The “Event” and The “Process” of Employee Etraining

The “Event” and The “Process” of Employee Etraining

In an age of YouTube, video games, and smartphones online users have short attention spans and are used to instant gratification. When delivering online training, you need to be aware of these factors and how different types of learning impacts employee performance.

When training your workforce, you need to ask the right questions about your online training to make sure it best fits their needs. Questions can include:

  • How can we best impart new thinking skills, new technology, new ideas, and new habits into the lives of our employees?

  • What improvements to the training contribute to skill enhancement?

  • What differentiates the online training course I deploy from instructor-led training?

The answer is to use custom online training solutions to impart an “event” that changes the way users “process” information, making it more visceral, interactive, and engaging.

The “Event” and The “Process”

For the past thirty years, experts have been struggling with this concept of how best to train groups of employees to promote knowledge retention and increase performance. The result has been an increased focus on role-playing or scenarios. The Dale Carnegie course, motivational rallies, PSI World Classes, Erhard Seminar Training (EST), and Forum training all use this method. In fact, most self-improvement programs and corporate training interventions use only role-playing or scenarios as a delivery process.

In the case of knowledge delivery, the employee absorbs the information delivered with the hope they can use the skills in their jobs to increase their performance. This is often called the “tell and teach” or “lecture” method as it’s a simple way to just deliver information but not much else.

The Need For A Better Standard

With online training’s growth in the workplace, there is a need for a better standard of learning — one that combines both “the event” of advanced online training with “the process” of knowledge delivery for a new dynamic. How is this done?

  1. Know Your Employee’s Learning Styles

    Give employees the training that directly addresses their learning style (visual, verbal, and kinesthetic). Present the training by introducing a variety of new concepts, ideas, skills, techniques, data information, and facts for self-improvement.

    Once the information is in the hands of the employees, the next crucial step is to move from simply presenting the knowledge to delivering it in a way that integrates new thinking skills and behavior patterns. This is achieved via advanced online training.

  2. Drive The Message Home

    Advanced online training lets your employees apply the knowledge they’ve learned in a way that is relatable to the various challenges they’ll face throughout their workday. This gives them a chance to apply not just the knowledge they’ve been presented but, more importantly, to recall the lessons they learned as they navigated through a role-playing scenario. Learning is always better when it’s not just relatable, but gives us something to strive for immediately — that’s why people are attracted to the “Win” of a video game.

Practical Applications In The Workplace

This combination of knowledge delivery and role-playing event helps to introduce new skills to an employee then reinforces these skills through the following step-by-step process:

    1. Initially gain attention by using animation, audio, and video to spark employee interest.

    2. Highlight the objectives of the training so the employee understands the overall.

    3. Present the material clearly and ensure the navigation is easy-to-use and follow.

    4. Use either knowledge delivery or scenarios in a way that create self-potential awareness, and introduce information and skills in an interactive way.

    5. Provide guidance via help, pop-ups, or tutorials to highlight the most important information they need to recall.

    6. Empower employees through challenges that stimulate choice, involvement and consequences.

    7. Provide both corrective and failure feedback that visually (and possibly audibly) notifies them of their success.

    8. Use intervention management to upgrade and enhance the application of new skills through exercises, sharing, practice, coaching, simulations, and real-play intervention.

It’s critical for an employee to not only use the skills they’ve gained once, but also recall them so they can apply them over again. The benefit to your organization is a better, less expensive, and more impactful learning experience that your employees can use anywhere.

Online training needs to be powerful yet simple. Focusing on the needs of your employees by delivering an online training experience that address both “the event” and “the process” is easier than you think.

Learn how to deliver etraining to your employees that is truly an event. Download our free ebook Learn How To Create Performance Based Elearning and get started today.

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