Training employees can be a challenge for any organization, regardless of size. Enterprise-level organizations, however, frequently encounter very specific training-related roadblocks that small- and mid-size companies rarely see.
The cost of traditional training often skyrockets as large companies grow, diminishing the perceived value of the investment. On the other hand, cutting corners on training as you scale can amplify costly inefficiencies. Ineffective training — or failing to adopt a meaningful training process at all — can result in lowered productivity, reduced customer satisfaction, poor morale, heavy employee turnover and higher recruiting costs.
Without a commitment to proven training and an intentional strategy, those inefficiencies could continue to grow as your organization scales. But with a thoughtful approach that prioritizes measurable results and optimized outcomes for everyone, you can ensure the company enjoys all the benefits of a successful modern training program.
One Size Doesn’t Fit All
Implementing training at an enterprise scale often results in generic, one-size-fits-all programs. This approach may work for some employees some of the time, but traditional classroom training can often be less effective than a personalized learning approach tailored to match each participant’s unique learning preference, experience and skill level.
It’s essential to meet employees where they are in their learning journey. Each training participant has their own unique experience and learning preference. Learners can have a better chance at mastering skills and achieving proficiency with a personalized learning journey. Employees also can better engage with training material when it is accessible at any time, anywhere.
Broad training programs can lead to lower engagement and proficiency rates. For training to be effective, managers must customize learning pathways for each learner. With curated learning paths, team members can learn the right skills in the right order, and managers can assess and address skills gaps. Unfortunately, individualizing traditional in-person training for hundreds or thousands of employees simply isn’t feasible in most cases.
Scaling Training Programs With Immersive Technology
With new technology, such as artificial intelligence (AI) and virtual reality (VR), organizations can work to increase learner engagement. For example, managers can utilize AI solutions to automatically analyze learner data and share customized course recommendations to individual learners based on their unique needs.
And with VR, learners can interact with a fully simulated environment, created by using 360-degree images and video. These simulated environments replicate the real-life workplace, giving learners a safe environment to troubleshoot, learn new tasks and practice building new skills.
VR in training can produce significant results especially in the skilled trades industry. For example, skilled trades workers may require critical thinking, analytical and problem-solving skills to efficaiously troubleshoot. In a simulated work environment, learners can combine theory and practice, and reinforce these new skills, which can improve memory retention.
Modern employees are used to consuming new information through video, so why not use it in their learning? Employers who leverage a sense of familiarity in their training programs can incentivize and motivate learners to pay attention and connect with the learning material.
Measuring Success
Without established metrics, employers have no way of understanding or assessing the impact of their training efforts. Digital tools like dashboards and analytics allow employers to view the performance of all workers, monitor their training progress and drive continuous improvement.
One of the most important features organizations should look for in a digital training solution is the ability to accurately assess and measure their teams’ skills and progress. Effective skills assessments provide organizations with clear, objective insights that benefit the entire company as well as its customers, stakeholders and partners.
Too often, gaps in knowledge, skills or training only become apparent on the job. Learning the shortcomings of your training program through employee error on the job could likely result in dissatisfaction from company stakeholders. To ensure you’re developing and delivering the right training to the right learner, assess learners’ knowledge and skills level before they leave the classroom.
For instance, learning leaders can use measurement data to highlight underperforming employees and a customized training solution to refresh their knowledge and empower them to perform better. Supervisors can intentionally craft and design professional development pathways that can create opportunities not only to upskill employees, but also to help them advance their careers within the company. Professional development tends to be highly valued among younger generations in the workforce and can play a pivotal role in recruitment by establishing the company as an employer of choice.
Closing
Traditional learning can provide valuable foundational knowledge, but it doesn’t always align with the modern learner’s expectations. To remain competitive, employers need effective solutions that quickly trains new employees and continuously upskills existing teams for each phase of company growth. Scalable immersive training solutions can better meet evolving employee expectations, and empower companies to offer valuable opportunities to their teams that supports the growth in the modern marketplace.
