The not-so-obvious changes (tried and tested) that help your HR strategy reach its full potential
Every now and then a client throws us a challenge we have never tackled before. We love exploring untamed territory and creating projects that turn out to be real game changers.
Now, we could have kept these ideas locked away in our Coca-Cola-style vault… but we enjoyed working on them so much that we want to do more of them. They are not the everyday requests. They are the ones that lift engagement, spark curiosity and make an LXP something people genuinely want to use.
These are ideas we have built, tested and seen work across different teams. They can push your HR strategy beyond expectations and are proven ways to raise the bar and spark real excitement. Use them as inspiration… or send us your challenge. Who knows, your project might make it onto our next wish list.
1. System Emails – The Unsung Heroes of Engagement
Every system email is a chance to keep the conversation going. They might be delivering login details, reminders or updates, but they can also do something bigger. When you treat them as part of your learning campaign, they become one of your most reliable engagement tools.
Think like a marketeer. Swap the default template for something that feels like your brand, speaks in your tone and guides people to what comes next. That could be a short sequence to support a launch, content that adapts to a person’s role or region, or a version in the right language every time.
We have seen small changes make a big difference. A warmer tone. Clear calls to action. Layouts that look good on any device. These touches can guide someone through a new page, highlight features they might miss and even celebrate their progress.
Did you know? Google used whisper-course nudges – short, behavior-focused emails – to boost team psychological safety by 33%, and strengthen manager behaviors by 22–40 percentage points in peer surveys .
2. Launch Campaigns – Make It Feel Like a Premiere, Not a Footnote
A new LXP rollout, academy, learning path, or HR initiative deserves more than a single “It’s live!” email. If no one notices, no one engages. Treat your launch like an event. Think teaser campaigns, eye-catching visuals, compelling messages, and a clear user journey with multiple touchpoints. Use a mix of channels: posters in high-traffic areas, intranet banners, champions sharing personal stories, launch day badges, and follow up nudges to keep the buzz alive.
Bold creative stands out, and a repeatable structure ensures each campaign is stronger than the last. The goal is not just awareness. It is sustained engagement that carries well beyond day one.
Did you know? Employees are 2.5 times more likely to complete training when it’s paired with targeted, personalized communication.
Explore more: Octily Creative to plan your campaign’s user journey, choose the right channels, and create the assets to make it unmissable.
3. Feedback Cycles – Don’t Guess What Works. Ask.
“How should our welcome page look?” Your users will tell you. The most effective experiences don’t launch perfect. They evolve in small steps, shaped by what people actually need and where they get stuck. And feedback should not stop at one page. Create touchpoints across the whole learning journey: short in-page polls, thumbs up/down buttons on modules, one question micro surveys after completion, quick stakeholder check-ins, or more in-depth custom forms for targeted insights. The easier it is to share thoughts, the more likely people will. And when you close the loop with a simple “you said, we did,” trust goes up. So does engagement.
Feedback can be about anything that impacts engagement: learning content, processes, culture, even simple happiness check-ins. Build light touch feedback into the flow: quick polls, thumbs up/down buttons, one question micro surveys, short pulse checks, stakeholder interviews, or deeper custom forms. The easier it is to share, the more insights you will get. And when you close the loop with a simple “you said, we did,” trust grows and so does engagement.
Did you know? Nearly 60% of employees say they would welcome more frequent engagement surveys, and organizations that use them see higher responsiveness and faster improvements.
Explore more: User Feedback, Custom Forms, and our article on How to Use Feedback to Build a Positive Workplace Culture.
4. Character Design – Give Learners a Guide
Sometimes a little personality makes all the difference. Creating a character or guide for your learning platform can turn a functional journey into something more memorable and engaging. Whether it is a friendly coach, a witty narrator, or a visual mascot, characters help learners feel supported and make information stick. They can welcome new users, introduce modules, offer tips, and celebrate milestones along the way.
A consistent guide also creates a thread through different topics and campaigns, making the platform feel less like a collection of disconnected pieces and more like a cohesive experience. The tone, style, and personality of your character can reflect your brand and speak in a way that resonates with your audience; fun and informal, sleek and professional, or anything in between.
Did you know? Research published in the International Journal of Human-Computer Studies found that characters who act as guides with clear gestures (like pointing, gaze, or arrows) improved knowledge transfer and retention by up to 40%, while also being rated as more credible and engaging by learners.
Explore more: Octily Creative and our article on Character Design: Giving Your Brand a Personality People Remember.
5. Employee Engagement – Little Moments, Big Impact
Learners aren’t robots (even though sometimes their dashboards look like one). Little celebratory touches, like badges, progress bars, peer shout-outs, or mini stories, turn a task into an experience. Big engagement wins are not always about sweeping programs or large-scale events. Often, it is the small, consistent gestures that add up: a personal thank you message after a course completion, a spotlight on someone’s contribution, a quick check-in from a manager, or a micro-celebration for hitting a milestone. These moments signal that people’s efforts are seen and valued.
Think beyond formal recognition programs. A short video from a leader welcoming a new hire, a GIF celebrating a team achievement, or a “well done” banner on the homepage can make the workplace feel more connected and human. When these touches are woven into daily workflows, they quietly build a culture of appreciation and motivation.
Did you know? Organizations with integrated recognition are 4× more likely to have highly engaged employeess.
Explore more: Employee Engagement and our article on 5 Proven Strategies to Boost Employee Engagement.
6. Gamification & Social Learning – Friendly Competition, Built In
People love a challenge, especially when it comes with recognition. Adding elements like badges, leaderboards, team challenges, or social shout-outs can transform a static learning platform into a space where participation feels rewarding. Gamification taps into our natural drive for progress and recognition, while social learning makes it collaborative, not competitive in a negative way. Together, they spark motivation and create a sense of shared journey.
These elements do more than make learning engaging. They encourage people to progress, compare, and share. The goal is not to turn work into a video game, but to add light motivating structures that guide learners to explore more, help each other, and celebrate wins along the way. Think beyond points and badges. Use gamification to highlight milestones, create peer-to-peer challenges, or celebrate team progress. Layer in social elements like discussion boards, story sharing, or collaborative goals. The mix of friendly competition and community turns one-way learning into an experience people want to return to.
Did you know? KPMG’s gamified learning app reported a 24% increase in awareness of firm capabilities, with 71% of users more comfortable mapping client needs to services. Even more telling, 83% said they had fun using it and 89% felt it improved their impression of KPMG as an innovative company.
Explore more: Gamification to design gamified elements and social learning features that make your platform more motivating and collaborative.
Raising the Game for HR
None of these ideas are about reinventing the wheel. They are about making small but smart changes that spark curiosity, strengthen connections, and make your learning platform something people genuinely want to return to.
The best part? They work across industries, audiences, and cultures. Think of them as starting points for bigger conversations. With the right touch, your HR strategy can move beyond check-the-box tasks and create experiences that people remember.
Ready to Raise the Bar?
Get in touch, send an email, or book a meeting. We would love to explore what we can create together.
