What you Shouldn’t Do for Effective Employee TrainingAmong the numerous don’ts, here are a couple of don’ts that you must avoid at any cost. Otherwise, your online training programs might suffer and drag your employees away to other organizations for a fulfilling career and knowledge enhancement.
- Out-dated Content for a Fresh Online Course
How can you expect to woo your employees with new courses having old content? It’s important to review, revise, and update the course content regularly. Successful employee training involves setting goals, finding the absolute course content, and rolling out the program to fit the needs of your employee training program. Don’t be complacent, even if there are strong signs of success out of the program. New business best practices evolve with the latest software and processes and change in compliance rules and regulations. Follow up the metrics to identify things that are not working within the program and address the issues. Updated course content will help employees get trained with the latest information.
- Scheduling Wrong Timings to Learn on Workdays
An effective training strategy is backed by scheduling training into a workday. With isolated deadlines set by HR, the employees might find it tough to continue training. Busy times don’t allow employees to stay engaged with the training courses plus the managers won’t encourage them to participate either. Unnecessary resistance crops up when you don’t consult the key players and ignore hectic working schedules. Allowing any time learning with a learning management system (LMS) enables your employees to learn at their convenience. It increases productivity, learning engagement, and encourages learners to continue learning.
- Rewarding and Encouraging Learning for the Wrong Reasons
Rewards encourage employees to continue learning but the training shouldn’t be finished in a haze for the sake of rewards. Completion shouldn’t be the goal but learning should be. Employees should realize the importance of a course and its purpose before being drawn to the reward system. The course design should reinforce knowledge retention and learning, through interactive quizzes and exercises. The reward system then acts as an accelerator and not as the end goal.
- Measuring Success with the Wrong Metrics
Analyzing and tracking training metrics helps you measure the effectiveness of training and learning programs using an LMS. Though the LMS tracks numerous metrics related to the learning data, not all of them are important for you. Watch out where employees are losing interest in the course, quiz, or assessment. You can redesign the content accordingly.