation. While effective for e-learning development, it is less focused on behaviours.

Bloom's Taxonomy of Learning

Bloom's Taxonomy of Learning, a 1956 model that was revised in 2001, explains learning and skill mastery. It includes three domains: cognitive (knowledge), affective (emotion and attitude), and psychomotor (action and behaviour). The cognitive element, which has six levels - remember, understand, apply, analyse, evaluate and create and is particularly relevant for e-learning design.

Gagné's Taxonomy of Learning

Gagné's Taxonomy, highlights five learning outcomes: intellectual skills, cognitive strategies, verbal information, motor skills, and attitudes. This model emphasises the importance of tailoring instruction to specific learning objectives and considering learners' cognitive development.

Merrill's Principles of Instruction

Merrill's model, emphasises problem-solving for effective learning. It involves five phases: demonstration (visual examples), application (problem-solving exercises), activation (linking new knowledge to prior learning), integration (applying knowledge to real-world tasks) and engagement (task-centric learning).

Why is instructional design vital in workplace learning?

Aligning learning with organisational objectives

Effective instructional design ensures training programmes directly address key business goals. Whether it’s onboarding new employees or upskilling existing staff, instructional design provides a framework for aligning learning objectives with measurable outcomes.

Enhancing learner engagement

Well-designed training uses interactive elements like gamification, branching scenarios, and multimedia content to keep learners engaged, meaning they're more likely to retain information and apply it effectively in their roles.

Ensuring accessibility and inclusivity

Instructional design principles include creating content that is accessible to all learners, including those with disabilities. This not only broadens the reach of your training but also demonstrates your organisation’s commitment to inclusivity.

5 Principles of effective instructional design

1. Analyse learner needs

Understanding your audience is the cornerstone of good instructional design. Conduct pre-training assessments, focus groups or surveys to gather insights into knowledge levels, learning preferences and challenges.

• Use personas to represent different learner types.
• Conduct skills gap analysis to identify training priorities.
• Build assessments that align with key job functions.

2. Define clear learning objectives

Every e-learning course should have specific, measurable goals. These guide content development and ensure alignment with organisational outcomes.

• Use the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound) to write learning objectives.
• Align objectives with business key performance indicators (KPIs) to demonstrate return on investment (ROI).
• Clearly communicate objectives to learners at the start of the course.

3. Create engaging content

Content is the heart of your training programme. Effective instructional design incorporates multimedia elements, storytelling techniques, and interactivity to keep learners engaged.

• Use video and animation to explain complex topics.
• Incorporate real-world scenarios that learners can relate to.
• Break up long content into microlearning modules to prevent cognitive overload.

4. Evaluate and iterate

A hallmark of instructional design is its cyclical nature. By gathering feedback and analysing training outcomes, you can refine your programmes for continuous improvement.

• Conduct post-training surveys to measure learner satisfaction.
• Use the Kirkpatrick Model to evaluate training effectiveness across reaction, learning, behaviour and results.
• Regularly update content to reflect changes in industry standards or organisational goals.

5. Prioritise usability and accessibility

Instructional designers must ensure content is intuitive and accessible to all learners. This includes complying with standards such as the Web Content Accessibility Guidelines (WCAG).

• Use simple navigation and a clear interface.
• Provide captions for video content and transcripts for audio materials.
• Ensure compatibility with assistive technologies like screen readers.

Technologies that enhance instructional design

Learning Management Systems (LMS)

An LMS enables instructional designers to organise, track, and deliver training content effectively. Look for platforms with robust analytics and gamification options.

Content authoring tools

These are programmes that empower instructional designers to create interactive and engaging learning experiences. They often include features for developing simulations, quizzes and other interactive elements.

Analytics platforms

Integrate learning analytics to monitor engagement, completion rates, and knowledge retention. These insights are invaluable for improving future training programmes.

Overcoming challenges in instructional design

Engage diverse learner groups

Different employees have varied learning preferences. Use a blended approach that combines videos, quizzes, simulations, and discussion boards to cater to all styles.

Balance depth with brevity

While depth is critical, overly long courses can lead to disengagement. Focus on microlearning to deliver concise, impactful lessons.

Keep up with trends

The e-learning landscape is constantly evolving. Stay informed about emerging technologies and methodologies to ensure your programmes remain relevant.

More workplace learning theories to consider

Instructional design is one of several approaches to improving workplace learning. Explore these related topics for deeper insights:

1. The 70-20-10 rule
2. Microlearning
3. Storytelling
4. Lateral thinking
5. Kirkpatrick Model

Instructional design: FAQs

What learning theories guide instructional design?

The main ones are behaviourism, cognitivism, constructivism and connectivism.

What’s the difference between training and learning?

Training is the process, while learning is the outcome.

How do you measure learning outcomes?

By using tools like pre- and post-assessments, quizzes, skills demonstrations or performance data aligned with learning objectives.

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