Six No-Brainers for E-Training
While more and more organizations are taking the step toward e-training, some are still dreading the change that they will have to manage. Every company has its own motive, but past experience has proven that certain occasions just don’t leave a choice. Here are six moments at which e-training is a no-brainer.
A change in strategy usually also brings a change in culture. It could be in the form of an emphatic focus on the customer, new core values or a more transparent management style, for instance. These aspects are expressed in employees’ behavior and communication. To really change a company culture, just telling the story isn’t enough. Employees have to be actively involved to be comfortable working in the new culture. A training day would only render a one-off effect and wouldn’t offset the costs in time and money. An online training program with explanations, examples and video roleplays enables employees to practice over several weeks and achieves more than a live training ever could.
Merger or Rebranding
A merger or rebranding doesn’t necessarily overhaul strategy, but it might change the brand’s image or story or create a completely new brand. This is another occasion when e-training makes sense. Employees need to know as fast as possible what the merger means for them and how they should convey the new brand’s values in their interactions. An e-learning manual on “how to behave” or a live training aren’t usually very effective in properly embedding these new skills. The most efficient way is to practice via e-training, so that within a few weeks, everybody has incorporated the new communications into their everyday activities.
Opening a new site limits in-person training; now, all employees must travel to the same location at the same time, or the trainer must visit each location individually. It makes more sense to introduce e-training and make skills development independent of time and place.
Implementing Cost Savings
When companies are trying to cut costs, education and training usually don’t get off easy. The L&D budget is a popular place to cut costs. However, you can use this opportunity to make training much more efficient. E-training could save half of the conventional training costs, while employees experience more freedom and continuity in their learning.
Hiring a group of new employees means that a number of people must start to use new behaviors within a short period of time. E-training allows them to practice these behaviors whenever and wherever they need to. For example, market research company Metrixlab uses e-training to teach consultants worldwide in how to tell their corporate story.
Introduction of a New Product or Service
A frequent problem in new product training is that it is mostly aimed at the product itself, and busy salespeople quit before completing. A new product or service requires a new style of communicating and selling, which they need to practice as well. E-training doesn’t take too much time away from salespeople’s regular activities, and it offers them hands-on exercises to help the introduction become a success.
What do you think are good or bad moments to start with e-training?
Marijn de Geus is co-founder and CEO of TrainTool, offering Smart Video Role Plays to develop soft skills.