Are you hoping that after listening to an array of speakers and exploring the vast exhibition hall at World of Learning next month, you’ll return to the office full of ideas to reboot your training programme?Are you hoping that after listening to an array of speakers and exploring the vast exhibition hall at World of Learning next month, you’ll return to the office full of ideas to reboot your training programme?
It’s easy to establish routines and ways of doing things and really useful to be given the opportunity to challenge those thoughts and meet others across the industry.
In our last blog post we talked about migrating to eLearning: the impact on your trainers. Now we are going to assume that you’re past first base and are reviewing what you do to make sure that your existing programme excels. This might involve some tweaking to existing plans, or in some areas starting from scratch.
YUDU have been working with training companies and Learning and Development departments on mobile training delivery. In doing so we have learned a lot about how the top operations function. If you think your training programme might be flagging slightly, here are our tips to consider:
Before jumping straight into a new software suite or trendy new training idea, start by assessing current employees’ knowledge base and skill set. Is everyone performing their role as well as they can do? Look at each function individually, and use assessment tools to drill down into any knowledge gaps. This is a great starting point for working out what exactly you need next, and what might be already functioning well.
Anyone who has worked on a training programme knows that communication is key. So once you have worked out where more knowledge is needed for your team – go and talk to others about it! Perhaps they need the same content as you do. This is beneficial to the company in the long run and means that everyone can benefit at once. One size can sometimes fit all … but you will only discover this by delving into what other divisions might be working on.
As well as knowledge gaps, there are also generational differences to consider. So look around your department to work out who needs what. Millennials, for example, need highly structured training and a forum for their opinions. Older employees might need more technological support in order to get started. In this sense (contrary to the previous point), one size definitely does not fit all, and certain demographics can sometimes benefit from bespoke training content that suits their particular needs. The important thing is to consider this when re-invigorating your programme.
Are you chunking your eLearning content? Is it easy enough to navigate through? Employees in training are likely to switch off if they are presented with too much information at once. Busy professionals are likely to be scanning their training material, looking for the most relevant parts; the challenge is how to make them scan for the information you want them to learn. The answer is splitting the content into small sections. As a learner clicks through chunks it also gives the feeling of accomplishment and progression.
Not all employees will be able to access a desktop computer. Some of your employees will want to work through their training materials on their commute – will they need a good Wi-Fi connection? As training materials are delivered in digital formats there is a lot to consider in terms of device limitations and access. The easier it is for your teams to access training materials at a time that suits them, the more likely they are to succeed. This might be a good time to survey your team and find out where they are most likely to log on, making sure you are reaching them at a convenient time.
There are two schools of thought here. Varied content keeps employees engaged as the element of surprise keeps them curious and attentive. However, there is also something to be said for repetition. By automating certain elements and allowing for repetition, your learners can navigate on autopilot and concentrate on the core content rather than wrestling with how to extract information. A combination of both tends to work best. Which formula do you use? Could you mix it up a bit?
Practice makes perfect. If you aren’t already, make sure that employee training is being carefully timed so that it coincides with the actual application of new skills. To keep people motivated to learn, they need to feel that there is a point to the learning and that it’s not just a box-ticking exercise. This means application – the sooner the better.
Feedback from clients has shown that half the battle seems to be getting the right people ‘on board’ when it comes to training. By introducing a checklist, and demonstrating that training programmes have a defined goal based on an analysis of current employee performance, it’s easier to get everyone on board.
Once your eLearning programme has been rethought, you might consider introducing new programmes such as training for onboarding. Our next blog post will look at how to combine eLearning and onboarding. In the meantime, you can read more about YUDU Training Apps here or arrange to meet us at World of Learning (stand A180).