Chapter I: Commitment: the big challenge for businesses

La vocational training became a priority for 68% of managers in 2021 according to the report Workplace Learning LinkedIn, 2021.

During the health crisis, companies had to adapt and switch a large part of their content remotely, or turn to blended learning. The demand for online learning tools and systems actually increased by almost 400% during this period (Global Market Insights study, 2022).

And the advantages of e-learning are numerous: time savings, financial aspects, flexibility... According to the study LinkedIn 2019 Workplace Learning Report”, 94% of employees say they would stay with a company longer if it invested in their learning and development.

But it is still necessary for learners to complete their training. This is far from obvious, because to keep a learner engaged, it is not enough to leave them in front of a computer for hours.

Commitment represents the level of involvement in learning. The latter can be measured by the rate of connection, completion and by the skills acquired, or not, by the learners. Measuring it is crucial to ensure the effectiveness of training.

Motivating learners to go to the platform themselves to continue their training is becoming more and more difficult. And once the training starts, many drop out before the end of the learning journey. This is all the more relevant for field employees, who are further away from training. So how commitment to training can be a performance driver for field employees ?

More than half of the employees interviewed during the study Linkedin Learning 2020 say they would spend more time learning if they had specific, targeted course recommendations to help them reach their career goals.

The disengagement of learners therefore represents THE problem that businesses face. And if their educational journey is not fun, interactive and stimulating enough, they will have no desire to continue it to the end.

Chapter II: The impact of learner disengagement on businesses

43% of employees are likely to change jobs this year, according to a Microsoft study, 2022.

According to figures from the DARES, between the end of 2021 and the beginning of the year 2022, France experienced a record number of resignations, with nearly 520,000 resignations per quarter. The resignation rate in France thus reached 2.7% in the first quarter of 2022. The absenteeism rate increased by 37% between 2017 and 2022 (WTW barometer, 2022).

The impacts of the health crisis on the world of work have played a key role in the disengagement of many employees. On the business side, these waves of resignations and disengagement are forcing them to find solutions to keep their talents motivated, at the risk of affecting their brand image, performance and competitiveness.

Learner disengagement affects businesses in a variety of ways. How? For starters, disengaged employees don't complete their training. They therefore do not increase their skills and cannot achieve the defined objectives. The company's performance can be heavily impacted, as well as its credibility and competitiveness on the market.

In addition, employees who are not properly trained do not hesitate to go and train elsewhere. Because if they do not complete their training, they do not develop their employability and therefore cannot hope to develop professionally or project themselves within the company. However, The lack of visibility concerning career development in the company is one of the four reasons for employee disengagement (Wrike study, 2020). Professional development, which involves recognition on the part of the hierarchy, therefore represents a significant motivational lever for companies. According to a Bodet Software study conducted in 2022, the opportunities for development are considered important by 89% of respondents.

And let's remember, a disengaged employee does not leave his colleagues indifferent. Between loss of motivation and disorganization, disengagement can even lead to the departure of the employee. This is not trivial, neither for performance, nor for the company's image. Especially since a dissatisfied employee will not hesitate to share their feelings on social networks or on review sites such as Glassdoor. This is why 96% of recruiters say they are “fully aware” of the importance of their employer brand in their attractiveness. (HelloWork study, 2021)

In a context of talent shortage, Taking care of your employer brand is essential to guarantee the performance of the company and maintain the commitment of employees.. For example, businesses that prioritize employer branding are 130% more likely to see an increase in employee engagement (Brandon Hall Group, Understanding the Impact of Employer Brand, 2014).

The consequences of the disengagement of talent in their training are therefore economic, organizational but also reputational. So how do you keep learners engaged in their learning?

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Chapter III: Training solutions for student engagement

LMS

Les LMS “Learning Management System”, are platforms allowing the distribution of training courses E-learning, as well as the collection of data related to the evolution of learners.

Centralize and update your information in real time

The LMS centralizes all learner data within a single platform. In a few clicks, they find both the latest company news and the content they need according to their profiles. This also contributes to imbuing them with the culture and values of the company. You can update content in real time in order to keep learners engaged. In addition, as you go along, you get a global vision of their progress.

Analyze learner data to increase engagement

The LMS collects and analyzes all learners' data such as connection rates and hours, completion rate or even their feedback. Analyzing their results allows you to monitor their evolution in real time and to take appropriate measures based on their feedback. This also applies to field learners, away from offices and headquarters. Team engagement is an important subject for companies with a large proportion of their employees in the field, in particular the commitment of sales teams.

LCMS

LCMS, “Learning Content Management System”, combine the functionalities of an LMS and a CMS (Content Management System). This training platform makes it easy to manage content creation, planning, registration, and activity monitoring.

Fun and engaging content

LCMS allow you to more easily create fun and innovative content for your learners. Offering attractive and fun content, updated regularly, allows you to maintain the attractiveness of learners and to motivate them to return regularly to the platform to discover new content.

LXP

Personalize pathways to keep learners engaged

LXPs, “Learning Experience Platforms”, are platforms offering users a tailor-made learning experience adapted to their constraints, needs and skills. Thanks to algorithms and the use of technologies such as AI (Artificial Intelligence), the content offered corresponds to the behavioral preferences and learning habits of each of the employees. Result? Customized courses develop the interest of your teams who quickly access the information they need, when they need it.

Mobile Learning

Adaptability and flexibility, the secret to engaging users?

For employees, training can be synonymous with constraints and organization. Depending on their daily constraints and their type of position, they will find it difficult to find time to devote to training. Accessible mobile learning training allows learners to access educational content, even in the field! Thus, mobile learning adapts to their professional environment and their needs. Being able to access the course when they want, where they want and from the medium of their choice (computer, tablet, smartphone) allows the learner to be involved in their training.

Becoming an actor in your skills development

This flexibility allows learners to approach training in a new light, in order to become actors in their learning. Both an actor and a person responsible for their training, the employee chooses when to access the content and organizes his schedule as he wishes. He can even take advantage of the lazy hours of the day to train! Whether on the subway or in the queue before lunch, he can follow the modules in a few clicks. This empowerment contributes to their development by making them actors in their success. They are therefore more motivated to achieve their goals and therefore more committed!

Microlearning

Train in a few minutes a day

To encourage the engagement of your learners, think of modules from! Unlike LMS platforms that rely on fairly long macrolearning content and without interaction, microlearning allows training in a few minutes a day. Short modules (between 2 and 5 minutes) are integrated into the learner's schedule so that they can develop skills more effectively and more quickly. This way, he can get used to the new skills he needs to acquire at his own pace. This method avoids the risk of infobesity, which can discourage employees when faced with the mountain of information they need to know.

A better anchoring of knowledge to motivate employees

Microlearning combines formal and informal learning in order to effectively anchor knowledge in learners' memories. Short and diversified formats (videos, gamification, etc.) develop their interest and, little by little, their commitment. They also avoid the risk of cognitive overload. In addition, being able to test their new skills in the field allows users to better integrate this information.

Gamification

Have fun to develop your motivation

La Gamification of the training path allows learners to learn while having fun. The fun and educational elements of the game are integrated into learning in order to improve their performance and engagement.

By participating in different games and quizzes every day, your teams receive rewards and improve their skills at the same time. Rewards are a way to stimulate and motivate them to start doing activities again to get a better score. All this, by immersing yourself in the corporate culture and by building relationships with colleagues!

Track the progress of your teams

Gamifying training courses allows you to keep an eye on the evolution of your learners. Point systems, levels to reach, and goals to unlock give you an idea of how far they are progressing. So you can discover their strengths and areas for improvement!

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Chapter IV: The limits of these solutions

Classic LMS

According to a Brandon Hall Group study carried out in 2020, 42% of companies with an LMS are actively looking to replace it. So what are its limits?

Lack of flexibility is a cause of disengagement

The lack of flexibility of LMSs contributes to the gradual disengagement of your teams. Why? First of all, because many LMSs are limited to management, data collection, and content delivery. The training courses Top Down are not flexible, personalized, or engaging. On the other hand, employees need to access content from any device, at any time and for only a few minutes.

Macrolearning does not correspond to learners' practices

Macrolearning modules, which are too long and not very stimulating, do not correspond to learners' daily practices. In general, the content takes the form of long theoretical videos followed by multiple choice questions. While users need interactive, fun and gamified content that adapts to their professional constraints and daily practices.

Without collaboration, no commitment!

Without the collaborative and interactive dimensions, it is almost impossible to keep learners motivated and engaged. And precisely, many LMSs do not sufficiently integrate this human aspect into their courses. However, exchanges between peers make it possible to federate a real community of learners and to improve their user experience! Employees need social interactions to stay engaged.

LCMS

LCMS platforms are subject to the same constraints as LMS, which they simply complement. They do not allow enough to create engaging and attractive content. Indeed, capsules are often illustrated by PowerPoint presentations that are not very engaging and fun.

LXP

The lack of social learning

LXP platforms are generally used in addition to LMS, to optimize the training interface and make it more fun. The downside? The social part of learning that is essential to the development of learners' engagement. And without commitment on the part of your teams, they will not be able to develop their skills or improve their performance.

Mobile learning

A complementary solution

Mobile learning training must be integrated into the overall training strategy to be effective. This solution is therefore not sufficient in itself. It must be able to transmit its data to the existing LMS and be accessible in mobile first and not in responsive design in order to offer a pleasant and engaging user experience.

Mobile first and not responsive design

The deployment of mobile learning training must be accessible on smartphones and tablets, everywhere and all the time. A simple adaptation of e-learning content will not sufficiently engage your teams.

Microlearning

Meet short-term educational goals

Microlearning is not suitable for all training subjects, or for all audiences. Even more so if the subject is vast, complex or technical. Learners, in difficulty, could gradually disengage. Although it is not sufficient in itself, microlearning can therefore be a complementary solution to longer training, to allow better anchoring of knowledge and easier memorization of concepts.

Short and fun formats

To maintain the commitment of your teams, it is imperative that you create fun and attractive modules. Short video formats are recommended to stimulate learners' interest and adapt to their practices. Accustomed to consuming short and interactive content on their smartphones, educational content must adapt to their preferences to keep them motivated.

Gamification

Dose the difficulty and the ease of the games

In order not to lose the interest of learners, care must be taken not to offer games that are too complicated, or too simple. Otherwise, the risk is that they will end up losing interest in it. The activities must therefore be fun, short and feasible to suit all profiles.

Set up a reward system, Video games and serious games can therefore become counterproductive, if you do not take into account the real expectations and needs of learners.

Attention to competitiveness

Increased competitiveness between members of the same team can damage the general atmosphere and the working environment. Between feelings of discomfort and individualism, it will be difficult to keep your learners engaged.

In addition, team cohesion is essential and makes it possible to improve the competitiveness and performance of the company.

Learners need access to fun and stimulating educational modules in order to stay engaged in the training journey. These solutions, by themselves, are therefore too limited to motivate and engage them in the long term.

Chapter V: Why is a powerful LMS platform the solution to develop the engagement of your learners?

Learner engagement is one of the main challenges for training managers, it may even be the main one!

A learner who is not motivated and not committed is a learner who is not going to be trained. At best he will start a training course and not finish it, at worst he will not even start it at all.

The training solutions that are mainly used today, even if they evoke innovative strategies and ideas to increase learner engagement, are still not enough. Engagement rates are struggling to take off and especially to maintain themselves over time.

Fortunately, things are changing, and new solutions and platforms are emerging.

Make training accessible to all of your employees

There is no mystery here. If something is difficult to access, you may not. Just imagine, you can go to a restaurant next door to you, not great, but ok. Or, you can go to a really good restaurant, but to do that, do you have to climb a mountain?

I'll give it to you right away, you're going to go to the one next to you.. And that's normal!

So, to successfully engage learners, you already need to give them easy access to training.

What does easy access mean?

Well, they need to be able to learn when they want, where they want, for as long as they want and how they want.

For that, the LMS platform combines numerous advantages.

It can just as easily be used via a smartphone or a tablet through a native application, designed for mobile use.

Thanks to this Mobile First format, training is always at your fingertips. Whether you are on the subway, in the forest or buried in your sofa. In addition, granularized formats allow you to train according to the time available, to stop and resume exactly where you left off.

But that is not all. The LMS platform also offers a web version of its learner interface. Accessible via a computer, learners can thus follow the courses from the comfort of their desk.

In short, a suitable LMS platform gives you the choice so that you can train in the way that suits you.

Personalize training content

Another problem that often comes up with traditional training solutions is the difficulty of finding content that learners are really interested in.

Or they are lost under a mass of similar online courses and courses, without really knowing the difference between each and without knowing which one to choose. Or, they come across content that is simply not relevant to them.

In other words, all this is not really used to motivate them, on the contrary.

So, to answer this problem, the Beedeez LMS platform has put several things in place.

First, it makes it possible to segment its learners into groups and communities of learners. Depending on the group to which they belong, learners will receive selected and targeted content. Thanks to this segmentation, I am sure that the content offered corresponds to my learner's profile and that he has a greater chance of coming back to the platform to look for even more dedicated content.

That's not all, in addition to having personalized content. The LMS platform also allows you to customize the graphical universe of the learner interface so that they can find a familiar environment. Avatar, color, login image and banners, absolutely everything is customizable to promote the user experience and strengthen the employer brand!

Gamify to better engage

“Time flies when you're having fun.” We have said, heard and repeated this phrase as an indisputable categorical principle. And even if concretely, no, time does not pass more quickly when we have fun, our perception is deteriorated when we do stimulating and pleasant activities.

So, the LMS platform has given itself another mission: transform training into a fun moment during which learners have fun.

Instead of listening to a speaker talk for two hours or watching a MOOC, or any other type of e-learning during which the learner is passive, the Social Learning platform involves the learner directly in his training so that he becomes a full player in it and so that he can see his progress.

With a multitude of educational activities such as multiple choice questions, empty texts, swipe cards, True/False questions etc., the LMS platform paced learning through various and varied activities that allow the learner to be engaged but also to test his knowledge.

These activities, of course, are accompanied by a system of points and lives to give an even more fun dimension to learning. As soon as a question is answered correctly, the learner's score increases and continues to increase throughout the course. Once a content is finished, it is validated or not according to the answers given.

Valuing employees and their knowledge

Gamification is a key factor in engagement, but it's not the only one.

To succeed in engaging you must make learners really feel involved in the training. For this, one of the techniques is to involve them.

But, here, we are not just talking about answering questions, we are talking about participating, really and concretely, in the training.

Thanks to its User Generated Content solution, learners can share their knowledge with other members of their communities in the form of videos, short texts or questions. All these shares are then stored for possible use and sharing.

Being active and sharing your knowledge allows you to really engage learners but also to value them by recognizing that their knowledge is important and deserves to be shared!

Animate communities and make them live for the long term

All of these solutions mentioned above are very important for increasing engagement, but in order to maintain it over the long term, they may not be enough. To do this, you must take the time to animate and support your community.

In addition to offering tailor-made support from experts in the field, the LMS platform also has several levers to meet these challenges.

Initially, it allows students to stay in contact with learners through several dedicated spaces. Administrators will be able to send notifications to learners, but they will also be able to share news and information with them directly at the heart of their community.

But that's not all, the platform also makes it possible to set up specific actions such as Live sessions (moments where several learners answer questions together and directly) or challenges.

Do you want to boost engagement? Create a challenge where the person who has the most points over a given period of time wins a prize, you will see your engagement rates increase all of a sudden!

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Chapter VI: Beedeez use cases: AntemetA, RATP, Holder group

Challenge 1: Facilitate access to training and empower learners with RATP

Before adopting Beedeez, RATP only had an LMS. The latter did not allow all employees, especially those in the field, to access training.

They therefore needed a platform that offers a Mobile First solution and that offers short and accessible training courses for everyone, even directly in the field.

Thus, to meet their needs, the Beedeez LMS platform provided them with an accessible training offer designed both for Mobile use and for use with a computer. Thanks to this, employees in the field who previously did not have access to training were able to take advantage of a dedicated application called Kapsul. This application, which has a premium user experience, considerably promotes employee learning and has increased completion rates to 88%.

But that's not all, thanks to the Beedeez LMS platform, RATP was also able to take advantage of Tips, the User Generated Content solution.

Thanks to Tips, trainee agents in train stations or in metro/RER mobility were able to become actors in training by easily sharing professional actions that enrich the company's knowledge base and reinforce the diversity of the content offered.

Challenge 2: Making learner engagement last with AntemetA

In terms of training, AntemetA's challenge was significant. In addition to having a real challenge around the integration of new employees and being completely independent in the creation and distribution of training content, AntemetA wanted to succeed in training and engaging its employees over the long term!

They then turned to Beedeez.

They not only reviewed the entire onboarding process by creating capsules themselves on the company, its employees as well as on very specific topics about jobs, but they also developed a system based on challenges and gamification to succeed in engaging employees over the long term!

Indeed, using battles, evolving avatars and other fun components, they succeeded in engaging their learners by offering them an ergonomic and pleasant user experience. And to ensure that learners continue to receive long-term training, the training managers organized several challenges over the year, especially at Christmas time!

Like an advent calendar, a new battle capsule was released every day, and the person with the most points won a reward. Between challenges and a well-organized notification system, AntemetA managed to reach a 100% engagement rate!

Challenge 3: Engaging ephemeral populations with the Holder Group

Commitment is no small feat when it comes to training. And, it's an even more difficult challenge when it comes to engaging a population of learners with a very high turnover rate.

This was the case of the Holder group, it wanted to train its learners quickly on the essentials of the sales and server business as well as on security aspects. But with face-to-face training, the group had a very high absenteeism rate and only affected 8% of the store population.

The Holder group therefore changed its strategy and adopted Beedeez in order to quickly develop learners' skills by engaging them in a gamified and accessible training course in a Mobile format so that the store population could easily access it.

To do this, the group has created around thirty capsules that are aimed directly at learners in order to make them grow. These capsules are posted on a regular basis and notifications are scheduled to warn learners. Using the solution then becomes a reflex to find the information that learners need, as soon as they need it.

Then, the group organized several inter-store challenges! For this reason, gamification is in the spotlight: having rankings by stores and throughout the brand plays a role in the regular use of Beedeez and creates an emulation to know who will overtake whom the following week.

Thanks to the Beedeez platform, the number of hours of training increased from 180 hours in 2019 to more than 700 hours in April 2022. After only 7 months of launch, the Holder group has exceeded 800,000 cumulative points!

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