1. Ease of use for learners and administrators

Ease of use is one of the biggest predictors of learner engagement. If people can’t quickly find what they need, understand what’s expected, or access learning without hassle, they’ll switch off - even if the content is strong.

Look for a platform with:

• Clear navigation and intuitive layouts
• A simple learner journey (log in, find learning, start learning)
• Straightforward admin tools for organising content and users

2. Flexible learning delivery that reflects real working patterns

Organisations rarely deliver training in just one format. A good online training platform should support self-paced learning, live sessions, and blended journeys without forcing you to juggle multiple tools.

It should make it easy to deliver learning in ways that suit different roles, schedules, and working environments, including mobile access. Where live training is part of the mix, it also helps when everything sits in one place for learners - joining details, preparation notes, resources, and follow up materials - so they’re not searching through emails or calendar invites.

3. Structured learning pathways that feel purposeful

People engage more when learning is organised around a clear goal. Rather than presenting content as a long list of courses, an online training platform should allow you to build structured learning journeys by role, team, or need.

Useful options include role-based pathways (for example onboarding, manager training, compliance) and learning groups for different audiences.

4. Insight into engagement, not just completion

Completion data alone rarely tells you what you need to know. The best online training platforms help you understand how learning is being used, what’s working, and where people need support.

Look for tools that help you:

• See participation, progress, and patterns of engagement
• Gather feedback or evidence when it matters
• Bring key learning information together so you can act on it

When you can spot what’s landing well (and what isn’t), you can improve training without guessing.

5. Accessibility and inclusive design

Accessibility should be built in from the start, not added later. Platforms that prioritise inclusive design help organisations provide learning that works for everyone, including people using assistive technologies or accessing content on different devices. When barriers are reduced, more people can take part confidently - which supports engagement across the organisation.

6. Scalability and long term fit

Finally, an online training platform should be able to grow with your organisation. Training needs often change over time, and you don’t want to replace your platform every time your requirements evolve.

Look for:

• The ability to scale to new teams, locations, or audiences
• Options to integrate with other systems
• Clear visibility of usage, so you can plan and control costs

How eCom supports organisations choosing an online training platform

At eCom, we work with organisations delivering internal training, onboarding, and development, as well as those supporting wider audiences.

eNetLearn is designed to make online training simple to manage and easy for learners to engage with. It brings courses, learning resources, and training events into one accessible environment, with a strong focus on clarity, usability, and inclusive design. This helps organisations deliver structured learning without adding unnecessary admin or confusion for learners.

For organisations that need more flexibility and deeper insight, eNetEnterprise combines learning delivery with engagement insight and performance information. This supports more informed decisions about where training is working well and where it may need to evolve.

If you’re considering an online training platform and want to understand which features will matter most for your organisation, please get in touch. We’re always happy to talk things through and help you identify a practical next step.