Eric Duffy

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3 min read

The Biggest Problem With Enterprise Learning

Articles L&D

There’s no question about it: enterprise learning is a hard problem to solve. Technology and globalization is changing the world at a remarkable pace, making it difficult for even the most established subject matter experts to keep their skills up to date. Now, consider the L&D professional trying to keep their organization up to date with all the advancements in their industry! It’s no wonder that the amount of investment in the L&D space is exploding: faced with the prospect of sliding into obsolescence, the cost of inaction is simply too high not to react. Thankfully, a savvy L&D professional can take advantage of this increased investment, and cobble together a high quality system that solves the majority of their L&D problems with best-in-class solutions from across the industry.

Engagement is Still a Key Issue

However, there’s still one big problem that isn’t being addressed, which often doesn’t get noticed until well after deployment of a new solution: employee engagement. In private, most L&D managers will admit that, despite their best efforts, employees simply aren’t using the tools they are given. Worldwide, employee engagement is a paltry 19%, which severely limits the effectiveness of any workplace initiatives. This is a massive problem that doesn’t get the attention it deserves, likely because it is traditionally difficult to quantify how engagement is affecting the bottom line. Let’s make the problem abundantly clear:

No matter how much is invested into an L&D initiative, if employees don’t engage with their learning, they don’t learn. When employees don’t learn, companies miss out on all the well-known benefits of learning: 50% increase in productivity, 25% higher retention, 26% more top-line revenue, and many more. (eLearning Industry)

In other words, a great learning program can only live up to it’s potential if employees actually use it! With that in mind, it should be obvious that investing in tools to improve engagement around learning is one of the best investments you can make. But engagement is a difficult problem to solve, and one that can’t be done with faster processors, a larger editorial staff, or by building a mobile app. It’s also not something that can be done overnight: you need to grow a culture of learning to succeed.

On Pathgather, learners curate their favorite content into custom learning paths, and then share these paths with their peers

Our Approach

At Pathgather, we believe that one of the best ways to solve the engagement problem is to create an environment that:

  1. Brings together the best learning content, no matter where it is, into one place
  2. Encourages collaboration, sharing, and mentorship
  3. Empowers employees to take control of their professional development

That’s what we’re focused on. We want to bring best practices from the consumer web industry to the enterprise learning market to promote engagement. Of course,  we’re not naive enough to assume we’ve solved anything yet, since we only launched earlier this year! But we’re off to a great start: some of the largest, most innovative companies in the world are already using Pathgather as the heart of their L&D initiatives, and the results are encouraging. In one case, deploying Pathgather increased engagement, measured by courses started, by a factor of three! Perhaps unsurprisingly, it turns out that employees want to learn, but their existing tools just made the process a chore.

The Future

The modern enterprise needs to build an engaging, welcoming environment that integrates with best-in-class solutions for content, compliance, and more. The end result likely won’t look anything like the detached learning experiences that plague the industry today, and companies will finally be able to reap the rewards of a workforce that is engaged with their learning. It all starts by giving the engagement problem the attention it deserves.

Categories: Articles L&D

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