How to Improve Learner Engagement

The engagement gap: why traditional online learning metrics hide the real reason students disengage. Most platforms track completion rates. But they miss what really matters. Isolation kills motivation faster than any technical glitch. Here's how to build real connection in virtual spaces: 1️⃣ Community-First Design • Break the solo learning trap • Foster peer relationships • Create belonging through structure ↳ Group projects that actually work ↳ Guided discussions that spark dialogue ↳ Micro-communities that stick together 2️⃣ Real-Time Connection Points • Schedule virtual coffee chats • Host informal study groups • Break down social barriers ↳ Weekly check-ins build momentum ↳ Informal spaces encourage bonding ↳ Small groups maximize interaction 3️⃣ Peer Support Networks • Match learners strategically • Enable organic mentoring • Build accountability partnerships ↳ Buddy systems drive completion ↳ Peer feedback loops work magic ↳ Support circles prevent dropout 4️⃣ Active Instructor Presence • Show up consistently • Engage authentically • Guide conversations naturally ↳ Regular office hours matter ↳ Personal responses build trust ↳ Active participation sets the tone 5️⃣ Inclusive Space Design • Clear community guidelines • Diverse representation • Accessible support systems ↳ Everyone feels welcome ↳ All voices get heard ↳ Support reaches everyone The secret isn't more content. It's better connection. Build community first. Everything else follows. How are you designing for connection—not just completion—in your online learning spaces?

Good content and guide from Meredith Metsker 🎯 Career Educators: Gen Z is cjhanging student engagement Traditional career centers are becoming obsolete. In-person visits and classroom presentations aren't cutting it anymore with Gen Z students 💡 What Gen Z Actually Wants: ✅ Digital-first experiences with modern, intuitive design ✅ Authentic content from peers, not polished marketing ✅ Video learning (91% prefer it over text) ✅ Personalized resources based on identity and interests 🚀 Strategies That Are Driving Results: Virtual Career Centers → University of Washington saw 533% increase in engagement by consolidating resources into one sleek digital hub Student-Generated Content → Penn created year-long blog content from 150+ students sharing their real internship experiences Curriculum Integration → University of Oregon achieves 90% participation by embedding career assignments in required courses Creative Programming → "Improv for Interviewing" workshops and ATS simulations beat traditional resume reviews Social Media Presence → Meeting students where they consume content daily Labor Market Transparency → Real-time salary data addresses their ROI concerns The Bottom Line: Career services that embrace Gen Z's digital expectations and authenticity preferences see dramatic engagement increases. It's time to stop expecting students to adapt to our old methods and start meeting them where they are. #CareerServices #GenZ #HigherEducation #StudentEngagement #CareerDevelopment https://lnkd.in/e-8HJQpa

💥 😱 Training is fundamentally broken. Think about it: We spend HOURS listening to lectures, reading books, or watching videos… only to retain almost nothing. The result? Knowledge that fades faster than yesterday’s to-do list. Why? Because passive learning is a trap. We consume knowledge, but we never truly retain it. The solution? 💡 Shift from PASSIVE to ACTIVE learning. This is where the Learning Pyramid comes in. 🔺 What is the Learning Pyramid? It’s a simple, science-backed model that shows how we retain information. And here’s the spoiler: 👉 The secret to learning isn’t listening. It’s DOING. Here’s how it breaks down: 👀 At the top: Passive methods like lectures, reading, and watching videos. 💪 At the bottom: Active methods like practice, group discussions, and teaching others. The difference? 💡 Passive methods = Knowledge INPUT. 💥 Active methods = Knowledge OUTPUT. And guess what? 👉 The magic happens in the output. Imagine this: Instead of your team passively sitting through a 60-minute presentation (retention: 5%)… 💥 They teach the same content to others (retention: 90%). That’s not just a small shift. That’s a GAME. CHANGER. 🤩🤩🤩 SO… how do you level up your learning experiences starting today? 💥 Here’s the powerful truth: The best way to learn something is to teach it. If you’re running a team workshop, client training, or even a simple meeting – make it INTERACTIVE! 😀 Here are 5 easy tools to boost engagement and retention immediately: 1️⃣ Breakout Rooms Don’t let participants sit passively. 💬 Break them into small groups to discuss key topics and collaborate in real-time. Easy to do with Zoom, Microsoft Teams, or Google Meet. 2️⃣ Online Whiteboards (Figma, Miro, Mural) Learning doesn’t just happen through words. Let people sketch, brainstorm, and visually build ideas together during sessions. It taps into visual + active learning modes! 3️⃣ Quizzes & Polls People LOVE immediate feedback. Tools like Slido or Kahoot! make it easy to add live polls and quizzes during your sessions. 4️⃣ Peer Teaching Exercises Want someone to REALLY learn something? 💡 Ask them to teach it to someone else. Teaching forces them to organize their thoughts and solidify their understanding. 5️⃣ Interactive Demos Forget slide decks. SHOW people how something works, then let them try it themselves. The difference? 👀 Passive watching vs. 💪 Active doing. 🔥 Here’s the challenge: If you want your team (or clients) to actually retain what you’re teaching… 👉 Make them do the work. ❌ Stop talking AT them. ✅ Start collaborating WITH them. Because retention doesn’t come from listening. It comes from ACTION. ///// ///// ///// ///// ///// 👋🏻Hi, I’m Andy! Enjoy this? ♻️ Repost it to your network and follow me for more. Want to build the future of architecture with me? Let’s start a conversation today. 🌟 #Architecture #Collaboration #Innovation #Leadership #slantisVibes

You can have great content. A dynamic facilitator. Even the best intentions. But if the learning experience isn’t built for adults, It’s built to be forgotten. Here’s what traditional training misses— and what great LXD gets right: Problem-Solving → Adults want to solve real problems. → Make learning actionable, not abstract. Time Flexibility → Adults need flexibility. → Offer choice in how—and when—they learn. Application → Adults prioritize learning they can apply. → Show them how it fits into their day-to-day. Self-Directed → Adults are self-directed. → Let them take the wheel. Life Experience → Adults bring experience. → Build on what they already know. Active Learning → Adults thrive on active learning. → Make them part of the process. Self-Motivation → Rewards are nice—but they need purpose. → Meaning drives long-term change. Relevance → Adults demand relevance. → If it doesn’t connect, it won’t engage. Hands-On → Adults learn best through experience. → Practice builds confidence Goals-Driven → Adults are goal-driven. → Connect learning to what they’re working toward. Design with these in mind— and the impact will extend well beyond the training. But design is just the beginning. Follow-up support makes the learning last. Hristo Butchvarov's inspired this infographic. His carousel stopped me mid-scroll. Check out his carousel here: https://lnkd.in/eqpHamyP Follow Michele Klein. ♻️ Repost to help others.

𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝗖𝗼𝗺𝗺𝗼𝗻 𝗕𝗮𝗿𝗿𝗶𝗲𝗿𝘀 𝘁𝗼 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 🚀 Are your employees struggling to engage in learning opportunities? If so, you're not alone. Many organizations face barriers that prevent their workforce from fully benefiting from training programs. Ignoring these issues can result in low participation rates and ineffective learning outcomes, ultimately impacting organizational growth and competitiveness. Here's how you can identify and tackle these common barriers to enhance your employees' learning experience: 📌 Time Constraints: Time is often the biggest hurdle. Employees are juggling multiple responsibilities, making it challenging to prioritize learning. Solution: Integrate microlearning modules into your training programs. These bite-sized lessons fit into busy schedules and can be accessed anytime, anywhere. Additionally, consider offering flexible learning schedules to accommodate different time zones and personal commitments. 📌 Lack of Motivation: Without clear incentives or understanding the benefits, employees may not feel motivated to engage in training. Solution: Communicate the value of learning by linking it to career advancement and personal growth. 📌 Accessibility Issues: Not all employees have equal access to learning resources, whether due to location, technology, or disabilities. Solution: Ensure your learning materials are accessible to everyone. Provide online training that can be accessed remotely and offer mobile-friendly options. Incorporate assistive technologies like screen readers and subtitles to accommodate employees with disabilities. 📌 Inadequate Support: Employees may lack the support they need to succeed in their learning endeavors. Solution: Establish a mentorship program where experienced employees can guide and support their peers. Create a collaborative learning environment with forums and discussion groups where employees can share knowledge and resources. 📌 Low Relevance: Training that doesn’t align with employees’ job roles or career goals can feel irrelevant and unengaging. Solution: Customize training programs to meet the specific needs of different roles within your organization. Conduct regular needs assessments to ensure the content is relevant and up-to-date. Allow employees to have a say in their learning paths by offering elective courses that align with their interests and career aspirations. Addressing these barriers requires a strategic approach, but the payoff is immense: higher engagement, better learning outcomes, and a more capable and motivated workforce. What strategies have you found effective in overcoming learning barriers? Share your insights in the COMMENTS below. ⬇️ #EmployeeDevelopment #LearningAndDevelopment #TrainingInnovation #WorkplaceLearning #LifelongLearning #ProfessionalGrowth

Like it or not, the way we're learning is changing. The motivation to learn just because? It's dwindling. Research by MIT shows that as people age, their brains find it harder to stay motivated to learn, especially if it’s just another task on their to-do list. In this post-pandemic world, we're all tired of the screen. We're bored. We need something more. We need to be entertained. We need connection. Engagement. Edutainment helps bridge this gap by making learning both relevant and enjoyable, leading to better engagement and long-term retention of information. Studies show edutainment helps learners retain up to 93.5% of the information compared to just 79% for passive methods like lectures and readings. Here are a few examples of how you can spice things up. #1 OLD WAY: Hour-long Lectures Long, monotonous video lectures or webinars often lead to fatigue and low retention. Learners tend to zone out if they're watching a lengthy, non-interactive session. EDUTAIN IT: Microlearning Videos with Engaging Visuals Create short, fun videos packed with visuals, infographics, and animated characters to make content enjoyable and easy to absorb. Use tools like Canva or Biteable to make the content more visually appealing. #2 OLD WAY: Lengthy Written Manuals Don’t rely on heavy reading materials that take too much time to process. Long, written documents can be overwhelming and are less likely to be completed. EDUTAIN IT: Podcasts for On-the-Go Learning Create short, engaging podcasts that employees can listen to during commutes or breaks. This allows learning to fit into busy schedules and makes it feel less like formal training. #3 OLD WAY: Traditional Slide Deck with Bullet Points Avoid boring, static presentations that don’t engage learners. Reading through slides with endless text disengages employees, reducing retention and motivation to learn. EDUTAIN IT: Interactive Scenario-Based Learning Use real-life scenarios where learners make choices and experience different outcomes. This keeps employees engaged by allowing them to see the direct impact of their decisions in a fun, gamified environment. Bottom line: Learning doesn't have to be boring. Adding just a little flavor can keep employees engaged while delivering the important lessons they need. #EdTech #LearningAndDevelopment #EmployeeEngagement #CorporateTraining #Gamification #Microlearning #ContinuousLearning #WorkplaceLearning #InstructionalDesign #FutureOfWork

Traditional video-based learning is broken. Why? Because it doesn’t work. 📉 87% of employees find traditional video learning passive and disengaging. Yet, companies still churn out hours of recorded content, hoping employees will sit through it. (Spoiler Alert🚨: They won’t.) But this year marks a turning point. Here’s what’s rewriting the rules: 🔥 1. AI-Powered Personalization → Learning That Adapts to You Training shouldn’t feel like a lecture—it should feel like Netflix. AI-driven learning dynamically adjusts content to your pace, knowledge gaps, and career goals—so every session feels relevant. Imagine a world where training meets you exactly where you are. 🖥️ 2. Interactive Learning → No More “Press Play & Pray” The old approach? Passive videos. The new approach? Searchable transcripts, in-video quizzes, real-time feedback. One company we worked with saw completion rates jump from 31% to 78% just by making their training videos interactive. Because when learning feels like a conversation, not a monologue, people stay engaged. 👥 3. A Workforce That Won’t Settle for Less Millennials and Gen Z make up 75% of today’s workforce—and they expect learning to mirror their digital lives: 📲 Fast. 💡 Engaging. 🎮 Interactive. They don’t want to just watch. They want to participate. 🚀 My Takeaway? The future of video learning isn’t about making better videos. It’s about making video learning better. Companies that understand this aren’t just upgrading their training. They’re transforming how knowledge is transferred. Which side of the change will you be on? #FutureOfLearning #LearningInnovation #EdTech #L&DTransformation