Whilst we are obsessed with learning, we understand that learning might not be at the top of everyone’s to-do list. However, as L&D professionals, it’s our job to ensure our colleagues are engaged and excited by learning—and they recognise its value.
Why is it important to have more engaged learners?
Better engaged learners mean better outcomes and happier employees. It’s a win-win for everyone involved!
So, what are the key benefits of engaged learners?
- Increased knowledge retention
- Improved morale and general motivation
- Enhanced personal development (in and out of work)
- Calmer and more content employees
- Better team spirit and collaboration
- The potential for ‘learn-influencers’ to improve your learning culture
- Improved learning outcomes and improved business results
How can we improve learner engagement and get better at it?
Learner engagement happens at 3 different levels. To ensure you’re even beginning to make progress with your learning engagement, you need to make sure you’re meeting all 3.
Here’s how…
1. Cognitive
To be really engaged with a learning experience, you have to feel mentally challenged. It’s essential to ensure your delivery is interesting – even if the learning topic isn’t particularly exciting.
Consider these factors:
- Is your learning content compelling and relevant?
- Is there a clear benefit and value to the learner?
- Is there a clear goal?
- Is the learner being challenged?
- Are the tasks authentic and credible?
2. Emotional
We must be drawn into a learning experience in a way that makes us feel comfortable and valued. It’s important to ensure learners feel safe and supported, for example, making sure their Manager is supportive of learning. You can also consider whether the learning environment is set-up to be a safe place to fail – do they have room to breathe if things get tough, or is it a chance to try something difficult in a risk-free environment?
Further to this – is it an enjoyable experience?
Let’s break this down:
- Does it feel relevant, fun and interesting?
- Does it match the tone of the workplace?
- Have you considered how it might make the learner feel?
3. Behavioural
Finally, we must feel confident that we can apply what we’ve learned. Engaging learning experiences allow learners to practise the right actions and behaviours. Consider:
- Can learners control their own pathway through the learning?
- Can learners navigate through the learning easily and at their own pace?
- Is it easy to find the content they need?
Include active learning strategies so learners can utilise their newly found skills. Are there moments to reflect or share ideas? Have you considered quizzes or other methods to test understanding and reinforce knowledge?
Our final thoughts…
We know that the role of learning in employee experience is significant. Happy employees can make all the difference in the workplace. They also make customers, business partners, suppliers, and fellow employees feel great about being associated with the organisation.
Ultimately, if you’re an engaged learner you will be happier generally at work.
Happier employees perform better, and a happy workforce benefits everyone – including your customers!
Intrigued?
Learn more about The Role of Learning in Employee Experience: Creating happier employees through better learning experiences in our downloadable guide.