Employee Training

How to Evaluate Training Effectiveness (with the Right Metrics)

Let’s start by why you need to measure training: to make sure you’re using the best training methods and tools available, in the best way possible that is best fitted for your users. Or, in other words – to ensure you’re getting results.

 

Consequently, the only way to measure some training methods is after the fact, by checking performance and product adoption rates. This applies to training methods that are detached from actual work in the product – frontal training in class, webinars and video training. There is simply no way of checking if the training was effective before users start applying what they’ve learned to hands-on work in the product.

 

In-app online training, however, can be measured and tested live. If you combine live metrics with performance metrics, you get the ultimate training effectiveness measurement that tells you what you need to know about your training plan.

 

soccer players laid back stock evaluating training effectiveness

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Boost Online Sales Training with this Neat Piano Lesson Trick

My friend Jonathan is a piano teacher. He teaches youngsters and school students, teens and adults.

 

Over the years, Jonathan learned to identify patterns in his students’ interest in lessons: it turns out –probably not very surprisingly– that when students are enthusiastic about a certain piece or genre they practice intensively and are very eager and attentive at lessons.

 

However, when they are required to practice scales, boredom, restlessness and mediocrity immediately take over (more so for the youngsters than the adults, for obvious reasons).

 

But what can you do? Scales are an integral part of developing musical listening and solidifying habits and skills.

 

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5 Ghosts of Old Training Mistakes that Will Come Back to Haunt you

Halloween is a wonderful opportunity to air old skeletons in our closet and confront our greatest professional fears, which we normally keep well hidden and tucked away during the year. Training strategy is something we work really hard on all year round, but we only get a chance to address it with a spooky, tongue-in-cheek tone once a year, so of course I couldn’t resist.

Memo, The Goldfish Ghost of the Forgetting Curve

The Forgetting Curve is gaining more awareness in the training sphere. According to scientist Herman Ebbinghaus, most learners lose over 40% of what they’ve learned within the first 20 minutes. By the 6th day, most of lose 80%-90% of what we’ve learned. Not unlike a goldfish. Mind-boggling.

 

Training professionals and CLOs are becoming increasingly aware of this painful side effect of the training process, and are looking for new methods and technologies to beat this plague. Needless to say, users who were trained ineffectively usually turn to customer support when they run into functionalities they don’t recognize. This results in massive need for support, where training should have addressed the issue in the first place.

iridize_forgot-the-forgetting-curve

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Facing the Forgetting Curve

How much did your organization spend on employee training and onboarding in 2015? If your organization is like most organizations today, the answer is probably – large sums of money. But let’s be honest, despite offering new employees days’ worth of classroom (or virtual classroom) training packed into a 4-6 day period, hoping they are made “ready” for their post, the result isn’t all that… productive. To say the truth, about 80%-90% of what is presented to new employees during these first, few days is lost – forgotten – within, well, days. This disturbing statistic is a part of a known problem in the learning and training industry called the Forgetting Curve

 

forgetting curve graphSource

 

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Onboarding Millennials: From Instructive to Supportive Employee Training

The full version of this article was originally published on on Bob’s Guide. 

Quietly and almost unnoticeably, employee training practices which had been in use for decades are becoming obsolete. While existing practices may still be relevant to some employees, for a growing percentage of our workforce: the millennials, these have become less relevant and even a hindrance. By 2014, 36% of the workforce was comprised of millennials. This means that over a third of your workforce grew up in a world where instant communication and accessible, affordable technology were a given, a thing to be taken for granted.

 

When it comes to work-culture – millennials are different. Being constantly connected and used to immediate feedback, they bring a quick and vibrant rhythm to professional environments. They are digitally native, often preferring to communicate via Hangouts, chats and instant messaging over emails or phones. Chats are actually a good example of the Millennial pace: short, laconic, and efficient – i.e., bite-sized.

Millennials at work

Millennials at work, from this great article on What Makes a Millennial at The Odyssey online

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3 Valuable Lessons from Classic Rock Musicians on Choosing Training Software

Given the presumptuous title, my readers are probably expecting some hefty, bombastic piece paralleling between stardom and software, or perhaps a note on the importance of substance abuse in the process of getting your users addicted to your software.

 

But the truth is that the most admirable musicians in pop culture, who were able to lead a sustainable, successful career, often offer advice that relates to method driven processes, stability oriented choices and just the right amount of boldness to get you to the front – without going over the edge.

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Devise an Employee Onboarding Plan Based on Employee Types

An article published by Cooper-Thomas, Anderson & Cash at the University of Auckland in 2008 prompted consideration of different types of employee onboarding, for different types of employees. The data they used was segmented by new employees’ experience.

 

The article’s premise is simple: experienced newcomers respond differently to onboarding efforts than inexperienced ones. Experienced employees, claims the research, are more inclined to try to shape their work environment rather than passively accept mentoring and initiation input.

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A Surprising Yet Awesome Onboarding Use Case to Replicate

In all honesty, I did not expect to find the best onboarding use case I’ve encountered in months on the website of the US Department of Agriculture, but there you have it. To be fair, I know very little of onboarding practices in government offices, but if anyone had asked, I would probably have raised a skeptic eyebrow. I am rarely so glad to be proven wrong.

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10 Onboarding Best Practices to Implement This Year

As with most talent management practices, employee onboarding success is less about the hacks and tricks and more about complex psychological reactions. The emotional engine that drives new employees is not unlike that of kids at the first day of school: apprehensive, insecure, eager to impress and please, yet cognitively wide open and incomparably receptive to learning new things.

 

taming

Charming the lions: first day of work state of mind. 

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What is Onboarding? Part One: Employee Onboarding

Funny fact: when searching for the meaning of term Onboarding, you would stumble upon one of two explanations – one relating to the process of acclimating new employees at a workplace, the other relates to the experience of getting a user to learn how to use new software and feel comfortable with it, often on a Mobile device.

 

In essence, these two processes are similar. The process of familiarizing someone with a new environment, whether professional or digital, requires a strategy for welcoming, teaching skills and providing a sense of control and confidence in a new environment.

 

Seeing as Iridize’s expertise pertains to both onboarding practices, we gladly offer the Two Part Series of the Iridize Onboarding package. This post will focus on onboarding new employees:

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