Motivation to learn is important, but Learner Engagement is even more important. Below we explain what is meant by this and why Learner Engagement is so important for both learners and companies.

Today, it is undisputed that companies need digital education and training. Nonetheless, many companies view e-learning as only a necessary evil or turn away from it altogether. The reason: The respective e-learning offer is not really accepted. Learners can’t do anything with the content. In line with the motto “We’ve tried, but it’s no use”, companies resign themselves. As a result, everything to do with e-learning is left to the left. The many years in the e-learning field have taught us that in such cases there are two reasons for e-learning measures not working: First, it is mostly well-intentioned but poorly done e-learning. PDF volumes or e-learning quizzes for memorization are simply not suitable for motivating learners. Secondly, it follows that learner engagement is close to zero. Learner engagement in particular is central if e-learning is to be successful in the long term.

Learner engagement refers to the commitment of learners to the learning factor or to e-learning offerings. Learners do not regard e-learning as a tiresome compulsory exercise, but want to learn of their own accord and actively engage with the learning content on their own responsibility. Learner engagement is therefore more than mere motivation to learn. Learning becomes a matter of course.

Now that we have clarified what Learner Engagement is, let’s show what it is for and who benefits from it. And here, in terms of Learner Engagement, there are benefits for learners and companies alike. Let’s start with the positive effects on the individual learning success of learners: When a learner has established a strong relationship with e-learning, learning becomes easier and more enjoyable. Educating oneself digitally is becoming a matter of course. The learning content is internalized faster and better.

There are also several advantages for companies when learner engagement is high: On the one hand, learning employees are more satisfied. Thus, a stronger commitment to e-learning indirectly leads to a stronger commitment to the company. In times of a shortage of skilled workers, strong employee retention can be worth its weight in gold. On the other hand, the increased learning success on the employee side can save time and personnel resources. An example: Employees accept the e-learning product training and enjoy learning. In the long term, the company can save on hiring experienced employees or even bringing in external experts for product training. In addition, the company’s internal image of e-learning is permanently and sustainably enhanced. When employees love to learn, they are more open to new e-learning opportunities.

Now that we have highlighted the benefits of learner engagement, a crucial question arises: How can learner engagement be generated or increased? At skillbest, we think: Four things are critical to long-term learner retention.

e-Didactics is the be-all and end-all

e-Didactics does not mean simply hoisting learning content onto the screen or smartphone. First and foremost, it is about focusing on learner needs and learning objectives. Only when the question “What should learners be able to do at the end of the e-learning process?” has been sufficiently answered, can a decision be made on how to prepare the learning content. This makes learners feel taken seriously and increases learner engagement.

Learner needs must be taken seriously

Social media platforms have helped us become accustomed to individualization and personalization. These factors are also indispensable in e-learning. Learners need to feel that their needs are taken seriously and considered in e-learning development. If learners can assemble their own avatars, similar to a video game, or choose from multiple storylines, this increases learner engagement permanently. Such features are more costly than, for example, a multiple-choice quiz or a simple presentation, but they are worth it in the long run.

e-Learning motivational factors must be addressed

To increase learner engagement, e-learning motivators must be targeted. Learners need challenges and want to be part of an exciting story. It also needs individual feedback and rewards for achievements. If all this is taken to heart in e-learning development, high learner engagement is all but assured.

e-Learning must be contemporary

We’ve already hinted at it: old-fashioned features no longer sweep learners off their feet. What is needed are contemporary e-learning offerings that address e-learning trends and offer real added value. We show what contemporary e-learning can look like in our e-learning formats and our best practices.