Learning & Training

10 Ways to Use a Learning Management Software (LMS) to Boost Employee Engagement in 2020

Does your company prioritize employee engagement? 

If not, then there’s a high chance your organization is losing revenue in the process. In fact, we find that disengaged employees are costing American companies between $450 and $550 billion annually

Then, on the contrary, businesses with top employee engagement are witnessing 21% higher profits

But revenue loss isn’t the only downside of disengaged workers. High churn rates is another issue, which you can avoid by engaging your workers. That’s because employees who are engaged are 87% less likely to leave their employers. 

This is one reason you’ll find 85% of HR leaders stating that employee experience is the most valuable HR capability. Yet, only 24% plan to prioritize this in their firms. 

Don’t let this be your company. 

Let’s take a look at how you can boost employee engagement in your organization using learning management software (LMS).

Can a Learning Management Software (LMS) Boost Employee Engagement in Your Organization?

boost employee engagement

The simple answer — yes. 

When you look at the expectations of employees, you’ll find that they place a high value on advancement opportunities, proper training, regular feedback, and top-notch leadership. 

These are all things you can address when you implement a learning management system. 

Here’s a closer look at the features of a training management system that correlates with employee engagement.

1. Onboard Your Teams Efficiently

Employee engagement isn’t something you should have to reignite after years on the job. It’s something you want to instill from the beginning. 

By properly onboarding your new hires, you can prep them for their role and increase their odds of sticking around. And the stats prove this — nearly 70% of employees are likely to remain with an employer for at least three years when they go through an excellent onboarding program.

An LMS is effective at this because it empowers your HR team to adequately educate new hires. This is possible using pre-made videos, modules, and courses developed by subject matter experts. 

Plus, your HR leaders can create online training for employees using a content builder tool that supports video, images, and text formats. 

2. Offer Ongoing Training that’s Impactful 

Were you aware that engagement among employees tends to drop by nearly 7% within the first year on the job? You can avoid this by consistently training your workers in their roles. 

There’s always room for growth in a position, especially during the first few years. Workers are wide-eyed and ready to dive in when they first start. But after onboarding, management tends to abandon new hires. 

This is a mistake that’ll hurt your organization in the form of high churn and low productivity rates. You want to capture and retain the enthusiasm new hires have when you bring them aboard. 

With an LMS, you can do this by offering relevant training over time from your HR leaders or pre-recorded videos from industry experts. 

3. Form Tight Bonds Between Management & Teams

Have you heard the saying that employees don’t leave their jobs, they leave managers? This couldn’t be any more true in situations where employees feel undervalued. 

One way to make a worker feel nonessential is to deny ongoing training, advancement opportunities, and feedback. 

Roughly 70% of the reasons employees give about team engagement issues have to do with the quality of the manager. And only 20% of American workers state that they’ve talked with managers within the past six months about achieving goals. 

You can prevent these issues within your organization by using an LMS to unite managers and their teams. Team leaders will be able to deliver training in areas within and outside of a worker’s current role. 

Also, setting employee goals for advancement by training them for other relevant positions is an excellent way to keep them engaged and working hard towards the transition to a higher or better role in the company. 

4. Make the Learning Process Simplified

Learning Platform

It’s hard to stay engaged with training when the delivery and platform used is complicated and clunky. Using an LMS that’s flexible and lightweight is the key to overcoming these problems. 

Take, for example, an LMS that allows managers to assign and schedule courses with pre-defined timelines. This will help ensure workers are aware of what they have to do and by when (without removing the self-paced capability).

5. Allow Employees to Learn Anywhere (Anytime)

Not everyone learns the same way. Enabling your workers to learn when and where it’s most convenient for them can amplify their training experience. 

On that note, having an LMS that allows users to access the platform online via a mobile or desktop device will promote this flexibility. In fact, you may find the majority of your employees prefer mobile devices. So be sure your LMS comes with a mobile-first platform. 

6. Go with Live Training Sessions

Pre-recorded content is excellent for convenience. But if you want to further engage your workers, you can offer live training sessions. This is especially helpful now that a lot of companies are working with remote employees. 

You can do this with an LMS that offers live interactive sessions with industry experts or team leaders. For instance, Q&A sessions — this will definitely help to engage learners and improve their understanding.

Then you can record the live session and publish it to the content library for future viewing (and for those who couldn’t attend).

7. Gamify Your Training Courses

Besides live webinars, there’s another way you can engage your workers:

Course gamification. 

With this route, you can turn your interactive courses into games workers can play. This can be fun quizzes or actual immersive games. 

One hotel company chose to gamify its application process for managers by having them play a simulation of running a hotel. It had multiple scenarios where they had to figure out what to do. 

Those that successfully ran the hotel moved on to the next phase of the interview process. 

8. Personalize Your Learning Materials

There are multiple reasons why you’d want to personalize employee courses. You may have a worker who needs specialized training for a position that’s only available to them. 

Or that caters to specific areas they’re lacking in. This beats having the employee learn a bunch of materials that are irrelevant or that they already know. 

You can also personalize content based on groups of employees. 

9. Tailor Training Courses to the Needs of Employees

This is a bit different from personalized content. In this case, you’re collecting feedback from workers and using your training management software’s reporting tools to identify users’ needs and preferences. 

The idea is to analyze how learners are performing and engaging with the materials on the platform. Use your findings to improve future courses and to assign content that’s most suitable to the end-user. 

10. Promote Employee Collaboration

All learning doesn’t have to be done in solitude. Why not engage your workers by promoting them to collaborate? You can do this with your employee training management system. 

Schedule sessions in pairs or groups for employees to go through. Then they can discuss the content and work together to answer questions or complete other team-based tasks and projects. 

Why an LMS is Essential Now More than Ever

Team training

With COVID-19 still sitting at our doorsteps, companies are forced to hire and manage employees on a remote basis. With an LMS, your team leaders and HR team can stay connected with employees virtually using video content. 

With the right employee engagement strategies, you can excel at keeping your workers happy and productive. 

An Entrepreneur Building Customer Experience (CX) Automation Platform with a human touch to help businesses grow.

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