10 Insights for Engaging with

Learners

Paolo LenottiHead of Marketing at Filtered @paololenotti

Marnie ThreapletonHead of Advisory Services at Towards Maturity @MarnieThreap #FilteredWebinar

CONSUMER: a person who purchases goods and services for personal use

LESSONS FOR L&D: How to change learning culture How to support self-directed learning Skills needed to make this happen

What can learners teach

L&D?

Two-thirds are well established in their job roles (in post for over two years)

43% men 57% women

86% educated to graduate

level

63% permanent employment16% self-employed8% on fixed-term contracts1% apprentices/interns12% other potential workers

25% in a director/manager role

2,084 paid for own learning

Over 50% are 30-50 years old

43% work from home91% responsible for their time

1. POSITIVE OUTLOOK

Only 21% of L&D leaders support

career aspirations

80% say online learning can help them

further their career

2. WHERE’S THE LOVE?

Yet 3 in 5 L&D leaders don’t believe their staff can

manage their own learning

88% know what learning

they need

81% know how to find it

Yet 40% of L&D leaders agree that staff can’t learn in places that are convenient to them

2 in 3 find accessing

learning from a mobile device essential or very useful

3. CATCH ME IF YOU CAN

4. THERE IS MORE TO LIFE THAN COURSES

80% say Google or other

search/web resources are essential or

very useful to learn

Yet over 50% of L&D leaders still see the

course as the only option

Yet 50% of L&D leaders feel held back by staff reluctance to

engage with new technology

52% use YouTube for

their own learning

89% download apps

5. WATCH THIS SPACE

6. ME, MYSELF AND I

Only 26% of formal learning has a technology element

1 in 2 want a personalised

learning experience

1 in 4 find it essential

Yet only 1 in 5 L&D leaders equip managers with the

tools to support their teams

1 in 3 say that training support from

their managers is critical

7. MANAGERS ARE KEY

8. COLLABORATION

Only 11% of L&D leaders encourage staff to solve problems socially

together, 12% by using curation tools

84% willing to share

knowledge through tech

Only 27% do it regularly

Just 22% of L&D leaders recognise and reward learners

57% want learning to contribute towards a

qualification / certificate

9. HIGH AND DRY

10. L&D INPUT IS KEY

These companies are at least x2 as likely to report benefits of

their learning strategy

High performing L&D teams understand

their learners as consumers

Lessons from top L&D performers that are already engaging their workforce

They listen to learners86% are proactive in understanding how learners learn (30% average)

Think beyond the course73% provide micro-content of <10 minutes (27%)

Simplify learner experience84% allow access to learning anytime (58%)

What can L&D learn and do

more of?

Support staff in their careers78% support career aspirations (or personal job goals) with technology learning (21%)

Facilitate collaboration43% encourage learners to solve problems together using social media (11%)

Support performance51% managers provide active support in the application of learning in the workflow (15%)

Help staff to help themselves67% encourage individuals to organise their own learning strategies (34%)

What can L&D learn and do

more of?

Top Deck

x3 x5 X8x5x3

The Top Deck are ready for the future of learning

Quartile 1 (25%)

Top Deck (10%)

Quartile 2Quartile 3Quartile 4

Click here to download the full report

Click here to download the full report

ABOUT US

Towards Maturity is a benchmarking practice that provides authoritative research and expert consultancy services to help assess and improve the effectiveness and

consistency of L&D performance within organisations. It leverages the data gathered from the largest learning and development benchmark in Europe.

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