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A Guide to Boosting Employee Engagement

What is Employee Engagement?

An engaged employee learns because a reward such as a certificate, promotion, or prize awaits them at the end of a learning track. Employees learn because they genuinely want to understand and incorporate the information provided, and to apply it in the store.

Measuring learner engagement means measuring the quantity and quality of an employee’s participation and interaction within the learning tool. There is no magic formula or single metric for measuring learner engagement. Learner engagement can instead be seen more as a goal you need to pursue. Several metrics can help you determine if you are on the right track or moving in the right direction for achieving this goal.


6 metrics to measure engagement.

Six metrics to consider when measuring employee engagement, pre-, during and post training:

Sign-up rates: What percentage of your employees completes the courses? Does it take a couple of reminders from managers before they complete the course?

Completion rates: Can be a great way of measuring your employees’ engagement level. Therefore, it makes sense to regularly check completion rates for different courses at a team, department, and store level.

Monthly active user numbers: Review your stores monthly utilization report. TRIFT provides a monthly report detailing your stores active user list. The report gives you a good understanding of the learning habits displayed by your employees. You can easily see what percentage of your employees continue to learn regularly.

Assigned vs. Unassigned Completions: Looking at the "assigned course completions" vs. the "un-assigned course completions" is a strong indicator of employee engagement. Are your employees only doing the training classes they have to? Or are they actively looking for additional material to improve their current skill set?

Learning time spent: Learning time spent is another excellent indicator of learner engagement. Are your employees learning at all? Are they learning as much as you would like them to do? Are they spending enough time on learning than you planned or anticipated initially?

Are Employees applying their new skills: One of the most important goals of any learning strategy is that employees must be able to use the new skills they gained during the training. Measure the “post-learning engagement” by working with your employees, inquiring how they are applying what was learned, and the impact it has in the store.

"Learner engagement" is one of the most important aspects to continuously monitor, as it provides you with a good indication of how well your learning and development strategy is being executed. And while there are several things to assess in measuring this engagement, one thing that should be kept in mind is that reviewing the data regularly is key.


5 tips stores can apply today.

Now that you know what learner engagement is and how to measure it - How can you boost it within your store using TRIFT'S online learning program? Here are 5 tips to improve learner engagement.

Make it personal: Include all employees in the learning process and give each of them access to the TRIFT learning portal with usernames and unique passwords.

Assign relevant content: Ensure the content assigned is directly related to their role, function, and responsibility. Critical store topics should get assigned to all employees.

Make learning a priority / get all managers on board: It is no secret that involving managers, supervisors, and department heads, is a powerful way to drive learner engagement. It is important that all levels of management understand the value and necessity of the learning strategy and hold employees accountable.

Ensure employee communication and program awareness: You can provide the best learning content, but if you don't make sure your employees are aware of it, they are not going to use it. Drive awareness and access to the TRIFT learning portal every chance you get.

Hold employees accountable: To ensure a successful learning strategy, be sure to hold employees accountable for doing their part by meeting due dates and applying the skills acquired.


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