In the case of employee development and online training, quite often the end of the online course is really only the beginning of the training program as a whole. What happens after the training course can be just as important as the training itself when it comes to ensuring knowledge retention and performance results from the employees that take it.
Here are 3 steps you should take after employees have completed their online training program is complete to ensure employee development success.
1) Examine The Results Closely
The most important first step is to break down the results of employee progress. This allows you to evaluate the process and determine what to do to improve course results.
Review results from the training management software while the course is still fresh in learner’s minds. Metrics that you should be on the look out for include:
- Low scores (below the pass rate)
- Longer times to complete
- Incomplete sections
- Areas where users struggled
Follow up is critical. Revisit those employees the following month to see how they’ve benefited from the course, if they still have questions and where they may be lacking in direction. Review their progress to see if they could benefit from an expanded training program or mentorship in the future through the use of a blended learning program.
2) Gather Feedback
Solicit feedback from employees about the course. There may be some details that might not have shown up in the data you gathered previously from the training management software. This insight from the employee feedback will provide you with the tools you need to revise the course, so that it better resonates with employees.
The feedback that you receive from employees, in addition to the data from your training management software, will allow you to see what is working and not working with the course. For example:
If the online training course was too long and should be broken up into smaller modules
If there is room for multimedia elements like video that could enhance the training process
If there is a need for additional mentoring or coaching through the use of blended learning
Look for factors that you could leave room for the development of an additional course or role-playing scenario — anything that can increase knowledge retention and performance. Your training may have had its beginnings as a simple interactive graphic. However with some extra care, based on the feedback and the skills of a custom elearning developer, you could deliver a more detailed scenario.
3) Provide Support
It’s simply not enough to just have employees experience online training on their own. They need to have access to support immediately following the training, in order to answer any questions they have about the material. Support can include an on-site mentor, an in-office coach, or even expert support via email or video chat. While the best online training can minimize the need for support, there will be varying needs based on the employee and support access will ensure that your staff are all performing optimally.
Additionally, being able to put the newly acquired skills to immediate use under the helpful watch of a mentor is another powerful way to ensure that the skill transfer from the eLearning program is successful.
By following these essential steps after delivering online training to employees, you can avoid the pitfalls that might otherwise derail your course.
To learn more about how you can create an employee development program that gets results. Download our free white paper How To Avoid Elearning Failures.