Article 2: How tailored Learning Paths can increase Employee Engagement

 

L&D used to focus on traditional training programs that were catered generically to a large pool of learners. Not only did this fail to address individual learning needs, but it also showed lower learner engagement and poor ROI on the job.

Organizations, having understood this, have now moved towards personalized learning paths. A personalized learning path tailors training to address employee’s skill gaps, KPIs, and even their unique learning styles.

This article explores how personalized learning paths boost employee engagement and drive better organizational performance.

1. Curated learning = Increased motivation

Employees are more engaged when their learning content is more relevant to them. Studies (Deloitte, 2019) show that organizations that provide customized learning opportunities see a 20% increase in employee engagement.

Organization XYZ, where I work at, encourages curated learning as well by investing in platforms like LinkedIn Learning and Cousera which allows to create personalized learning paths. This ensures employees access relevant content that directly applies to their specific job roles. We have observed that when employees see direct relevance in their training, they are more likely to stay motivated and complete their assigned learning items. The same was proved in a study conducted by Brown in 2021.

2. Adaptive Learning and Learner Retention

The rapid development of technology allows to leverage adaptive learning technologies to adjust trainings based on an employee’s progress and learning style. AI-driven platforms, such as Learning Experience Platforms (LXPs), analyze learner data and recommends relevant courses that fits their specific skill gaps

A study conducted by KPMG (2022) indicates that employees who undergo curated learning are 35% more likely to retain information and apply it to their jobs compared to those undergoing standardized training. This directly enhances employee performance and also leads to long-term engagement with the organization.

3. Self-Paced Learning

Learning is more fruitful when it’s active rather than passive. When employees have control over their learning journey, they become more engaged in their own learning. Tailored learning paths empower employees by allowing them to choose courses based on their interests and career goals. This makes learning feel less like a chore and more like an opportunity for self-improvement (Johnson & Taylor, 2020).

Organizations like Amazon and Google have their own learning management systems that allow employees to explore skills at their own pace. This allows employees to take ownership of their own development which contributes to higher engagement levels.

4. Fostering Career Growth

Slow career progression is one of the leading causes of poor employee engagement and high turnover in an organization. Organizations with robust L&D frameworks that invest in an employee’s career development show higher retention rates as it makes them feel valued and invested in the company’s future. (LinkedIn’s Workplace Learning Report, 2023)

Curated learning allows employees to engage in learning content that specifically contributes to their career trajectories and upskill themselves to better perform at their respective jobs.

5. The Social Learning factor

The 70:20:10 Learning principle, which I will be discussing later on this blog, states that 20% of all learning happens socially.

Social Learning is a process by which one acquires knowledge and skills through social interactions. Research by Bersin (2021) indicates that employees who engage in social learning experiences are 25% more likely to stay committed to their learning journeys.

Many learning Platforms incorporate social learning features such as discussion forums, and peer to peer mentoring to increase social learning within the organization. Learning Management systems created by Sri Lankan company, Layup integrates these social learning functions onto their platforms that caters to this.

To sum up, Personalized learning paths are the future in boosting employee engagement in the arena of L&D. By delivering relevant content, encouraging self-paced learning, and aligning training with career progression, organizations can foster a motivated and upskilled workforce. As AI-driven platforms continue to evolve, the future of learning will become even more personalized, ensuring that employees remain engaged and committed to their professional development.

References

Amazon. (n.d.) Our Upskilling 2025 programs.

Bersin, J. (2021) The Future of Corporate Learning: Social Learning and Employee Engagement. Harvard Business Review.

Brown, T. (2021) The Impact of Relevance in Learning on Employee Motivation. Journal of Workplace Learning, 33(5), pp. 45-61.

Deloitte (2019) Global Human Capital Trends Report. Deloitte Insights.

Google. (n.d.) Google Classroom.

Johnson, M. & Taylor, K. (2020) Self-Directed Learning in the Workplace: A Key to Employee Engagement. Learning & Development Journal, 28(3), pp. 15-30.

KPMG (2022) The Role of Adaptive Learning in Employee Retention. KPMG Research Reports.

LinkedIn (2023) Workplace Learning Report: The Power of Career Growth. LinkedIn Learning.

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