Learner Engagement Playbook

Give managers an IDP template that includes specific course recommendations.

Increase engagement by creating email templates and enlisting executives to send to employees, sharing their passion for learning. 

When managers suggest learning content, employees can take immediate action on their IDPs and demonstrate progress by engaging with learning content. 

You can give managers sub-admin permissions to curate online learning content and set reminders for employees. 

Talk to new managers about what they want to learn and map online learning content to meet their specific needs.

Have managers share learnings with their teams and assign learning content for individual employee development.

Organize syncs to check in with new managers on key objectives like encouraging their own growth and learning on teams.

We already have a custom learning path for new managers that you can integrate with the management training materials at your organization.

Get to know managers, their pain points, and what they think of L&D, to craft learning programs that will have the biggest impact.

Reward and recognize managers who encourage their direct reports to engage with online learning to grow their skills and careers.

Assign learning content to managers that addresses skills gaps surfaced through ongoing relationship building and face-to-face meetings.

Managers can assign learning content to their team and then pull learner activity reports to monitor their learning.

Talk about what they care about most—how talent development impacts the bottom line. Offer recommendations about how learning engagement can affect business objectives.

Gather key metrics, such as talent acquisition, mobility, retention, and industry insights to show the importance of learning.

Start small with a pilot program or conduct an internal study to identify team-specific needs that will validate the need to mobilize.

Upload a custom video message from your executives that encourages all employees to take the time to learn. These videos are only visible to your organization.

Talk with executives who own each function of the business. Find leaders who believe learning programs will help their goals.

We call it moneyballing. Identify and showcase the individuals who are seeing early impact of learning programs.

Focus training around individual milestones, like an upcoming sales call, or a major project deadline.

View reports that show who is learning what in your organization and then correlate time spent learning with increases in key performance metrics.

A leaderboard visible to all employees can go a long way to light a fire under employees to join in the game.

Consider surveying your organization to determine a prize that motivates them to join the race such as gift cards, team outings, or sports tickets.

Help game winners feel special. That may be a cardboard cutout like QiCard or simply an email from an exec or company-wide recognition.

You can easily create a sharable leaderboard for so that everyone can see what others are learning.

There is a national day for whatever your organization loves: National Dog Day, Boss’s Day, etc. Tying into an event is an easy way to create a campaign.

Bring in physical elements, like Hilltop Securities’ apple, to delight employees and encourage them to engage with learning resources.

We see them on street poles advertising garage sales and concerts, and it’s because posters remain effective for marketing anything.

Bookmark this page! We’ll be adding new resources, tools, templates, and tips to help you increase learner engagement with savvy marketing tactics.