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How to Make your Workforce Strategy’s Primary Goal Employee Engagement


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Today, disengaged employees are less likely to perform to their full capacity, are more likely to leave their jobs, and have a lower inclination to produce the desired results. Since low involvement has a cascading impact and can quickly deteriorate into a destructive force throughout the entire business, it is harmful not just to the individual but also to the team. Employee involvement is, therefore essential for a vast array of elements, including enhanced output, income, work satisfaction, and productivity. Fostering employee engagement is difficult, though. Research suggests that only  20% of workers worldwide are currently actively engaged in their occupations. The issue of disengaged workers is becoming more prevalent as remote work expands because there is less accountability for how people choose to spend their time. To treat it even more seriously today, organizations must learn how to measure, enhance, and maintain employee engagement.

Learning & development organizations can be of assistance here. Employee training software like Lessonly, which ensures that workers feel valued, are constantly learning, and achieve new heights, has a significant impact on employee engagement. Employee engagement should be at the core of every Learning & development plan because even if employees enjoy training and development opportunities, they must also feel invested in this training.

Here are some suggestions for making employee engagement the primary objective of your L&D solution:

  • Consider Your Staff’s Learning Needs:

You must identify your workforce’s training needs and skill gaps before designing your L&D strategy. Next, you must evaluate the performance of each of your departments and then set your L&D goals in light of the results. This is one method of effectively evaluating the efficacy of your course, which will help to ensure that staff members are participating in the development and training strategies developed specifically for them.

  • Prioritize appropriate learning

A successful learning and development strategy should include providing appropriately scaled learning opportunities in addition to providing information. This entails providing content that will appropriately fit the time complexity that employees have allotted in their already jam-packed schedules. Learners would probably prefer to view four-minute videos on a subject that interests them, then spend the remaining time allotted for learning reflecting on what they’ve just seen. This kind of information must be taken into account.

  • Fostering interactions

Employees in this remote working environment already have a lot to worry about. Interaction with peers is one way for learners to unwind while still learning and training. You can encourage your employees to communicate with one another through internal channels so that they can exchange information, suggestions, documents, and motivation. An employee training software also enables you to regularly check in with your employees. Additionally, encouraging virtual participation will encourage your employees to build relationships with their peers and thus foster communication and engagement.

  • Ensure Self-Directed Training and Learning

Employees respond best to L&D tactics when they do not feel burdened by them but rather motivated by them. Employee engagement can greatly benefit from self-directed learning. Improved outcomes are made possible because it provides learners control over their development and makes workers feel less constrained and more independent. Through more relevant learning content, self-directed learning also enables learners to pursue their areas of interest. Additionally, it gives workers the flexibility they require to accommodate corporate learning into their hectic schedules.


Employee engagement is a subject that is frequently discussed, but the more that is talked about it, the better-prepared firms will be to create an inspiring culture of learning. Furthermore, since the work environment people had been accustomed to in the pre-Covid era is unlikely to return any time soon, it is even more crucial for L&D to concentrate on a solid employee engagement strategy for a thriving workforce that supports organizational objectives. 

Thus, the importance of employee engagement as a factor in creating and maintaining an effective workforce cannot be overlooked. When used as part of employee training, learning, and professional growth, employee training software can be a useful tool for new hires and re-engaging disengaged staff members in the organization’s improvement efforts in addition to helping to establish consistent management objectives across a range of locations.

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