Teaching methods in e-learning: how to choose the best one for your training

Choosing the right teaching method can make the difference between a course employees complete and remember, and one they abandon halfway through. In a corporate environment where training time competes with daily workload, the method is not a technical detail: it is a strategic decision.

This guide explains the main teaching methods applicable to corporate e-learning, how to distinguish them from teaching strategies, and above all, what criteria to use when choosing the most suitable one depending on your learning objective, your audience and your production resources.

What are teaching methods in e-learning and why does choosing them well matter

A teaching method is the specific way in which the teaching-learning process is organised: what the instructor does, what the learner does, the order in which content is covered and what type of activities mediate between them. In the context of e-learning, the method determines whether the learner receives information passively, constructs it actively, learns by solving real problems or does so competing with others.

It should not be confused with the teaching strategy, which is the overall plan that integrates several methods, resources, timings and assessments within a complete learning itinerary. The method is the “how” at each moment of the course; the strategy is the “what” and the “when” throughout the entire programme.

Choosing the right method matters because it directly affects three key variables in corporate training:

• Retention: active methods generate significantly higher retention than expository ones, according to Edgar Dale’s Learning Cone model.
• Engagement: a method misaligned with the learner’s profile or expectations causes dropout. The Workplace Learning Report 2024 by LinkedIn Learning notes that perceived lack of relevance is the leading cause of low completion rates in corporate courses.
• Transfer: some methods promote real-world application of knowledge; others remain at the level of theoretical understanding. In corporate training, transfer to the job is the ultimate goal.

Main teaching methods in e-learning for corporate training

These are the most widely used methods in corporate settings, with their key features and optimal use contexts:

1. Expository method

The learner receives information in a structured way through videos, presentations or texts. It is the most efficient method for transmitting large volumes of information in a short time, and works well for initial onboarding or as a conceptual foundation before more complex activities. Its limitation is passivity: without reinforcement activities, retention is low.

2. Problem-Based Learning (PBL)

The learner starts from a real case or problem and builds knowledge through its resolution. It is particularly powerful for developing analytical and decision-making competencies. Ideal for training middle managers, commercial profiles or any role where resolving complex situations is part of daily work.

3. Microlearning

Content is broken down into short learning pills (between 3 and 7 minutes) focused on a single learning objective. It is the method with the highest completion rates in mobile environments and for audiences with heavy operational workloads. Particularly effective for product training, compliance and reinforcing specific skills.

4. Gamification

It incorporates game mechanics—points, challenges, leaderboards, rewards—into the course design to increase motivation and retention. It is not a method in itself, but a layer applied on top of others: you can gamify an expository course or a problem-based one. It requires a greater investment in design and production, but the engagement results are notable.

5. Storytelling

Knowledge is conveyed through a narrative: characters, situations, conflicts and resolutions that contextualise the content in real-life scenarios. It is highly effective for soft skills training, corporate culture and company values. It generates empathy and facilitates transfer because the learner “lives” the situation before facing it at work.

6. Simulation and branching scenarios

The learner makes decisions in a simulated environment and receives immediate feedback on the consequences. It is the method with the greatest impact on job transfer, though also the most costly to produce. Particularly useful for customer service, sales, crisis management and risk process training.

7. Collaborative learning

Knowledge is built through interaction with others: forums, group projects, peer review, communities of practice. In asynchronous e-learning it requires careful design to avoid dispersion, but it is the most effective method for developing complex skills and creating a culture of continuous learning in the organisation.

How to choose the most suitable teaching method for your training

There is no universally correct method. The choice depends on four criteria that should be analysed before designing any course:

1. Learning objective

What should the learner be able to do by the end of the course? If the objective is to know a procedure, the structured expository method is sufficient. If the objective is to apply that procedure under pressure or in the face of unforeseen variables, you need PBL or simulation. Defining the verb of the objective—know, understand, apply, analyse, create—points you directly towards the right method.

2. Learner profile

Who will take the course? A frontline employee who only has mobile access needs microlearning. A middle manager with capacity for reflection can benefit from PBL. A team with low prior motivation for training benefits more from gamification. The audience is not a cosmetic detail in the brief: it is the primary decision filter.

3. Type of content

Is the content conceptual, procedural or attitudinal? Conceptual content (what it is, how it works) is well suited to expository learning or storytelling. Procedural content (how to do it) requires simulation or guided practice. Attitudinal content (how I behave) is better developed through PBL, collaborative learning or emotional storytelling.

4. Available production resources

This criterion is often overlooked during the design phase and causes frustration later. A complex simulation can take months to develop without the right tool. Interactive microlearning requires an authoring tool that allows it to be produced efficiently without depending on developers. Choosing a method without considering what you can produce with the available resources leads to compromises that degrade the learning experience.

Most common mistakes when choosing a teaching method in e-learning

Knowing the common pitfalls is just as valuable as knowing the right criteria. These are the most frequent in corporate settings:

• Choosing a method because it’s trendy. Gamification and microlearning are popular, but they are not the right answer for every objective. Applying gamification to complex normative content without properly structuring it can be confusing and counterproductive.
• Ignoring the learner’s technological context. Designing a course with heavy simulations for an audience that only has access via mobile devices with limited connectivity guarantees a frustrating experience, regardless of how well designed the content is.
• Not considering team turnover. In sectors with high turnover such as retail or hospitality, a long and deep course has very low completion rates. Block-based microlearning works much better because the learner can complete a unit even if they do not reach the end of the programme.
• Disconnecting the method from the production tool. Designing complex branching scenarios when the team only has a basic presentation tool will inevitably lead to simplifications that hollow out the chosen method.
• Always using the same method. Some L&D departments have a “default” method for all their courses. Methodological monotony reduces engagement and limits the type of learning that can be generated.

Best tools for creating e-learning teaching content

Choosing the right teaching method is only half the work. The other half is having the right tool to bring it to life with quality and without depending on a technical team. Modern authoring tools have evolved to enable L&D professionals to produce interactive, gamified or simulation-based courses autonomously. Here are some of the most valued options on the market:

World Kinect, a global energy management company, used isEazy Author to optimise the creation of its e-learning courses and increase employee engagement with interactive content. The result: greater production efficiency and a more compelling learning experience for their teams. Discover how they did it →

Conclusion: the teaching method as a strategic decision

Teaching methods are not a purely pedagogical matter: they are a strategic decision that determines the real impact of training on the business. Choosing well means knowing the objective, the audience, the content and the available resources—including the tool with which you will produce the course.

At isEazy, we have found that the L&D teams that achieve the best results are those that combine clear pedagogical criteria with tools that allow them to bring those methods to life without technical friction. Because it is pointless designing the perfect learning experience if you cannot produce it with the quality it deserves.

To make it as simple as possible, we invite you to discover AI Autopilot, the isEazy Author feature that lets you create complete courses automatically with AI. Transform your ideas or documents into courses with pedagogical structure, design and interactivity, in minutes.

The AI analyses your content and automatically generates a pedagogically sound structure. It also selects the most effective resource type at each point. Games, comparisons, videos, role plays… in just one click. Plus, enjoy a 100% accessible result ready to share on your LMS. Stop spending your time laying out courses. Now you can take on all your training projects, stress-free.

If you would like to explore how isEazy Author can help you create courses with any teaching method in an agile way and without coding, we invite you to request a demo.