While it’s widely understood that disengaged employees are hazardous to organisational health, it’s also becoming increasingly recognised that employee engagement is essential for the lasting impact of learning programmes.
Engaged learners are more likely to apply their learning, persist when difficulties arise, and deliver better outcomes for themselves and their organisation.
However, mastering learner engagement in the modern workplace presents unique challenges and requires a strategic approach.
In this article, we highlight some of the main obstacles to engagement that organisations are facing, along with high-impact strategies you can implement to increase engagement across all of your learning assets.
Why Learner Engagement REALLY Matters
Engagement is to learning what yeast is to bread—you can try doing without it, but if you do, the whole thing will fall pretty flat.
Learner engagement refers to the interest, curiosity, and passion that learners exhibit during the learning process. It directly impacts learning outcomes, employee retention, and overall organisational performance.
Engaged employees are more motivated to acquire and apply new skills and knowledge, leading to better performance and career growth.
Conversely, learners who are exposed to new skills will quickly forget them unless they are active participants in how they absorb, practise, and apply them. It’s this kind of low-engagement training that gives the training industry, on the whole, a bad name.
These kinds of programmes waste valuable company resources – cash, time, energy, and attention. But perhaps worse still, they contribute directly to people’s resistance to training in the future.
In our experience, it doesn’t have to be that way.
Five Strategies to Increase Engagement in Your Learning Experiences
To experience the full benefits of engaged learners, organisations must employ a range of smart strategies.
Here are five go-to strategies that are proven to boost learner engagement. Using even two or three of these in combination will have a significant impact on the way people experience learning in your organisation.
1. Interactive Content:
- Incorporate multimedia elements such as videos, quizzes, and simulations to make learning engaging.
- Use case studies and real-world scenarios to make learning relevant and impactful.
2. Personalisation:
- Tailor learning experiences to individual needs and preferences.
- Use adaptive learning technologies to assess progress and adjust content accordingly.
3. Gamification:
- Use game design elements such as points, badges, and leaderboards to motivate learners.
- Set up challenges and recognise achievements to make learning dynamic and fun.
4. Social Learning:
- Encourage collaboration and social interaction through platforms, discussion forums, and group projects.
- Implement mentorship programmes and peer-to-peer learning opportunities.
5. Supporting Application of Training:
- Provide opportunities for practical application to reinforce learning and build confidence.
- Offer follow-up support and resources, such as job aids and access to experts.
How many of these five strategies are you currently leveraging in your learning programmes?
In organisations where the answer is “zero,” it becomes easy to predict the effectiveness of their learning programmes and the results they are experiencing.
Modern Challenges in Learner Engagement
To add to the challenge, the modern workplace presents several unique obstacles to maintaining high levels of learner engagement.
It’s worth considering the potential impact of these when you are designing new leadership development or learning programmes:
1. Technological Distractions: Digital devices and social media have led to shorter attention spans and increased distractions.
2. Remote Work: The rise of remote work necessitates new strategies for engagement, as maintaining motivation and accountability can be challenging without physical presence.
3. Access to Technology: Approximately 80% of workers, especially frontline employees, do not have regular access to the technology provided by their employers, hindering engagement in digital learning.
Utilising Technology for Engagement
While technology can be a source of challenges, it also plays a pivotal role in modern learning and development strategies. With careful consideration, organisations can leverage technology while ensuring inclusivity:
1. Learning Management Systems (LMS): LMS platforms facilitate the delivery, tracking, and management of training programmes. Organisations can also offer blended learning solutions, combining online and offline elements to accommodate workers without regular access to technology.
2. Mobile Learning: Mobile learning allows employees to access training materials on their smartphones or tablets, making learning more flexible and accessible. By optimising content for mobile devices, it ensures all employees can engage in continuous learning.
3. Artificial Intelligence (AI): AI can be used to enhance learner engagement by providing personalised learning experiences and content recommendations.
Ensuring Ongoing Learner Success
The reality is that mastering learner engagement in the modern workplace requires a multifaceted approach.
If you want our tip for one of the best investment-to-return activities, it’s this: prioritise supporting the application of training and ensuring the ongoing success of your employees.
Being supported as you build confidence in applying new skills leads to success, which drives engagement. Being left alone to sink or swim… not so much.
By providing ongoing support and development opportunities, such as regular check-ins, refresher courses, advanced training modules, and coaching, employees will continue to stay updated and motivated.
Foster a culture that values and prioritises learning, and get your leaders in on the act. Leaders should champion learning initiatives and recognise employees' efforts by celebrating learning achievements and milestones to reinforce the importance of continuous growth and development.
If any doubt still remains as to whether or not your learners are engaged, then try the test from the start of this article again. Are they actively interested, curious, and passionate about learning?
If they are, then you know your learning experiences are putting your organisation – and your people – on the path to success.
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