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Employee engagement is the key to boosting effectiveness, creating a vibrant organisational culture and encouraging the behaviours that matter. Behaviour change is what all L&D departments, learning technology companies and training providers aim for. Without employee engagement, you might see improved test results directly after training but this probably won’t create lasting behavioural change.
Even though employee engagement is accepted as the fuel for a strong organisation, few training programmes do anything to improve it. Online learning has truly earned its reputation as boring and unexciting.
If we want to do something about it, we need to answer the question: what does employee engagement really mean? The American Heritage College Dictionary defines engagement as being ‘actively committed’, to ‘involve oneself or become occupied; to participate’. In their 2009 research paper on school engagement, Fredricks, Blumenfeld and Paris define engagement in three ways:
If employees are happy to invest their time in their training, we’ll be more thoughtful in our day-to-day work. We’re also more willing to put more effort in to grasp complex ideas and master difficult skills.
When we talk about employee engagement, we’re talking about how enthused and motivated the workers are. Companies like Google, Twitter and Facebook, are known for having vibrant company cultures. Their success doesn’t just come from having fun at work and rewarding employees with money, days off and gift certificates.
To really get employees engaged, they need to know how important they are to the organisation. Once employees see that they have a role to play in the company’s mission, their engagement levels shoot up.
If you want to keep your organisation running like a well-oiled machine, every component is important, from the part-timer to the MD. If your Engagement Engine needs tuning up, our workbook will help you figure out what you can do.
Without a driver, the engagement engine can’t change anything.
The Academy manager/Admin is the unseen controller, bringing learners together and engaging them with their content.
It takes a special kind of person to wield the Engagement Engine’s power –
When you’re powering an Engagement Engine, you don’t need to worry about your carbon footprint. This machine runs on an inexhaustible fuel source and it’s the same thing that powers your company’s growth
It’s not enough to create a familiar environment –learners need an excuse to stick around. Gamification takes the elements that make people want to play games and it applies them in an online learning experience.
These ‘game mechanics’ include:
Most of what we learn at work doesn’t come from manuals or instructional content – we learn it from those around us. Social learning brings everyone together, creating a learning community and unlocking the potential for behavioural and cultural change.
With social elements on a learning platform, you can also:
An engaging LMS shouldn’t be just another site. With personalisation, your learning platform becomes a familiar environment built around the things that matter to you. Personalisation is important for the following reasons.
With the right learning platform, you can elevate employee engagement, boost productivity and encourage the right culture for your organization! Why not try it today!
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