Boosting return on investment (ROI) is arguably the highest priority for any business but requires either lowering overall costs or vastly improving return, for example increasing company performance or efficiencies. ROI in training works no differently – the highest priority when it comes to training is increasing the effectiveness of training programs, whilst delivering all your learning objectives.
We get inundated by problems companies are facing when it comes to rolling out their in-house training. These training challenges range from dispersed workforces to limiting costs while improving engagement, and catering for diverse learning preferences. These issues can seriously affect your ROI but with the right strategy and tools we can guarantee you will achieve your learning goals.
Here’s some solutions that might help you:
- A dispersed workforce – In the last year, you’ve probably had to adapt to new ways of living and working. With a steady rise in remote working and consequently a geographically decentralised workforce, some training has been put on hold, cut short, or rushed through which has led to inconsistent training business wide. Misunderstandings are common, and you run the risk of your employees making mistakes that will affect their safety and competency of completing their job roles.
Our solution: Investing more heavily in digital and innovative learning technology to help support a socially distanced future will be key for the future of workforce development.
We offer a variety of easy-to-use learning technologies tools which can be delivered anywhere, at any time with the Transform LMS. Find out more about it here.
- Busy schedules – With a mixture of work and family commitments, it’s important to find a time for training and learning that fits everyone’s schedules. Combined with travel requirements, face-to-face training sometimes isn’t the answer.
Our solution: Using a microlearning approach, delivering relevant content in bite-sized chunks gives your employees digestible learning that can be achieved during work hours, at a time that is convenient to their individual schedules. Microlearning, E-learning or Video-learning are great ways to communicate several concepts at once, making training easier to consume.
Optimising training for mobile allows learners to access their course anywhere, at any time, meaning learners are more likely to want to engage with your training. To learn more about mobile learning click here.
- Different learning habits- It’s a common occurrence, especially in larger organisations, that you have at least 3 generations of employees, all with different learning habits and more apparent today, a radically different relationships with technology.
Our solution: It’s important to consider learner preferences to prevent further training issues. Analyse your learners’ needs by focusing on their needs and use your findings to inform the design of your training.
- Training costing too much- The facilitation of training, including equipment, learning materials, travel, venues, and, often overlooked, employees time, all make training an expensive task. With high training demands and objectives, companies often have small budgets, which can make planning training on a challenge.
Our solution: Move your training online. Streamlining the deliverance of your training through an LMS, like Transform, will make a huge difference to how far your budget can stretch when you’re training large numbers of employees. Simple soft-skills training or mandatory compliance training is sometimes better conveyed through the likes of E-learning or video learn, to ensure engagement and knowledge retention.
Did you know that learning through virtual reality boosts knowledge retention by 70-90% compared with traditional face-to-face training? Explore VR-learn here.
- Learners aren’t engaged – When training feels irrelevant or unnecessary, most employees mentally and emotionally “check out” and resist engaging. This can also happen if training is quite repetitive in its delivery.
Our solution: Incorporating practical learning activities like scenarios and role-plays into your training engage learners in active problem-solving contributing to better cognitive engagement. Our learning technologies, like VR-learn and AR-learn, are great for creating exciting environments for your employees to learn in. You can include scenarios relevant to their specific job responsibilities which they are likely to have more interest in and thus engage with more.
Communicating learning outcomes upfront has also been found to increase engagement, as more learners are likely to participate in training activities if they understand the objective behind them.
- Training is not relevant – Off-the-shelf training is often quite generic so it’s appropriate to a lot of job roles and can cover a lot of basis’s however because of this, learners can check out as it isn’t personalised enough or often relevant to specific roles or skills. This can create reluctance in your staff as essentially the content is irrelevant to them.
Our solution: To ensure your learners are getting content relevant to their own role within the company, you must tailor and personalise training for each member of staff or team. This may sound a tedious task however it guarantees learning engagement and knowledge retention, as your employees aren’t wasting time or feeling pressurised to attend meaningless training. We can create bespoke training programmes for your workforce that tick all your learning objective boxes. Find out more here.
We recommend you carrying out post-training feedback surveys to find out what learners found most useful, and where the training programme might need refining.
These are just some of many challenges we know affect a lot of our clients, however we welcome you to get in touch about new challenges so we can find solutions to resolve them. Click here to see how we can overcome your workforce development problems or contact us below and we will be in touch.