According to Deloitte’s Global Human Capital Trends report, "learning opportunities are among the largest drivers of employee engagement and strong workplace culture – they are part of the entire employee value proposition, not merely a way to build skills".

The training experience needs to be one in which your learners enthusiastically take part and carry with them throughout their careers. Too often, you might find that mandatory training programs are a chore, or that learning is only filed into short-term memory.

How can you engage employees with digital learning systems and spur meaningful, continuous learning? Read on for tips and pointers.

Spark interest
Get people excited about a new digital training strategy with a multi-channel approach. With the help of newsletters, videos, and forums, you can announce features slowly to build anticipation, while also giving employees the chance to ask questions and give feedback. Chatbots can be used to respond to FAQs in a conversational way.

Then, consider turning the training process itself into a fun competition. Give team members short-term wins as they complete modules, and monthly prizes for amazing progress.

Find the motivation
Communicating the value of a digital learning system is key to employee engagement. Employees need to know how the training will benefit them in the long run, and also how it will impact the bigger picture of company success.

Learners need to know what’s in it for them. If they are asked to do compulsory onboarding or compliance learning modules, then personalise this experience. For example, you might use a recommendation engine to present courses to your learners that are relevant to their roles and interests. Training should accommodate different learning styles and be tailored to the job skills that your employees need for continuous professional growth.

Show how digital training projects will contribute to the accomplishment of your organisation’s objectives. Did you know that only 40% of employees report knowing their company’s mission and strategies? Jump at the chance to spread this information, and keep it going with videos, newsletters, and blogs. Let learners know that the CEO supports their training and development ambitions.

With a keen interest and motivation to engage in digital learning, employees can expand their skill sets, add even more value to your organisation, and deliver results.

Communication is king
A clear internal communications campaign is key to the successful implementation and uptake of a digital learning system. A multi-channel communications approach can reach more people, faster. Consider the following examples:

• Create a drip campaign, and announce features slowly to build anticipation.
• Run a company-wide competition to name your digital learning system.
• Set up forums where the move towards a new system can be discussed and feedback    given.
• Attend team stand-ups and publish blog posts.
• Set up a regular newsletter showcasing new and upcoming courses.
• Utilise the screens in the hallways with a "what’s new" area, scheduled monthly videos, and "thoughts for the week".
• Consider using a chatbot that can hold a virtual one-to-one chat with the user that answers their most common questions about the new incoming system and how it affects them in a fun way that feels like a real conversation.

Finally, it's important to plan how your organisation will support the delivery of your new digital learning system. Pre-launching the system and planning all actions, resources, and tools that will be needed for a smooth adoption are critical. Let learners know how they will be supported throughout the change: tell them what training will be provided and what they can expect. Choose the most appropriate support method for your organisation and carefully consider how you will manage training materials, information sessions, coaching, and the like.

It’s necessary to keep your digital learning system fresh and relevant and make sure support is ongoing.