Before we dive into the training methodology best practices, let’s first discuss why training is so important. We have found that high performing organizations, or HPOs, believe that when they implement a new software that it is an initiative, not an installation. It is an ongoing process as the software and the business evolves. The same goes for their training program. With software updates, new features and functionality that are added, and organizational changes, your training program needs to be able to make adjustments as they occur.
We have developed our training methodology over a number of years, incorporating best practices from our HPO customers and leading experts in the learning and development field. While our example revolves around an initial training roll out, we still use this process anytime there is a major change to the organization.eLearning
Our learning methodology starts with the eLearning component; this could be a full course or maybe just a video or two if it’s a single concept. You will always want to train your managers first so that they can be available to answers their employees questions when the time comes. Then you will want to view their progress and reinforce as necessary. If you have an LMS system, then you will be able to view reports at a click of a button.
Then you will want to have the live training component. This can be in person or over the web but either way you will want to cover the delta, the parts of the training that weren’t covered in the eLearning topics. This is where many customers cover their company process training. We recommend leaving around 60% of the time for questions and practice. Being able to ask questions or practice what they have learned with a subject matter expert in the room is extremely helpful. They have a higher chance of leaving the room with a sense of independence and an ability to do their job.
Don’t forget to assign some type of activity in the software so you know that they can use it. You will want to make sure to follow up with them to make sure they have completed the assignment correctly and reinforce if necessary.
At this point your employees should be entering into the stage of performance support. With performance support, the goal is to give your employees the ability to find answers quickly to not disrupt their flow of work. This gives your employees the ability to not just remember what they learned in their initial training, but it allows them to transfer that knowledge to their everyday work much faster than only using traditional training methods.
This process will repeat each time there is a major change in software or organizational changes and will become what we call your training cadence.
In the second part of this 2-part series we will cover the tools that you can use to implement this methodology.