Closing the skills gap: Five ways to improve learning engagement

Engaging your workforce in learning initiatives can be a daunting task. Time constraints, competing priorities, and a lack of perceived content relevance, can all impede success in learning endeavours. Time-poor employees often struggle to allocate time for additional learning, especially when their schedules are already packed with essential tasks. Moreover, without a clear understanding of how the learning content applies to their daily roles, employees can quickly deprioritise learning objectives.

In our work with many clients throughout the learning journey, we know first-hand the importance of engagement, nurtured right from the start of launching a new learning programme, and maintained by embedding learning into an organisation’s day-to-day culture. This is particularly important in critical areas such as sustainability, and data and AI, where skills shortages exacerbate the struggle to keep up with the pace of change, and the need for joined-up thinking. 

Without a unified approach to learning, championed by the CEO and equivalent, knowledge quickly becomes siloed, collaboration across teams is hampered, businesses fall behind and risks proliferate. In contrast, those that value and foster a culture of continuous learning development gain motivated, high-performing and agile teams, who can work together effectively to meet multiple business objectives.

The following breaks down five key areas which we know significantly improves learning engagement. 

Harness the power of executive sponsorship

One of the most effective strategies for boosting learner engagement is securing executive sponsorship. When leaders, particularly at the C-level, endorse and actively participate in learning initiatives, it sends a strong message about the importance of these programmes. Executive sponsors can leverage their authority to communicate the business imperative of continuous learning through emails, town halls, and team meetings.

This top-down approach helps build credibility and authority behind the initiative. Employees are more likely to engage with the content when they see that it is valued by their leaders. Furthermore, executive sponsorship can help align learning objectives with the organisation's strategic goals, making the learning experience more relevant and impactful for employees.

Implement blended learning strategies

Blended learning strategies combine various learning formats, such as webinars, workshops, and round-table discussions, to create a more dynamic and engaging learning experience. By breaking down assigned learning journeys into manageable chunks, and sharing them multiple times throughout the year, employees are less likely to feel overwhelmed and more likely to engage.

Blended learning offers practical learning opportunities and allows for agility in line with business requirements. For instance, incorporating "in the flow of work" features, such as bite-sized mobile access, ensures learning can happen seamlessly alongside daily tasks. This flexibility makes it easier for employees to integrate learning into their routines without feeling that it is an additional burden.

Utilise multi-touch-point communication

Effective communication is crucial for driving learner engagement. Utilising a multi-touch-point communication strategy ensures that learning opportunities are consistently highlighted across various channels, such as digital platforms, face-to-face meetings, emails, and intranet articles. This approach helps keep the learning initiative top-of-mind for employees, and creates a sense of continuity and importance.

Short-form communications, such as internal platform posts and direct emails, can act as quick reminders or highlight specific benefits of the learning content. Long-form communications, such as intranet articles and internal podcasts, can provide deeper dives into the "why" of the learning initiative. By varying the messaging and communication formats, organisations can create excitement and novelty around the learning content, making it more engaging for employees.

Select a thematic focus

A thematic focus for each month can help direct learners to relevant pieces of content and demonstrate how learning will be beneficial to their roles. By highlighting specific themes, such as sustainability, emerging technology, or investment risk management, employees can easily see the connection between the learning content and their daily responsibilities.

Thematic focus also allows for targeted communication to key groups of learners. For example, sending emails with targeted messages explaining why a particular theme is important for them, and the benefits they will receive, can drive higher engagement. Additionally, organising lunch-and-learn sessions or discussion groups around these themes can provide opportunities for employees to discuss and apply what they have learned in a collaborative setting.

Celebrate success and gather feedback

Recognising and celebrating the achievements of learners can create a positive feedback loop that encourages continued engagement. Sharing key milestones, highlighting top learners, and creating healthy competition can motivate employees to participate actively in the learning initiatives. Executive sponsors can play a crucial role in this by sharing successes during all-company meetings and highlighting the impact of the learning content.

Gathering feedback is equally important. Conducting surveys or feedback forms can provide valuable insights into how learners are using the content, how they are applying the knowledge in their jobs, and what improvements can be made for future campaigns. This feedback can help shape future engagement strategies and ensure that the learning content remains relevant and impactful.

Achieving a learning culture

Engaging your workforce in learning initiatives requires a thoughtful and strategic approach. Engagement is not a one-time effort but an ongoing process that requires consistent attention and adaptation. By leveraging these proven strategies, businesses can unlock the full potential of their workforce, driving both individual and organisational success.

Contact us today and find out more about the ways in which we could help your organisation close the critical-skills gap.