You’ve sourced some fantastic e-learning courses and classroom training course materials and you’re ready to implement them, how can you ensure your business maximises the benefits?
At Trainer Bubble, we are constantly advocating for the benefits of staff learning and development. Whether it is through e-learning or classroom learning, we believe the advantages of a comprehensive and well-curated training and learning process are endless.
There are many learners and individuals with a strong desire to upskill and develop. However, others will complete compulsory courses such as compliance training but may not feel inspired to engage with anything beyond that. For some, there is little engagement whatsoever.
At its core, learner engagement refers to the amount of attention and commitment your employees give to the content and programs you offer them.
As a business investing in training course materials, you want to optimise learner engagement. Engagement with classroom and e-learning materials has the power to increase employee satisfaction, boost productivity on all levels and create a well-developed workforce who are able to adapt and innovate with industry requirements to drive profits.
The list of benefits could go on, but not only must you optimise learner engagement in order to reap its rewards, poor engagement strategies can result in a failed training program that costs you money and time. Engagement is crucial for your business to get a return on investment.
Of course, there will be some elements of employee learning that interest your learners more than others, but with the right engagement strategies you can inspire learners to be consistently interested in their own development so everyone can benefit.
You can offer a comprehensive learning program, and Trainer Bubble are here to help you with that. But what happens once you’ve purchased some of our resources and are beginning to implement them?
We’ve compiled 7 strategies for optimising learner engagement.
- Variety. If employees are being periodically expected to complete similar training interventions, they will become disengaged. All humans crave variety and stimulation, and it’s natural to get bored of repetitive tasks. Variety engages our brains’ reward centres, meaning we will feel more inclined to engage.
Variety can be applied to multiple elements of training. If you are utilising a lot of e-learning, for example, you want to make sure the content does not feel repetitive across different courses. Usually, if you have sourced your training from a reputable developer like Trainer Bubble, this will be covered for you. Our courses offer a range of different components, such as videos, interactive activities, and real-life examples.
Variety is also relevant to the training courses you are offering. Of course, it is not always financially possible to offer an enormous range of non-compulsory learning resources, but where possible it can help engage learners. Offering opportunities for upskilling engages learners in their own development, as they recognise the prospects for growth across a range of skills, which encourages them to see the benefits of investing their time and energy into learning that is provided for them.
- Blended. Offering different learning formats helps keep it stimulating. The same style and format of e-learning course after e-learning course has the potential to become boring, and even if these courses are completed by employees, you can expect they are not taking in as much information as they should. Offering a range of e-learning, online classroom and in-person training helps to keep it exciting, and when learning is fresh and varied, learners will disconnect from it as a simple learning exercise, and engage more naturally.
- Market the resources. Are your learners familiar with what specifically is on offer to them? Your employees more than likely know that there are training courses available, but do they know the extent or range of what they can access? If you’re investing in training materials, ensure your employees know exactly how much they can access, what is compulsory, what is optional, and understand how each of these courses can be beneficial to them in both their job roles and for the future.
At Trainer Bubble we talk a great deal about the benefits of development, make sure your learners understand these too. When they know exactly how much they can benefit on a personal and professional level, engagement will increase.
- Understand the different aspects of engagement. Engagement goes beyond just completing e-learning courses or attending classes. We engage on different levels.
Cognitive – Making an active effort to learn.
Behavioural – Physically completing the training.
Emotional – Feeling invested.
For the highest level of engagement, learners should feel engaged on all three of these levels. Optimising learner engagement means taking it beyond the behavioural level. Taking steps such as ensuring learners feel invested in their development and actively open to learning is crucial to lasting effects.
- Accessibility. Is your content easy to access? Having an accessible and easy to use Learning Management System is crucial to engagement. If learners have to spend too long trying to access the content, many will give up before they even get to it. Despite a high level of technological literacy in most businesses these days, it’s still important to make the content easy to reach if you want it to be used.
- Feedback. When it comes to learning and development, the learners are the most important factor. Implement a clear channel of internal communication that allows learners to offer feedback and first-hand opinions of its effectiveness and usefulness. Learners can also provide insight into what is most useful to them in terms of delivery method and content, helping to shape future training purchase/investment decisions.
- Update and evolve. If you’re collecting feedback, you must be open to evolving and adapting your training process to suit and benefit your learners. The learners know best what they found most productive and offering more of that type of content will increase engagement. Take into account what is popular and engaging and what isn’t, and use this to shape your program, optimising it for your learners and in so doing increasing the chances of high engagement.
Ultimately, employees are not computers, we are complex beings driven by emotions and personal will. A good engagement strategy helps to deepen learner motivations.
Learner engagement requires a long-term commitment to learning. The right strategies and tools will ensure that learners are mentally and emotionally present and engaged throughout your training. Adapting and evolving your program over time and discovering what works best for your business will help you to reap the benefits of effective training on a personal and organisational level.