Employee Engagement

Learning engagement: The no1 problem of L&D professionals. Is the Learning Engagement Platform the solution?

BJ Fogg's Behavior Model provides insight into the most significant question in L&D – how can you change learner behavior?

This week I’m taking on one of the biggest business dilemmas of our time... How to engage employees. Join me to discover the secret to employee engagement in the workplace.

If you want to create a true Engagement Engine, a concept can ingrain the values of the business more effectively than any employee handbook.

Gift vouchers are great, but the best reward you can give a learner is a learning experience that sets them on the road to development.

There are many advantages of user generated content. For example, it can help you provide enough accurate and relevant content on your LMS.

Narrative and storytelling have been used throughout history to transfer knowledge. Here's how to weave it into your training programme.

Truly engaged employees do two things: they bring passion to the workplace and they are highly productive, i.e. the organizations achieve higher equity strength with the employees.

You can force learners to read, take tests, participate in activities, but it won’t get you near the results you aim for. Learner engagement makes the mind receptive to new knowledge, while people adopt a positive stance towards their training. This is why it is so fundamental. As all things touched by technological evolution, learning has changed greatly. To benefit from all the changes, an L&D professional must apply personalization, gamification, and social learning. This must-read serves as the best advocate to convince and assist you in putting the engagement machine in operation.

Motivation in learning is a key. Without all the keys, doors will remain locked but suitable motivation could be helpful in breaching this doors. That’s the reason we are bending over backwards to efficiently motivate. Though, sometimes, we forget that motivation isn’t only a carrot but also a stick.

The “old way’ of teaching was: Trainer provided instruction. Learner absorbed and followed along. Learner proved his/her command of the subject (by writing an end-of-course exam). Trainer evaluated and certified the learner (pass/fail). Based on this model, the end objective was to evaluate… as opposed to facilitating the journey of learning.