Impactful Interactive E-Learning: Best Practices at LSF iLearn

Digital transformation has made e-learning essential for organizations to deliver training, foster growth, and drive performance. However, the quality of e-learning can vary significantly.

At LSF iLearn, our approach goes beyond uploading static content to a digital platform. We focus on designing interactive, learner-centric experiences that keep professionals engaged, motivated, and empowered to apply what they learn. Why? Because engagement fuels retention, and retention drives results.

This blog shares our best practices for creating interactive e-learning that resonates—based on proven methods and tailored insights from the learning design community.

When learners are actively involved, they retain more, apply more, and perform better. Interactivity transforms passive consumption into an active experience. Instead of scrolling through slides or watching long videos, learners click, explore, decide, reflect, and apply.

Here’s what well-designed interactivity can achieve:

Increase completion rates of online modules
Boost knowledge retention through active engagement
Encourage real-world application via scenario-based activities
Build learner motivation and reduce disengagement

At LSF iLearn, we see interactivity not just as a feature—but as a strategy for meaningful learning.

Interactivity varies based on content, the learner’s role, and the desired outcome. We use a three-tiered model to select the optimal level of interactivity for each learning experience:

1. Low Interactivity: Establishing a Clear Learning Flow
These are simple yet effective tools to structure content and guide exploration without overwhelming the learner.

Examples:

Click-to-reveal interactions – Allow learners to explore sections of content at their own pace.
Tabs and toggles – Help organize complex information, such as policies, timelines, or frameworks.
Text and image overlays – Enable learners to focus on bite-sized learning chunks.

When to use:

Low interactivity works well for compliance training, product knowledge, or any content that is information-dense and requires structured delivery.

2. Moderate Interactivity: Reinforcing Learning through Application
This level of interactivity invites learners to engage with content more deeply, apply concepts, and receive feedback.

Examples:

Drag-and-drop activities – Learners can match, sort, or sequence items to practice key concepts.
Interactive checklists – Useful for self-assessment or behavior change tracking.
Scenario-based knowledge checks – Go beyond multiple-choice to include fill-in-the-blank, sliders, or decision-making questions.
Labeled graphics – Let learners explore diagrams, dashboards, or maps through clickable hotspots.

When to use: Moderate interactivity is suitable for soft skills, functional training, and leadership development—situations where learners need to understand and apply processes or frameworks.

3. High Interactivity: Immersive and Context-Rich Learning
This is where e-learning becomes truly experiential. High interactivity offers learners real-world scenarios and decision-based learning to test skills in a safe environment.

Examples:

Simulations – Replicate real-life systems, such as a CRM interface or customer conversation, for hands-on learning.
Branching scenarios – Allow learners to make choices and see the consequences unfold through multiple story paths.
Interactive videos – Embed quizzes, decision points, or reflections within the video itself.
360° virtual environments – Let learners navigate virtual offices, job sites, or store layouts.

When to use:

High interactivity is best for leadership, customer service, operations, and strategic decision-making. It’s particularly effective when the risk of poor real-world performance is high.

Interactivity for its own sake doesn’t create better outcomes—it must align with the learning goals and learner context. At LSF iLearn, we consider:

What should the learner do after this module?
Where is the content on the spectrum—from compliance to strategic thinking?
How tech-savvy is the audience, and how much time can they spend on a module?

A compliance module for field staff may need a fast, mobile-friendly low-interactivity format. A leadership simulation for senior managers might benefit from a fully branched, 20-minute decision tree.

Our design approach is guided by the following principles:

Simplicity in UX: Keep interfaces intuitive and focused.
Learner Empowerment: Let learners make decisions, even if they’re small.
Feedback as a Teacher: Offer in-the-moment guidance that corrects and reinforces.
Performance First: Every interaction must tie back to real-world behaviors or business impact.

Whether you’re launching a 10-minute microlearning or a 4-week leadership journey, these principles ensure learning isn’t just informative—it’s transformative.