Engagement in the flow of learning

Engagement in the flow of learning

Engaged learners are the modern organisation’s most effective tool: A smart, activated workforce is the best source of mission priorities and deliverables.

From collaboration and innovation, to value-creation and a sharp competitive edge, engaged learners are how you get there.

So why is engagement so hard to get right?

Despite the findings in LinkedIn’s workplace learning report that 82% of executives actively support employee engagement in professional learning, Gallup research found that globally 87% of employees are not engaged at work.

Engaged learning helps people feel in control by giving them new cognitive tools to understand who they are and what they do. Joined-up learning enables the moving, thinking parts of the organisation to grow and fulfill their potential. It makes the connection between the part they play in delivering organisational impact.

It doesn’t matter how great your learning content is. Employees not engaged in the workplace will not engage with learning. Consumers easily become overwhelmed with being sold to and caught in an endless scrolling spin of online content. It’s the same for learners. Telling or yelling at your employees to learn, watch this video, read this document, attend this training session – isn’t going to cut it.

Discoveries from contemporary neuroscience confirm what advertisers and PR people have known for generation. Among their many noble truths are these two essential facts for understanding how people engage:

  1. We only pay attention to things we care about
  2. We process visual information faster than words.

Not to be too technical about it, but engagement is essential for effective learning because it literally helps create new neural pathways faster.

How do we engage employees in learning?

Let’s consider how a marketer or communications specialist plans content distribution to maximise engagement.

They review previous activity and measure interaction to answer questions like:

  • Which channels perform best for their target audience
  • What type of language and messaging gets the most engagement?
  • When they most likely to respond to the content (morning, lunchtime, evening)?
  • What types of content are getting the most engagement?

The same should go for your learners. You can use campaign methodologies to create learning content within a real-time contextual framework using the above data. Understanding these things about your learners is an essential component of the engagement equation:

Learning is all about changing your learners to be better. But you can’t effectively change something without fully understanding what you’ve already got.

Think about it from the perspective of this recent quote from a recent HRO article by Christa Elliot:

“Employees are more inclined to consume content if they feel that it’s relevant to their current developmental needs. For example, a sales employee is more likely to recognise their need for customer service training if they have recently struggled to meet their sales quota.”

Learning content shouldn’t be delivered randomly or to a single, uniform schedule. A good learning campaign should furthermore map out key points in the learner’s journey with room for reactive activity that responds to the individual challenges they face along the way.

And we can show you how it’s done:

Brightwave’s learning campaign methodology turns learning content into an engagement tool that meets your learners where they are.

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