What is learner engagement?
Let’s start by exploring the engaged learning definition. Engaged learning is when learners are actively involved, motivated, and deeply connected to the learning process. This includes their interactions with the course, instructors, and peers. In other words, learner engagement shows how successful a learning experience can be for everyone involved. Learner engagement ultimately leads to better understanding and application of knowledge.
Think about this: What is an engaged learner? Engaged learners don’t just finish tasks. They are involved, motivated, and excited to learn. This applies to employees working in the office, from home, or in a hybrid setting.
To better understand this, let’s examine what engaged learners look like.
What does an engaged learner look like?
An engaged learner is:
Active in their learning process
Eager to participate
Willing to put in the effort
Motivated to improve
Inspired by the course content
For example, engaged learners consistently complete assignments, produce quality work, and participate in collaborative spaces (e.g., discussion boards)—even in remote settings. But if they only complete tasks without enthusiasm, avoid collaborative activities like webinars and discussion boards, or their results are poor, they probably lack engagement.
If a learner is having fun, does this mean they are engaged?
Learning can be enjoyable. But fun alone doesn’t define engagement.
Flashy visuals, entertaining videos, and amusing graphics capture learners’ attention. However, real engagement comes from the desire to learn and apply knowledge. Learners who are truly engaged see those elements as motivation to dive deeper into the training material and boost their skills. On the contrary, learners who are only on board for the fun videos and leaderboards experience engagement at a superficial level.
Dr. Heidi Kirby discusses on “Hitting the mark: How to create top-tier training” from TalentLMS’ podcast series, Keep it Simple, how training should be on point, not just on trend, to truly engage learners.
The 3 dimensions of engagement
Engagement is not like a switch that’s either on or off. Rather, it occurs simultaneously on multiple levels. When a learner is engaged on one level, but not on the others, their performance and knowledge retention are bound to suffer.
Consider this: 64% of employees tend to multitask during online training sessions, such as responding to emails or checking notifications. This divided attention reflects how being disengaged on even one level can undermine the overall learning experience.
So what do engaged learners look like? Let’s see the three types of engaged learners:
Behaviorally engaged learners: They participate by completing tasks, attending sessions, and following through on activities.
Cognitively engaged learners: They are mentally invested, focusing on understanding, problem-solving, and applying new knowledge.
Emotionally engaged learners: They connect with the material on a personal level and are motivated by interest and emotional involvement in the learning experience.
To better understand what works when it comes to improving engagement, we’ll dive deeper into its three main levels.
1. The cognitive level
Cognitive engagement means learners are mentally invested in their learning strategies.
Imagine someone devising their own mnemonics to remember complex content, or someone drawing mind maps to organize newly acquired information. These learners take the initiative to represent what they learn in their own context. Plus, they employ diverse learning strategies to absorb information as efficiently as possible and improve their performance.
Cognitive engagement happens when learners feel confident about their work and their ability to master new knowledge. To engage learners on a cognitive level, it’s important to have well-designed courses and consistent training content. Additionally, AI-driven tools can track learner progress and recommend content that fits their individual needs. This keeps learners engaged by making the training feel relevant and personalized to them.
2. The emotional level
Emotional engagement is about feeling connected.
Learners who are emotionally engaged feel a sense of belonging and purpose in their learning. This means that during training, people feel connected to others and the training context, are committed to training, and experience low levels of anxiety. This connection can be harder to foster in remote and hybrid settings, where learners may feel isolated. Social learning tools like discussion boards, webinars, and virtual peer interactions bridge this gap and foster a sense of community.
Emotional engagement is about feeling connected. Learners who are emotionally engaged feel a sense of belonging and purpose in their learning. This connection can be harder to foster in remote and hybrid settings, where learners may feel isolated. Using social learning tools like forums, webinars, and virtual peer interactions helps bridge this gap and foster a sense of community.
Also, such feelings of isolation and emotional disengagement can be prevented by investing in careful course design and implementation. If a learner is given sufficient explanation of why their training is important and how it could improve their work with others, they are more likely to engage with the content emotionally. Organizations must also provide strong support from trainers and subject-matter experts.
3. The behavioral level
Behavioral engagement is what most organizations measure because it’s visible. Such learners complete their tasks, attend training sessions, and participate in discussions.
But the catch is that behavioral engagement is a surface-level view of engagement. Simply completing activities and working through content is not the same as retaining or applying new knowledge. In fact, behavioral engagement can still be quite passive despite the learner doing whatever is required.
When behavioral engagement isn’t paired with cognitive and emotional engagement, learners complete their courses without truly improving their skills, retaining, or applying new knowledge. This is especially true for adult learners who often view training as another box to tick, and proceed to complete it with minimal engagement.
To spot low engagement despite active participation, look closely at the learners’ efforts in training activities. You’ll notice it’s mostly superficial. Their knowledge retention from previous activities will prove limited in assessments. To beat this, design training that accommodates diverse preferences, as generational diversity also plays a big role in how learners engage.
Engagement in adult learners
Teaching adult learners can be an uphill battle. Not only do they have many responsibilities and duties, but their needs and preferences vary depending on their experience, generation, location, and other factors.
Shaping adult learning to increase engagement on all levels
Adults are motivated to stay engaged on all three main levels when:
1. They have the opportunity to explore
In your course design, carefully consider all the factors that promote engagement in adults. Plan exploratory assignments that take learners out of the course’s realm and require additional research. Assignments that push learners to research beyond the course content spark curiosity.
2. Assignments are brief and convenient
Short, manageable assignments fit into busy schedules. When you create assignments, break them up into smaller sections that take up to ten minutes to complete.
3. Content is highly relevant to real-world context
Real-world scenarios resonate with adults and keep them emotionally connected. Make sure to make them realistic and link their learning objectives to real-life situations.
4. Content is highly relevant to real-world context
Real-world scenarios resonate with adults and keep them emotionally connected. Make sure to make them realistic and link their learning objectives to real-life situations.
5. They receive frequent positive reinforcement
Adults expect positive reinforcement for a job well done in the workplace. This is why they thrive on feedback. Acknowledge their progress to keep them motivated. Offer constructive criticism to help them learn from their setbacks. Apply principles like positive psychology, acknowledgment, and recognition to their training by building opportunities for feedback from instructors and SMEs into the learning experience.
6. The company fosters a culture of continuous learning
A supportive company culture that emphasizes continuous learning keeps adults motivated to grow and develop. Invest in ongoing professional development by offering dedicated learning programs, mentorship opportunities, and clear personal development plans. When employees see that the organization values their growth, they are more likely to stay engaged and committed to improving their skills.
And in an era where remote and hybrid work are the norm, it’s important to offer flexibility in when and how employees learn and complete assignments. An AI LMS can also support adult learners by offering personalized content suggestions based on learner progress and performance.
Social engagement: Is it the 4th dimension?
Social engagement is a powerful motivator for adult levels, especially on an emotional and cognitive level. When people bring their own work and life experiences into their learning and share them with or learn from others, their engagement grows stronger.
Social learning, aka networking with peers and learning from their experiences, is a critical aspect of social engagement. It’s arguably the fourth dimension of learner engagement. Social engagement is the anchor that keeps learners coming back, motivated and inspired. And it’s particularly relevant to remote employees who might feel isolated from their peers.
What is learner engagement in a corporate training context?
In corporate training, learner engagement isn’t just about completing tasks—it’s about gaining knowledge that can be directly applied to their job. As we’ve mentioned before, behavioral engagement isn’t by itself an adequate measure of overall engagement, although it could be an indicator of progress.
Cognitively, emotionally, and socially engaged learners are more likely to retain information, acquire new or boost skills, and improve their workplace performance.
For example, when learners are truly engaged in, let’s say, conflict resolution and teamwork training, they are more likely to improve their performance in these areas in the future. That, in turn, means that they will be more focused and productive as a team, adding more value to the organization.
Adding value for engaged learners
At its core, learner engagement measures whether or not someone has been given sufficient motivation to fully invest in learning. The next chapter will thoroughly explore the connection between learner engagement and factors like performance and workplace satisfaction.
For now, think about how you can boost engagement across all levels in your training programs.
What can you do to ensure learners are engaged, regardless of where or how they work?