Learning sticks when it is personal and practical
What do enthusiastic learners look like? Does anyone complete compliance training on time? If so, it’s a low bar that some of us may not be cleared at all times. What about the fascinating course? It’s even more difficult to put your fingers on.
Engagement is often treated as an afterthought. Finally, sprinkle and boiler. But like most of these elusive but essential ingredients, for it to work, it must be baked directly into experience. It is essential to use learner personas to coordinate content, map learning paths to career goals, and build them in moments of interaction, reflection and feedback.
Understanding it correctly will help you promote skills acquisition and product use, build stronger sensual connections with your peers, and increase a variety of business outcomes, including retention, productivity, and revenue growth.
You can’t wager every experience. Converting PDF to video alone won’t cut it. This is a delicate balance between learner experience and related content, and is skillfully delivered through a platform that provides a great learning experience.
How to get involved in the pillars of improving performance from an annual survey
This is a blueprint that our HR and customer education teams worked on based on their personal and professional experiences and best practices from the customer’s perspective.
Personalization
What’s in there for me? We are all busy wearing lots of hats, so you have to be clear about what is for them. While learners are unique, no matter what their motivations are, it is a safe bet to be concerned about their career development. Providing content tailored to roles, experience levels and learning preferences will make it easier for them to apply what they have learned at work.
Try this:
Use the learner persona to adjust content. Provides self-assessment to guide your learning path. Let learners choose a priority format (video, article, podcast).
Relevance
Learners are more likely to be involved in content when they understand how to apply what they have learned to a particular task or role. This makes relevance the ultimate engagement tool. Embedding relevances at every stage is a way to encourage learners to continue their next course and subsequent courses. Plus, it helps you measure performance and align with your business goals.
Try this:
Start each module in a real scenario or use case. Include role-specific examples and case studies. Use “Daytime” simulations to view practical applications. Learning goals are tailored to your goals and business KPIs.
feedback
This is an opportunity to miss superficial questions such as, “Did you enjoy your training?” Analyze the input along with quiz results and other learner data in search of specific feedback to promote improvement and stimulate new learning resources. Finding response patterns helps you identify areas of improvement and especially good content. This allows you to prioritize updates to increase the clarity and effectiveness of your course.
Try this:
Ask targeted questions like, “What made this even more useful?” Use pulse surveys at key points in the learning journey. Analyze quiz results to identify content gaps. Create feedback loops using small businesses to iterate quickly. Share the changes based on learner input (“You said, we did”).
community
Create virtual learning spaces for informal networking opportunities and organized learning events. People may not want to organize a party, but they love being invited. Having a social tool that can incorporate gamification elements to promote friendly competition, promote discussion, support group projects and promote knowledge sharing creates a sense of ownership and collaboration.
Try this:
We will start a discussion forum for each course. Assign a peer mentor or learning peer. Encourage user-generated content (such as hints, templates, success stories). Use leaderboards or badges to nurture friendly competition.
recognition
Recognize and reward active participation, contributions and involvement from a variety of audiences to motivate learners to remain involved. Recognizing important completion milestones increases confidence and instills a sense of accomplishment. On the other hand, evaluating the efforts and outcomes of each learner will make the experience feel more personal.
Try this:
Celebrate the completion of your course with a digital badge or certificate. Highlight top contributors in newsletters and town halls. Use public praise in community spaces to boost morale. Track and share progress towards your team or department’s learning goals.
How to make engagement a performance driver
When thoughtful, learner engagement enables performance by moving from one-time interactions to a strategic, integrated approach that connects learning to business outcomes. This is the way.
Align your learning with business goals
If your learning program is not tied to actual business outcomes, it leaves value on the table. Every initiative should have a clear purpose, including reducing onboarding times, increasing product adoption, and improving customer satisfaction. This means working closely with business stakeholders to collaborate on goals, track impacts through metrics such as productivity and retention, and sharing success stories that show learning is moving the needle.
Use engagement data to drive decisions
Completion rate is just the tip of the iceberg. To truly understand what is working (and what isn’t), delve deeper into how learners interact with content. Look at the time spent, where they get off, how often they take part in discussions, and how much they give them feedback. Then use these insights to fine-tune the program and double what resonates.
Cultivate a culture of continuous learning
Engagement does not occur in a vacuum. It thrives in a culture where learning is a part of everyday life. This means giving people time and space to learn, encouraging managers to advocate for development, and celebrating the victory of learning across the team. When learning becomes part of how you work, performance continues naturally, not just the box to check.
Use the right tools and technologies
The right platform can create or destroy learning experiences. Find tools that support personalization at scale, enable social and collaboration learning, and provide real-time insights into what has landed. Bonus points are seamlessly integrated with the tools your team is already using, learning feels like a natural part of your workflow and isn’t an additional task.
What’s next: Measuring their journey
These different elements should be integrated into the design, implementation, and delivery of all learning programs.
But you can’t engage and then sit down. The next step is to see how engagement statistics can link to their actual business impact, such as reducing customer churn, increasing partner sales, and enhancing employee retention.
This starts above the course completion rate. Let’s take a closer look at how learners are involved: what they are seeing, what clicks, what they are contributing. And we link these actions to important metrics such as retention, revenue, and satisfaction. Designing for engagement is step 1. Step 2, do you ask? Prove that you are using your data.
If you want to build a people-centric learning journey that supports both internal and external learners and reconstruct the way that learning introduces value, check out this webinar for more information.
Absorbs LMS
An AI-driven learning management platform for businesses and organizations in all industries that enable, educate, equip and equip employees, customers, partners and members anywhere in the world.
