Employees cite that they love the control over learning that e-learning brings.

Self-directed learning carries the trust, ownership and flexibility employees expect to have within the business environment. People can enjoy managing and developing their skills and employability and ultimately are responsible for maintaining the value they add to the company they work for.

The expectation that employers are responsible for providing the time, support and necessary tools to train and that employees are responsible for their own training is what contributes to the success and popularity of e-learning in the workplace.

The rise of social learning within learning management systems has sent employee engagement stellar. E-learning by itself encourages information sharing, collaboration and interaction.

Technologies such as blogs, wikis, forums, discussion boards allows employees to share knowledge and learning and leverage existing knowledge within the company.

Done well e-learning can motivate employees to invest more time and energy in workplace training.

As employees are in charge of scheduling their learning activities around work periods, the result is more personal commitment to and control over learning.

The greater the amount of learning and training that goes within an organization we have found the better the performance, competitive edge and employee engagement.