Learning isn’t working for most of your employees: Here’s how to engage and inspire the 80%

In today’s business environment, adaptability is the strongest indicator of future performance. But when people don’t learn, they can’t change.

Engagement is the cornerstone of any successful learning programme; it transforms passive participation into active, meaningful learning that drives both individual and organisational growth. Alongside application and impact, it is one of the three key challenges faced by the capability leaders I speak to regularly.

In an Econsultancy study of nearly 1,500 knowledge workers, we identified five learner types, and fewer than one in five are self-starters who actively pursue learning. The remainder are disproportionately likely to drop out of corporate learning because they’re not engaged by the process or inspired by its possibilities. This finding was backed up by a recent survey by the Learning Performance Institute of over 500 L&D leaders who identified engagement as one of their top five challenges.

Fortunately, our research also found that the 80% who aren’t self-starters can still be successfully enrolled in learning with application and commitment.

There are several tactics that are well known and almost any learning programme will incorporate. These include gamification, social learning, and a bite-sized approach; but these on their own are unlikely to move the dial.

In this article I share five of the initiatives Econsultancy have deployed to engage busy professionals and ensure successful outcomes, that are less commonplace and will make a big difference.

I’ve learned that while these initiatives might seem straightforward in theory, executing them effectively is where the real challenge lies. The devil is indeed in the detail, and it’s through years of trial, adaptation, and refinement that Econsultancy has developed the approaches outlined here.

These are not just ideas—they are proven strategies, honed through numerous engagements with clients and teams, that can genuinely move the dial.

1. Powerful Launch

Having orchestrated numerous high-impact programme launches across various industries, I can attest to the transformative power of a well-executed kick-off. An effective launch doesn’t just set the tone—it galvanizes teams, fosters enthusiasm, and aligns personal and organizational goals. This is a strategy we’ve perfected through years of hands-on experience, consistently leveraging visible endorsements from top and mid-level leadership to amplify impact.

This launch guide by Econsultancy’s Charlie Gavin and Abby Thompson, highlights in more detail some of our current best practices.

2. Multi-format Learning

Blended learning combines different experiences to engage the learner, offers flexibility and matches the variety of learning preferences. By integrating eLearning modules with live workshops, webinars, and face-to-face sessions, you create a comprehensive learning experience which inspire and builds momentum.

Here, integration is the key; a random selection of diverse, thrown together formats won’t achieve what you need but a well-reasoned and structured approach will make all the difference.

3. Appointment-based Learning

Structured learning paths provide a clear learner roadmap with a beginning, middle, and end. We regularly create structured programmes for clients, with varying levels of customisation, which show impressive levels of engagement.

We also offer 8-week Fast Track courses, which offer blended learning at any scale. We have found that engagement levels for these courses are over 7x higher than the industry standard for on-demand eLearning, with exceptional learner feedback.

4. Programme Management

I’ve seen many times how the success or failure of learning initiatives often hinges on the calibre of programme management team that supports it. Even the most well-designed programmes can falter without experienced programme leadership at the helm.

Our team of expert programme managers brings not only operational excellence, but also invaluable insights gained from managing a diverse range of projects. Their expertise ensures that content remains relevant and engaging while also providing the critical support needed to navigate internal challenges—expertise that has been cultivated through years of managing complex learning environments spanning multiple geographies and competency levels.

5. Measure and Adapt

Measuring the effectiveness of learning programmes through feedback and analytics and adapting based on this data can help continuously improve engagement and outcomes. Measuring impact and ROI is a topic in itself which you can read more about here but establishing a robust system for measuring and adapting your learning programmes, you can ensure they stay effective and impactful over time.

Continuous improvement, and course correction if needed, based on data-driven insights and learner feedback not only enhances the learning experience but also drives tangible business results.

There’s no reason to accept low engagement

Failure is guaranteed without engagement, whether the goal is a fundamental transformation or simply improving one team’s performance.

Motivating the 80% isn’t a mystery, but no one size fits all. Some of us are moved by our instructors, some are more social, some are laser-focused on their careers, and still others want a powerful certification on their wall. Their motivations are as diverse as their learning needs.

There’s no reason to accept low engagement and a rapid return to familiar ways of doing things. You can transform your learning initiatives into powerful tools for personal and organisational growth.

If you’re looking to create a workforce learning programme that encompasses these effective strategies and delivers truly engaging learning experiences, feel free to reach out to me and let’s discuss how Econsultancy can support your organisation in achieving its goals.

Richard Breeden is Managing Director of Econsultancy and a Fellow of the Learning Performance Institute (LPI).