Quarterly review is the goldilocks of training—not too long, not too frequent—just right.

The more data inputs you evaluate, the better the final product will be.

Design your training to elicit data, feedback, and actionable insights.

Input from trainers, managers, execs, and frontline employees is critical to training success.

The highest-impact training programs offer both onboarding and ongoing learning opportunities.

Reinforce learning across multiple channels including online, group meetings, and one-on-one coaching.

Documents, emails, and lectures are ineffective learning methods for the modern employee.

The ability to quickly launch content, and change it instantly at scale, maximizes training impact.

Online training is best when it’s bite-sized. Create content that is easy to complete in < 15 minutes.

Training that doesn’t get completed doesn’t drive results. Engaging content encourages adoption.

Deliver relevant information to your team in their moment of need to maximize impact.

Create a searchable hub of content that serves as a single source of truth for your team.

The best teams practice regularly—and training at work is no exception. Practice skills often.

Use multiple venues (groups, one-on-one, online) to reinforce training and rehearse interactions.

Regular feedback from peers, managers, and trainers is essential for developing skills.

Tip #1

Thoughtfully prepared training leads to both improved training metrics and business results.

Doing better work is about more than just delivering results. It’s also about finding meaning at work.

Capture qualitative and quantitative performance metrics to restart the cycle with assessment.