Everything That Can Go Wrong with a Blended Learning Program (and How to Fix It)
- Irina Ketkin
- Sep 15
- 6 min read
I’ve been using blended learning for years. And it’s no wonder, it’s like the best of all worlds: flexible, scalable, engaging, and genuinely fun to design and facilitate. But I’ve also found that unless it’s done just right, it can feel overwhelming and pointless. That’s when you end up with confused learners, disengaged managers, and zero behavior change.
Here are 8 of the most common pitfalls I see in blended learning programs and how to fix them before they derail your efforts.
Table of Contents:
1. No Clear Strategy or Learning Objectives
What goes wrong: The program looks great on paper… but lacks focus or a defined outcome. There's a lot of content, but no one can really say what the goal is. This can lead to confusion and disengagement.
How to fix it: Start with clear, measurable learning objectives. What should learners do differently by the end? Use Bloom's Taxonomy to craft action-based outcomes. Every piece of your program—from the eLearning module to the live workshop—should align with these objectives.
Example: You’re designing a blended onboarding program for new team leads. It includes a 30-minute eLearning, a live workshop, and a checklist—but there’s no clear objective. One manager thinks it’s about people management, another thinks it’s about tools.
To fix it, you define the objective: “By the end, new leads will be able to structure and run a 1:1 meeting using our team check-in model.” Now every learning activity has a clear purpose.
2. Mismatch Between Content and Format
What goes wrong: You're teaching a nuanced skill like coaching purely through videos. Or you run a live session to explain a policy update that could've been a PDF. The format seems to be completely missing the mark (see point 1!)
How to fix it: Use the right format for the right task. Save live sessions for discussion, feedback, or practice. Use self-paced formats for foundational knowledge. If it doesn't need to be synchronous, make it asynchronous.
Example: You build a 2-hour live session to explain the new expense policy. People are bored, ask no questions, and forget half of it.
Fix it by turning the session into a short video and FAQ doc. Then use live time for real scenarios—like approving tricky expenses or answering manager questions.
3. Learner Overload
What goes wrong: The learning journey feels like a full-time job. There are too many resources, too many tools, and too little time. Not to mention that it’s impossible to track what has been done, and what remains.
How to fix it: Streamline! Map out the full journey and remove anything that's "nice to have" but not essential. Chunk content into digestible pieces. Think microlearning, not content dumping.
Example: You assign five 45-minute eLearning modules, three articles, and a workbook before the first live session. Learners fall behind and stop engaging.
Fix it by trimming the pre-work to one 10-minute video and a short reflection. Use live time to build on that foundation and keep the rest as optional follow-up.
4. Poor Integration Between Components
What goes wrong: Learners finish an eLearning module, only to walk into a workshop that feels completely disconnected. Managers are out of the loop, and there’s no continuity between sessions or formats. The experience feels fragmented—like a series of standalone events, rather than a cohesive journey. The parts don’t talk to each other.
How to fix it: Create bridges between components. Use pre-work to spark curiosity. Tie back to the eLearning during the live session. Assign real-world tasks between modules. Make the flow feel natural and connected.
Example: After completing a digital module on feedback models, learners join a live workshop that jumps straight into team dynamics with zero reference to the model they just learned.
Instead, the session should start by asking participants to reflect on how they used the feedback model in real conversations that week and how they affected the relationships with their team members. This ties the two parts together and makes the workshop feel like a continuation, not a reboot.
5. No Manager or Peer Support
What goes wrong: Learners go through the program in isolation. Their managers have no idea what's happening. No one reinforces anything. No coaching, no check-ins, no tying everything back to their daily tasks.
How to fix it: Involve managers from day one. Give them talking points and follow-up prompts (even a calendar). Encourage peer learning groups or buddy systems. Learning is social—build that into your design.
Example: You roll out a blended program on feedback skills. Learners finish a self-paced module and attend a live session—but once they’re back at work, nothing changes. Why? Their managers never mention it again.
To fix this, you could build a simple follow-up toolkit: a 10-minute manager debrief guide, a Slack message template to kick off peer check-ins, and a calendar reminder to revisit the topic after 30 days. Now the learning sticks—and shows up in real feedback conversations.
6. Tech Issues or Access Barriers
What goes wrong: We’ve all seen this: The platform crashes, learners don’t know where to find things, logins don't work, the design doesn’t look the same as when you put it together… what a nightmare!
How to fix it: Test everything! (We can’t stress this enough!!!) Also, pilot with a small group. Provide clear instructions and tech support. And don't overcomplicate it—less is more.
Example: You roll out a leadership program with an interactive eLearning module… that turns out to only work on desktop. Half your audience is field-based and only uses tablets. Cue frustration, low completion rates, and a lot of “this doesn’t work” emails.
Lesson learned: next time, you test the content on all devices, offer an offline PDF version just in case, and send a quick-access tutorial video to make sure everyone gets in without a hitch. Better yet – don’t use platforms that only work on a single device!
7. No Follow-Up or Reinforcement
What goes wrong: The modules were great... and by next Monday – nothing. Learners forget everything without proper ongoing support.
How to fix it: Plan for reinforcement. Send nudges, reflection prompts, and quick follow-ups. Schedule manager check-ins. Spread learning over time – this will help people remember longer and (hopefully) use what they’ve learned back in their jobs.
Example: You run a fantastic session on inclusive leadership—everyone’s engaged, great feedback, lots of “aha!” moments. But then… silence. No follow-ups, no reminders, no one asks about it again. A month later, it’s like it never happened.
Instead, you should schedule three weekly nudges with practical tips, set up a manager debrief guide, and invite learners to share one action they took in a team meeting on a dedicated Slack or Teams channel. Momentum matters—keep the conversation going.
8. No Measurement or Evaluation Plan
What goes wrong: You launch the program, but you have no idea if it worked, apart from the standard “happy sheets”.
How to fix it: Build in evaluation from the beginning (normally done in the learning needs analysis stage). Use Kirkpatrick's 4 levels. Define what success looks like from the beginning so you can strive to accomplish it through the design and delivery stages. Collect feedback, track performance, and use what you learn to improve.
Example: You roll out a blended learning program on time management for middle managers. It includes an eLearning module, a live workshop, and some job aids. Everyone says it was “useful” in the post-session survey—but that’s all you’ve got. No idea if they’re managing time better, delegating more, or actually changing anything.
Instead, imagine starting with a clear goal: “Managers will reduce meeting time by 20% within three months.” You design activities around that, include a self-assessment before and after, ask managers to log improvements, and follow up with a pulse survey. Now you’re not guessing—you’re measuring real impact.
Final Thoughts
Blended learning can absolutely work. But it won’t magically fix poor design, unclear goals, or disconnected experiences. The good news? Every one of these pitfalls is fixable. With a clear plan, learner-focused design, and a few smart tweaks, you can turn a blended mess into a learning experience that actually works.