How to test the quality of e-learning content: a step-by-step guide
Behind every distance learning course are weeks of discussions, dozens of revisions, and the efforts of the L&D team, which sincerely strives to create a truly useful learning tool for employees. However, even the most informative content may not yield results if employees get lost in the structure, do not understand what to do next, and do not see the connection between the material and their actual work.
The quality of learning content directly affects learning effectiveness, employee engagement, and business results. That is why a systematic approach to quality assurance is a key element of any L&D strategy.
Together with Kateryna Skrebkova, head of the distance learning sector at OKKO, we have prepared a practical guide that will help you streamline the verification process and improve the quality of e-learning content at every stage of its creation.
Kateryna Skrebkova, Head of the Distance Learning Sector at OKKO
For us at OKKO, high-quality training content is not about form or volume, but about its real impact on employee performance and business results.
The main marker of quality is practical applicability.
If, after training, an employee clearly understands what exactly they need to do differently, why it is important for the company, and how to apply this knowledge in their daily work, then the content is of high quality.We evaluate training based on several key criteria.
First, it must be directly linked to business goals and competencies: each training material must answer the question of what competency it develops and what business task it supports and solves.
Secondly, context and practicality: cases and examples are based on relevant situations.
Thirdly, clear logic and focus: one course – one key idea without overload.
The design of the learning content is also important to us. It should be simple, understandable, and support the learning process rather than complicate it. Logical structure, visual accents, convenient navigation, and a format that is easy to perceive in the work rhythm.
The key indicator of quality is behavioral change. When managers see a different approach in their teams’ work, and employees return to the materials at the right moment.
In summary, quality training content is content that works after the training is complete, not just during it.
What does “quality” mean in e-learning?
When we talk about the quality of educational content, we are not just talking about good design or the absence of errors. Quality is the ability of content to provide effective, accessible, and relevant learning. It takes into account the needs and context of the audience, combining technology, design, principles of inclusion, and consistency of approaches. Most importantly, quality is always confirmed by measurable results.
Who checks content and in what way: 4 levels of testing
Quality control is not a one-time event before the start of training. It is a multi-level system where each participant contributes:
🔍 E-learning specialists (Methodological audit). They conduct systematic checks using detailed checklists. Their task is to ensure that the structure is logical, the methodology is consistent, and the technical implementation complies with company standards.
👥Focus groups (scenario testing). They test content using real-life scenarios and provide honest feedback: what is unclear, what is difficult, what needs to be improved.
🤖AI assistants and services (Autonomous verification). Artificial intelligence takes care of routine tasks: checking grammar, style, text readability, and accessibility. This allows the team of methodologists to focus on content rather than wasting time on mechanical errors.
🎓Employees (Final testing). Post-launch verification stage. It is during the learning process that it becomes clear how the content works and what needs to be refined.
Five key aspects of content verification
Step 1. Goals and audience
The course objectives and goals should be measurable and clearly define what employees will know or be able to do at the end of the training.
Check that the objectives are consistent with the course content requirements and the skill level of the target audience. For example, a course for beginners cannot require expert knowledge of the subject, and a course for experienced professionals should not start with basic definitions.
Step 2. Content
Content quality is not only about “correct information,” but also about how it is presented and whether it helps employees achieve the desired result.
To check the content, use the CCAF model, which helps build learning logic from context to feedback:
- Context – does the person understand why they need this material and how it relates to their work?
- Challenge – is there a problem or question that needs to be solved?
- Activity – what exactly does the employee need to do to solve the challenge?
- Feedback – do they receive an explanation, hint, or confirmation that they are moving in the right direction?
Also check the content against these criteria:
Relevant information: is all the data relevant and related to the course objectives? Avoid “fluff” — information that does not contribute to the outcome.
Logic and consistency: is it clear why the topics are presented in this particular order? Is new knowledge based on previous knowledge?
Language and wording: are the texts adapted to the audience’s level? Are you using overly complex terms without explanation or, conversely, oversimplifying for experienced professionals?
Errors: grammatical, factual, logical – any errors undermine confidence in the course.
Connection to reality: do the examples reflect real work situations? Abstract cases are not motivating.
Tasks and interactivity are not just for the sake of it: every interaction has a purpose. If you add a game or quiz, explain why. Interactivity for the sake of interactivity is annoying.
To speed up verification, use these services:
- ChatGPT / Claude – for analyzing logic and generating alternative formulations.
- DeepL – for ensuring translation quality and natural language.
- Grammarly – for correcting grammatical errors and working with style.
- Perplexity – for quick fact-checking and searching for relevant information.
Step 3. Technical component
Even perfect content loses its value if it doesn’t work properly. Be sure to check how your content works and displays in the LMS on different devices and browsers. Pay special attention to the responsiveness of the design and the stability of interactive elements, such as links and QR codes.
For example, buttons that are easy to click with a mouse on a PC may be too small for a smartphone, and complex animations that work perfectly in Chrome may “freeze” in Safari.
Step 4. Design and visual component
The visual part directly affects the perception of learning. When checking the design, pay attention not only to its “beauty,” but also to whether the visuals match the company’s branding, theme, and context.
The color scheme, fonts, and graphics should help focus on the main point rather than create visual noise. For example, overly bright or contrasting backgrounds can make reading difficult, and small fonts can quickly cause fatigue. Poor quality, blurry, or overly detailed images reduce confidence in the expertise of the material.
Special attention should be paid to images. Be sure to check them for ethical correctness, compliance with the principles of inclusion, and copyright.
The following tools can be used to work with visuals:
- Storyset and Midjourney – for creating custom illustrations and unique images.
- Unsplash, 500px, Freepik – for finding high-quality photos.
- Vecteezy, Flaticon, Heroicons, Open Doodles – for selecting icons and graphic elements in a single style.
Step 5. User experience (UX)
UX in learning is about how easy and understandable it is for an employee to complete training. Even high-quality content may not work if the employee gets lost in the structure and does not understand what to do next.
Employees should be able to easily understand where they are, what they have already completed, and what the next step is. Progress and time trackers give a sense of control and completion, while clear buttons, correct links, and QR codes reduce the number of errors and unnecessary questions.
It is equally important to provide support “here and now.” If questions arise during training, employees should be able to quickly receive help and feedback. For example, in LMS Collaborator, you can set up a direct chat with the portal administrator. With just one click, employees can ask questions and receive prompt answers.
QA culture is an investment, not an expense
Quality testing is a strategic investment in the reputation of your L&D department. It transforms chaotic edits into a well-thought-out system where quality is built into every stage: from goal and content formulation to technical auditing and UX improvement.
Remember that content quality is a continuous process. Training materials need to be regularly reviewed, updated, and adapted to the needs of the audience. This approach allows the L&D team to effectively scale training while maintaining its value for each employee.
LMS Collaborator supports this approach at every stage – from creating training to collecting feedback and analyzing results.
Submit your application and start building a high-quality learning system today!
