At Lessonly, it’s our mission to help people do better work so they can live better lives. Our Better Work Method (and the accompanying Better Work Assessment) examines the six essential steps of building a high-performing training program. This blog series offers an inside look at each step and how the Lessonly team applies each one to do better work.
Kyle has two new reps joining his sales team. As a sales leader, he wants to ensure the newest teammates start on the path to productivity from day one. In order to do so, Kyle needs to plan an employee training program that delivers important knowledge, teaches essential skills, and reinforces best practices that reps need to succeed.
While the thought of bringing new hires up to speed may seem overwhelming, our team uses a thoughtful process to identify essential objectives and outcomes. This helps us make easy decisions about what training content to prioritize so we can set milestones for creation and delivery. It’s saved our team hours of fruitless work and can help your team too. Here are three steps to planning a great training program:
Want to see how your team’s training program stacks up? Take the Better Work Assessment.
Involve more people, make better decisions
As seen in the first step of the Better Work Method, it’s important to involve a variety of team members when planning your training program. Once you’ve assessed your training program, share this information with trainers, managers, leaders, and frontline employees for additional feedback. This feedback identifies key opportunities for impact and what competencies or skills are needed to achieve them. By establishing top priorities and objectives, it’s much easier to craft a plan for content creation.
Recently, Lessonly’s sales team determined that account executives should self-source more opportunities. The team was hitting important milestones and goals, but we saw this as a great opportunity for each account executive to exceed personal quotas each quarter. As a high-priority objective, our management team planned and built a training campaign to equip each employee with the skills they needed to successfully self-source more deals, beat their quota, and positively impact the company’s bottom line.
Focus on onboarding and ongoing learning
While many companies realize the importance of onboarding and training, few focus on continuous and ongoing learning. All too often, organizations onboard new employees and propel them into their roles without revisiting training. Leading companies, however, plan out both onboarding and ongoing learning opportunities. Zoe Meineke, Lessonly’s Director of Services, notes “Onboarding is the initial piece of the learning puzzle that builds a good foundation for training. Companies need to plan and develop the second level, continuous learning, for maximum impact.”
Lessonly offers every employee a robust onboarding program that is paired with ongoing learning opportunities. With a constant flow of new roles, products, features, and processes, there’s plenty of knowledge that needs to be shared at any given time. While most of this information is included in our onboarding, we’ve found that the supplemental training boosts performance, increases employee satisfaction, and expands knowledge and skills. That’s why we put as much planning and intentionality into continuous training as we do onboarding.
Onboarding and ongoing learning should focus on company information, functional skills, products, services, and more. Our free employee training plan builder identifies these learning opportunities to help you create a detailed training plan.
Reinforce training across channels
Just as there is no one-size-fits-all training program, there is not just one channel for training delivery. The best training programs include in-person training, self-guided online training, regular coaching, and deliberate practice. Purposeful planning helps leaders pinpoint which pieces of training would be most effectively delivered online, in group meetings, or one-on-one. Training via multiple channels accommodates different learning styles, increases retention, and boosts learning engagement.
We’ve found that reinforcing training across channels decreases ramp time to productivity and drives employee performance. Therefore, we try to stick with a 50/30/20 mix—50% of training is self-directed, 30% includes one-on-one meetings, and the final 20% features classroom-style learning. For example, once a new sales rep joins the Lessonly team, they take a lesson that features the fundamentals of being a great sales development representative. This knowledge is reinforced through in-person shadowing, role-play scenarios, and coaching sessions. Our sales managers map out and plan every part of training to include a variety of learning methods and ensure training success.
Planning a training program is no small feat. Taking time to plan ensures that you prioritize essential objectives and create a training that drives results and enables employees to grow. In fact, that’s what Better Work is all about.
Fuel business success with a great training program
We designed the Better Work Method to help your team training succeed. Want to radically improve your training program? Save hours of ineffective training with our free assessment, or take a tour of Lessonly today.