Learning Technology on the Path to Kill Engagement

In a rapidly changing world of work, learning and development (L&D) play a crucial role in ensuring that employees have the skills they need to be successful. However, as technology continues to revolutionize the way we work and learn, it’s important to consider how it’s affecting employee engagement. According to recent research, learning tech is on the path to killing employee engagement. In this blog, we’ll explore the reasons why and what you can do to avoid this fate.

As Josh Bersin highlights in his recent article, HR technology for 2023 is about to experience significant growth. However, as technology becomes more advanced, it’s also becoming less personal, causing employees to feel disengaged from their work. This is because technology-driven learning often lacks the human connection that makes learning meaningful and enjoyable.

The BIG Problem

One of the biggest problems with current learning technology is that it’s often designed to be one-size-fits-all. This means that the same content is delivered to everyone, regardless of their individual learning styles and needs. This approach can be monotonous and unengaging for many employees, leading to a lack of motivation and a lack of focus.

Another issue is that learning technology can be overwhelming for employees. With so much information available, it can be difficult to determine what’s relevant and what’s not. This leads to information overload and can be extremely frustrating for employees who just want to get on with their work.

What to AVOID in HR tech

So, what can you do to avoid this fate? The answer is simple: incorporate more human-centred design into your L&D initiatives. By focusing on the needs of the individual learner, you can create a more engaging and personalized learning experience. This means incorporating interactive elements, such as gamification, virtual reality, and live events, that allow employees to engage with the content in a way that’s meaningful to them.

Additionally, it’s important to focus on the employee experience as a whole. This means considering the user interface and design, making sure that information is presented in an accessible and easy-to-digest format, and providing support and resources for employees to help them get the most out of their learning.

Games

To me, the greatest way to deliver content in an interactive and engaging format is through simulation games. Games with complexity can teach players about complex concepts and still allow players to focus on decision-making skills, while less complex games such as puzzle games can be used to reinforce core competencies.

This allows employees to learn by doing, which is often more effective than simply reading or listening to lectures.

The Value for L&D

Incorporating games into your L&D initiatives can also help to create a sense of community among employees. By working together to complete challenges and compete against each other, employees can build relationships and connect with each other in a fun and meaningful way.

In conclusion, games can be a valuable addition to your L&D toolkit. By incorporating gamification, you can create a more engaging and personalized learning experience for employees, helping to increase engagement and motivation. Incorporating games into corporate training programs has been proven to be an effective way to improve employee learning and development.

In conclusion, while technology is a crucial tool in the L&D space, it’s important to approach it with caution. If not used correctly, it can lead to a decline in employee engagement and motivation. By incorporating human-centred designs like games into your L&D initiatives, you can create a more engaging and personalized learning experience for your employees.

But the LMS way is not supporting engagement……

To learn more about the latest trends in HR technology for 2023, check out Josh Bersin’s article, linked below.

References:

Josh Bersin's Article: HR Technology 2023: What's Hot? What's Not? 

Cycle of Change by Leif Sørensen

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