Trust And Online Training As A Two Way Street

A Two-Way Street: Trust And Online Training

Here are 3 tips to help you build trust between you and your employees in online training.

  1. Pay Attention.
    As a manager, be conscious of your training methods. Whether you’re learning eLearning software or on-the-job training (we recommend a combination of both), it’s important to keep up with your trainees. Track their learning with the training software, and if they’re new, keep a checklist for the onboarding grounds covered.Tracking learning in online training can consist of frequent quizzing, feedback, accuracy, and plain old general response time; who did what, when, and how well. This kind of information allows managers to know who is excelling and who might need help.The important takeaway here is asking. The ability to track learning gives the opportunity for you, as the manager, to go to your employees with guidance instead of expecting them to come to you for help. If they’re doing well, pat them on the back. If not, ask them what they’re struggling with.
  2. Know What You’re Training About.
    How else are you supposed to answer all the questions that might be thrown your way? Let’s go back to the trust test. Employees might know the basics of their role, e.g. a sales reps makes sales, and a nurse helps sick people, obviously, but when it comes to specifics, employees can fall blindly. You have to be the body of knowledge to catch them.When you know what you’re talking about and are able to answer the oddball questions effortlessly, it establishes credibility. Even if you haven’t been in their role, the knowledge to know each detail about it will make it seem like you have. Sharing stories of your past experiences will help too. Like stories when you:

    • Trained groups of people.
    • Were the one being trained.
    • Learned about the dos and don'ts of training.
  3. Online Training Is A Two Way Street.
    Training is collaboration. It’s a manager’s means to have an open conversation with employees. Ask if something isn’t working. Make sure you find out. If employees are too shy or nervous, ask through eLearning with open-ended questions. Go further for new ideas. Be able to provide insight on why something will or won’t work.When I’m training a new employee, I always do my best to share stories of how myself or those I’ve managed have found both success and failure. In addition, I make sure to ask if the individual has had a similar experience and what they learned from it.Create common ground. Lifting your employees to the next level means they will be able to become safety nets to save future employees from metaphorical concussions.

What is your opinion on trust and online training? How have you built trust within your team?

This post was first published on eLearning Industry.

3 No-Nonsense Reasons To Track Learning

No-Nonsense Reasons To Track Learning

1. Tying Training to Results (and Promotions)

If you aren’t measuring it, you can’t manage it.

Results

When your employee finishes a lesson or course, you should be pushing that data to your CRM and tying it to their everyday performance goals.

In sales, you might tie your prospecting course to the number of cold calls a rep makes in a day, or the average number of meetings they are set before training versus after.

In customer support, you might tie your customer service lessons  to the number of cases a rep closes, pre-training versus post.

If you aren’t seeing the lift in results that you expect, now you know, and you can tweak your approach. If you do see the lift you expect, you can double down.

Either way, if you're tracking results, you can manage results.

Promotions

People will take training seriously when you show them the tangible benefits it has on their career.

No promotion should go unannounced without a reference to the member’s outstanding adoption of training practices (and, of course, his or her resulting performance).

2. Know Who to Help (and How to Help)

When you track training, you can provide pre-assessments to subjects; for example, you might ask your reps to write out their current voicemail strategy and email messaging. Once you get their responses, you can fast-track the A-players to more advanced training while giving those who are struggling a more hands-on approach.

This is critical.

Can you imagine if an NFL coach gave his first and third string players equal playing time? That team would probably fail before its first down.

In the same way, as a manager, you need to know who is struggling so you can help them out and let your stronger team members shine on without being dragged down by too much training.

3. Make Feedback Loops a Part of the Process

Tracking your training doesn’t just mean providing assessments and quizzes; it also means creating a flow of dialogue between the company and its learners.

You might be happy just shooting around PowerPoints, trusting your people to engage with the material, and maybe they are. But did they understand the material? Did they give it a critical thought? Are they clear on the best way to implement the learning into their current processes?

You will never know if you’re not tracking. If you make it difficult (or even less-than-super-easy) for your learners to provide feedback, they won’t.

Make feedback a part of your training process by building it right into your training.

This post was first published on eLearning Industry.