Engagement is the common thread that runs through employee productivity, retention, and customer success. Highly engaged employees are indispensable assets to an organisation.
From an organisational perspective, employees who receive professional development are more likely to become more productive. However, investing the money in employees’ professional development is just the beginning. L&D leaders need to be able to demonstrate that their efforts have an impact on employee performance and result in high engagement rates.
Unfortunately, for many L&D teams, engagement still appears to be a challenge—busy schedules, irrelevant content, and disengaging training methods are all contributing factors to low engagement in workplace learning.
So, how can L&D teams drive better learning engagement and outcomes? In this article, we delve into one effective method: a shift to incentivising learning, aligning the process with frequent rewards and recognition.
In an ideal world, employees would voluntarily research and pick up training modules that are most beneficial to their job and growth potential. This is absolutely achievable and adopting a culture of continuous learning in the workplace should be a key priority for organisations.
But a lot of the time, employees can’t dedicate the time to training even if they wanted to or they don’t see the value in training, particularly if they’ve had negative learning experiences in the past. In these instances, L&D teams need to find new ways to motivate and engage employees to pursue L&D programmes.
So, what does motivation look like?
Motivation comes in two forms:
L&D teams should consider these two types of motivation when devising their employee engagement strategies including rewards-based learning which we’ll dive into next.
Looking for more learner engagement tips? Download our data-driven insights from our engagement survey on how people like to learn.
To pull off a successful reward-based L&D programme, L&D teams need to keep their employees motivated and engaged by igniting their competitive spirit.
Reward options can include:
Unlike rewards, recognition is intangible. It can be shown as gestures or an expression of appreciation in the form of messages, a verbal thank you, customised thank you cards, and open announcements. Recognition is also proven to have an impact on employee motivation and engagement.
Recognition can come in the form of:
Employee rewards and recognition in learning and development programmes is a sure-fire way of improving employee engagement, participation, and satisfaction. But what methods are available when it comes to executing these initiatives?
By offering the chance to take up an advanced course, organisations can show that they value the employee’s efforts to stay relevant in their areas of expertise.
Gamification is the process through which rewards can be successfully implemented into L&D programmes. It involves adding motivational components based on game theory to training courses to build user engagement.
In simple terms, gamification involves incorporating elements such as leaderboards, badges, points, and contests into learning with regular announcements. Every element has its purpose in gamification.
A collaborative Learning Management System (LMS) is required for the successful gamification of training courses. An LMS is a platform you need to create and distribute courses and manage your learning programs. Features include:
As with all people initiatives, employee rewards and recognition included, learning and development programmes need continuous feedback and improvement to remain effective. An active and continuous peer feedback loop is a key tool for any L&D leader looking to boost learner engagement and performance over time. Receiving, measuring, and responding to this feedback helps you improve your courses and build a culture of collaborative learning.
The peer feedback loop should include:
An LMS with real-time feedback features is the most effective way L&D teams can improve their entire library of courses over time.
L&D leaders should consider employee rewards and recognition initiatives a key component of their learner engagement strategy. In combination with learning and development programmes that have an intrinsic focus, rewards and recognition have the power to drive collaboration and better learning outcomes, increase participation rates, and improve business performance.
Ready to see how rewards and recognition work alongside collaborative learning? Get in touch and speak with one of our experts.