3 simple strategies to drive learning engagement

Written by Anna Wong, Digital Learning Growth Manager of 3 Circles VR Learning Solutions Limited 

With the continuous impact of the pandemic on the global economy, organizations are searching for ways to create effective blended learning environments.

Unfortunately, the past 19 months have proven that engaging learners remotely is not an easy task, not even for the most expert of learning and development (L&D) trainers. Yet, as a hybrid and flexible workplace becomes the norm, remote L&D sessions are inevitable. 

Here are three key simple ways to uplift the digital learning experience of your learners. 

Keep it short 

Although videos are easily accessible by learners anywhere and any time of the day, Microsoft found that the attention span of a human has dropped by one-third (from 12 seconds to eight seconds) in the past ten years. This dip in attention span is due to the rise of digital technology and tech fatigue. 

Other studies suggest that videos under six minutes are more attractive and impactful for learners. Learners have a higher tendency to view videos in under three minutes.

An argument can also be made that such short videos may result in trainers leaving out some content, however, bite-sized content is more compatible with our attention span and as such more efficient. 

Imagine how satisfying it would be to know that your learners have effectively absorbed all the content you created. Hence, trainers keep your videos short and sweet. 

Make it fun 

Another magic formula that creates a more engaging learning experience is gamification. Gamification of learning includes introducing gaming elements into online training sessions.

These elements should motivate learners to actively participate in the sessions thereby effectively promoting memory retention. 

In fact, active participation by learners allows for them to immerse and derive solutions in a more innovative way. Such personal experiences enable learners to connect the insights gained from these activities with their existing memory network.

Thereby, stimulating their memory network especially their episodic memory which allows for learning to be firmly embedded in their long-term memory. 

Although implementing gaming elements into the learning process is a tedious task, it drives learning engagement by introducing fun. 

Solutions-based learning

The transfer of knowledge and skills is never as straightforward as people might imagine. The best form of learning and development sessions are those which have been tailored to the specific work circumstances and needs of an organization and its employees. 

Rather than identifying common problems in the workplace, trainers should provide targeted training based on their learners’ distinct work scenarios including their roles and responsibilities, and the industries they are in.

It is when the learning materials resemble the employees’ circumstances and targeted solutions are taught that the transfer of knowledge is strengthened. 

By filtering out the distractions and irrelevant information, trainers are able to create a more tailored and fun learning environment for learners. 

As virtual learning promises to offer greater flexibility and efficiency, learners are more likely to demand better learning experiences. Hence, be precise, make content fun, and stay focused.