Considering employees’ needs first is the best way to meet their learning expectations.
The enterprise learning culture is shifting. As employees become increasingly connected to each other and company information through today’s technology, they have reset their expectations around when, where, and how they learn.
With the modern workplace environment evolving to include more and more field workers, remote workers, and jet-setters, training must be accessible whenever and wherever employees need it. When investing in their workplace learning experience, and to get the most ROI out of this initiative, it’s critical to consider their needs first instead of the company’s.
“Tell me and I forget. Teach me and I remember. Involve me and I learn.” – Ben Franklin
The best way to meet employee’s workplace learning expectations is to involve them in the development process, and by integrating a next-gen learning experience platform with a mobile app platform, you can effectively incorporate their ideas, feedback, and skills from ideation to deployment and beyond. Here are three key steps you should follow to build an employee training program that’s for employees, by employees.
1. Crowdsource expertise
Gather your most vocal, honest, and eager-to-learn staff members to better understand their employee training experiences. Ask them these important questions:
- Which teaching practices were most impactful?
- What was your level of engagement throughout?
- Were certain parts particularly helpful or confusing?
- Which parts stuck? Which didn’t?
- What could have made it better?
Leverage these insights to guide your mobile training engagement strategy, focusing on accessibility of the most impactful training content. Use an in-person experience to identify the most passionate employees that might be interested in helping build the solution.
2. Delegate experiences
Designing and delivering a workplace learning experience is most successful when a subject matter expert is guiding the initiative — someone that understands the ins and outs of the audience. Through mobile app development, you can effectively delegate your employee training program design, development, and deployment to the individuals that know best how to build a successful on-the-go training program. Delegate to:
- IT for in-app cybersecurity guidelines and system training communications
- HR for a quick access FAQ program including benefits, expense reporting, and more
- Marketing for in-app brand training, social media guidelines, and company content.
Cut down on time spent evaluating, debating, and reviewing by putting these true experts in the lead. Using a learning experience platform, you can deploy the experiences they help design to employees across your organization. Ensure these experience champions are involved in what happens after deployment so they can continue to contribute to improving the program for long-term success.
3. Measure Success
Immediately after deployment, start tracking the success of these mobile training modules, including which trainings are most popular, which type of device they’re accessing the training with and the training-specific search terms that will help identify what’s not readily accessible in-app. Combine these insights with follow-up, in-person focus groups and in-app surveys that will help evolve your company’s employee-driven strategy to mobile training management.
Far too often companies put their training expectation ahead of the employee’s needs. This approach creates a barrier to employee training engagement, adoption, and change management. Empower your employees to be a part of creating their training experience and address these common pitfalls of blended learning programs.