Boosting E-learning Engagement

If Your Learners Aren’t Engaged, Nothing Else Matters.👎 You can build the world’s most beautifully designed training program. But if learners don’t finish it, don’t remember it, and don’t apply it? Then it’s just content. Not learning. And that’s exactly where many L&D teams are stuck. Here’s what the data shows: * 70% of training content is forgotten within 24 hours * Engaged learners are 3x more likely to apply what they’ve learned * High engagement = higher productivity, stronger retention, and real business impact So, how do the best L&D teams drive engagement...and keep it? These are the three biggest game-changers we’re seeing in 2025 👀👇 1️⃣ Make Learning Feel Personal If a course doesn’t connect with someone’s day-to-day role, they’ll disengage...𝑭𝒂𝒔𝒕. Relevance is 𝘦𝘷𝘦𝘳𝘺𝘵𝘩𝘪𝘯𝘨. What forward-thinking teams are doing: → Adapting content based on role, skill level, and performance
 → Letting AI adjust learning pathways in real-time
 → Giving learners more say in their own development ✅ Teams making this shift are seeing 2x to 3x higher engagement. 2️⃣ Make It Impossible to Just Click Next No one remembers a 60-slide eLearning deck. Passive content is forgotten content. What’s working now: * Scenario-based challenges that mimic real decisions * Interactive formats like quizzes and simulations * Collaborative elements that get people talking and solving together ✅ One SME switched to interactive compliance training and jumped from 20% to 92% completion overnight. 3️⃣ Make Learning Continuous When learning is personal, interactive, and continuous, people pay attention. Annual training? It’s forgotten before the next login. The best teams are shifting to learning that’s consistent, quick, and embedded in the flow of work. How they’re doing it: → Microlearning delivered in bite-sized bursts each week → Spaced repetition to strengthen memory → Turning learning into a habit, not a one-off ✅ One team replaced a yearly course with weekly 5-minute refreshers — and saw engagement and on-the-job application soar. Engagement isn’t a “nice-to-have” in L&D.
 It’s the foundation of every successful learning strategy. When learning is personal, interactive, and continuous - people pay attention. And when people are paying attention, performance improves. If you’re looking to future-proof your L&D approach, this is where to begin. But what’s stopping most teams from getting it right?

Your L&D program is failing because you're ignoring how the brain actually works. Here's the neuroscience approach. We invest heavily in Learning & Development, yet often see bad results. Why? Because we're often designing programs that clash with how our brains naturally learn. Traditional L&D often relies on: • information dumps,  • long lectures,  • and infrequent training sessions. But neuroscience tells us this approach is fundamentally flawed. Here's the neuroscience approach to L&D: 1. Spaced Repetition: Instead of cramming information, deliver learning in spaced intervals. This leverages the brain's natural memory consolidation process. 2. Active Recall: Encourage learners to actively retrieve information, rather than passively reviewing it. Quizzes, practice problems, and real-world applications are key. 3. Emotional Engagement: Connect learning to emotions. Stories, simulations, and real-world examples create emotional hooks that enhance memory and retention. 4. Neuroplasticity: Recognize that the brain is malleable. Design learning experiences that encourage neural pathway formation through practice and application. 5. Minimize Cognitive Load: Break down complex information into smaller, digestible chunks. Avoid overloading learners with too much information at once. By aligning our L&D programs with these neuroscience principles, we can: 1. Increase knowledge retention: Learners will remember more of what they learn. 2. Boost engagement: Learning becomes more engaging and enjoyable. 3. Improve performance: Learners can apply their newfound knowledge more effectively. It's time to move beyond outdated L&D practices and embrace a brain-centric approach that drives real learning and development.

The engagement gap: why traditional online learning metrics hide the real reason students disengage. Most platforms track completion rates. But they miss what really matters. Isolation kills motivation faster than any technical glitch. Here's how to build real connection in virtual spaces: 1️⃣ Community-First Design • Break the solo learning trap • Foster peer relationships • Create belonging through structure ↳ Group projects that actually work ↳ Guided discussions that spark dialogue ↳ Micro-communities that stick together 2️⃣ Real-Time Connection Points • Schedule virtual coffee chats • Host informal study groups • Break down social barriers ↳ Weekly check-ins build momentum ↳ Informal spaces encourage bonding ↳ Small groups maximize interaction 3️⃣ Peer Support Networks • Match learners strategically • Enable organic mentoring • Build accountability partnerships ↳ Buddy systems drive completion ↳ Peer feedback loops work magic ↳ Support circles prevent dropout 4️⃣ Active Instructor Presence • Show up consistently • Engage authentically • Guide conversations naturally ↳ Regular office hours matter ↳ Personal responses build trust ↳ Active participation sets the tone 5️⃣ Inclusive Space Design • Clear community guidelines • Diverse representation • Accessible support systems ↳ Everyone feels welcome ↳ All voices get heard ↳ Support reaches everyone The secret isn't more content. It's better connection. Build community first. Everything else follows. How are you designing for connection—not just completion—in your online learning spaces?

The people buying your course are not paying for access to your brilliance. They’re paying for a result. A real, visible shift in behavior that drives business outcomes. Unfortunately, most platforms weren’t built to support real behavior change. They were built to make it easier for you as the expert to record a video, hit publish, and collect payment. So, if you're choosing a platform based on how fast it helps you launch… …but not how well it helps your learners change… You’re setting yourself (and them) up for failure. After reviewing 30+ course platforms this year (like, for real), I’ve identified 9 key platform features that support real behavior change. 🧠 1. Cues & cadence Learners log in. Binge a few videos. Vanish. That’s a platform problem. Look for tools that let you pace the learning, drip content over time, and send timely nudges. 🪜 2. Ability scaffolding Throwing people into the deep end doesn’t build skills. It builds overwhelm. You want guardrails. Ways to unlock content after learners show mastery. ⚡ 3. Motivation mechanics You’re not just competing with other courses. You’re competing with Netflix. Points, badges, progress bars, when done well, help learners stay engaged, even when their motivation dips. 👥 4. Social accountability We’re herd animals and learning alongside others feels safe. Community spaces, peer check-ins, public progress sharing...all of these features boost engagement and follow-through. 🎯 5. Personalization Not every learner needs the same path. Select a platform that lets you route learners based on job role, existing skill level, or learning goals. 🧘 6. Reflection & practice Watching content ≠ behavior change. Look for platforms that support reflection exercises including: journal prompts, open-ended responses, or peer feedback forums. 📊 7. Progress visibility Tiny dopamine hits from seeing progress? They work. (Just ask Amazon why they added the fireworks emoji when you put something in your shopping cart). Progress bars, dashboards, and checklists hook learners so they keep going. 🌍 8. Environmental fit Is this a cohort? Self-paced? Blended? The right platform fits your course model, not the other way around. 🔁 9. Sustained support Habits don’t stick after 8 weeks of content. Look for features that help you deliver nudges, refreshers, and next steps content long after the course ends. Behavior change isn’t about what you teach. It’s about what your audience does with it...repeatedly. So if your course is promising outcomes… …your platform needs to be built for them. Curious where your current setup might be falling short? Send me a DM and we can set up a complimentary course audit for you. 👉 Follow Erin Green for tools on behavior change and course design. 🔁 Repost to share with other course creators and learning designers in your network.

𝐖𝐡𝐲 𝐀𝐫𝐞 𝐋𝐞𝐚𝐫𝐧𝐞𝐫𝐬 𝐋𝐨𝐬𝐢𝐧𝐠 𝐈𝐧𝐭𝐞𝐫𝐞𝐬𝐭? ❓ Last week, with Diwali giving businesses a breather, I caught up with several leaders. One such conversation with Shree Vikas stood out. We dove into a lively debate on learning engagement—a topic we both care deeply about. A few years ago, post-COVID, EdTech and online courses were booming, ready to reskill everyone. But today, 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐚𝐝𝐨𝐩𝐭𝐢𝐨𝐧 𝐫𝐚𝐭𝐞𝐬 𝐚𝐫𝐞 𝐩𝐥𝐮𝐦𝐦𝐞𝐭𝐢𝐧𝐠. No-shows are common, and only around 10% 𝐚𝐫𝐞 𝐬𝐞𝐫𝐢𝐨𝐮𝐬 𝐚𝐛𝐨𝐮𝐭 𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐮𝐩. So, where did that initial spark go? Some say it’s 𝐟𝐚𝐭𝐢𝐠𝐮𝐞 or 𝐥𝐚𝐜𝐤 𝐨𝐟 𝐭𝐢𝐦𝐞 due to return to office (RTO) mandates. Others blame 𝐬𝐡𝐨𝐫𝐭 𝐚𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐬𝐩𝐚𝐧𝐬—but let’s be real: we’re still on screens 6–8 hours a day! So, if people aren’t signing up or showing up, what’s the real reason? 🤨 As Adam Grant says, “𝘞𝘩𝘦𝘯 𝘸𝘦 𝘦𝘮𝘣𝘳𝘢𝘤𝘦 𝘤𝘶𝘳𝘪𝘰𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘱𝘶𝘵 𝘱𝘦𝘰𝘱𝘭𝘦 𝘪𝘯 𝘦𝘯𝘷𝘪𝘳𝘰𝘯𝘮𝘦𝘯𝘵𝘴 𝘵𝘩𝘢𝘵 𝘪𝘨𝘯𝘪𝘵𝘦 𝘪𝘯𝘵𝘦𝘳𝘦𝘴𝘵, 𝘵𝘩𝘦𝘺’𝘳𝘦 𝘧𝘢𝘳 𝘮𝘰𝘳𝘦 𝘭𝘪𝘬𝘦𝘭𝘺 𝘵𝘰 𝘦𝘯𝘨𝘢𝘨𝘦.” This got us thinking: L&D needs a new approach to engage today’s learners. Here’s where we landed: 1️⃣ 𝐓𝐡𝐞 𝐍𝐞𝐭𝐟𝐥𝐢𝐱 𝐄𝐟𝐟𝐞𝐜𝐭 𝐨𝐧 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 📺 In our 𝐨𝐧-𝐝𝐞𝐦𝐚𝐧𝐝 world, learners expect 𝐧𝐨𝐯𝐞𝐥𝐭𝐲, 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭, and even 𝘥𝘳𝘢𝘮𝘢. Today’s L&D needs a “𝐜𝐨𝐧𝐭𝐞𝐧𝐭-𝐟𝐢𝐫𝐬𝐭” approach—designing courses as immersive journeys, not isolated events. Learning should be as 𝘣𝘪𝘯𝘨𝘦-𝘸𝘰𝘳𝘵𝘩𝘺 as a great series. 2️⃣ 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐚𝐬 𝐚𝐧 𝐀𝐫𝐭 🎭 Static, one-way learning no longer works. Learners 𝐜𝐫𝐚𝐯𝐞 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧, 𝐞𝐱𝐜𝐢𝐭𝐞𝐦𝐞𝐧𝐭, and 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐜𝐞 that bring content to life. Facilitators are now 𝘤𝘶𝘳𝘢𝘵𝘰𝘳𝘴—guiding interactive, shared journeys instead of lectures. Learning should be a 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞. 3️⃣ 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐇𝐚𝐬 𝐚 𝐌𝐚𝐫𝐤𝐞𝐭𝐢𝐧𝐠 𝐏𝐫𝐨𝐛𝐥𝐞𝐦 🏷️ Reflecting on my two years at IIMA, I shared with Shree how powerful branding makes people show up. Many L&D programs lack this appeal. It’s not about a sales pitch but making learning journeys 𝐫𝐞𝐥𝐚𝐭𝐚𝐛𝐥𝐞, 𝐜𝐨𝐦𝐩𝐞𝐥𝐥𝐢𝐧𝐠, 𝐚𝐧𝐝, 𝐚𝐬𝐩𝐢𝐫𝐚𝐭𝐢𝐨𝐧𝐚𝐥. 𝐋𝐞𝐭’𝐬 𝐟𝐚𝐜𝐞 𝐢𝐭: 𝘓𝘦𝘢𝘳𝘯𝘪𝘯𝘨 & 𝘋𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵 𝘯𝘦𝘦𝘥𝘴 𝘢 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦 𝘳𝘦𝘪𝘮𝘢𝘨𝘪𝘯𝘪𝘯𝘨—𝘯𝘰𝘵 𝘢𝘴 𝘮𝘦𝘳𝘦 𝘴𝘬𝘪𝘭𝘭𝘴 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘣𝘶𝘵 𝘢𝘴 𝘢𝘯 𝘪𝘮𝘮𝘦𝘳𝘴𝘪𝘷𝘦, 𝘤𝘰𝘯𝘵𝘪𝘯𝘶𝘰𝘶𝘴 𝘫𝘰𝘶𝘳𝘯𝘦𝘺. When learning transforms from a one-time intervention into a meaningful experience, we just might see engagement soar beyond 10%. 💭 Thoughts? What should change in L&D to make learning truly engaging? P.S. Managed to catch up with Shree on her last day at Tesco. It was a lovely campus, and I didn’t shy away from wearing my Diwali attire! 😊 #LearningAndDevelopment #FutureOfWork #LifelongLearning #EmployeeExperience

Ever watch your learners' engagement gradually fade in a digital experience, despite compelling content? It’s a common frustration, but often the solution lies in a fundamental human need: a true sense of control. That feeling hit me yesterday on a long bike ride around the island I live on, gazing across the bay at San Francisco in the distance. That expansive view, with its implied freedom to choose any path towards that distant goal, powerfully mirrors the allure of well-designed exploratory experiences. It’s this spirit of exploration and self-directed discovery that games like the recent Zelda titles capture so brilliantly. As I explored in a previous article for UX of EdTech on how games create deep flow (link in comments), a key is empowering users: "Instead of the game dictating where you go and what you do, it offers a vast, interactive world and the tools to explore it freely... empower[ing] you to define your own goals, experiment with solutions, and ultimately control your own adventure." This principle is deeply rooted in motivational psychology. Self-Determination Theory, for instance, highlights that fostering a sense of autonomy (or control) is critical for intrinsic motivation and deep engagement. When individuals feel they have meaningful choices and can direct their own path, their persistence and mastery skyrocket. For EdTech and learning platforms, this means designing experiences that provide learners with genuine options to exercise autonomy – perhaps through choices in learning methods, tools, resources, or allowing them to set their own pace and goals. It’s about shifting from dictating a path to providing a landscape for supported discovery. How are you empowering your users with a sense of control? What does their adventure look like? #UserEngagement #EdTech #LearningDesign

Another incredible Tuesday in our Expert Talk Series with GLDC (Global Learning and Development Community)! Huge thanks to our brilliant speaker Shubhangii Ppendharkarr for an insightful session on the 3 Pillars of Learner Engagement. This wasn't just about interaction; it was a powerful reminder that true learning sparks the mind, heart, and actions of our learners! Here are some Key Takeaways to Elevate Your eLearning & Training Designs: 1. Cognitive Engagement (The Mind at Work): It's about sparking curiosity and deeper processing. How to Design for It: Dive into case studies, thought-provoking scenarios, and open-ended questions that make learners think critically. 2. Affective/ Emotional Engagement (The Heart in Learning): Building genuine personal relevance and emotional connection. How to Design for It: Master the art of storytelling, infuse humor, create relatable characters, and showcase real-life impact stories. 3. Behavioral Engagement (Learning in Action): Getting learners to actively do something. How to Design for It: Incorporate quizzes, simulations, gamified challenges, and hands-on activities. The Golden Rule: Engagement is NOT just interaction. Clicking through slides or passively watching videos doesn't guarantee learning. The magic happens when all three dimensions are activated simultaneously. The Payoff of Balanced Engagement? Higher course completion, better long-term knowledge retention, greater learner satisfaction, and a clearer ROI for your L&D initiatives! A massive thank you to everyone who joined, contributed to the vibrant discussion, and helped make our GLDC a hub of continuous learning! Missed this session? Don't miss the next one! Join our Global Learning & Development Community to stay ahead in L&D strategies and connect with peers worldwide. You can message me to join our growing linkedIn group in the region 😀 #LearnerEngagement #eLearningDesign #InstructionalDesign #LND #LearningAndDevelopment #CorporateTraining #HRCommunity #TrainingAndDevelopment #GLDC #ExpertTalkSeries #CognitiveEngagement #AffectiveEngagement #BehavioralEngagement #ROI #LearningStrategy #HumanResources #Upskilling #FutureOfWork