Lessons Learned in Helping Organizations Navigate Digital Learning Transformation in the Philippines

When our team here at Prevo first started working with organizations on digital learning transformation, we quickly realized that it’s not just about adopting new technology—it’s about changing mindsets, overcoming logistical hurdles, and making learning accessible to everyone, no matter their background. The journey hasn’t been easy, but through trial and error, we’ve gathered some valuable lessons that I hope can help others navigating the same path.

1. Internet Infrastructure is a Real Challenge—But Not an Excuse

One of the biggest struggles I’ve seen is unreliable internet access. It’s easy to assume that once an e-learning platform is in place, employees will just log in and start learning (which is the case in developed countries). But the reality in the Philippines is that many employees, especially those in remote areas, face slow connections or limited access to stable Wi-Fi. Unfortunately, some would even travel far just to get connected to the internet.

Some of the things we did:

• Blended learning approaches – Instead of relying only on live virtual sessions, we’ve helped companies offer offline options like downloadable materials and pre-recorded videos so learners can study at their own pace.

• Mobile-first design – Many employees rely on mobile data rather than broadband, so I always push for training materials that are lightweight (no HD videos), mobile-friendly, and easy to access even with limited connectivity. We had a project where the client required HD videos, only to realize it won't load on the learner's mobile phones.

  PS. Please check the mobile phones of your target learners. Because if they don't have smart phones, then mobile learning wouldn't work too.

2. Shifting from Spoon-Fed Learning to Self-Directed Learning

In the Philippines, traditional corporate training has mostly been classroom-based, where an instructor delivers content while employees passively absorb information. With digital learning, that structure changes, and many struggle with the shift to self-directed learning.

Some of the things we did:

•  Guided learning pathways – I make sure to create structured learning plans with clear goals so learners don’t feel lost.

• Microlearning and gamification – Breaking training down into bite-sized modules with interactive elements (like quizzes and leaderboards) makes learning feel more engaging and less overwhelming.

•  Coaching and mentoring – I encourage organizations to pair employees with mentors or peer groups to create a support system and maintain accountability.

3. Bridging the Technology Skills Gap for Trainers and L&D Teams

A major roadblock I’ve seen isn’t just with learners—it’s with the trainers themselves. Many L&D professionals are still adapting to digital tools, and expecting them to suddenly create and deliver online training effectively can be daunting.

Some of the things we did:

• Upskilling L&D teams first – I always emphasize training the trainers. They need to be comfortable with instructional design, e-learning tools, and virtual facilitation before they can teach others.

•  Bringing in external support – Some companies I’ve worked with brought in e-learning consultants (this is where Team Prevo comes in) to help with the transition while internal teams built their digital skills.

•  Encouraging a safe space to learn – I’ve seen how creating hands-on workshops where trainers can experiment with digital tools (without fear of making mistakes) helps them gain confidence.

4. Helping Senior and Non-Tech-Savvy Employees Feel Comfortable with Digital Learning

One of the most common concerns I hear from companies is how to get senior employees or those unfamiliar with technology to embrace digital learning. Many feel intimidated by learning management systems, virtual classrooms, and other digital tools.

Some of the things we did:

• Customized digital literacy training – I’ve worked with organizations to create beginner-friendly sessions that introduce digital tools in a simple, step-by-step way.

•  Easy-to-use platforms – The more intuitive the platform, the better. I always advocate for tools that require minimal technical know-how to navigate. This is our basis when we built our own learning platform prevo.org. We want to make sure learners won't be overwhelmed with technology so they can focus on learning.

•  Peer support and mentoring – Encouraging younger employees to mentor their senior colleagues has been one of the most effective ways to bridge the digital divide.

5. Ensuring Access to Devices and Equipment

Not all employees have personal laptops, tablets, or even smartphones that are compatible with e-learning platforms. I’ve worked with companies where employees had to share devices or could only access training at work.

Some of the things we did:

•  Device loan programs – Some companies provide temporary access to devices for training purposes.

•  Flexible learning formats – Offering printed materials, downloadable resources, and even SMS-based learning has helped employees without personal devices stay engaged.

•  Learning hubs – Setting up dedicated spaces in offices with shared computers for training has been a game-changer for companies with field workers. Just make sure the hubs have reliable access to the internet and the devices to be used are compatible with the online learning materials.

Personal Thoughts

I'm afraid we still have a long way to go when it comes to leveraging technology for more efficient and effective learning and development initiatives. The risk I see here, is that we are getting left behind. With massive advances in technology, and changes that are impacting the workforce, continuous upskilling is a must. Doing it the traditional way makes upskilling slow and to some extent, ineffective. We need to act fast to address this.

We are preparing to do a research on the state of technology-enabled learning and development and would like to partner with organizations and professionals over the country so we can address this matter collaboratively.

If you are keen to share your experiences or expertise, please send an email to info@prevo.org.