Businesses that support the ongoing education of their employees want to see results that demonstrate the achievement of widespread goals. The key to having employees regularly exceed standards, meet goals, and reach their full potential? Fostering employee learning engagement.
Learning engagement is the investment employees are making in the learning process. It goes beyond just doing the work for the sake of checking a box, but rather, employees are truly valuing the work along the way.
By effectively measuring employee learning engagement, businesses obtain a tangible read on just how well their employees are learning and if their ROI is being achieved.
Solidifying a method to effectively measure employee learning engagement is vital, but often leaves managers scratching their heads at where to begin. On the surface, it can be an abstract concept, but with proper measurements in place, companies can obtain valuable data to use for a variety of purposes. Below are four metrics to observe in order to effectively measure employee engagement.
The rate of sign up in courses is a valuable indication of what subjects learners are truly interested in. This helpful data point will give insight on how to further tailor course offerings based on employee demands.
Pre-learning engagement surpasses simply the quantity of sign ups, but also can give a sense of preferred learning styles. The delivery system in which the course is presented can draw or deter learner interest. By offering courses in different styles, companies can narrow down what type of delivery system is most preferred based on the format with the highest registration rate.
Taking note of the rate at which employees complete courses in full is an indication that they are truly engaged. Likewise, lower dropout rates demonstrate higher engagement as well. Keeping track of these numbers will effectively display what courses employees are taking their time with and what they see value in. One point to consider is measuring the completion rate based on department or leadership level to better customize learning needs to different areas of the company.
Active User Data
Additionally, collecting which courses learners are actively accessing and completing are very telling statistics. Regular use by employees can indicate a high level of learning engagement. These numbers are easiest to observe within a Learning Management System (LMS). By monitoring active user rates weekly, companies can not only observe which courses have the highest active user rate, but also can give a broader concept of operations that may be happening internally. For example, if the entire design department has not been logged on for a week, it may point to the fact the team took a break to attend to an urgent client project.
Furthermore, observing too much time being spent on one section of a course can highlight an issue with the content. Moreover, the overall time spent in the LMS on a comprehensive level is the golden data point, as the more time is spent on learning as a whole, the more engaging the content is.
Feedback from learners is the most evident way to judge how much employees are truly engaged. One point to consider is collecting feedback in a variety of formats. Collecting surveys with both qualitative and quantitative data points and then aligning them with one another will provide the most robust picture of what learners actually thought about a given course. Employee feedback will shed light on where courses or offerings need to be revised, increased, eliminated.
Another helpful point to ask within surveys is the use of real-world application employees were able to exercise from the knowledge gained in a learning experience. This is the true sign on if a business’ investments were worthwhile — for the goal is to supply employees with learning experiences to help them do their jobs better, more efficiently, and with greater confidence.
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