The relationship between learner engagement and performance
Assessment scores are a useful way to measure whether or not learners are actually learning. High performance on activities, like tests, is usually evidence that employees have gained new knowledge and skills from a course. But how do you predict learner performance
The obvious answer would be by taking into account the amount of time that learners spend on studying training content. Others might suggest that previous assessment scores can help you predict learner performance.
Nevertheless, engaged learners perform better, absorb more, and remember what they learn.
This correlation points to more than just high test scores. When highly engaged learners have the opportunity to apply their newly acquired knowledge and skills in the workplace, they are more likely to perform better on their job. Improved course and job performance combine for a positive return on that training investment.
Impact of learner engagement in training ROI / business ROI
Engaging learners on all levels, as discussed in the previous chapter, takes some careful planning. Fortunately, the many benefits of full-scale learner engagement make this effort well worth it.
Engaged learners are more likely to enjoy learning, thus stay committed to completing their courses. They are also more likely to engage with other learners and spread their newly acquired knowledge through peer-to-peer interactions and knowledge sharing.
The importance of learner engagement and its positive impact are not limited to the training experience. Highly engaged learners usually become deeply engaged employees. They also feel appreciated, positively challenged, and better equipped to follow their employee development plan successfully.
So, what happens when employees are happy, motivated, and driven toward self-development? They become more efficient, more productive, and more likely to bring forward creative and innovative ideas from their newly-acquired skills. This performance improvement positively impacts the organization’s bottom line, maximizing the return on investment (ROI) from your training.
However, the benefits of learner engagement are not exclusive to the organization. Having high training engagement also significantly benefits learners.
The importance of learner engagement for learners
Without learners, there would be no reason to deliver any training. That makes the learner a top priority in course design and development.
A learner’s level of engagement determines their commitment to completing their courses and gaining new knowledge and skills. Here’s what happens when learner engagement increases:
Lower dropout rates
Many organizations make employee training mandatory, such as compliance training. However, when learners aren’t engaged, the risk of dropouts increases—even in required programs. This is why you should offer courses with engaging content that captures learners’ interest and keeps them actively involved. Engaged learners are more likely to complete their training successfully and actively dedicate to learning.
Higher knowledge retention
As Benjamin Franklin famously said:
Tell me, and I forget. Teach me, and I remember. Involve me, and I learn.
Learners who are not engaged might tick all the boxes, like watching videos, reading notes, and even participating in discussion forums. But without genuine involvement, they’re unlikely to retain much.
On the other hand, engaged learners are mentally, emotionally, and behaviorally connected to their courses. This deeper involvement helps them absorb new knowledge more effectively and increases their chances of retaining it in the long term.
Improved learner performance
Organizations provide learning opportunities to help their employees improve at their jobs. But disengaged learners are less likely to gain meaningful knowledge, making it hard to apply what they learn.
On the contrary, engaged learners not only perform better at work but also boost their personal and professional development. Beyond personal benefits, high engagement in online training brings significant job-specific improvements that benefit both the employee and the organization.
How engagement positively affects the workplace
Engaged learners do more than just develop their own skills—they drive positive change across the entire workplace. Here’s how:
Building a culture of learning
Engaged employees are more likely to encourage their colleagues to participate in learning, too. These “learning ambassadors” are also willing to assist any colleague who asks for their help. That way, they help instill a learning culture among employees and the workplace.
Promoting communication and collaboration
Learners that are engaged in a course often participate in social learning activities, like discussions or webinars. Such online engagement fosters communication and collaboration among employees, even those who might not have been engaged otherwise.
Triggering workplace creativity
The first level of engagement involves proactively thinking of effective learning strategies. Simply put, cognitive engagement means that employees become creative with the way they learn. These sharpened creative skills could then be applied to other aspects of work, like contributing ideas for new products or improved ways to streamline processes.
Boosting employee efficiency
The first level of engagement involves proactively thinking of effective learning strategies. Simply put, cognitive engagement means that employees become creative with the way they learn. These sharpened creative skills could then be applied to other aspects of work, like contributing ideas for new products or improved ways to streamline processes.
By solving problems to learn, they sharpen their problem-solving skills and become better at their day-to-day job. In fact, employees find training beneficial for their engagement at work and job satisfaction. If their company doesn’t provide them with training opportunities, 41% of employees will look for another job in 2024.Fostering personal development
Engaging in learning, both socially and emotionally, helps employees at any stage of their career experience personal growth and development. This leads to a more skilled, satisfied, and motivated workforce, benefiting both individuals and the organization.
Providing rewarding experiences
Engaging training content is an empowering way of learning. When employees are engaged on all levels, they begin to hold themselves accountable for meeting milestones and achieving performance goals. And reaching their goals provides them with a sense of personal achievement.
What is the impact of disengagement?
The benefits of learner engagement are clear. Yet, many organizations and training providers don’t prioritize it. This oversight can have serious consequences.
Disengaged learners tend to be:
- mentally checked out,
- passive in their approach, and
- unmotivated to put effort into training.
These traits hurt both morale and performance during training. And since disengaged learners don’t absorb the training material, they’re less prepared to apply new skills in the workplace. Which ultimately affects the organization’s overall success.
Avoiding learner disengagement
Learner engagement is as good for learners as it is for employees, and the business itself. However, the world today bombards us with changing expectations, distracting technology and multiple channels of digital communication. That makes it harder to keep learners engaged and reap all the benefits that come with learner engagement.
In the following chapter, we will discuss creative ways to avoid disengagement and overcome the challenges of keeping learners engaged at work.