Making learning enjoyable
The moment learning becomes boring, any emotional capital you may have built with your employees starts to erode. Yet according to the emails and messages that I receive, some workplace learning programmes feel like punishment rather than possibility.
When learning is enjoyable, you're not just being nice to people, you're unlocking value that transforms both individual performance and organisational results.
Research shows that when people enjoy learning through practical knowledge, hands-on activities, group discussion and laughter, active learners retain 93.5% of information compared to only 79% for passive learners after one month.
Not only that, but enjoyable learning experiences trigger neurological changes that enhance creativity, problem-solving abilities, and collaborative behaviours. Your people don't just remember more, they innovate more…whilst they're learning!
Traditional learning programmes often prioritise coverage or completion over comprehension. Many virtual learning programmes suffer from this. They take a ‘sit here and watch this’ approach rather than a ‘be educated and entertained’ one.
The focus becomes ticking boxes rather than transforming capabilities. When learning becomes enjoyable, you shift from compliance-driven behaviour to curiosity-driven change.
This shift creates accelerated expertise development. People willingly invest discretionary time in skills that they feel will benefit them, through both individual career progression and organisational competency.
I pride myself on building enjoyable learning experiences. I recognise that teams that learn together build stronger working relationships and greater psychological safety. People stay where they grow. When learning is engaging and meaningful, your best talent chooses to build their future with you rather than elsewhere.
Making learning enjoyable is also about cultural transformation. When leaders demonstrate that growth can be both rigorous and rewarding, they give permission for individualism, intelligent risk-taking, and continuous improvement.
This creates a multiplier effect across the organisation. Teams become more resilient because they're constantly adapting and evolving. Performance improves because learning becomes embedded in daily work rather than separated from it. Innovation accelerates because people feel safe to explore new ideas.
Start by auditing your current learning experiences. Ask your people one simple question: "Would you choose to participate in this learning opportunity if it wasn't mandatory?" If the answer is no, redesign the experience around three pillars.
Engage - build programmes the deliver capabilities that employees say they need and give them agency over how, when and what they learn
Educate - ensure that the skills provided are practical and can be immediately applied. Make learning a shared experience that reinforces accountability
Entertain - deliver with lightness, energy and humour using a range of techniques to speak to every personality and generation. There has to be something for everyone
When learning is enjoyable, people are more engaged, teams become more effective, and organisations become more adaptable. The investment in making learning engaging pays dividends in outcomes, innovation, and retention.
Your culture is built through the experiences you create. Make learning one of the best experiences your people have, and watch how it transforms everything else.
Find out more about my learning experiences at www.colindellis.com/workshops
Here’s some essential reading whilst I’m away. Download my new white paper by clicking the image above.
