Training Industry Magazine - Fall 2022 - 44

Many organizations operate in silos, with
the learning team working separately
from the engagement team, who work
separately from the performance
management team. Getting the entire
L&D team on the same page and
involved in each other's initiatives is
a much smarter way to make the most
of your learner engagement data, as
other teams will likely have valuable
insights into why learner engagement is
higher or lower than expected (such as
the launch of a new learning program,
upcoming appraisals, a lower bonus
than usual or something else).
In particular, learner engagement
data should be reviewed alongside
performance data.
This
might come
from 360 feedback, productivity, sales
figures, customer ratings or whatever
performance metrics your organization
uses. Combining this data means that
your team and managers can identify
highly engaged, highly productive
employees and learn from them, as
well as pinpointing less engaged, less
productive employees to support them,
uncover any problems and help them
get back on track.
inspired by their real-time learning
activity, discussions and interactions.
Bringing It All Together
Learner engagement
must be viewed
holistically in relation
to the rest of your
talent experience.
Beyond individual learners, L&D
professionals can take this learner
engagement data to find out what
content
is
really
capturing
the
imaginations of learners. These trends
might be surprising - for instance, the
learning team may have been prioritizing
the production of learning videos,
whereas the data from the LXP shows
that learners rate short infographics
especially highly. This data helps inform
the learning team to create content that
really works for the learners, directly
While it is possible to pull this data
together from multiple separate systems,
it is far easier to pull a report from a single,
integrated platform. A talent experience
platform combining learning, engagement
and
performance
management
is
a
powerful tool for organizations looking to
better understand how to engage their
learners, increase productivity and boost
employee retention.
Breaking down the silos within the L&D
team is a vital part of making the most
of your learner engagement data -
and underpinning that with the right
technology is the first crucial step on
the road to knowing what makes your
learners tick.
Lars Hyland is the chief learning officer
at Totara Learning, where he has played
an instrumental role in the launch and
rollout of the Totara Community for
learning professionals worldwide.
Email Lars.
What to Measure in Your LXP
If you have an LXP, it can be tricky to know exactly which metrics to measure. Here are a few useful metrics to pay attention to:
Number of resources created: This can include
original text posts, videos, polls and more.
Content playlists curated: How many " playlists "
of content has a person created?
Comments left on others' posts: Not everyone
will create their own content, but having people
who respond to posts and amplify their reach
are the backbone of any learning community.
Comments garnered on the learner's own
posts: Which learners are posting content that
gets people talking? This can be invaluable for
learning teams looking to see what content
resonates with an audience.
Content quality (as measured by ratings):
This can include star ratings on posts, and
ensures you can see who is creating highquality
content.
Number of followers: If your LXP allows
learners to " follow " each other, who is
attracting the most followers (presumably
as a result of creating high-quality,
engaging content)?
Number of posts in a workspace: A
workspace with 10 people may generate
more engagement and interaction than a
workspace with 100 people, depending on
who is in it and how it is used.
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Training Industry Magazine - Fall 2022

Table of Contents for the Digital Edition of Training Industry Magazine - Fall 2022