As hybrid and remote work models have become the norm, companies are increasingly focused on boosting employee engagement and improving retention. Gallup’s latest “State of the Global Workplace” report reveals that global employee engagement is up to 23%, but some regions still see engagement levels below 15%. In response, LinkedIn Learning’s 2023 Workplace Learning report highlights that the most effective strategy for improving retention is by “providing learning opportunities.”

The connection between employees and an organization’s mission and vision is evolving. Today’s employees expect companies to invest in their personal and professional growth, seeking opportunities for skill development that yield immediate returns. To meet this demand and improve engagement, learning and development (L&D) has become a strategic priority. But with limited budgets and other pressing concerns, how can companies fulfill these needs? The answer may lie in the learning management system (LMS) that many large organizations have already implemented.

The LMS as a Continuous Partner

The LMS is often one of the first resources a new hire interacts with, but it shouldn’t be limited to onboarding and compliance tasks. Instead, the LMS can serve as a key partner, providing a continuous presence throughout an employee’s journey.

During the onboarding phase, the LMS is a prime opportunity to reinforce organizational culture and values. It’s not just about completing required tasks but about helping employees understand the company’s mission and how their contributions align with broader goals. By embedding leadership messaging into the LMS, companies can help new employees see their role as part of a larger purpose. This not only nurtures engagement but also encourages a mindset of continuous growth and skill development.

An effective LMS should be viewed as a partner to leadership in conveying messages about personal development, career advancement, and company values. When leadership supports the idea of a learning culture, the LMS becomes a powerful tool for aligning employees with strategic goals and encouraging ongoing growth.

Additionally, with advancements in artificial intelligence and machine learning, the LMS can become increasingly personalized, helping employees visualize potential career paths and offering curated content that supports their skill development. If budgets allow, companies can integrate professional skills training directly into the LMS, allowing employees to access learning materials that match their interests and career aspirations.

In this way, the LMS can serve as a dynamic resource for continuous learning, providing employees with just-in-time access to development opportunities that align with both personal and organizational goals.

The Role of L&D in Engaging Talent

To drive engagement and growth, L&D professionals must emphasize the importance of using the LMS throughout the employee lifecycle. Collaborating with talent management and other organizational leaders is essential in ensuring the LMS is used not just for training but also for communicating organizational changes, leadership development, and ongoing employee engagement initiatives.

L&D should advocate for skill-building programs that go beyond specific business objectives. By creating a steady stream of skill-development opportunities, such as virtual sessions or workshops on topics like presentation skills or work-life integration, L&D can help employees grow and engage with the company in a more meaningful way. Incentivizing these opportunities through badges or recognition can further boost participation and engagement.

Managers play a critical role in encouraging employee development through the LMS. By working closely with talent management, they can identify relevant learning pathways for their teams and encourage employees to engage with these resources. Managers should also ensure that employees have dedicated time to focus on their personal learning plans and regularly check in to assess progress and celebrate milestones.

Final Thoughts

While it may seem straightforward, viewing the LMS as an ongoing partner in the employee experience requires intentional effort from L&D professionals. Success depends on integrating the LMS into daily operations, aligning learning opportunities with organizational priorities, and continuously adapting to employee needs. It’s essential to keep the system fresh and optimized so that it remains a valuable tool when strategic priorities align with learning initiatives.

There is a unique opportunity to drive employee engagement from the start of the employee lifecycle. By fostering new habits and promoting continuous learning through the LMS, organizations can not only boost engagement but also create a thriving learning culture that benefits both employees and the business as a whole.