Cracking The “Learning Engagement” Code

Learning Engagement that works.

What is Learning
Engagement?
Learning engagement is a metric that reflects
the quantity and quality of a
learner's participation in their courses and other
aspects of their learning program. It also
reflects their interaction and cooperation with
peers and instructors.

In other words, learning engagement refers to

how actively involved and immersed learners
are with the course they are taking.
Learner engagement is critical to learner's motivation in the classroom or
organisation, whether you are a trainer or a training organisation.

You want your participants to feel invested in their training, but increasing
engagement in the age of information and technology is difficult.

You want your participants to feel invested in their training, but increasing
engagement in the age of information and technology is difficult.Your
ability to shut out all the noise is largely dependent on increasing each
learner's investment in your company's or classroom's shared learning
goal.

To get the best of your learning programme, you have to first identify the
audience and the type of learning engagement that will appeal to them.
 Types of Learners Engagement
1. Emotional
Sustained interest and mental focus are great, but if
your learners don't have an emotional reaction to the
subject matter, or if their feelings are negative, your
training will fail. Creating a sense of community in the
training group is one way to increase emotional
engagement.
2. Cognitive
The level of interest or curiosity about the course
topics determines cognitive learner engagement.
The course structure should also allow each
student to explore and make sense of the learning
content in their own way.
3. Cultural
Cultural learner engagement is related to your
organisation's learning and development (L&D) culture
and how well your training reflects that culture. By
reinforcing company values and rewarding constructive
feedback, the learning activity should create or strengthen
a culture that supports everyone.
4. Behavioural
Behavioral engagement refers to a learner's involvement
in a specific task, the effort they put into completing that
task, and their ability to follow instructions. Each learner's
behavioral engagement will influence their knowledge
retention, motivation, and mastery of new skills.
5. Social
Social learner engagement refers to how your
learners interact with one another, and with the
course content. Add gamification elements for
some friendly competition, and you can
increase social engagement while also
increasing the effectiveness of your training.
6. Physical
Physical learner engagement refers to your participants'
kinetic activity, which includes exercise, stretching, and
other training-related movements.This is easier to do in a
physical classroom setting, but it is also possible in a virtual
classroom, thanks to technology such as virtual reality (VR)
simulations.
... In the learning Environment

It is critical to make people feel safe and secure in

the learning environment in which they find
themselves, whether virtual, face-to-face, or in a
hybrid setting.

The more they feel safe and comfortable, the more

they can build themselves up, and the more they feel
good about themselves and the contributions they're
making, the more likely they are to stay connected
with your training.
I've learned that people will forget what you
said, people will forget what you did, but
people will never forget how you made them
feel.

Maya Angelou
 The AIDA Model To Learning
To produce great content, you must consider the reader’s mindset and intent at all times while simultaneously
providing the value that will sustain their engagement.

Attention Interest

A The attention portion of the

message occurs at the
beginning and is designed
to give users a reason to
I Once you’ve gained the
their attention, the next
step is to maintain interest
and to keep the recipients
take notice. engaged

Desire Action

D In the desire stage, your

objective is to show the
users how to solve their
problem.
A Now that you’ve created the
desire about the compliance
issue/product/service, the final
step is to persuade the users
to take immediate action.
 ATTENTION

A Your target audience will become interested in your training if your content can capture
their attention and deeply engage them.The learner is asking, "What is it?" at this point.

"What is your hook?

How do you pull the learner in and get him to sit up and notice your program in the first
place?“

Here are some key steps to remember in this stage:

 Keep content personal to your audience.
 Tease audience with an intriguing headline or opening that creates curiosity.
 Use urgency that makes them want to listen – if they move on, they may never return.
 INTEREST

I When your target audience is interested in your presentation, they will want to learn more
about the training and the knowledge it will provide them.

The goal at this point is to get them to say, "I like it.“

To get to this point, your content must be both persuasive and engaging. While the first
stage of AIDA focuses on capturing their attention, this stage focuses on keeping it. You
can accomplish this with a hook.

Here are some key steps to remember in this stage:

 Introduce and answer pain points to strengthen the bond.

 Focus on storytelling.
 Include stats, humour, and other tools that appeal to your audience.
 DESIRE

D Play on the learning desires of your audience. In the desire stage, as you're building the
listener's interest, you need to help your audience understand how what you're offering can
help them in a real way. The main way of doing this is by appealing to their personal needs
and wants.

Here are some key steps to remember in this stage:

 Be persuasive in your choice of language.

 Show how the content adds value to their career or life.
 Set your training out from the crowd.
 ACTION

A This part is about having the audience go out and do something about what they were just
presented and what they have been taught.

Here are some key steps to remember in this stage:

 Introduce urgency.
 Focus on clear actions.
 Use engaging CTAs.
 THE 4 E’S TO LEARNING
EXPLAIN
Now that your learners are engaged, it’s time
to explain how they’re going to be learning.
Poorly relayed instructions are a recipe for
disaster.
The important part is to be clear on what you
want participants to learn. What do you want
them to walk away with?
ENGAGE
We have told participants the information we want
to impart, we have illustrated that example using
examples and demonstration, and we have started
to link the learning to the current organisational
context. Now, we want them to feel the learning.
It’s impossible for learning to happen without initial
engagement.
EXPAND
The next ‘E’ for effective learning is all about
expanding the information that you’ve shared with your
learners. This helps to make it ‘sticky’ and ultimately
helps to drive behavioural change. There’s no point
making it this far only to have your audience forget
what they’ve learned.
EVALUATE
Provides an opportunity for learners to review and
reflect on their own learning, and on their new
understanding and skills.
The last step to effective learning is evaluating
how well the training programme has performed.
HOW TO KEEP LEARNERS ENGAGED!

01 Set clear learning goals

02 Create Interactive Content

Understand the needs and skills of

03
your learners

04 Use personalisation

13
01
SET CLEAR LEARNING GOALS

Learners perform better when they understand precisely what is

expected of them.

One of the most important learner engagement strategies for

capturing an audience's attention right from the start is to set and
communicate clear learning goals in a language that they can relate
to.

It all starts with defining the purpose of your training if you want a fully
engaged learner. Your audience must understand why they are being
trained and what the expected outcome is.
 CREATE INTERACTIVE CONTENT

Boredom is a motivator for learners to become disengaged. Using

active engagement strategies, you can prevent learners from losing
02 interest in a course. Provide learning content that is both creative and
enjoyable to interact with.

Just keep in mind that fun is a means to an end, not the end goal in
and of itself.

Text-heavy presentations and lengthy explainer videos bore learners,

which is the total opposite of active learning.

The more creative, relatable, and high-stakes the instructional design,

the more likely engaged learners will participate.

When used properly, interactive content can keep your learners in a

cycle of learning, comprehending, and progressing.
 UNDERSTAND THE NEEDS AND SKILLS OF YOUR LEARNERS

One of the most important aspects of implementing effective learner

engagement strategies is to involve your learners as early as the data-
gathering phase of the training cycle.

While it is common practice to examine performance data to identify

learning needs and skill gaps, KPIs do not always do the entire job.

03 Get direct feedback from the learners themselves. Interviews,

observations, focus group discussions, surveys, and even informal
hallway chit-chat are all options.

Personal interaction is one of the most effective ways to engage and

motivate learners.
 USE PERSONALISATION

Using generic courses is a sure way to get disengaged learners.

When it comes to training and development, learners are most
concerned with relevance.

Aside from lessons and skills that are applicable to real-life or the
workplace, courses must also be more tailored to the specific contexts
of your learners.

To make your courses more relevant, avoid using case studies based
on hypothetical situations. Your learners will benefit greatly if your
course content reflects the most common issues encountered in the
workplace.
04
This way, they will believe they are receiving the assistance and
knowledge they require.
How to tickle Curiosity in your learners

01
Reward curiosity: If you
want a plant to grow, you
feed it.
Curiosity is the same.
02
Starting a story, making a
pause at a climactic
moment, and delaying the
conclusion
03
Introducing something new
that our previous
experiences or existing
knowledge can’t explain

Withholding key 04
information for a limited
period of time (you have to
be cautious not to do it for
too long as it can deflate
curiosity)
05
Introducing a concept,
idea, or action, and
connecting it with an
unexpected subject or
outcome
 READY TO GET
STARTED?

Visit www.workforcegroup.com or

Send an email to -
hello@workforcegroup.com
Workforce Group

YOUR BUSINESS YOUR PEOPLE OUR FOCUS

… We go beyond
 What we do
We help organisations solve problems around:

Executive, Experienced and Staff onboarding and Staff records Background Staff Payroll
Graduate Recruitment training management verification Management

Health insurance management Leave and exit Performance management Strategy Development and Leadership
management support Execution Development

Digital Content Creation and Digital Learning Function Specific Assessment and Recruitment Process
Conversion Programmes Development centre Outsourcing

Occupational testing Professional Employer

Assessor skills training Independent Contractor Employer of Record
and Success Profiling Organisation
Management
 Workforce by Numbers

17 8 120+ 10+ 250+

Year-old Startup Businesses Consultants Industries Served Clients

20 8000+ 1200- 115+ 36

Computer-based States in Nigeria
African Countries Outsourced capacity
test facility
Employees Learning Facility
Thank You!
Address: Email: Phone:
The Zone, Plot 9, hello@workforcegroup.com +234 (0) 903-194-6744
Gbagada-Oworoshoki
Expressway, Lagos
NIgeria