There are various reasons to introduce a new learning management system (LMS): the current platform might be outdated, offer poor support, or simply struggle to keep up with company growth. However, an LMS migration is a significant project, so it’s no surprise that stakeholders—ranging from leadership, HR, and the works council to the IT department and end users—often aren’t enthusiastic about switching systems. Here’s how to successfully make your case.
In our LMS upgrade guide, you'll find everything you need to know about transitioning to a new LMS:
Why stakeholders in learning and development (L&D) are often sceptical
Everyone involved is familiar with the current learning platform: employees use it and know their way around, administrators understand how to manage courses, and the works council and data protection officers are aware of the relevant conditions. Leadership is usually relieved not to deal with the topic. Problems are tolerated, and most groups aren’t aware of what a more powerful LMS could offer.
For learning managers, the situation’s different: they're often the first to spot signs that an LMS change is needed. They stay informed about current trends and developments and realise that their existing LMS is underperforming. It's essential they can consider other perspectives and address the priorities of different groups effectively.
Involve stakeholders early
Make sure you involve stakeholders early in the selection process and don't present them with a done deal. This approach not only boosts the chances of approval but also benefits from the different viewpoints stakeholders bring. This way, you'll select an LMS that keeps everyone satisfied in the long run.
Migrating to a new LMS: convincing different groups
To convince stakeholders, start by understanding their positions. Identify why they might not see a new LMS as necessary and find the right arguments to persuade them.
Leadership: focus on cost and efficiency
Leadership usually has the final say on LMS changes since they release the budget. Use solid arguments, like showing how a new platform can boost efficiency, and be prepared to provide detailed cost information. Even if the new system isn't cheaper long-term, improved efficiency can win them over.
It's also helpful to tailor your approach. If the leadership is keen on innovation, highlight how the new LMS follows the latest trends and is future-proof.
HR and admins: focus on resources and staff satisfaction
HR and course administrators have different priorities from leadership. Emphasise resource allocation - are HR and/or admins overwhelmed by an inefficient LMS? Show them how a new system simplifies management. Explain how integrations with other tools can create a robust learning ecosystem.
Staff satisfaction can also be a winning point. Highlight the user-friendly nature of a new platform, as well as features like gamification and personalised learning paths.
IT: workload and process arguments
The IT department will appreciate a reduction in the resources needed to manage the LMS. A modern system with strong interfaces can be a convincing factor. Plus, a user-friendly system is easier to navigate, which means fewer support requests to IT.
Comprehensive support from the LMS provider - both during migration and through ongoing support - will also motivate IT to back the switch. Show that the initial migration effort is worth it in the long run.
Works council and data protection officers: prioritising security
If the new learning platform improves data security, you're already halfway there with the works council and data protection officers. The works council will also ensure that employees aren't overly monitored through the system. Simplify their decision by presenting clear, timely information. Enhanced functions for employees can help convince the works council too.
Employees: highlight everyday benefits
Employees are the largest group but are often overlooked in communication since they don't directly influence the decision to switch. However, the new LMS can only reach its potential if users are on board and actively use it.
To get employees excited, clearly outline the benefits, like a better user experience and more engaging learning through gamification. Without this, you risk confusion and resistance to the new system.
Convince stakeholders with tailored arguments for a new LMS
When introducing a new LMS, first identify the different stakeholder groups and understand their positions and concerns. Then, tailor your arguments to each group. A demo tailored to each group by the LMS provider can also help win them over.
With the right preparation, you'll get all relevant groups on board and ensure broad acceptance of the new LMS from the start.
Switching to a new LMS at your organisation?
For everything you need to know about switching to a new LMS at your organisation, download our free LMS Upgrade Guide:
