Creating employee training is never a walk in the park. It’s a complex process, from the initial idea and setting objectives to the actual course creation. It demands a significant investment of time and resources to ensure the final result translates into better productivity and enhanced company performance.
First things first, you need a clear objective. This is the foundation of your training program. Do you need to boost sales, or are you aiming to improve employee retention with a more efficient and engaging onboarding process? Once these goals are crystal clear, everything else will fall into place more smoothly.
Another crucial and time-consuming part of the process is the creation of the training itself. Does your company have the necessary resources for this, and if so, how effective and well-distributed can the training be? In many large companies, this course creation process has shifted to modern, AI-based platforms. Why? Beyond the ease of creating a custom training program from scratch, the experience is much more engaging. Employees tend to retain more information and, in turn, apply more of what they’ve learned, contributing significantly to business success.
What to Keep in Mind: Essential Insights for Crafting a Training Plan
Ready to dive into the nitty-gritty of creating an employee training plan? Here’s what you need to know!
1: Pinpoint Your Business’s Training Needs
The first step in developing a training plan is a thorough assessment of your training needs and existing roles. According to a Harvard Business Review study, accurately identifying skill gaps is key. Here’s how you can do it:
- Job Analysis: Review the requirements and competencies needed for each role.
- Performance Evaluation: Analyze performance reviews to identify areas needing improvement.
- Employee Feedback: Talk to employees about their development needs.
2: Set Clear Objectives
Aim for the SMART goals: Specific, Measurable, Attainable, Relevant, and Time-Bound goals. According to a survey conducted in May 2022 by Harvard Business Review Analytic Services, 82% of respondents considered the use of strategic goals to be “extremely critical” or “very critical” to their organization’s overall success.
Creating a good training program involves setting clear objectives and requirements. Ensure the training program is well-organized and communicated clearly to employees. A study by Training Industry indicates that detailed planning and effective communication contribute significantly to the success of training programs.
3: Choose an impactful solution: AI-powered microlearning
The goal of an AI-powered microlearning platform is to deliver efficient learning methods through bite-sized modules, making them easy to understand and process. This seamless process saves time and costs for employers. It allows you to create personalized training based on your business needs, harnessing peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.
Code of Talent’s mission is to equip your professionals with the real-time knowledge, skills, and support they need to successfully deliver on their objectives.
Depending on your identified needs and set objectives, you can choose the appropriate training for corporate clients. Code of Talent’s AI-powered microlearning platform delivers highly engaging microlearning experiences for:
- Accelerated Onboarding: Address the challenge of quickly integrating new hires by providing role-specific, AI-driven onboarding that accelerates their path to productivity.
- Product Training: Ensure staff are fully informed and confident with new and existing products through engaging, AI-tailored training, minimizing misinformation and boosting sales confidence.
- Sales Campaign Implementation: Overcome the struggle of keeping sales teams aligned with market demands through AI-customized training on sales campaigns, enabling effective strategy execution.
- Ongoing Skills Development: Combat skill gaps and maintain high performance with continuous, personalized learning experiences that keep skills sharp and employees engaged.
- Market and Customer Execution Support: Facilitate effective market execution by supporting reps in critical activities such as customer interactions, product showcasing, collecting market feedback, etc, all in real-time.
- Compliance and Operating Procedures: Ensure that teams adhere to compliance standards and follow operating procedures through easily accessible and friendly modules focused on regulatory requirements and best practices.
The platform offers a wide range of training creation aimed at growth, development, and efficiency for both employees and the company.
4: Keep Training Relevant and Engaging
Training content must be relevant and tailored to employee needs. Studies show that active learning, which engages employees in the process, is more effective. L&D teams design training programs that align with company interests, saving employer time and enhancing team efficiency.
For instance, an effective onboarding program can boost new employee productivity by over 70%, according to The HR Digest. With Code of Talent, companies can quickly and easily develop strategies to optimize current procedures.
Integration programs play a big role in retaining valuable employees. Our award-winning microlearning platform provides customized, engaging, and practical on-the-job training that harnesses peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.
5: Continuously Evaluate and Improve
After implementing the program, evaluate its effectiveness through various methods, such as:
- Employee Feedback: Gather opinions on the training’s usefulness and relevance.
- Performance Evaluation: Monitor if there have been improvements in employee performance.
- Program Review and Adjustment: Make necessary changes based on feedback and results to better meet organizational needs.
Conclusion
A well-structured training plan not only enhances employee skills but also boosts satisfaction and development. The positive effects are felt on both sides, driving growth and evolution for employees and the company. By following the described steps and leveraging L&D team support, you can create an effective training program that benefits both employees and the organization. Contact Code of Talent to learn how to set and achieve your training goals. Our microlearning platform emphasizes a personalized approach and continuous evaluation to ensure long-term success of training initiatives.
Photo credit: Pexels
In a business world where time is money and every minute counts, measuring the impact of training programs is essential. Without clear and well-defined performance indicators, Learning and Development (L&D) teams risk navigating through uncharted waters, wasting resources like soap bubbles drifting away.
Key Performance Indicators (KPIs) are like a compass in the middle of the ocean, guiding L&D teams towards guaranteed success. These KPIs provide a clear picture of progress and results and answer critical questions when allocating time and money to training: How effective are the courses, and how much have employees learned?
More importantly, how much do the employees’ learned skills reflect in business results? The resources invested in training should contribute to the company’s growth. A global Gallup study shows that companies offering employee training are 21% more profitable and see a 17% increase in productivity.
Why are KPIs Important for the L&D Team?
Key Performance Indicators (KPIs) are measurable metrics that reflect the success of a particular process or activity. In the context of Learning and Development (L&D), KPIs are vital for evaluating the efficiency and impact of training programs.
KPIs are essential for L&D teams for several reasons:
- Alignment with organizational objectives: they ensure that training programs contribute directly to the company’s strategic goals.
- Problem identification and resolution: they allow for the quick detection of areas where training programs are underperforming.
- Resource optimization: they help in efficiently allocating resources by focusing on activities that bring the most significant impact.
- Continuous improvement: they facilitate ongoing adjustments and improvements based on concrete data.
In essence, KPIs act as the navigational aids that steer L&D teams towards achieving their training goals, ensuring that every effort is aligned with broader business objectives and delivers measurable value.
Powerful KPI’s for L&D Teams
1. Completion rate
This can be measured by the percentage of participants who successfully complete a training program. A high completion rate indicates strong interest and commitment from participants. It’s like finishing a marathon without stopping for selfies.
2. Engagement rate
The percentage of participants actively involved in the training programs, whether through active participation in sessions, completion of course materials, or interaction with peers and trainers is an important KPI. High engagement indicates that participants find the content interesting and relevant but also enhances information retention and contributes to a positive learning environment. By monitoring engagement rates, L&D teams can adjust teaching methods and content to keep participants motivated and dedicated throughout the training.
3. Impact on company performance
This KPI measures the direct effect of training programs on overall company performance. It includes metrics such as increased productivity, reduced errors, improved customer satisfaction, and revenue growth.
To truly measure the impact of training programs on overall company performance, start by identifying key metrics such as productivity levels, error rates, customer satisfaction, and revenue growth. Establish a baseline by collecting data on these metrics before implementing the training program. Once the training is completed, gather the same data and compare the results between the trained group and a control group that did not receive the training. For instance, if a sales team that participated in the training shows a significant increase in sales compared to the control group, this demonstrates the positive impact of the training.
4. Participant satisfaction score
Participant satisfaction is a vital KPI that helps in continuously improving the training programs. Develop a detailed satisfaction survey that includes questions on various aspects such as content quality, trainer effectiveness, and overall satisfaction, using a Likert scale to capture nuanced feedback. Collect this feedback immediately after the training session to ensure that participants’ immediate reactions are recorded. Analyze the survey results to calculate average scores and identify trends, which can help pinpoint strengths and areas needing improvement. Comparing these scores with those from previous training sessions can reveal patterns and provide insights for refining future programs, ensuring that the training remains effective and engaging.
5. Knowledge application rate
By measuring participants’ ability to apply acquired knowledge in their daily work, organizations ensure that training translates directly into tangible results. It gauges the real impact of the training on job performance.
To measure the knowledge application rate, start by defining the specific skills or knowledge areas that the training aims to impart. Post-training, assess participants’ ability to apply these skills in their daily tasks through practical evaluations or on-the-job performance reviews. For example, if the training was focused on improving sales techniques, observe how sales representatives implement these techniques in their client interactions and track any changes in sales figures.
Gather feedback from managers and supervisors who oversee the trained employees, as they can provide insights into how well participants are integrating the new skills into their workflows. Additionally, self-assessment surveys can help capture participants’ perspectives on their ability to apply what they have learned.
6. Individual performance improvement
By tracking measurable progress post-training, organizations identify and nurture key talent, unlocking their full potential. It reflects the program’s effectiveness in developing the necessary skills and competencies, like an upgrade to the latest software version, but for people!
7. Time to implement knowledge
This is measured by the interval of time required for participants to apply new knowledge in their daily activities. A short implementation time indicates efficient and easily comprehensible training. Think of it as the time from downloading a program to running it – the quicker, the better!
8. Knowledge retention rate
This KPI measures the percentage of knowledge retained by participants over a period after completing the training. It assesses the durability and relevance of the information provided. It’s like remembering your favorite recipe months after learning it.
9. Training ROI (return on investment)
Calculating the return on investment (ROI) for training programs involves understanding all associated costs, including materials, trainer fees, and participant wages during the training period. Then, measure the financial benefits resulting from the training, such as increased sales, higher productivity, reduced errors, and lower employee turnover rates. Assign monetary values to these benefits to quantify them effectively. This analysis provides a clear picture of the efficiency of training investments, allowing you to demonstrate the financial return to stakeholders.
Conclusion
Key performance indicators are essential for any L&D team aiming to maximize the impact of training programs. Carefully monitoring these KPI’s not only provides valuable insights into the efficiency and relevance of the programs, but also helps align them with the organization’s strategic objectives. Numbers don’t lie, so make sure they’re as accurate and easy to measure as possible.
Lastly, try to save time and resources by creating modern and engaging learning experiences, so that every training session feels like a valuable investment. This not only enhances the learning journey but also ensures that the knowledge sticks and translates into tangible business results. It’s about making every effort count and seeing the impact in real-world outcomes.
Contact Code of Talent’s team today and learn how we can help you achieve your goals.
Photo: Pixabay
All businesses are comprised of several dynamic functions. Much like clichéd cogwheels that are part of a bigger mechanism that makes the clock tick. The sales or business development function proves to be under the organization’s microscope as it is the gateway that leads to prospective clients and customers. A Hubspot survey of salespeople reported that over 28% sales directors work over 60 hours while 72% work evenings and weekends, while 68% describe their lifestyle as challenging and 54% as stressful.
A pathway to achieving business goals, mission and vision the organization is committed to materializing.
Under this impression, salespeople or sales personnel are taught and trained to demonstrate proficiency over a complex skillset. They are each multifaceted, well-versed in the nuances of business operations, in-depth knowledge of products/services they’re selling, the sales process, and the art of persuasion and negotiation.
They should not only be able to answer the prospect or client’s queries and articulate the company’s USP (unique selling proposition) but also use a variety of sales techniques to boost the company’s overall bottom line.
Considering that they are the breadwinners of a business entity, sales managers, trainers, directors, and L&D (learning and development) experts invest in their training and education. Their continuous pursuit of learning new skills and refining existing ones is critical. Unfortunately, many conventional programs tend to fail in imparting the knowledge they originally sought out to share.
It is especially more important as the world phases through the impact of COVID-19. With over 70% to 80% B2B decision makers preferring remote interactions than in-person, according to a Mckinsey B2B sales report, the pandemic has created seismic shift in what the future of the sales function looks like. Learning and development of new skills that facilitate evolution of the sales teams is pertinent to succeeding in the future.
The strive to make sales training effective
There are a couple of reasons that can be attributed to the failure of conventional sales training programs to create meaningful change.
The reason that tops the list is low employee engagement. It is a hurdle that many have tried and are continuing to try and solve. Besides that, irrelevance of the content for their specific need is a lack of time.
Unsurprisingly, sales personnel are one of the busiest departments in any organization. Their job is often beyond the norms of the corporate 9-to-5 as companies are now readily moving towards the globalization front. This means clients and customers spread across various time zones.
Sales teams can’t spare the time to partake in lengthy, conventional training programs. They may be consistently distracted by an awaiting call, client’s email, texts, etc. And since closing a deal at hand and retaining a client seems much more important than another lecture on negotiation skills, they forgo the latter.
The second reason is the approach to sales training. Class-room training, lectures, and workshops where hundreds of sales personnel from different teams, locales, etc. are given the same instructions don’t seem to work as efficiently.
Not only are engagement rates low, but retention of the content is also not as high as trainers would expect. Furthermore, this approach falls under the one-size-fits-all category, which means that regardless of the seniority or individual skill-level of the employee, everyone learns the same things.
If the training pertains to the development of high-level negotiation skills for corporate clients, a new salesperson who’s imply responsible for cold calling won’t benefit from it.
Microlearning – Modern Day’s Solution to the Sales Training Dilemma
Research published by Harvard Business Review Sales Insight shows that 50% of high-performing sales teams admit to having an automated and closely monitored sales methodology. This tells us that the modern sales department and its approach to training need a much-needed transition to more dynamic approaches as they produce better results.
For instance, sales teams that have a dynamic training program are likely to have 28% more wins and can earn up to 7% more in annual revenue. There are various other statistics like these that show the value and impact of a dynamic, on-the-job training program.
Given the impact of more dynamic sales training programs and the shortcomings of conventional approaches, microlearning seems to be a solution that alleviates the challenges.
What does it entail?
eLearning and microlearning are by no means brand new concepts. However, they are revolutionary and have become so with the integration of new-age technology in the recent past.
Whether an organization’s sales teams are dispersed across the globe or concentrated in one national region, microlearning platforms make creating and disseminating training material and course much easier.
Instead of relying on a one-size-fits-all approach, it allows sales trainers and managers to create programs, courses and goals tailored to each employee’s needs. This works more effectively because the content is divided into more digestible chunks.
Since modern microlearning platforms are available in the form of mobile applications, they can access the material on their phones on-the-go. This works even better for busy sales personnel who thrive on multitasking.
Furthermore, microlearning platforms allow trainers and sales managers to create and disperse actionable objectives by using gamification features. Setting small tasks and quizzes for each lesson keep them engaged, give users a sense of accomplishment, and adds value to their learning efforts.
Plus, they can complete each lesson and activity within less than 10 minutes, which is effective for people with short attention spans and busy work schedules.
Microlearning platforms such as Code of Talent facilitates training opportunities in various sales-related areas. Whether its product know-how through short learning modules or gamified journeys that test the salesperson’s social selling skills, the digital ecosystem of a microlearning platform delivers a wide range of information.
Coca-Cola: A Practical Example of How to Increase Sales Agility
To put words into practice, let’s take our client, Coca-Cola HBC, as an example. This industry leader in the bottling sector, used the Code of Talent platform to increase their sales teams’ agility and skills.
The challenge was to improve the sales organization’s performance and skills through real-time, mobile learning. And we rose to the challenge, having achieved all our objectives:
- 70% skills improvement across all competencies
- 90% engagement rates
- the revenue growth management equation has been achieved
- many business developers have overachieved their targets
- dedicated training time was optimized by 50%.
You can download the full case study, with more details about the objectives and the implemented solution.
Turn knowledge into action
All in all, microlearning can help a sales organization in many ways, starting from increased skills retention, better engagement to time and cost-savings. Instead of conducting lengthy orientations and spending time reading the same training manuals multiple times, making them available on the eLearning platform allows them to access relevant material on their own whenever necessary.
