Your team has spent months developing an eLearning module and comprehensive guides for a major company initiative. After extensive research, planning, collaboration, scriptwriting, and storyboarding, launch day arrives. The module goes live, the guides are distributed, and positive feedback pours in. The content is engaging and informative — success!
But just weeks later, issues arise: the “new” program already feels outdated. Mentions of “last quarter’s earnings” are now two quarters old, and team photos feature the old company logo. Frustrating, isn’t it?
If you develop content for your organization, this scenario likely feels familiar. As learning and development (L&D) professionals, we face a recurring challenge: training materials that quickly become irrelevant, inaccurate, or outdated.
The good news? Evergreen content is within reach!
Designing “evergreen” content supports long-term growth and development while remaining valuable and relevant for extended periods. By focusing on sustainability and efficiency, you can save your organization time, resources, and money.
The following four strategies can help you create timeless learning. To illustrate these concepts, we’ll use Frankie, an instructional designer at the fictional company GoGrocers, as an example. Let’s explore how Frankie applies these strategies to GoGrocers’ L&D planning—and how you can, too.
GoGrocers: A Model for Long-Lasting Training
GoGrocers is a local favorite, renowned for its high-quality products and exceptional service. The market takes pride in its comprehensive training, which equips their frontline employees with the skills, knowledge, and behaviors necessary for success. A key component of its operations is the Point of Sale (POS) system, responsible for processing transactions and managing sales. Frankie and their team implement key strategies to ensure POS system training is both effective and enduring.
Here are four strategies Frankie used to create evergreen training content for GoGrocers that you can incorporate into your learning strategy too!
1. Start by Evaluating Content for Long-Term Relevance
Begin by asking, “Will this information still matter in a few months, or even years?” Focus on topics that emphasize timeless, foundational knowledge—core principles, concepts, or skills that remain relevant regardless of changing trends or technologies. For example, effective communication is an evergreen topic that applies across industries, supporting team collaboration, customer relations, and decision-making. Core skills such as active listening, managing difficult conversations, and presentation techniques remain valuable no matter how the workplace evolves.
How GoGrocers Implemented This Strategy
At GoGrocers, Frankie applied the strategy of focusing on long-term relevance by prioritizing core principles that would remain valuable for years to come. Instead of relying on temporary trends, Frankie and the team zeroed in on topics that would support both employee success and the company's operations over the long term. For example, a training strategy was designed around essential topics like accuracy in transactions and promoting employee wellness and safety—two areas that are fundamental to GoGrocers’ operations and values, regardless of evolving technology or workplace changes.
This approach allowed GoGrocers to build a strong foundation for training that would remain relevant as systems and technology evolve, ensuring that employees are set up for long-term success both in terms of operational efficiency and personal well-being.
2. Design Training in Modular Sections
Break content into manageable sections to enhance focus and engagement. A modular structure allows learners to absorb material step by step, simplifying complex topics and improving retention.
How GoGrocers Implemented This Strategy
GoGrocers began creating content in modular sections with small, "chunked" micro-modules. Each micro-module focused on a single topic within a larger series; for example, Ergonomic Basics is one title in a wellness training series that GoGrocers offers for employee health and wellness.
This approach also helped employees master each skill at their own pace. For example, they could focus on safe lifting techniques, station setup, and bagging in the ergonomics module, reviewing all the skills and techniques without feeling overwhelmed.
The ability to revisit key concepts until they fully understand them is vital for retention and ensuring they can confidently apply the skills in real-world situations. This method promotes deeper understanding and reduces the likelihood of errors leading to injuries.
The best part? This flexible structure made it easy to update and expand the training as needed. New policies, changes to technology, or other changes could be added as separate modules, keeping the content fresh and relevant. Plus, it allowed GoGrocers to customize training for different roles, making the learning experience more efficient and engaging for everyone.
3. Use Neutral Language for Evergreen Content
To keep training materials relevant over time, it’s crucial to use neutral language free of trends, jargon, or culturally specific references. This ensures the content remains applicable as language evolves, creating a universally accessible and consistent learning experience.
How GoGrocers Implemented This Strategy
In the storyboard phase for the Coupon Overview module, GoGrocers avoided using real-world coupons that could quickly become outdated. Instead, they identified utilizing a graphic of a generic coupon, free from any time-specific promotions, product names, or details that could change over time.
This way, the training remained relevant regardless of shifts in product offerings or marketing campaigns. By using a timeless, placeholder graphic, GoGrocers ensured that the module wouldn't require frequent updates, saving time and resources. The focus was on teaching the core principles of coupon processing—like how to validate discounts and handle special offers—without relying on details that could soon be obsolete. This approach allowed employees to learn the process itself, rather than being distracted by specifics that would need to be changed in future training revisions.
When special promotions and one-of-a-kind events require offer-specific coupons, Frankie quickly pivots to short micro-learning modules and quick reference guides that team members can easily access. This strategy helps her team get up to speed with evolving training when and where they need it. By using these focused training methods for unique events, it helps keep foundational coupon training free from frequent updates, allowing it to remain more evergreen and relevant over time.
Frankie knows that GoGrocers can convey the same important information without it becoming quickly dated!
4. Incorporate Supplemental Resources
In addition to full or micro-eLearning modules, supplemental resources such as guides, infographics, PDFs, on-the-job training (OJT) can significantly enhance an eLearning approach. These resources provide learners with additional opportunities to engage with content, revisit challenging concepts, and apply their knowledge in real-world scenarios. By offering varied formats, employees can access materials in ways that align with their individual preferences and learning styles, boosting both comprehension and retention. QR codes can be added for quick access to important information, ensuring resources are readily available when needed.
Supplemental materials can also be used to provide content that is more likely to change in a format that is easy to adjust. You can often adjust an OJT or reference guide to reflect a more current practice or key function far more easily than an eLearning or an animation.
How GoGrocers Implemented This Strategy
Frankie and her team provided supplemental resources to reinforce key lessons and support long-term retention. Employees had access to guides and concise PDFs with step-by-step instructions for handling coupons and other promotions. Micro-modules showcased short video clips demonstrating safe-handling techniques, while QR codes provided quick access to the content.
Additionally, GoGrocers incorporated OJTs that paired new employees with an experienced cashier for hands-on practice. Combining guides, micro-modules, real-world practice, and easy access via QR codes ensured employees had the tools and support needed to excel, and that the content was always fresh, relevant, and effective!
Final Thoughts
Incorporating evergreen learning strategies into your L&D strategy can save your organization time, money, and resources, allowing you to balance content that stays relevant over time with learning that changes frequently. By using the four key strategies—timeless design, modular structures, neutral language, and supplemental resources—that Frankie and the GoGrocers team applied, you too can create a flexible strategy for learning that lasts!
Ready to future-proof your training? Let our team help you develop content that stands the test of time!
