How to Engage Employees in Learning and Development

As L&D professionals, we all know the challenge:

The perfect training is planned — but registrations just don’t come in. Employees feel “too busy,”
doubt the value, or think they’re not the right audience.

Here are some tips to boost participation in your learning and development programs:

🎯 Create Relevance

• Connect trainings to current events within the company

• Position learning as “additional know-how,” not as a “big correction”

• Combine trainings with other initiatives for holistic development

🏷️ Market It Attractively

• Give your courses meaningful, engaging names

• Build an internal L&D brand with a strong visual identity

• Use feedback to create positive testimonials

👥 Foster a Learning Culture

• Actively involve leaders — they are role models

• Encourage participants to share their learning experiences with colleagues

• Make learning a natural, everyday part of work

🎯 Secure Commitment

• Use limited spots to create a sense of exclusivity

• Treat registrations as binding commitments

• Collaborate closely with managers

🚧 Remove Barriers

• Eliminate time and logistical obstacles

• Offer flexible learning formats

• Make learning a core company value

📢 Increase Visibility

• Use all internal communication channels

• Be persistent and consistent

• Celebrate active learners

The key is to think like a marketer:

Understand your audience’s hesitations and craft compelling messages that position learning
as a privilege and a career opportunity — not as an obligation.

👉 Anyone who wants to strengthen learning within their organization in the long term will find in our
Masterclasses practical insights that foster greater engagement and lasting impact.