A learning management system is a powerful tool in helping learners advance, closing skills gaps and fostering workplace culture. To get the most out of your learning platform, your learners should make it a regular destination.
Today, with globalization and skills shortages, learners know that they must continually adapt their skills to remain relevant and competitive. With your LMS, you want your audience to not only see the value in furthering their skills; you want them to be loyal customers.
Here's how to keep your learners coming back for more.
Communicate your LMS
The success of your learning and development strategy depends upon learner acknowledgment and acceptance. Incorporate learning as part of your communication strategy to encourage learners to keep coming back.
According to LinkedIn, the majority of talent developers reach out to leadership while using business tools to promote learning and development. For example, 65% of talent developers use email to encourage engagement in L&D, and 69% of talent developers see the benefits of managers leading the L&D communication efforts. By making learning part of your corporate conversation, with buy-in at all levels, your learners will make L&D part of their routine.
Additionally, organizations need to understand how learners communicate today. Through social media, smartphones, apps and on-demand (or even voice demand) requests, your audience communicates differently today than five years ago. By understanding learners' behaviors, attitudes and motivations, organizations can better relay the value and importance of their L&D efforts.
Keep it relevant
To attract and encourage repeat learners, you should create meaningful, high-quality, up-to-date content.
For example, continually update your L&D content to drum up excitement. Notify your learners when new content is available. Keep your learners interested by creating giveaways, polls or announcements. These methods will entice your learners to visit your LMS frequently, prompting them to complete mandatory and optional courses that will advance or reinforce their skills.
Consider your organization's training needs
According to a recent LinkedIn study, over 40% of Generation Z and millennials want to engage in self-directed, independent learning, where 74% of people of all ages want to learn during their spare time at work. Understanding what (and how) your workforce learns is foundational to your L&D program's success and learner engagement.
One way to tailor your L&D to your learners is to ask for feedback. This often-overlooked tactic can provide you with insight into identifying skills gaps, developing career frameworks and learning paths, and understanding how to better promote engagement. By communicating with your learners, you can better structure your LMS, suited toward your learners and your organizational goals.
Create mobile, collaborative learning
Another way to make learning a frequent destination is to break extensive foundational courses into digestible microlearning courses. According to Training Journal, to create and encourage higher levels of learning engagement, you must make content available anytime and anywhere.
Microlearning provides an effective platform by providing content through mobile devices or desktops, both on or offline. By providing training to learners in the course of their day, in bite-sized bits, this continuous, adaptive and personalized L&D adapts to your learners' busy schedules, giving them knowledge and value when and where they need it.
Partnering with experts
By understanding your organizational needs while creating accessible, relevant content, you can continually engage your learners, keeping them coming back for more development. The right LMS provider can help you map out the best pathway and provide the flexibility you need to achieve your goals.