The Learning Revolution: Optimizing Learner Engagement



Every learning solution begins with one critical question: What will motivate someone to engage with and retain learning content?


People inherently want to grow and succeed. Decades of learning theory research and practice has shown us that optimal levels of learner motivation are most often attributed to an individual finding purpose, value, or enjoyment in completing a learning objective. When recommended or required instructional content overlaps with a person’s core values, career pathing and job growth aims, and personal interests, the perception of the learning assignment shifts from a chore to an opportunity for self empowerment.


At 24G, our Learning, Marketing, and Communication Services team works with some of the largest automotive, retail, service, and technology companies in the world to fuel corporate learning and training efforts. Our approach leans heavily on proven theories of learner motivation, incorporating a blended mix of experiential-driven marketing strategies specifically developed to maximize employee engagement, skill enhancement and information retention.


Our instructional designers operate with an understanding that learning content or curricula must also satisfy an end-consumer’s psychological needs, a concept borrowed from writer Susan Fowler and her bestselling book Why Motivating People Doesn’t Work… And What Does. As Fowler explains, these needs can be broken up into three parts: Autonomy, Relatedness, and Competence, known collectively as the ARC of Motivation.


In a recent episode of our Transformation Alley podcast, 24G Director of Learning Services Leanne Knowles explained how this model allows for alignment between learning materials and the expectations learners’ place upon it in order to optimize workplace motivation.



Specifically the ARC of Motivation fosters learning connection in three distinct ways:


Autonomy: Learners are empowered to tackle required or recommended learning assignments at their own pace through on-demand content, readily available from any device.


Relatedness: Learners feel connected to the culture and community within their organization and, as a result, are able to call upon their peers for feedback, mentorship, and support.


Competence: Learners remain effective in their given role through continued organizational learning curricula, which motivates a learner to put these newly learned skills to use.


Each element within the ARC of Motivation ties directly to the application of learning engagement technologies—including Learning Experience Platforms, such as our 24G LXP—serving as an essential check & balance process for your company learning strategy.


Are you ready to transform your company’s training approach to something that truly connects? You can read more about our 24G learning philosophies and reach out to us at 24G.com/training.

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