Often times, tips for engaging learners in corporate online learning include external features and novel delivery methods. These range from using animations, “real-life” scenarios, game-design, leaderboards, and badges. But with learners actually spending more time learning and developing themselves outside of the corporate learning infrastructure, knowing what is appealing for them could have us directing our efforts and attention in a more focused approach that leads to greater engagement, activity and—more importantly—results.
Here are some tips based on learner preferences that could give you the results that you are seeking.
Contextually relevant content
In a recent survey of over 4,000 business people, the preferred way of learning in the workplace was overwhelmingly “knowledge sharing amongst the team.” When you also consider that learners are predominantly motivated to learn online so they can do their jobs better and faster, then contextually relevant content is a no-brainer. Linking learning to the work—and the organization—will help learners to make the connections between content and application. However, in the traditional world of eLearning this would be far too expensive and time-consuming, and that is why rapid content-creation tools are becoming more popular, so that the people who “know” and “do” can share what they know and do with those who need it—quickly and easily.
Respect learners as adults
The external features and novel delivery methods I mentioned above are fine, when used intelligently. However, if your online strategy is to design games, leaderboards, and mostly animated content then you had better have one outstanding game-design team. Even Disney initially struggled to crack the games market. This is because it is incredibly difficult and… Wait a minute, why am I talking about games when people just want to be better at their jobs? If your online learning is off the mark, then adding game-design and animations won’t improve your results. And anyway, is that how you prefer to learn? Quite likely not. Instead, just get people who know and do to explain what they know and do and the impact it has for them.
Make it real. Get real people involved—and see real results.