How Personalised Learning Experiences Drive Learner Engagement

Boost engagement with your LMS by crafting personalised learning experiences for each learner.

Any learning management system needs high levels of engagement to achieve its objectives — and personalised learning experiences are perhaps the single best way of achieving that.

By tailoring learning pathways to each of your learners, you can create a highly relevant learning programme that meets the needs of each individual and consequently holds their attention.

Let’s explore how personalised learning experiences drive learner engagement.

Giving control to your learners

Everyone likes to feel like they’re in control of their own destiny. Encouraging your learners to follow personalised, self-directed learning — or at least empowering them to shape their learning journeys — makes for more engaging learning experiences.

This is made more potent when learners can learn at their own pace. This eliminates the potential for them to disengage because they’re falling behind their peers.

Pitching at the perfect level of difficulty

Give learning experiences that are personalised to each learner’s level of experience and knowledge. Based on how your learners perform in assessments, you can automate a pathway through relevant content to ensure they don’t lose focus because a course is infuriatingly difficult or unbelievably easy.

Using real learning scenarios

By deploying action learning or goal-based learning, you can create learning experiences directly tied to each learner’s role or wider organisational problems. This is a great way to engage even learners who might otherwise consider L&D a diversion from ‘real work’.

Creating role-based learning pathways

Automated learning pathways that are tailored to each learner’s role ensure they get highly relevant, engaging learning that meets their needs and has practical outcomes. Learning that is instantly recognisable as being relevant to someone’s role will immediately be more compelling. The result is likely to be higher levels of engagement.

Planning career progression

Delivering learning experiences focused on future promotions and career development is a surefire way to engage learners. Devise personalised learning pathways that equip each learner with the skills they need to progress in their career.

These pathways can be influenced by organisational skills gaps, feedback given during performance management check-ins, and each learner’s career goals.

Upskilling meaningfully

Combining the role-based learning pathways and career progression opportunities we’ve already mentioned, personalised learning experiences also enable learners to engage in upskilling or reskilling that supports their ability to perform in their role or in a role they hope to take on in the future.

This can be incredibly empowering and, therefore, also very engaging. Learners are inevitably more invested in learning that improves their performance or increases their earning potential than would otherwise be the case.

Delivering coaching and check-ins

Offering one-to-one coaching time — or at least regular check-ins to discuss progress and deliver feedback — helps each learner feel valued and that you’ve invested in their development.

If you can create a framework to make sure these meetings are positive experiences, that will further increase engagement.

Focusing on goals

The coaching or check-in sessions we’ve just discussed are likely to involve some goal-setting. These can also be tailored to each learner to drive engagement.

In the best-case scenario, each learner will be set very specific, personalised goals directly tied to wider organisational goals. Combining highly relevant personal objectives and bigger business-wide targets is the best way to maximise learner engagement.

Being personable

There is a good reason why email marketers frequently use your first name in the subject line of emails. Personalised content is inherently more engaging. Our brain tells us that if it’s specifically for us, it must be more important than something generic.

The same is true for learning content. If it’s personalised — even something as basic as using the learner’s name in prominent places — it will be more engaging.

Start delivering personalised learning experiences

Talk to our team of experts to discuss how you can harness the power of learning technologies to deliver personalised experiences to each of your learners.

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