Creating, and maintaining, a motivated, happy, and engaged workforce is a must-do for successful organisations in today’s day and age.  But how do organisations achieve this seemingly impossible feat? In a world where upward of 80% of employees hate their jobs, individuals are more stressed than ever, and workplace wellbeing may just be a fad, it seems that increasing employee engagement may be an insurmountable task.  This may prove especially true for organisations who plan to rely on EOFY performance bonuses to increase employee morale – with reports of a now-imminent recession, many companies may be forced to decrease, or even cancel, their quarter or year-end payments and halt any planned salary increases.

Yet at the same time that organisations may not be able to afford to solve their employee engagement issues, it is critical that they at least try.  Actively disengaged employees cost organisations at least $2000 per year in lost productivity, as well as being more likely to negatively influence their co-workers, take copious amounts of personal leave, drive away clients and even steal from their organisations.

So if organisations really are unable to offer bigger bonuses, and higher salaries to drive up their engagement, then what should they do? The answer, it seems, may be far less expensive, and far more effective, than you may think.

The Mlearning Solution

Organisations who seek to solve engagement issues through financial means may be fixing a misdiagnosed problem.  As it turns out, most employees are not only – and often not even primarily – motivated by money.  Research shows that today’s employees are equally motivated by the existence of ample opportunities for growth, as well as workplace flexibility and a reasonable work-life balance. These three areas can be effectively tapped into not with payrises or bonuses, but with a solid learning and development strategy, and especially one that focuses on mLearning.  Here’s why:

Development opportunities

Research shows that the ultimate driver of individual motivation in the workplace is not money, or recognition, but the opportunity to grow and develop through cross and up skilling.  Whilst giving employees development opportunities in the days when only ILT (Instructor Led Training) was the only training available may have been expensive and time consuming, now mLearning exists, employees can complete courses in far less time. Not only can employees complete courses in less time, however, organisations also have more freedom to create, and upload content on absolutely any topic, with some mLearning platforms offering the ability to upload content in just 15 minutes.


Despite the fact the technology enables ultimate flexibility, many employees find this hard to achieve.  This presents a huge missed engagement opportunity for employers, considering that offering workplace flexibility is one of the cheapest benefits an organisation can provide. mLearning is the ultimate enabler of workplace flexibility through offering employees the options to complete courses anytime, anywhere.

Work-life balance

In a recent survey, 67% of organisations believed they gave their employees work-life balance – yet 45% of employees in those very same organisations profoundly disagreed.  Work-life balance, the elusive concept that would have many believe they work to live, not vice-versa, can be extremely hard to come by.  However, mLearning can enable this very concept through benefits such as JIT (Just-In-Time) learning, which enables employees to access training and support when they most need it, as opposed to having to waste precious time repeating courses or re-reading content they may have forgotten.

Therefore, this EOFY, if your organisation cannot deliver on bigger bonuses, or generous payrises, rest assured that it can still deliver on increasing employee engagement.  This can be achieved through a comprehensive mLearning solution that gives employees a wider range of development opportunities, more flexibility, and a better work-life balance.

Author: Janine Cahill

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