How Do You Improve Your Skills Training Course?
Everything needs a little TLC from time to time, even your online training content. Courses might fall into disrepair because they no longer align with your objectives. Or there’s simply bigger and better technology you can employ. Many training gaps can be solved with easy fixes that bring your skill-based online training up to date. These minor tune-ups improve employee engagement and real-world application. So that employees get the most from their L&D experience, even if the resource is an oldie but goodie. Here are 7 quick and cost-effective fixes for your broken skills online training course.
7 Quick Fixes For Skill-Based Online Training Courses
1. Categorize To Create Certification Paths
One common issue with skill-based online training is a lack of organization and insight. Employees are aware that the resources are available. They just don’t know where to find them and which ones are relevant to their training needs. So, create certification paths that compile all the essential support tools and activities. For example, the communication skills certification contains 5 different courses and a microlearning repository for JIT support. Or it might include ten standalone activities that employees can use to build their interpersonal abilities.
2. Incorporate Video Demos To Provide Practical Examples
Skills are difficult to describe if you rely solely on text. You can give trainees checklists of behaviors they must exhibit or habits to develop. However, it’s much easier to show skills with video demos. It offers a real-world example of how to use the skill in practical settings and its key traits. For instance, a video clip that shows trainees the steps involved in active listening during a conversation. How should they acknowledge what the customer said or show that they’re listening to the concerns?
3. Schedule Live Events
The problem with your skills training course may not be what’s already included but what you left out. Do you host live events to engage employees and give them an opportunity to ask questions or share opinions? Schedule webinars and workshops that focus on specific skill gaps. Invite employees to submit questions before hand and record the session for those who can’t attend the live event. You can encourage even in-house experts to host their own webinars to spread the knowledge around. Like that experienced service supervisor who always knows what to say to appease a difficult customer. Follow up with a list of support resources they can use to hone their skills autonomously.
4. Tap Into The Power Of Peer-Based Coaching
Peer coaching or mentoring provides skill-based online training support that’s less structured. Employees meet once a week (or monthly) to catch up and provide feedback. They can even use live chats and videoconferencing tools to exchange information in between the scheduled sessions. This allows them to work on targeted skill gaps and enhance the benefits of your training course. Another option is to launch online discussion forums or social media groups where they can share knowledge in a team setting.
5. Integrate Pop Quizzes For Frequent Knowledge Checks
Staffers may not be aware that they lack the necessary skills until you bring it to their attention. But being called out by a manager can be unconformable. So, incorporated frequent knowledge checks into your skill-based online training course. Trainees take a pop quiz to identify hidden areas for improvement more discreetly. Then they’re able to adjust course and seek out additional support resources based on the results. You can even sneak some pop quizzes into your microlearning training library so that employees periodically evaluate their progress.
6. Use Simulations And Scenarios To Impart Experience
Skills require a lot of ‘learn by doing.’ Especially when compared to more theory-based topics, such as compliance with regulations or policies. Staff members must be able to use the skill to resolve on-the-job challenges and improve performance. Integrate simulations and branching scenarios to impart experience and allow them to take risks. Risks that teach them valuable mistakes and highlight personal pain points. For example, they must work with a client who is particularly ‘choosy.’ Can they use their negotiation skills to seal the deal? Cut costs and development time by using a rapid authoring tool with built-in simulation and scenario templates. Or outsource to an eLearning content provider if you want to bypass in-house development altogether.
7. Repurpose To Create A Complementary JIT Library
You probably already have materials you can repurpose for your skill-based training courses, such as webinars, video clips, and outdated modules that you can break into bite-size resources. Then compile them into a centralized JIT library to support your team remotely. The key is to focus on a single skill gap for each resource. Don’t try to cram too many tips or tricks into the microlearning training experience. Employees should have the opportunity to identify areas for improvement using pop quizzes and simulations. Then log into the JIT library with a specific goal in mind. Include a search feature to simplify the process and make it more convenient.
Your broken skill-based online training course may just need a bit of maintenance and minor revisions to get back on track. So, set up some live events to boot interaction and gather feedback. Incorporate peer coaching and simulations to improve real-world application and experience. Then repurpose what you already have to reduce costs and create a support library for your staff. Some of these minor fixes are even free if you know how to recycle assets and utilize your in-house talent.
Who has time to develop skill-based training from scratch when there are so many other items on your L&D to-do list? Hire an eLearning content provider for your soft skills training course to reduce your development timeline. Start your search in our online directory to find a partner who specializes in your industry and fits into your budget.