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How to improve the uptake of eLearning

Engaged Learners

If learners are not engaged, they will not learn. Yet modern learners are highly distracted: research shows that workers are interrupted every five minutes and unlock their smartphones nine times an hour. Those of us with teenage children might imagine that this statistic increasing further with the new generation of employees!

Here are six tips for HR and learning development professionals looking to make their workforce learning experience more interactive and engaging.

Never lose track of learning goals. Learners need to know the reason they are undertaking the learning and what the tangible benefit will be to them as individuals and to the organisation.

Avoid dumping a lot of information on learners. Given that given that learners’ attention spans are shorter than ever it works best to chunk the learning delivery into smaller nuggets, allowing learners to access bite-size modules on the go (and as they need it).

One size does not fit all. Modular learning provides the opportunity to create more tailored training solutions to meet individual needs. For some people, short videos containing reminders or “brush up” knowledge will suffice. For others, a deeper curriculum with the opportunity to test their knowledge and interact with online exercises will be more valuable and effective.

Use technology wisely. It is not necessary to tap into every cool new technology trend to engage learners. Do not make all learning delivery video-based, for example. Research shows that interspersing different types of yields better knowledge retention. than video alone. Tap into the power of traditional storytelling, facilitating the integration of knowledge by using metaphors, case studies, testimonials and real examples. Interactivity and engagement should be the starting point.

Deliver learning at the point of need. According to learning industry experts, there are generally understood to be Five Moments of Learning Need:
New: When people are learning how to do something for the first time.
More: When people are expanding the breadth and depth of what they have learned.
Apply: When they need to act on what they have learned, which includes planning what they will do, remembering what they may have forgotten, or adapting their performance to a unique situation.
Solve: When problems arise, or things break or don’t work the way they were intended.
Change: When people need to learn a new way of doing something that requires them to change skills that are deeply ingrained in their performance practice.

The first two moments tend to call for formal instruction, either through e-learning or in the classroom and interactivity should be aligned with learning a new skill; for example, quizzes or periodic knowledge checks. The last three moments call for training on-the-job for performance support. This could be with e-learning lessons, supported by coaching and mentoring.

Make learning fun.  Interactivity, feedback and fun has a significant impact on learner motivation, reflection, engagement, and knowledge retention. Sometimes it might be appropriate to use ‘gamification’ techniques where elements of games such as competition, challenges, reaching different levels and achieving rewards can help motivate groups of learners.

To crux of the matter is that learning occurs faster with greater interactivity because learners use higher order thinking skills such as appraising, interpreting and summarizing information rather than merely labelling, memorizing, or describing information. And a modular approach ensures that training can be bite-size and constructed to truly relevant to eth individual at point of need.

A great starting point for this type of approach is the Cegos library of e-learning modules, available from Course-Source. This is a fantastic range of short and highly interactive modules covering an array of essential business and soft skills topics. The Cegos online course catalogue comprises of 81 soft skills HTML5, mobile-ready titles which are already used by over 2 million learners every year.

Since the company started back in 1926 the Cegos Group has developed into Europe’s leading player and one of the world’s top providers of professional and continuing training. Cegos currently employs 1,000 people and operates in over 50 countries worldwide through its subsidiaries and partner distributors.

Free Cegos course offer delivered in your LMS!

Why not try Cegos out? To get you started we can provide you with a free Cegos course titled ‘Making your new management position successful’ to be delivered using our SCORM Connectors through your own LMS.

Don't miss thus Special Offer!*

Confirm your free Cegos course request by 30th April 2019 by calling us on +44 207 613 3444 or email and quote 'Free Cegos' to take up the offer. 

* Organisations must employ over 100 staff and be able to deliver the courses through their own SCORM compliant LMS.
* Free credit will expire six months from the start date and learners will have three months to complete a course.