{"id":5307,"date":"2018-10-23T16:46:56","date_gmt":"2018-10-23T16:46:56","guid":{"rendered":"https:\/\/www.walkme.com\/blog\/?p=5307"},"modified":"2023-05-02T15:44:29","modified_gmt":"2023-05-02T15:44:29","slug":"4-training-methods-part-1","status":"publish","type":"post","link":"https:\/\/www.walkme.com\/blog\/4-training-methods-part-1\/","title":{"rendered":"Part 1: Ignoring These 4 Training Methods Will Doom Your New Hires"},"content":{"rendered":"

This article is part of a two-part series on the most essential parts of employee training. Check out Part 2 here<\/a>.<\/em><\/p>\n

Chip no longer has the gleam of an enthusiastic new hire in his eyes. Now, they look tired and weary. They\u2019re smoked out.<\/p>\n

It\u2019s been less than a year since you welcomed him. But rewind 90 days, and you\u2019ll see Chip tapping at a broken keyboard. His employee experience went south from there.<\/p>\n

He\u2019s fallen through the cracks. Your onboarding plan lacked clarity \u2014 he didn\u2019t understand his role and questioned if his work was valuable. Over time, he saw his role as less meaningful. When he struggled to understand a process or use digital tools effectively, he gave up instead of asking for support.<\/p>\n

What began as a case of the \u201coverwhelmed employee<\/a>\u201d quickly escalated into disengagement and turnover.<\/p>\n\n

Bad training methods will destroy your employee retention<\/h3>\n

After your new hire first inks a contract, you need an engaging onboarding plan to protect employee retention<\/a>. It\u2019s hard to recover lost morale \u2014 Chip would have stayed with your company if you had just trained him better.<\/p>\n

Here are the four best employee training methods that could have saved Chip from churn.<\/p>\n\n

1. Embed contextual learning in your training<\/h2>\n

\"training<\/p>\n

Imagine you just moved to a new city. You\u2019re out of coffee \u2014 and you desperately need it. But you\u2019re in a brand new environment.<\/p>\n

You don\u2019t know how to find the nearest cafe or grocery store. Not knowing your way around doesn\u2019t change the fact that you urgently need caffeine.<\/p>\n

Would you go out and walk aimlessly and hope to stumble upon your destination? No, of course not. You\u2019d use Google Maps to figure out the quickest left, right, and 60 feet straight-shot to get that coffee.<\/p>\n

You rely on technology to understand what you need and deliver the right directions in real time.<\/p>\n

You can provide the same kind of valuable guidance by embedding a contextual learning<\/a> solution in your new hire training model.<\/p>\n\n

Use WalkMe’s Digital Adoption Platform (DAP) to boost new hire productivity. Request a demo.<\/a><\/h3>\n

Contextual learning is a digital training solution\u2019s ability to give users support \u2014 the kind of tool that takes personalization one step further. Training tools with contextual learning capabilities have a key advantage: algorithms.<\/p>\n

These algorithms interpret context-sensitive components. You can leverage this power with software that analyzes the actions your employees take, their role in the organization, departmental goals, and the moment that tailored support is needed.<\/p>\n

This next-gen tool can sit on top of complex software systems. Consider it an intelligent GPS that scoops data to predict your employee\u2019s needs and guide them forward, step-by-step (before they take a wrong turn and get lost).<\/p>\n

Imagine what happens when software anticipates core obstacles for new hires and walks them through on-screen in real time. Employees will feel empowered during training.<\/p>\n

You don\u2019t only want employees to achieve proficiency on complex software systems \u2014 you want them to be able to retain it.<\/p>\n

With contextual assistance, no matter the task, employees can find their way through any digital platform.<\/p>\n\n

2. Use personalization to welcome diversity in learning<\/h2>\n

\"training<\/p>\n

If you\u2019ve got Olympic champion Michael Phelps on your team, he is going to thrive in the water. But everyone on your team is not going to be an Olympic swimmer. You have to personalize your training.<\/p>\n

You can\u2019t successfully train a team without first understanding the range of diversity. Different types of learners<\/a> prefer different training methods, require varying amounts of time to learn, and want to practice new information in unique ways.<\/p>\n

For instance, some learners are auditory. They can retain and apply new information just from hearing an explanation. Others are more tactile. They want to learn as they go.<\/p>\n

Training managers must also account for the way different personality types<\/a> influence training success.<\/p>\n

Social psychologists David W. Merrill and Roger H. Reid have spotlighted four key personalities: analytical, driver, amiable, and expressive. Each personality type confronts unique challenges throughout training.<\/p>\n

Discover how each new employee likes to learn. Ask about past training challenges as well as the projects where their talents will excel.<\/p>\n\n

Read this next: Six enterprise training myths are officially debunked.<\/a><\/h3>\n

You could have the equivalent of a room full of gold medal champions \u2014 but it\u2019s short-sighted to have a one-size-fits-all method for training. They may be champions, but I guarantee you not one will learn in the same way as the next.<\/p>\n

How are you accounting for the varying learning styles on your team? Humanize the training process, and don\u2019t force every new hire into the same box. It won\u2019t work \u2014 and will surely frustrate your new recruits<\/a>.<\/p>\n\n

3. Take an agile approach to employee training<\/h2>\n

Evolutionary genius Charles Darwin warned us, \u201cIt is not the strongest of the species that survives; nor the most intelligent that survives. It is the one that is most adaptable to change.\u201d<\/p>\n

The future digital workplace is no Galapagos, but make no mistake: business agility<\/a> and adaptability is critical to thriving in the digital era.<\/p>\n

\"training<\/p>\n

According to a 2016 Harvard Business Review survey<\/a>, to be adaptable is the #1 skill needed for enterprises going through digital transformation.<\/p>\n

There\u2019s forever a gap between the expectation of a plan and the reality of how it unfolds. We see this through the disruption of a version update<\/a>. It\u2019s no secret \u2014 people take to change about as well as oil mixing with water. It\u2019s our basic human instinct to resist change<\/a>.<\/p>\n

When creating new employee training methods, in today\u2019s shifting digital landscape, that plan must have room to evolve.<\/p>\n\n

4. Create open feedback loops<\/h2>\n

This is where opening feedback loops becomes key. Communication<\/a> cannot be a one-time interaction.<\/p>\n

If you think of Chip, his frustrations were left uncommunicated \u2014 and too many employers fail to make room for this important dialogue.<\/p>\n

\"training<\/p>\n

Communicate from the beginning of a new hire\u2019s experience \u2014 a first impression starts from the moment before you set up an employee\u2019s new email account. Before they walk into your doors, have you already sent a warm welcome email? Define what to expect for those first few days.<\/p>\n

In short, impactful \u201cmicro-moments<\/a>,\u201d your employee is already forming an impression of your company. Make those moments count.<\/p>\n

You\u2019re building trust and loyalty with your workforce from day one. Avoid a flash forward to a bad attitude. In humanizing a tricky transition, employees will feel set up to succeed in your company.<\/p>\n

This \u201cloop\u201d is very much an exploration \u2014 and a positive employee experience clears the space for your new hire to ask questions.<\/p>\n

Request feedback throughout a new employee\u2019s entire training process \u2014 and use those comments to tailor a better-suited training strategy. A new employee\u2019s transition is a journey \u2014 and a strong beginning and middle safeguard your company from an end.<\/p>\n

Without taking the time to open communication and promote trust, you\u2019ll fail to see good engagement from your talented team.<\/p>\n

Don’t undervalue the impact of a good employee training program.<\/strong><\/p>\n

Chip’s employee experience ended in frustration, disengagement, and churn. But what if you invest in engaging training? You prevent a turnover risk \u2014 and empower that new hire to become a top talent for your company.<\/p>\n

Stay tuned for Part 2 of critical training methods to improve employee retention.\u00a0<\/em><\/p>\n

__________<\/p>\n

WalkMe\u2019s Digital Adoption Platform (DAP) transforms the user experience in today\u2019s overwhelming digital world. Using artificial intelligence, engagement, guidance, and automation, WalkMe\u2019s transparent overlay assists users to complete tasks easily within any enterprise software, mobile application or website. Discover how a DAP can revolutionize your business \u2014 <\/span><\/i>request a demo today<\/span><\/i><\/a>.<\/span><\/i><\/p>","protected":false},"excerpt":{"rendered":"This article is part of a two-part series on the most essential parts of employee training. Check out Part 2…<\/span>","protected":false},"author":246,"featured_media":5346,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"mobile_image_id":0,"tablet_image_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[89,87],"tags":[120,96,178],"class_list":["post-5307","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-digital-transformation","category-training-onboarding","tag-employee-onboarding","tag-employee-training","tag-wmb-to"],"acf":{"__coauthors":""},"yoast_head":"\nPart 1: Ignoring These 4 Training Methods Will Doom Your New Hires - WalkMe Blog<\/title>\n<meta name=\"description\" content=\"After your new hire inks a contract, you need an engaging onboarding plan to protect employee retention. 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