Low learner engagement may suggest that employees are being forced to go through the motions or are unwilling to set aside the time for training. On the contrary:
- Eight out of 10 employees surveyed in LinkedIn’s 2024 Workplace Learning Report state that learning helps them feel a sense of purpose at work.
- Seven out of 10 workers state that learning makes them feel more connected to the company, a huge plus for retention.
- Approximately 75% of employees want to stay with a company that offers them continuous learning.
One reason for the disconnect between the desire to learn and low engagement with the material is that it’s not integrated into the employee experience.
Transactional training doesn't stick
A traditional learning and development strategy doubles as a content delivery task. Companies provide the material, the employee receives it, and what happens next remains to be seen.
However, humans learn in emotional, social, and contextual ways. Guiding, recognizing, and checking in helps put the content in context. How will this info apply to their role? How will it impact the person next to them? Can it be presented differently, increasing its relevance and resonance?
With fewer than half of US workers feeling they have the skills they need, the stakes are high. Employee engagement, satisfaction, and retention rates depend on an updated approach to on-the-job learning.
Four ways to improve employee experience during training and development
Modern success in managing training and development means breaking the content out of the isolated cell and making it the personalized, enriching experience it should be.
1. Design for moments, not modules
Instead of restricting training to an LMS, embed it into moments that matter.
First-day shoutouts can build belonging. Manager-led welcome walkthroughs of tools/processes make employees feel more comfortable asking questions up-front instead of silently feeling they should know something they cannot grasp.
Why this works: Training that happens in context is more relevant and memorable. There are people and experiences associated with the learning, not just text and tasks.
2. Micro-learning meets micro-recognition
This is essential to employee training and development within a culture of recognition. Pairing bite-sized learning with small, timely moments of praise enhances overall engagement, not just learner engagement.
After someone completes a training, a peer or manager acknowledges it. This can be done publicly or privately based on employee preferences.
Why this works: Recognition reinforces confidence, shows interest in their progress, and keeps the momentum going.
3. Use pulse feedback to personalize and adjust
Checking in on training throughout the process is preventive medicine for low learner engagement. Using real-time feedback allows us to make mid-journey alterations that improve outcomes.
Simple, light-touch feedback on how training feels can include one-question pulse surveys. We can also acclimate employees for helpful, consistent check-ins by including open-ended prompts during training. “What was most useful today?”
Why this works: Interacting with employees and soliciting feedback throughout keeps the training human, adaptable, and employee-centered.
4. Reinforce with rituals
A better employee experience strategy always includes themes of sharing and community. Training is no exception, as we learn new ways to embed recognition of learning and growth into regular team rhythms.
Try introducing weekly team shoutouts for new skills or certifications. “What I Learned This Week” rituals in meetings can reveal questions or feedback that further improve the process.
Why this works: Rituals make learning visible and socially rewarding. It helps associate learning with good team morale and encourages continuous participation.
Making learning and development part of the employee experience
If you ask workers how to improve the employee experience, learning and development will crop up in high numbers. This runs counter to traditional training methods, which don’t center on their experience.
Design your training programs with the end-user in mind and watch what happens. Regular recognition, team involvement, and content they can associate with a moment in their journey all help meet everyone’s needs.
