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TRANSFORM ORGANISATIONAL LEARNING…
BUILD AN ENGAGEMENT ENGINEBy: @JulietteDenny
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THE AGENDAHere’s the breakdown!
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3 Steps to L&D Superstardom
The Engagement Problem
Introducing The Engagement Engine
The Fuel
Section #1: Personalisation
Section #2: Gamification
Section #3: Social Learning
The Results!
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A THREE STEP GUIDE TO BEING AN L&D SUPERSTAR!
Create a Learning Culture
Create as Many Opportunities for Learning as Possible
Promote Informal Learning
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Q: WHAT IS THE BIGGEST CHALLENGE FACING THE LEARNING & DEVELOPMENT SUPERSTAR?
A: THE LACK OF LEARNER ENGAGEMENT
Unengaged Learner Type #1
ROBBIE RUSHAROUND
WHY ARE THEY UNENGAGED?• Packed schedules• Other priorities• No work/life balance
HOW TO ENGAGE:• Make their life easier• Dedicated training
times• Detail benefits
Unengaged Learner Type #2
SALLY SMARTIEPANTS
WHY ARE THEY UNENGAGED?• Already knowledgeable / have
achieved expert status• Believe they have nothing left to
learn
HOW TO ENGAGE:• Detail benefits / prove value• Provide recognition to
thought leaders• Embrace social learning and
provide an ‘Experts’ area
Unengaged Learner Type #3
LINDA LAZYBONES
WHY ARE THEY UNENGAGED?• They do not value professional
development• They do not buy into your company’s
mission statement / values• Short attention spans / new expectations
around content delivery
HOW TO ENGAGE:• Create ‘Epic Meaning’• Personalise the experience• Utilise gamification• Deliver content in a form they will enjoy
Unengaged Learner Type #4
TERRY TECHNOPHOBEWHY ARE THEY UNENGAGED?• Technophobes have not utilised
technological solutions before and view them as insurmountable barriers to entry
• No access to technology• Prefer face-to-face training
HOW TO ENGAGE:• Provide training / tutorials / set-
up wizards• Utilise intuitive user interfaces• Utilise social learning / buddy
systems• Provide access to devices
THE ENGAGEMENT PROBLEMWorkplace learning’s biggest pain point!
A company with highly-engaged employees can achieve a financial performance four times greater than companies with poor engagement. [A Watson Wyatt study of 115 companies]
Engaged employees take an average of 2.69 sick days per year, whilst the disengaged take 6.19. [Hay Group]
92% of new software projects are
classified as failures. The #1 reason for
software implementation failures is due to
internal resistance and a lack of
communication. [CLO Media]
1/3 of all organisations fail to make a
positive impact with
their LMS. [eLearnity]
TRAINING ENGAGEMENT IS…A measurable degree of an employee’s positive
or negative emotional attachment to their training, that profoundly influences their willingness to learn and perform at work.
Learning Management Systems…
WOULD YOU BE ENGAGED?SUPER BORING LMS
A LIST OF RELENTLESSLY BORING CONTENT…
• 73% of those surveyed, indicated a belief that LMSs main function is testing. Is this really what they are for?
• 1/3 of those surveyed would not recommend their LMS to a colleague.• 38% of those surveyed are actively looking to replace their current LMS.
Source: eLearning Industry & Docebo
THE ENGAGEMENT ENGINEIntroducing the…
YOUR BRAND & VALUESThe Fuel…
Did You Know: A survey of 28,000 individuals found that a personal commitment to an employer’s core values is the top driver of employee engagement. [Source: HR.com]
The following elements should ‘fuel’ your learning technologies solution:
• Your brand imagery• Your organisational values and
principles• Your organisational
philosophy/vision• Your organisational mission• The terminology your
organisation uses
EPIC MEANINGSection #1
Your employees don’t want a job. They want a mission and a motive. They
want to belong to something bigger than themselves.
EPIC MEANING TIPS:1. Name Your Learning Technologies Solution
2. Make The Learning Objectives Clear (and relevant to your organisational mission)3. Create An Overall Concept
4. Brand Your Solution Accordingly (imagery, badges, terminology, etc.)!
PERSONALISATIONSection #1
Did You Know: Studies published in Mind, Brain and Education demonstrate links between personal relevance, emotional engagement and memory storage.
This time it’s personal…Meaning drives motivation and motivation drives action. But how do you make your learning
meaningful? That’s easy: for something to have meaning it needs to be relevant to your audience.
PERSONALISATION TIPSSection #1
1. Treat Learners as Individuals
2. Use Relevant Imagery &
Terminology
3. Use The Relevant Delivery
Methods
4. Base Learning on Role
Competencies
5. Provide Role Development
Opportunities
6. Get Professional With
Qualifications
7. Get Rewards RightEXPRESSYOURSELF!
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GAMIFICATIONSection #2
Did You Know: According to a University of Colorado study, those who took game-based learning (rather than typical training content), scored 14% higher in their assessments and increased their retention by 9%.
Gamificationnoun[mass noun] the application of typical elements of game playing (e.g. point scoring, competition with others, rules of play) to non gaming scenarios.
GAMIFICATION IN ACTIONSection #2
‘Badges’ that serve as virtual rewards for
learners’ hard work.
‘Achievements’ that reward learner
interactions.
The use of personalised ‘Praise Badges’ to
reward learners’ positive contributions.
Building ‘Levels’ to give a sense of progression
and status.
Adding ‘Unlockable’ elements to cultivate
curiosity.
Granting a learner ‘Expert’ status on a
particular subject matter).
Delivering ‘Quests’, rather than content.
Utilise ‘Leaderboards’ to encourage healthy
competition among learners.
Adding a ‘Timer ’ to specific learning activities.
SOCIAL LEARNINGSection #3
Did You Know: According to Babcock, Fortune 500 companies lose roughly $31.5bn a year by failing to share knowledge.
Social learning motivates learners as they make
their knowledge visible to others.
This grants visibility to your internal champions.
And promotes a culture of expertise.
Social learning provides opportunities for
information reinforcement.
Social learning ensures that knowledge is cascaded
throughout your organisation.
It also helps organisations to capture and retain
knowledge – even once ‘experts’ have left your
business.
Social learning allows your learners to apply their
training to contexts
SUPPORTING SOCIALSection #3
What’s Happening Wall /
Timeline
Experts Area & FAQs
Live Chat
Gamified Insights Groups
Rank Content
Comment on Content
Share Videos, Links,
Documents, etc.
THE OPERATORAnd last but not least…
Invites Learners to Content
Manages Learning Campaigns
Rallies Content Experts
Monitors Social
Reports on Activity
Configures Gamification Elements
Encourages Learning Culture
Customises Platform
Tweaks Terminology
Responds to Learner Enquiries
THE ACADEMY ADMIN:
A WARNINGAttention Please:
S T O P !
PLEASE DO NOT BREAK THE ENGAGEMENT ENGINE BY LOADING
IT WITH BORING CONTENT!
THE RESULT
Our brain is 68% more active when we are doing something we like! With this amount of brain activity, we are capable of absorbing 84% more information.
An Army of Learning Superheroes!
15. GAMIFICATION SUCCESS
ENGAGEMENT ENGINE SUCCESSDelivering some major ROI!
GAMIFICATION: YOUR SECRET WEAPON
Since turning Gamification functionality on, Growth Engineering Academy traffic has increased by 50%
Pro-active users on HP Tech Data Academy (hosted by Growth Engineering) out-perform inactive users by 75% in terms of year-on-year sales growth.
Bensons gamified Academy has cut the business’ attrition rate from 51% to 23%, halving their turnover, which saves an annual £1,350,000 on-boarding, inducting and training new starters.
Find out how the Growth Engineering Superheroes can make a difference:
THANK YOU FOR LISTENING
