By Becky Willis
After more than two decades working with organizations of every size, from global enterprises to fast-moving mid-market companies, I have seen one reality repeat itself: Employees want to grow, and businesses need them to grow… yet most organizations still struggle to create a learning culture that truly works.
Roles shift faster than job descriptions can keep up. Skills become outdated overnight. Leaders cut learning budgets, and engagement is low because learning feels irrelevant. And meanwhile, millions of dollars sit locked inside learning ecosystems that employees barely use.
I wrote 7 Steps to Better Learning Engagement Driving Business Results to change that.
The book is the culmination of my work helping organizations increase learning engagement, build better technology, and produce measurable business outcomes. My goal is simple: to give L&D and HR leaders and professionals a practical, modern roadmap for creating the kind of development employees crave, organizations need and leaders will support.
Why Learning Engagement Is the Missing Link
When most people talk about “learning engagement,” they mean completions, attendance, or smile sheets. Those metrics do not tell us anything about performance or growth.
Real engagement means employees are motivated to learn the skills and capabilities that drive their careers while supporting what the business needs. Employees should be able to find what they need quickly and understand why development matters for their success and that of the business. Real engagement from leaders happens when they see actual business results, and leaders value development. When organizations get this right:
- Skills gaps shrink
- Retention improves
- Productivity rises
- Talent pipelines strengthen
I have seen learning engagement triple, even quadruple when the right strategies are in place. And when real engagement rises, business results follow. Engagement, done right, solves business problems.
New Ways to Approach Old Challenges
So many L&D professionals are dealing with the same challenges:
- Leaders do not value learning
- Managers say employees have no time to train
- Employees cannot find relevant content
- Platforms are outdated and/or underused
- Budgets shrink because impact is not clear
These challenges are solvable, but not with old approaches. We need new strategies, new conversations with leaders, modern learning technology, and a shift from “training” to skill-building that fuels performance.
A Clear, Actionable Path
In 7 Steps to Better Learning Engagement Driving Business Results, I outline a process to improve both engagement and results:
Step 1: Get Executive Buy-In
Nothing transforms learning faster than visible leadership support. Learning how to speak the language of business outcomes, tie learning to KPIs, and use data to shift perceptions is where you need to start. You’ll need to nurture strategic partnerships and create sponsorship that lasts.
Step 2: Devise a Modern Learning Strategy
Strategies rooted in course catalogs and compliance do not meet today’s needs. In my book, I share my four-part strategy; it’s a model focused on skills, business alignment, relevance, and agility. Using this model is a simple way to learn how to connect learning directly to performance and organizational goals.
Step 3: Select & Implement Effective Learning Technology
Most companies still rely on legacy LMS systems that frustrate employees. Modern, AI-powered learning platforms change everything from personalization to search and analytics. To make the best choices for your needs, you will need to create appropriate evaluation criteria, uncover implementation insights, and learn how to avoid costly mistakes.
Step 4: Recruit, Train & Support Champions
People learn best from other people. I call them Champions, and they include SMEs, leaders, influencers; they can become multipliers for your learning culture.
Step 5: Master the Art of Marketing Learning
Let’s face it—even if you build it, they won’t necessarily come. Marketing your learning products is essential. You will need to learn strategies for messaging, tools and channels to use, and more. This will create awareness, spark curiosity, and build momentum—all without overwhelming employees or leaders.
Step 6: Design for High Engagement
Engagement is not about courses; it’s about smarter learning. Depending on your audience, environment, and goals, this could mean using microlearning, practice opportunities, skill paths, or a blended approach. You may incorporate generative AI to accelerate and blend creation.
Step 7: Propel Career Development
Ultimately, employees stay where they can grow. Showing employees a path to career growth means connecting learning to career mobility, helping employees build meaningful skill paths, and supporting leaders in having better development conversations. When learning becomes the engine of careers, engagement soars.
Now Is the Time to Transform Learning
We are at a crossroads: Learning must change or become obsolete.
Employees expect development. Leaders need a future-ready workforce. AI accelerates change faster than traditional methods can absorb. And organizations that fail to invest in development will fall behind, quickly. L&D must adapt.
The good news is this: Taking these steps is fully within your control.
Are you ready to create a thriving learning culture where employees grow, leaders support learning, and the business benefits? Start by learning more about the seven-step approach to increasing engagement and driving better business results.
With the right strategy, technology, champions, marketing, design, and career pathways, you can build a culture where learning is not an obligation; it’s an advantage. You can become a trusted advisor and guide your learning team to its rightful place as a strategic, innovative, high-impact business partner.
Are you ready to create a thriving learning culture where employees grow, leaders support learning, and the business benefits? Consider reading 7 Steps, using our free resources, joining one of my workshops, or catching up with me at a future Learning Guild event—and start building the clarity, inspiration, and tools to begin that journey.
Top image credit: Parradee Kietsirikul
