The 3 Levels Of Learner Engagement And How To Meet Them

Cognitive, Behavioural And Emotional Engagement

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

Investing in engaging learning experiences and building a strong learning culture is not just a business strategy; it’s a pathway to creating a thriving, dynamic, and forward-thinking workplace.

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 three.

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?

Tailoring learning experiences to individual needs, skills, and experience can greatly increase engagement. Use data analytics to understand learner behaviour and design personalised learning pathways that cater to different levels of knowledge or confidence. This approach not only keeps learners motivated but also ensures that the learning is relevant and immediately applicable to their roles.

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?

Leveraging technology can significantly enhance learner engagement here, too. Consider incorporating interactive elements such as gamification, simulations, and social learning platforms where learners can collaborate and share insights. Virtual and Augmented Reality can also provide immersive experiences that make learning more engaging and impactful.

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?

Timely feedback and recognition play a crucial role in maintaining learner engagement. Constructive feedback helps learners understand their progress and areas for improvement, while recognition of their efforts and achievements boosts morale and motivation. Create a feedback loop where learners feel heard and valued, and their contributions are acknowledged.

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, creating a strong learning culture through effective, enagaging learning is a surefire way to move your organisation forward.

Happier employees perform better, and a happy workforce benefits everyone—including your customers! Investing in engaging learning experiences is not just a business strategy; it’s a pathway to creating a thriving, dynamic, and forward-thinking workplace.

Originally published at kineo.com.