The Dos and Don’ts of Using ADDIE in eLearning

May 12, 2025 | Articles, Course Design, Instructional Design

Key Takeaways:

  • The ADDIE process consists of five phases: Analysis, Design, Development, Implementation, and Evaluation.
  • Effective use of ADDIE in eLearning involves continuous alignment with organizational goals and real-world work demands.
  • Each phase of ADDIE is interconnected, ensuring agility and sustained impact through feedback loops.
  • Purposeful evaluation in ADDIE measures training effectiveness against job performance and business outcomes, supporting ROI demonstration.

The ADDIE process (Analysis, Design, Development, Implementation, and Evaluation) has long been a staple in instructional design. While some may consider it a traditional framework, ADDIE remains highly relevant in today’s digital learning environments. It provides a framework to support Learning & Development (L&D) professionals with bridging the gaps between organizational needs, training initiatives, and performance outcomes.

While the ADDIE process consists of five phases, it is important to recognize that it is not a strictly linear process. Instead, it is iterative where each informs and refines the others, and feedback loops must be built in to ensure alignment, agility and sustained impact. In this blog, I’ll review the five phases as they relate to designing eLearning within a learning management system (LMS) and offer four reminders for L&D professionals when using ADDIE to support their eLearning initiatives.

Analysis

At the heart of the ADDIE process is Analysis, a phase that goes beyond determining training topics or conducting a quick needs assessment. For eLearning initiatives hosted within an LMS, this stage is where L&D professionals dig into performance gaps, identify the root causes of workplace challenges, and determine whether training is the right solution.

In this context, data from previous LMS usage such as completion rates, quiz scores, and engagement metrics can reveal patterns about learner behaviors and content effectiveness. Stakeholder interviews, performance metrics, and job task analyses help to connect training to real-world work demands, ensuring that modules are not just informational, but actionable. This phase also provides an opportunity to align the training initiative with organizational goals, making it easier to later demonstrate ROI and measure success.

Design

L&D professionals begin structuring the learning experience, considering both content flow and learner engagement strategies. In the context of an LMS, this might mean choosing the right media formats (videos, simulations, scenario-based activities), establishing assessment checkpoints, and planning for reinforcement. This is also when accessibility, usability, and user experience considerations should be addressed. LMS analytics can be integrated into the design, allowing for built-in tracking of key performance indicators. It is important to note that feedback loops from the analysis phase should still be active during the design process as new information becomes available.

Development

The Development phase is where content is created and assembled, using authoring tools that are compatible with the organization’s LMS. Content must not only be accurate and engaging but also technically sound. Compatibility across devices and adaptive learning pathways are technical considerations that require attention. Development should allow room for prototyping and pilot testing. Input from SMEs, feedback from pilot users, and quality assurance checks are essential before rolling out content more broadly. Even in this phase, the design can be adjusted based on early feedback or testing outcomes, which is why rigid adherence to a linear structure can limit quality and effectiveness.

Implementation

The Implementation phase launches the eLearning program within the LMS. Success depends not only on technology but on communication and change management. Learners must understand the relevance of the training to their roles, managers need to support its application, and technical support must be available for troubleshooting. L&D professionals often face challenges in this phase due to limited buy-in from leadership or underestimating the time learners need to complete modules during working hours. Implementation also offers a rich opportunity for continued data collection by examining participation rates, drop-off points, and user feedback. These metrics can be used to refine future iterations of content and delivery.

Evaluation

Evaluation should not be an afterthought, nor should it be limited to smile sheets or end-of-course quizzes. Meaningful evaluation involves measuring the impact of training on job performance, team productivity, and broader business goals. LMS dashboards can help collect real-time data, but qualitative insights from managers and learners are also important.

Evaluation can also illuminate whether the problem identified in the analysis phase was actually addressed, and if not, why. This phase loops directly back into analysis, prompting further investigation or new initiatives. When done thoroughly, evaluation supports L&D’s ability to demonstrate ROI and make data-driven recommendations to stakeholders.

Despite its strengths, ADDIE is not without challenges for L&D professionals. One common difficulty is the temptation to rush through the analysis and evaluation phases in order to meet tight deadlines. This can lead to eLearning content that is misaligned with actual workplace needs or that fails to demonstrate value.

How to apply ADDIE during course development

This table provides the Dos and Don’ts of Using ADDIE as a quick reference for L&D professionals to maintain an iterative mindset.

Phase Do Don’t
Analysis Use LMS data and performance metrics to identify real training needs. Don’t skip analysis or rely solely on assumptions about learner needs.
Design Align training goals with business outcomes and job tasks. Don’t treat analysis as a one-time activity.
Development Use iterative development with pilots and SME feedback. Don’t build content in isolation or without testing compatibility.
Implementation Provide clear communication and learner support. Don’t launch without a plan to collect feedback and provide troubleshooting support.
Evaluation Collect both quantitative and qualitative feedback to determine effectiveness of training. Don’t rely solely on completion rates or smile sheets.

While using the ADDIE process offers L&D professionals a powerful framework to design, deliver, and measure impactful training within the LMS, its true strength lies in treating the process as dynamic and cyclical, not a rigid checklist.

L&D professionals should maintain an active analysis phase by regularly leveraging LMS data and performance indicators to ensure training remains aligned with real business needs. Designing with flexibility helps ensure content resonates with learners and functions effectively within the LMS. Purposeful evaluation that connects learning outcomes to job performance and organizational goals strengthens the case for learning as a strategic investment.

By embracing iteration and allowing each phase to inform and refine the others, L&D professionals can create learning solutions that are not only well-crafted but also deeply relevant responsive to the needs of the organization.