Instructional design is the process of structuring training materials so learners can achieve clear outcomes efficiently in workplace and professional training settings. For trainers and HR teams, effective instructional design ensures employee training is engaging, consistent, and easy to deliver using ready-to-use, trainer-led materials.
The tips below focus on practical ways trainers and HR teams can improve employee training content without starting from scratch.
What Trainers Notice When Training Materials Are Well Designed
Trainers often notice the difference immediately when materials are well structured, with clear aims and objectives, good design, and clear trainer notes — sessions run more smoothly, and participants stay engaged.- The materials set out clear aims and objectives and start off by explaining the roadmap for the session, so that participants understand what they’re expected to do by the end.
- They can run the same workshop materials for other groups and sessions, without having to rewrite materials each time.
- Activities are included to keep participants involved through discussion, visuals, and hands-on activities as opposed to long explanations.
- Little time is needed to adjust the materials beyond one’s own branding (where needed).
- The training links back and relates to real-world workplace goals, so sessions feel relevant rather than theoretical.
(See our corporate training principles guides)
What Is Instructional Design?
Instructional design is the systematic process of developing effective and engaging training materials that support clear learning outcomes.
It involves:
- analyzing learner needs
- developing content and activities to meet those needs
- and evaluating the effectiveness of the training.
Instructional designers are tasked with designing learning programs that address specific learning objectives in order to achieve desired outcomes. Overall, the purpose is to create a structured approach for delivering instruction that meets all stakeholders’ needs, these stakeholders including:
- learners
- instructors
- administrators
- and employers.
After the process of determining what should be taught, instructional designers then use their expertise in pedagogy (the science of teaching), technology, media development, analysis, evaluation, and assessment strategies, among other skill sets, to develop effective instructional materials and activities.
In practice, many of these principles are applied by trainers and HR teams using structured, ready-to-use training materials rather than designing programs from scratch.
Why Is Instructional Design Important?
Instructional design is important because it ensures training content is engaging, accurate, and aligned with learning objectives.
The goal of instructional design is not only to create a learning experience that meets the needs of learners but also to create an environment where learners can be successful in achieving their desired outcomes.
These principles align with guidance published by established education and training authorities, such as the U.S. Department of Education.
By utilizing proven instructional design principles, educators are better equipped to create a learning environment that will foster learners’ success and ensure that the educational content they provide is both accurate and effective.
10 Instructional Design Tips for Trainers (With Examples)
Trainers and teachers are often expected to design or adapt training materials alongside delivery, which can feel overwhelming without a clear structure.
Hopefully, these 10 instructional design tips for teachers that I’ve written below will help you get started.
Tip 1: Ensure that the Aims and Objectives Are Clear
Clear aims and objectives help trainers design sessions with purpose and make it obvious to participants what they should be able to do by the end of the workshop.
Well-defined aims and objectives also help to ensure that training activities are aligned with organizational goals, thus making them more meaningful to learners.
From a trainer’s point of view, clear aims and objectives provide structure and focus, i.e., a framework.
Clear learning objectives also make it easier to structure sessions logically, ensuring activities, discussions, and materials build toward specific outcomes.
Clear learning outcomes are a widely recognized best practice in workplace training and are commonly referenced by professional bodies such as the Association for Talent Development (ATD).
These principles are built into Symonds Research’s editable, trainer-led course materials, allowing facilitators to deliver professionally structured sessions without designing content themselves.
Tip 2: Consider the Format of Learning Materials
The format of training materials affects how easily participants follow the session and how confidently trainers can deliver it.
Will the materials be in video or audio form, written documents, PowerPoint slides, physical materials, or a combination?
The right format supports understanding and reduces cognitive overload during training sessions.
Think through the type of materials that will make the most impact and be the most engaging for your learners, for the specific audience that the training is aimed at.
When we design materials for employee training, we include:
- PowerPoint Slidedeck
- We produce them in digital format, but you can print them for the participants
- Information on how to teach the training online
- Clear facilitator guides or trainer notes that support delivery during the session.
Also, keep in mind that different people learn from different media.
In other words, some people learn best by:
- seeing things visually (hence why PowerPoint can work well)
- verbally being taught (the PowerPoint teacher notes on the bottom of the PowerPoint slides come in handy here as the trainer)
- collaboration and involvement, hence, for some learners, training activities are great
Well-designed slides help provide training where participants understand the content without distracting learners, especially when visuals are used to reinforce structure rather than repeat spoken content.
These principles can be applied by trainers and HR teams without any formal instructional design background.
Tip 3: Design Activities that Encourage Collaboration Among Learners
Collaborative activities help learners engage more deeply by sharing ideas and applying knowledge together.
Incorporate discussion forums or group activities that will encourage collaboration between learners.
Interacting with their peers in a group learning environment can also be a great way for many participants to be active and find the training enjoyable.
Tip 4: Design Training Content to Be Evergreen
Evergreen training materials remain useful over time, allowing trainers to reuse sessions without constantly updating or rewriting content.
If the content is out of date, participants can begin to wonder how relevant the rest of what you are teaching is. In other words, out-of-date content can start to lose you credibility.
A way to achieve this is to use generic examples, i.e., do not refer to an event that will happen in 2 months’ time, and have this printed on the training materials.
If you often reuse the materials, keep your employee training materials current and ensure that they reflect any changes in the industry you are teaching about.
This will help keep learners engaged and make sure they’re getting the most relevant information possible.
Tip 5: Make Sure Your Learning Materials Are Visually Appealing
Visually clear training materials make it easier for participants to stay focused and follow the structure of a session.
Choose colors and fonts that are easy to read, and use high-quality images and videos that enhance the learning experience.
Also, choose colors that complement each other, i.e., use a color palette for color ideas.
Tip 6: Incorporate Multimedia Elements Whenever Possible
Multimedia elements help vary how information is presented, making training sessions more engaging and easier to follow.
Integrate multimedia elements whenever possible. Multimedia elements such as audio clips, animations, simulations, and videos can help learners better understand materials by using different formats of communication.
You can also make use of smartphones and give participants the chance to be more involved by creating a classroom response system, meaning that the students can be involved in interactive lessons, such as via voting in live polls.
You can, for example, use smartphones to aid learning to make it more fun for learners. Making use of different interactive activities throughout the course, such as including simulations, games, or case studies that allow learners to interact with the material and apply what they’ve learned, is often well received.
Tip 7: Standardize Your Design
Standardized training materials help trainers deliver sessions consistently, especially when workshops are repeated across teams or locations.
If you are designing a range of materials, make sure to establish a set of standards and guidelines for the course materials.
This includes everything from how to structure activities to writing style and formatting rules.
Having standards in place will help ensure that all the materials you create are consistent with each other.
This approach works particularly well when using ready-to-use training materials that are designed to be delivered consistently across sessions.
Tip 8: Use Storytelling Techniques in Your Instruction Design
Stories and real-world examples help participants understand and remember key ideas more easily.
A well-crafted story can effectively communicate complex ideas and make learning fun and engaging for students.
Try incorporating stories into your courses, such as case studies or role-playing scenarios, to encourage learning through real-world examples.
One thing to note, though. Do think about who your audience is and tailor the stories so that the audience will be able to relate to the stories.
Adults often bring different experiences and knowledge levels into the classroom, so keep this in mind when designing instruction.
Tip 9: Include Practice Activities
Practice activities give participants the opportunity to apply what they’ve learned and receive feedback during the session.
Learners learn best when they are able to practice a skill and receive feedback on their performance.
Try incorporating activities such as quizzes, simulations, or case studies that allow learners to interact with the material and apply what they’ve learned.
Practice activities work particularly well when supported by participant workbooks or structured handouts that learners can use during the session.
Tip 10: Consider the Needs of All Learners
Considering the needs of all learners helps ensure training sessions are accessible, inclusive, and effective for a wider range of participants.
Instructional materials should be designed as best as possible in a way that is accessible to people with disabilities, such as fonts that are easy to read and color schemes that make it easier to view.
Furthermore, keep cultural sensitivity in mind and create materials that avoid stereotypes and that respect diversity.
Many of these principles rely on the trainer’s ability to read the room, adapt delivery, and create a learning environment that feels relevant and purposeful.
Common Instructional Design Mistakes Trainers Often Encounter
Trainers often run into similar challenges when designing or adapting training materials, particularly when sessions need to be reused or delivered to different groups and audiences.
Common instructional design mistakes include:
- Starting with content rather than clear learning aims and objectives, leading to sessions that feel unfocused.
- Overloading slides with too much information rather than including activities and discussions to aid learning.
- Designing materials that work once but are difficult to reuse or adapt for future trainer-led sessions.
- Relying on too many explanations rather than giving participants opportunities to practice and apply skills.
- Using examples that are not specific or relatable to the audience, i.e., using examples that are too specific or time-bound (meaning the materials appear outdated).
- Not including clear trainer notes and facilitator guidance with each slide.
Many of these issues are easier to avoid when trainers use editable, trainer-led materials that already follow instructional design best practices.
