Think you know training? Think again. As a matter of fact, the way we’ve been trained to see training is largely inefficient and woefully ineffective when it comes to onboarding new employees or educating existing ones.
Think of it as the end of the training world as we know it. And, we should really feel fine about it.
In fact, we should all be elated. Because training is being reimagined in ways that are speeding up onboarding, reducing profit-draining lag, and providing new and existing employees with dynamic training methods that challenge, educate, and prepare them for success like never before.
To get you pointed toward the future of training, here’s a little primer. We’ve identifiedfour signs it’s time to unlearn everything you know about training:
Internal goals aren’t being met. This is almost worse than lag, because in this instance you’ve put in time, you’ve engaged in training, and still things are coming up short. Oftentimes, the problem of achieving sales goals is found at the very inception of the training. As one study noted, far too often sales “objectives are often platitudes.” Goals without context that are set by Human Resources or other departments who may not know or understand the appropriate performance expectations can exacerbate this problem.
Your new hires aren’t performing at desired levels. Think of this as the one-of-these-things-is-not-like-the-other problem. You’ve got a team that is performing at a certain level, but your new hires just can’t get up to speed. Unfortunately for you, the work world spins on without waiting for them to catch up. There is a clear breakdown in training here that needs to be corrected to get the new hires’ performance to acceptable levels. What you do to make this right even has implications for your success as a manager. Effective onboarding and precise training that is delivered where and when employees need it sets clear expectations and clear paths to success on the job.
Your turnover is consistently high. You know when someone breaks up with and lets you down easy with the comforting, “It’s not you, it’s me” excuse? As good as that might feel, it’s a lie. It was totally you. Same goes for that high employee turnover you’re experiencing. You are to blame. That question is: what are you going to do about it? For starters, you’ve got to reexamine how you’re training and onboarding new hires. Are they learning what they need? Do they have means to provide feedback about their experience on the job? Are they being integrated into the company’s culture? Do they know what is expected of them? Are they being engaged about their path to success within the company? You might be surprised by the answers.
Your employees aren’t engaged. Do you know if your employees are happy? Just because they’re not wandering around the break room humming the lyrics to “Take This Job and Shove It” doesn’t mean they are blissfully happy with their jobs. In fact, a recent Gallup poll found that less than one-third of employees are engaged in their jobs, with millennials — the future of our workforce — being the least engaged of all. Again, look no further than training for your woes.
These are serious problems, and the likely culprit is training.
The solution may be easier than you think. Thanks to this magical thing called technology, you can now train, engage and (more than likely) retain your employees in practically one fell swoop. It’s called a learning management system, or LMS.
Engage employees where they are, and when they need it. Great training is fluid and dynamic. It is accessible anywhere, so that employees can learn at the most optimal time for them. Instead of a turgid one-way lecture that is just as likely to induce sleep, an LMS teaches on-the-go and provides learning in a way that is immediately usable and actionable.
Create and deploy custom, relevant courses quickly. Today is so yesterday. That’s because in today’s work world change is constant. The speed of business is increasing rapidly, technologies are ever-evolving, and the once static world of training is no longer sufficient to prepare employees for the challenges they face. What’s needed is responsive training. Training that can be created swiftly and customized to help you find a solution to whatever new challenge may arise. An innovation like the LMS is designed to do this and more.
Test knowledge and identify areas that need more training. Knowledge is power. And the best way to gain even more is to set a baseline of where your employees are and where your training needs to take them. An LMS is ideal for quickly establishing where to begin training and where to guide an effective e-learning program.
Provide real-time assessments and training status updates. E-learning gives managers a responsive and measurable way to assess employees and then train them to be better. Real-time micro assessments give successful trainers instant feedback about how employees feel, what they need to know, while addressing their needs when they arise with instant updates to the latest information.