An LXP is a learning platform designed to provide a personalised, social, in-workflow learning experience that goes beyond the traditional LMS. An LXP should have a core set of capabilities and integrated technologies that gives the learner an exceptional user experience, with adaptive learning paths, easy access to content, and AI-driven recommendations. It should also accommodate any form of content, including articles, podcasts, blogs, microlearning, videos, and courses. The platform should provide a social space where learners can connect, collaborate, share content and network with each other and experts. An LXP can be used in conjunction with an existing LMS that’s used to manage more formal learning content.

In short, an LXP should break the boundaries that define the LMS to deliver an experience to learners that looks and feels just like the modern web.


How Learning Experience Platforms can transform user engagement


Employee Experience: The need for change


Attitudes to the ‘employee experience’ across our organisations are changing and it is clear that more experiential services are required to adapt to the new needs and wants of employees.

This drive for better employee experience benefits all generations and not just the much talked about ‘Millennials’.  People, in general, are happier at their work and more productive when provided with better working experiences. This naturally leads to better talent retention and organisational success.

There are many things we can do within our organisations to promote great employee experiences:

  • Develop a meaningful company culture
  • Improve the social impact of the organisation through corporate social responsibility programmes
  • Encourage and welcome open communication at all levels
  • Offer regular feedback and recognition to all staff
  • Offer genuine flexibility in working patterns

Perhaps the most important aspect is that an active learning culture within the organisation recognises and supports personal desires for growth, new challenges and opportunities. Not necessarily a case of what I can do for the company, rather, what the company can do for me.

94% of employees would stay longer with a company that invests in their career development. Talent, properly grown and supported, will be retained.

Learning Experience: The need for change

The simple truth is that the modern learner expects more from their work-based learning experience than has been traditionally offered. Most people prefer to learn on their own terms, in ways that resonate with their personal preferences.

Traditional classroom training, long-form e-Learning and a sporadic approach to learning and development are no longer good enough.  Formal learning will always be necessary where it is appropriate but must be short, relevant and intensive. The ability to self-serve highly contextualised short-form content in the flow of work is important, as is the ability to create personal learning networks and share tacit knowledge.

With current leaps in technology, we have a fantastic opportunity to shape learning solutions to meet these expectations yet the number one reason for dissatisfaction in workplace learning remains the user experience.

New services, that meet new standards and expectations need a new breed of thinking. The future of learning is here.


Why the need for Learning Experience Platfoms?

Josh Bersin, recently coined the phrase “Learning Experience Platform” or LXP for short.

Josh determined: “the LXP market exists because the paradigm of the Learning Management System (LMS)  is out of date. People no longer search course catalogues for “courses” the way they used to, and we need a way to train and learn ‘in the flow of work’.”

This simple statement articulates the new demand for modern digital learning tools, methods and content.

3 major drivers have influenced this change:

  1. Users are marching with their feet.   The command and control philosophy of L&D, facilitated by an LMS infrastructure and content that has scant regard for user experience, will no longer be tolerated.  Millennials will drive a refusal to participate and the rest of us will benefit. Bring on “les gillets jaune” of learning!
  2. The advent of xAPI, which has taken time to infiltrate the industry and mature, supports learning journeys across multiple resources and activities. A learner can move from an e-learning module to social learning to classroom training material and be tracked and supported along that journey. Learning isn’t confined to discrete courses in an LMS. xAPI enables greater creativity in digital learning design.
  3. The LMS failed to give a sense of impact on knowledge acquisition or retention. Boxes were ticked, training records were provided but huge investments gave surprisingly little evidence of any ROI.  The LXP enables ‘data-driven learning design’ that allows L&D to monitor learners and intervene where most effective, to design new programmes based on real data and to evidence impact to the executive group.

Training and development is the most coveted job benefit for younger team members. But on their terms! "

Key Features of a Learning Experience Platform (LXP)

LXP systems have a set of key features:

  • They present high impact, easy to consume digital learning content in a consumer-grade interface
  • AI-driven recommendations support self-directed learning
  • They support content curation, including articles, podcasts, blogs, micro-learning, videos and courses
  • Learning paths sequence content to support career paths linked to the organization’s business outcomes.
  • They are social media that connect content to people and facilitate connection, networking and collaboration amongst learners
  • Real-time data analytics monitor KPI’s, report on engagement with learning content, and data such as competencies from the individual to the organizational level.
  • They make it straightforward to publish your own content as an individual, or team. Subject matter experts can quickly get knowledge out there when it is needed.
  • They pull learners in; an LXP is where workers want to go to learn and improve.

Key benefits of deploying a Learning Experience Platforms

  • LXPs can make learning self-service, accessible, mobile and easy.
  • The dynamic update of content saves time and resources.
  • Allows employees to own and take responsibly for their own learning and development.
  • Deliver impactful reporting linking learning to specific business objectives and demonstrate ROI.
  • Retain talent by offering valuable personal growth and learning opportunities.
  • Facilitate peer-to-peer knowledge sharing and retention of tacit knowledge within the organisation.

Where does the Learning Management Systems (LMS) go now?


Learning Management Systems continue to deliver the functionality that they were designed to provide: training record management, structured learning paths and access to mandatory training.

Learning Experience Platforms can run in-parallel these systems to offer a space where employees can find the learning they need when they need it

Overtime we expect LXPs and LMSs to morph into one system. For now, LXP’s can be used as standalone systems or integrated with existing LMS’s.

How can you improve the learning experience of learners within your organisation?

Provide them with a personalised, intuitive, in-workflow learning platform that contains relevant content. Empower them to learn and grow. Invest in their experience as you would for your clients.


recommended reading

The surprising leap - LMS to Learning Experience Platform

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This blog is about expecting and getting more from your LMS. We wrote about the modern LMS recently here. This blog is a short guide to what you should expect in a modern LMS. Jump to a quick summary - see our future of the LMS infographic...


Logicearth can provide you with a scalable, cost-effective and engaging LXP solution.


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