The issue of learner engagement is central for training professionals. It allows you to get feedback on the reception reserved for training courses elearning through participations and to understand the statistical feedback from platforms of LMS.
Another reason why trainers are interested in engagement: access to training for a much larger population which encourages the main players in training to now think in marketing terms, in other words to capture attention (and potentially new participants).
Digital Learning, and in particular Blended Learning, leads the participant to be much more active in their learning with a large part of auto-training. The latter led the creators of Learning devices to place the student at the center of the device, a real paradigm shift compared to the way training courses were built up until now. The commitment of the learner is now central in the construction of training courses, to not only allow the latter to progress but also for training managers to improve the design of devices and the support of learners.
Step 1: Expose expectations
To measure the level of learners' engagement, you have to make sure that they understood The challenges of vocational training and that they are motivating for students.
It is also essential to set deadlines to promote activity. In fact, autonomy and motivation are strongly linked to the concept of time. Thus, by setting deadline dates for certain activities (and making them meaningful), the level of learner engagement will increase.
-> What actions should be put in place?
- Explain the challenges of training
- Set deadlines
Step 2: Involve the group
In a learning process, the concept of group is important, at the level of participants but also at the level of hierarchy.
The first thing you need to do to involve a group in an apprenticeship program is to involving managers so that they participate in the development of concrete operational objectives. Proximity to learners is also a way to strengthen learners' engagement.
In a second step, it may be interesting to apply The principle of Peer coaching, a method of acquiring skills that is the result of the intersection of two other methods: coaching and Social Learning. In this method, each individual takes on the role of coach for one of their peers in order to help them develop their skills. The implementation of this pedagogy thus makes it possible to build learning communities which will last long after the last day of training.
In any learning process, It is important to fully understand the influence of the group on the motivations of the learner : its extrinsic motivation symbolized by a parallel progression of the group, and an intrinsic motivation that is found in belonging to a learning community and asserting itself as an individual within it.
> What actions should be put in place?
- Involve managers
- Use the Peer coaching
- Develop the concept of group
Step 3: Know the learner
Today, the time allocated by learners to training programs has been reduced. According to a Bersin by Deloitte study, The time spent by a learner on a video before dropping out is 4 minutes. He accesses the training from his PC, tablet, smartphone and can develop a culture on many topics using various formats. It can also express themselves publicly or within targeted communities in relation to resources found on the web or courses taken.
Training must therefore take into account the “learner of today” in order to remain relevant and to understand the expectations, behaviors and relationships to information of each person trained.
-> What actions should be put in place?
- Adapting training to learners' expectations
- Take into account new behaviors: preferred media, time to concentrate, etc.
Step 4: Use the game
Modern pedagogy involves integrating games into one's training plan. This technique is used by many training organizations that use games as teaching aids, despite the numerous A prima facie still present in some businesses. However, The game remains the first source of commitment and motivation for learners, whether it's creativity workshops, face-to-face role-playing games or online games like Serious Games.
-> What actions should be put in place?
- Determine the most relevant game scenarios according to the objectives of the training
- Get the hierarchy to accept the concept of games in training
- Setting up the games during training workshops
