Let’s be honest: most corporate learning platforms feel nothing like Netflix.
They’re clunky. Confusing. Packed with outdated content and endless clicking to find anything remotely useful.
And yet, “The Netflix of Learning” has become the holy grail of L&D- a personalized, on-demand, binge-worthy experience that employees actually want to use.
But is it just buzzwords and wishful thinking? Or can it really be built?
The answer: Yes, you can build it. And no, you don’t need a billion-dollar budget or a team of Silicon Valley engineers.
You need a shift in mindset, smart tech, and a deep understanding of what truly engages modern learners.
Let’s break it down.
- Start with the “Pull” Mentality, Not “Push”
Netflix thrives because it doesn’t force you to watch anything. Instead, it makes discovery irresistible.
Corporate learning, on the other hand, still functions like a broadcast channel:
“Here’s your mandatory training. Click here. Finish by Friday.”
To build a Netflix-style learning culture, you must flip the script:
- Let learners explore, not just comply
- Design for curiosity, not obligation
- Empower users to browse, choose, and return often
This means rethinking your LMS or LXP as a learning experience hub– not a compliance portal.
- Curation Over Creation
Netflix doesn’t produce everything you see- it curates vast amounts of third-party content, guided by data and user behavior.
Your L&D team shouldn’t try to build everything from scratch either.
Instead:
- License relevant microlearning content from platforms like LinkedIn Learning, Skillsoft, or edX
- Pull in curated playlists from experts in your field
- Organize internal knowledge (past trainings, wikis, SME videos) into accessible collections
Curation saves time. Curation boosts relevance. And most importantly- curation respects the learner’s time.
- Personalize Everything (Like Netflix Does)
When you log into Netflix, you’re not seeing the homepage. You’re seeing your homepage- driven by your behavior, preferences, and history.
This is where most corporate learning fails.
Everyone gets the same course catalog. The same suggested training. The same boring experience.
To replicate the Netflix magic:
- Use an LXP that adapts content based on role, learning history, and interests
- Tag content by skills, goals, and outcomes
- Enable smart recommendations and dynamic playlists
The more personalized the learning feed, the more likely your learners will engage again- and again.
- Design for Binge-Worthy Consumption
Netflix doesn’t show you a 4-hour documentary upfront. It breaks it into episodes. It hooks you in with a teaser. It auto-plays the next one.
Your content should follow suit:
- Break long courses into micro-modules
- Start with a compelling hook or real-world problem
- Build in momentum: unlock content progressively, suggest next steps, gamify progression
The goal is not just completion- it’s flow. Make learners forget they’re “training” at all.
- Measure Engagement Like a Media Company
Netflix doesn’t just count views- it measures:
- Watch time
- Drop-off points
- Rewatches
- Viewer sentiment
L&D teams should do the same. Stop only tracking “completed” or “passed.” Start analyzing:
- How long people engage
- Where they drop off
- What content gets shared, rated, or bookmarked
- What learning leads to on-the-job improvement
Data is your friend- use it to refine, recommend, and evolve.
Final Thought
The Netflix of corporate learning isn’t a myth- it’s a model. And it’s closer than you think.
You don’t need to build a streaming empire. You just need to:
– Think like a curator
– Design like a storyteller
– Leverage tech like a recommender engine
– Measure like a media brand
Because the future of learning isn’t one-size-fits-all.
It’s smart, engaging, and learner-led.
And just like Netflix- once people start, they won’t want to stop.
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Need help auditing your learning experience or implementing an LXP that delivers Netflix-like engagement? Let’s talk.
