We wrap up what learning engagement is, its key drivers, strategies to improve it, and the benefits and challenges. Think of this as your all-encompassing guide to learner engagement.
Companies with high employee engagement are 21% more profitable.
Learner engagement is one part of employee engagement.
However, learner engagement, or learning engagement, isn’t just about having fun with flashy graphics or videos.
It’s about delivering quality courses that can keep learners hooked, while still providing all the key info your students need to know.
Finding that balance isn’t easy.
So how can you improve learner engagement?
Well, keep reading.
We’ll go through:
- What learning engagement is
- Benefits of learning engagement
- The key drivers of learner engagement
- Strategies to improve learning engagement
- Challenge with achieving learner engagement
- How to measure engagement
Let’s get started.
What is learning engagement?
Learner engagement is the cornerstone of effective training and development.
It goes beyond simply completing courses, it reflects how invested and involved learners are in the learning process.
When employees are engaged, they actively participate, absorb knowledge, and apply what they’ve learned to their roles.
So, let’s look at what learning engagement is, the types that exist and what an engaged learner actually looks like.
Defining learning engagement
Learning engagement can be defined as the degree of attention, curiosity, and commitment a learner brings to the learning process.
It encompasses emotional, behavioural, and cognitive involvement, where learners are not only actively participating but also finding the content meaningful and relevant.
Types of learner engagement
Learner engagement typically falls into three main types. Each one addresses how how learners interact with content, instructors, and their learning environment.
These are:
- Behavioural engagement
- Cognitive engagement
- Emotional engagement
Behavioural engagement
Involves the learner’s active participation in learning activities.
This includes attending sessions, completing assignments, and engaging in discussions.
It reflects a learner’s visible commitment to the learning process.
For example:
- Regularly participating in training modules
- Joining group activities
- Completing tasks on time
Cognitive engagement
Focuses on the mental effort and investment a learner puts into understanding and applying new knowledge.
This involves deep thinking, problem-solving, and connecting new information to prior knowledge.
For example:
- Analysing case studies
- Applying concepts to real-life scenarios
- Asking thoughtful questions
Emotional engagement
Refers to the learner’s feelings, attitudes, and motivation toward learning.
Positive emotional engagement fosters curiosity, enthusiasm, and a sense of belonging, while negative emotions can hinder learning outcomes.
For example:
- Feeling motivated by career growth opportunities
- Being excited about learning new skills
- Feeling connected through social learning experiences
A successful L&D program integrates all three types to create a holistic and engaging learning experience.
What does an engaged learner look like?
An engaged learner has some clear qualities that will make it obvious that they’re invested in your content.
Generally, an invested, engaged learner will:
- Be eager to participate
- Complete tasks on or before deadlines
- Show motivation and put in effort
- Ask questions
- Support and encourage other learners
An engaged learner is super beneficial to your company for a multitude of reasons.
But in this context, they can often create other engaged learners.
So, encouraging engaged employees means that training would be done on time, and that you would also get excellent results. Win win!
Benefits of high learning engagement
The benefits of high learner engagement feel obvious, but let’s run through them anyway.
But first, let’s split them in two.
The benefit to your employees, and then the benefit to your business.
Benefits for your employees:
High learner engagement offers numerous benefits for employees, enhancing both their personal and professional growth.
Key advantages include:
Improved knowledge retention and skill development
Engaged learners are more likely to absorb and retain information, leading to better mastery of new skills and concepts.
This is great news for those looking to progress up the ladder as it means they’ll be better at their job, and learning new skills for the future too.
Increased job satisfaction and motivation
When learning is engaging and meaningful, employees feel more valued and motivated, which boosts overall job satisfaction.
They take pride in their learning, meaning they do a better job, which boosts pride in their job too.
Career growth and advancement
Continuous engagement with learning opportunities helps employees develop the skills needed for career progression and new responsibilities.
Greater confidence and autonomy
Engaged learners build confidence in their abilities, empowering them to take initiative and make informed decisions.
This means you’re left with employees who are inspired, confident and both willing and able to go the extra mile.
Benefits of high learner engagement for the workplace:
High learner engagement doesn’t just benefit employees.
When employees are actively involved in learning, organisations see improvements in performance, innovation, and overall success.
Key benefits for the business include:
Increased productivity and performance
Engaged learners apply new skills more effectively, leading to higher-quality work, improved efficiency, and better overall output.
Higher retention rates
Providing engaging learning experiences shows employees they are valued, increasing job satisfaction and reducing the likelihood of leaving the company.
Related: Key employee retention statistics
Stronger business agility
A highly engaged workforce adapts more quickly to market changes, new technologies, and evolving business needs, giving the company a competitive edge.
Cost savings
Engaged learners complete training faster, retain knowledge longer, and require less retraining—reducing the time and cost of continuous development.
Improved customer satisfaction
Employees who are well-trained and engaged deliver better customer experiences, leading to higher client satisfaction and loyalty.
Better compliance and reduced risk
Engaged learners are more likely to follow procedures, stay updated on regulatory requirements, and minimise operational risks.
This is good news for your compliance training as you can rely less on coercive behaviour.
Challenges to achieving learner engagement
Achieving high learner engagement isn’t easy, but it is possible. The main issue L&D teams hit is re-evaluating their offering, and putting their user first.
But before we go into how to improve learner engagement, here are some of the key challenges to achieving it:
Lack of learning time
This can be a significant challenge to achieving learner engagement.
However, by implementing regular check-ins and surveys, you can gauge learner satisfaction and identify areas for improvement.
Constructive feedback fosters a positive learning culture and keeps learners motivated, even in limited timeframes.
Poor tools
Poor tools can hinder learner engagement and impede the effectiveness of the learning experience.
It is crucial to invest in high-quality and user-friendly tools that facilitate interactive learning and personalisation.
Negative mindset
There will always be those who think they don’t have more to learn.
But, to overcome the challenge of a negative mindset, it is essential to create a supportive and encouraging learning environment.
This can be achieved by encouraging learners to set realistic goals and celebrating their achievements. This can also help shift their mindset towards a more positive and motivated outlook.
Old-fashioned learning methods
Remember when overhead projectors were replaced with smart interactive whiteboards? Clinging onto the past with old-fashioned learning methods helps no-one.
Don’t fear innovative and interactive teaching techniques, because these are the secret sauce to catering to the diverse learning styles of individuals.
Incorporating technology, gamification, and real-world applications into the learning process can make it more engaging and relevant.
Boredom (with content)
Death by PowerPoint… need we say more?
Imagine you’re tasked with a new learning course and you get faced with endless decks to scroll through. You’re left to your own devices and hit with a wall of text.
Key drivers of learning engagement
Creating a successful learning environment depends on understanding the factors that drive learner engagement.
When you design your learning programmes around these key drivers, employees are more likely to stay motivated, retain information, and apply new skills effectively.
Here are five core drivers that foster high levels of engagement:
1. Personalisation
Personalised learning is one of the most effective ways to enhance engagement.
When training aligns with an employee’s current role, future aspirations, and learning preferences, it becomes more meaningful and motivating.
Personalisation can take many forms, including:
- customised learning paths: offering individualised learning journeys based on skills gaps and career goals
- adaptive learning technology: using AI-driven platforms to adjust content based on a learner’s progress and knowledge level
- choice of learning formats: providing diverse formats such as videos, podcasts, articles, and interactive simulations to accommodate different learning styles
By making learning experiences relevant and unique to each individual, you can empower employees to take ownership of their development, leading to deeper engagement and better outcomes.
2. Relevance
Learners are far more engaged when they can clearly see how training relates to their daily work and long-term career goals.
Abstract or theoretical content can feel disconnected, whereas practical, real-world applications increase motivation and retention.
Strategies to improve relevance include:
- scenario-based learning: using case studies and real-life simulations to demonstrate how skills are applied in the workplace
- role-specific training: tailoring content to the unique responsibilities and challenges of different roles
- just-in-time learning: providing on-demand resources that employees can access when they need them most, enhancing both relevance and efficiency
When learning is directly applicable, employees are more likely to engage with the content and transfer their knowledge to real-world situations.
3. Autonomy
Giving learners control over their learning experience increases both motivation and engagement.
Autonomy fosters a sense of ownership and encourages employees to take charge of their growth.
Ways to promote learner autonomy include:
- self-paced learning: offering asynchronous courses that employees can complete on their own schedules
- flexible pathways: allowing learners to choose between multiple training tracks or modules
- microlearning: providing short, focused learning segments that can be consumed when and where the learner prefers
When employees feel they have the freedom to guide their learning, they are more likely to remain committed and curious throughout the process.
4. Social interaction
Learning is often more effective when it’s collaborative.
Social interaction enhances engagement by encouraging knowledge-sharing, feedback, and community building.
You can foster social learning through:
- mentorship programs: pairing less experienced employees with seasoned mentors for personalised guidance
- collaborative platforms: implementing forums, chat groups, and virtual spaces where learners can ask questions and share insights
- group projects and workshops: encouraging teamwork through collaborative assignments and peer-led discussions
By facilitating social learning opportunities, you can create a supportive learning culture that enhances engagement and accelerates knowledge transfer.
5. Recognition
Recognition is a powerful motivator that drives learning engagement by rewarding effort and achievement.
When employees feel their learning is valued, they are more likely to stay invested.
Effective recognition strategies include:
- digital badges and certificates: awarding verifiable credentials for completed courses and milestones
- public recognition: celebrating learner achievements through internal communication channels or recognition programs
- career advancement opportunities: linking learning completion to promotions, new responsibilities, or leadership pathways
By providing tangible rewards and meaningful career incentives, you can sustain long-term learner engagement and inspire continuous development.
How to achieve better learner engagement
Learner engagement continues to be one of the biggest challenges for L&D professionals.
And we can’t say we’re surprised.
How we learn continues to evolve.
And the means through which we can learn are equally evolving too.
Just look at TikTok, Slack, podcasts, YouTube and so on.
So how do L&D teams keep up?
- Inspire competition
- Encourage development
- Create a learning culture
- Make it social
- Teach how users want to learn
- Make it personalised
Let’s go through each one:
Inspire competition
Past studies suggest there’s a correlation between studying and competition.
And just look at things like Strava and Duolingo.
Related: What to steal from Duolingo for your learning strategy
They both use leaderboards and statistics to encourage competition.
Strava tracks the number of hours you log exercise and puts green and red arrows next to each so you can see how you compare against yourself.
Duolingo meanwhile uses a range of leagues and leaderboards to push learners to want to climb the ranks.
💡 Pro Tip
Want to add more gamified-elements to your learning content? With the right LMS, you can. Check out our gamification plugin to see what else it offers.
Both of these result in users wanting to return to the app and engage further.
Encourage development
Even with the most engaged learner, they won’t get everything right on a quiz.
It’s at this point that you need to provide positive feedback.
We know praise positively effects performance. So encourage it in your learning content.
Look at how MindPal do it. They reinforce good performance and support learners correct their mistakes.
But it goes further than this.
Learning needs to directly connect to performance and development.
Otherwise, why will your learner engage?
They need to have direct outcomes from engaging with your content, whether that’s job progression or skill development. Totara Perform is a key tool to help solidify this connection.
With it, you can connect your learning to performance and use feedback to guide impact.
Create a learning culture
Lots of learners will see a learning system as a means to an end.
It’s up to you to make it more.
But how?
There are a few ways.
Totara Engage is a great add-on to Totara Learn that allows you to build social aspects to your LMS.
💡 Pro Tip
Totara Engage and Totara Learn are now merged in one product, meaning you can add on all the engagement features directly to your learning.
Learn more about Totara Learn + Engage
With it, you can:
- Find subject expert matters
- Build forums for employees to connect and comment on learning content
- Create personalised learning playlists
With all of these, your LMS will become more of a hub for users.
Instead of just offering learning content, it becomes more of a community which is key to driving engagement.
Teach how users want to learn
Not all users like to learn face-to-face. Others prefer that to online learning.
Some people will learn better with video content, while others prefer reading content instead.
While it means creating more content, you should create learning content in multiple forms.
Not only that, but be mindful of time.
Not everyone has hours to dedicate to learning.
As such, create microlearning where you make bitesize learning programmes to run through in 5 to 10 minutes each.
This allows users to learn on their own schedule.
Make it personalised
Ever wonder why platforms like Netflix and Amazon work so well?
They run on a highly effective machine learning system that takes in all of your data and uses it to create recommendations.
With this, they can encourage engagement (and more sales) as you’re presented with items you’re likely to engage with.
The same logic can be applied to learning.
Totara’s recommendations machine allows you to offer personalised learning to your learners based on a number of factors.
With this in your arsenal, you can drive better sessions on your LMS.
How to measure learning engagement
Measuring learner engagement is crucial for understanding the effectiveness of your training programmes.
By tracking key metrics such as participation rates, learner feedback, knowledge retention, and real-world application, you can gain valuable insights into how engaged their employees are.
Accurate measurement not only helps identify areas for improvement but also ensures learning initiatives drive meaningful business outcomes.
For a deeper dive into the best methods to measure learner engagement, check out our guide to the best employee engagement metrics.
Wrapping up
Found more ways to drive learner engagement? We hope so.
Of course, there are so many hours in the day, and some LMSs will have limitations,
But no matter what tool you are using, prioritising learner engagement is the silver bullet to driving better results through learning content.
Want to see how we can support you to achieve better learner engagement?
From building gamification elements to supporting easier content sharing, we offer Totara plus more.
That means a totally customisable platform that you can use to improve the impact of learning.
Sound good?
Book a demo with our team to see it in action.
FAQs
What is learner engagement and why does it matter?
Learner engagement refers to the level of attention, participation, and motivation a learner shows during training, whether cognitive, emotional, behavioural, or social ⟶ studies define it as active investment in learning that boosts retention and real-world application.
What are the main types of learner engagement?
Engagement operates on multiple levels:
Social – collaboration with peers
Behavioural – active participation (e.g. discussions, hands-on tasks)
Cognitive – intellectual curiosity and problem-solving
Emotional – personal connection and positive attitudes
What strategies improve learner engagement?
Effective approaches include:
Social learning: group discussions, peer feedback, collaborative assignments
Interactive activities: case studies, quizzes, scenario-based tasks
Gamification & motivation: leaderboards, challenges, rewards
Clear communication: articulate goals, benefits, access details consistently