Maximising Learning Potential

Strategies to boost your learning engagement

Employee Experience
Internal Mobility
Retaining Talent
filter-Learning & Development
Array of HR and Learning sites on tablet devices

One of the positive things to come out of the pandemic was companies’ renewed focus on their workforce. The COVID-19 pandemic forced many companies to adapt to new ways of working, and as a result, many recognised the importance of upskilling and reskilling their employees in order to remain competitive and meet changing business needs.

According to a report by LinkedIn Learning, there was a significant increase in the demand for online learning courses in 2020, with learners watching 50% more hours of content than the previous year. The report also found that companies increased their investment in online learning by an average of 59% in 2020.

A survey by Training Industry also found that 84% of companies increased their use of virtual instructor-led training (VILT) in response to the pandemic, and 67% increased their use of e-learning. Additionally, a report by Deloitte found that 66% of organisations plan to increase their investment in reskilling and upskilling over the next year, with digital skills and leadership skills topping the list of priority areas.

This is the first in series i’ll be writing about engagement in learning providing more detail and depth into the strategies mentioned below.

 

A report by LinkedIn Learning states the average completion rate for online learning courses across all industries and content types is 29%.

 

Overall, it appears that the pandemic has led to a greater recognition of the importance of L&D, particularly in the areas of digital skills and remote work. As a result, many companies have increased their investment in L&D in order to meet the changing needs of their employees and their businesses.

The average spend for organisations in the UK on L&D typically look like…

  • £300 per employee per year for small companies (less than 50 employees)
  • £410 per employee per year for medium companies (50-249 employees)
  • £1068 per employee per year for large companies (over 100 employees)

Whereas, in Europe…

  • €2600 per employee per year for small companies
  • €3800 per employee per year for medium companies
  • €1173 per employee per year for large companies

Additionally, a survey by LinkedIn Learning found that large companies (with over 10,000 employees) spend an average of $15 million per year on online learning content alone.

So companies invest a huge amount on learning content yet companies struggle to motivate and engage their employees. A report by LinkedIn Learning states the average completion rate for online learning courses across all industries and content types is 29%. This suggests that engagement with learning content is a struggle.

Poor digital experiences greatly hinder engagement in learning. When an LMS or digital learning platform is clunky and challenging to navigate, it discourages users and diminishes their motivation to explore the available learning resources. A subpar user interface further compounds the issue, exacerbating user frustration and reducing their desire to actively participate in learning activities. Moreover, a lack of interactive and engaging content, coupled with inadequate tracking and feedback mechanisms, presents significant challenges for organisations striving to foster engagement in learning. The presence of vast content libraries without proper guidance regarding its relevance to users’ roles and career progression only adds to the complexity and hampers meaningful engagement.

At EC we know that investing in your employees’ development is investing in your company’s success! We have had the pleasure of partnering with numerous organisations to help them improve engagement and get the most out of their L&D spend. Through our experience, we have identified key areas that we focus on to deliver meaningful impact.

 

Large companies, with over 10,000 employees, spend an average of $15 million per year on online learning content alone.

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Identifying skills gaps

Taking the first step towards identifying skills gaps in an organisation can feel daunting, especially if the workforce is large and spread across the globe. However, it’s a crucial task that can help gain a better understanding of the skills gaps at an individual level, as well as at team, department, regional, and organisational levels. By doing so, you can be more targeted with your L&D spend, which can lead to better ROI. Hit the link below to see how we helped Tesco identify their skills gaps.

Tesco self evaluation
User reviewing self evaluation tool data

THE YELLOW BRICK ROAD

Relevance or curation

Employees face a significant challenge when it comes to finding relevant learning content. With so much information available, it can be overwhelming to identify what’s necessary for their career development. That’s where curated learning journeys come in. By creating pathways that align with your employees’ role requirements, business objectives, and industry trends, you can help them find the right learning materials quickly and easily. This approach can save them valuable time and effort, increase engagement, and help the employee and your organisation achieve its goals. See how we created learning pathways for DHL.

DHL curated learning
DHL role based learning

GOOOOOAL!

Rewards & goals

Goals are essential when learning because they provide a clear direction and purpose for the learning process. With goals in place, learners have a target to aim for, something tangible to strive towards, and a sense of achievement when they reach it. PDPs are a great way to link goals to career development, making learning a meaningful and rewarding experience. And who doesn’t love a little recognition for their hard work? Reward systems like badges, vouchers, or monthly awards give learners a sense of accomplishment and validation, fuelling their desire to learn more and do better.

Amazon day zero learning positive reinforcement message

YOU'RE AMAZING!

Peer-to-peer recognition

Peer-to-peer recognition is a powerful tool to improve engagement in learning. There’s nothing like getting recognised by your colleagues for all the hard work you’ve put in. It’s a great feeling to know that your efforts are being appreciated and acknowledged by those around you. This type of recognition can be a huge motivator, inspiring learners to push themselves even further. Plus, it fosters a sense of camaraderie and collaboration among team members, as they celebrate each other’s achievements and support one another in their learning journey. Incorporating peer-to-peer recognition into your learning program is a surefire way to boost engagement, morale, and productivity. Click the button below to see how we developed a recognition scheme for Cygnet Healthcare.

The characters of care
Cygnet characters of care Whatsapp stickers

Challenge accepted

Gamification

Gamification can make learning more fun and engaging. Games often provide instant feedback, letting learners know if they are on the right track or that they need to try again. It also creates a sense of healthy competition among peers again leading to improved engagement. Gamification can offer learners a personalised learning experience by adapting to their individual needs and preferences. Learners can choose their own paths and goals, which can make the learning experience more engaging and relevant to their interests. Incorporating challenges, puzzles, and other game mechanics into the learning experience makes it more interactive leading to increased retention, more memorable and definitely more enjoyable. See how we gamified a learning experience for Tesco around Zero Food Waste.

Tesco Zero Waste
Zero waste learning experience quiz