![](\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2023\/04\/Digital-adoption-B-min_9643bf2a.png\"\/)
<\/a><\/em><\/p>\n\n\n\nFrequently asked questions and key concepts<\/strong><\/h2>\n\n\n\nLet\u2019s start by laying the foundation and answering some of the most commonly asked questions about training software.<\/p>\n\n\n\n
What is training software? <\/strong><\/h3>\n\n\n\nTraining software is, as the name suggests, software specifically designed to help users become proficient in a certain domain.<\/p>\n\n\n\n
In the modern enterprise, that proficiency usually refers to digital proficiency.<\/p>\n\n\n\n
In the digital workplace, training software helps to:<\/p>\n\n\n\n
- Improve and maintain employees\u2019 digital skills<\/li>
- Increase productivity and performance levels<\/li>
- Maximize the utilization and ROI of an organization\u2019s software tools<\/li><\/ul>\n\n\n\n
Since the modern workplace is undergoing continual transformation and change, training software is becoming more and more common each year.<\/p>\n\n\n\n
Why do employees need training for their software?<\/strong><\/h3>\n\n\n\nThe modern workplace is overflowing with digital software, which are themselves evolving day-to-day.<\/p>\n\n\n\n
Training, therefore, is a necessity.<\/p>\n\n\n\n
Effective employee training helps keep employees:<\/p>\n\n\n\n
- Proficient –<\/strong> Proficiency refers to skill levels, knowledge, and abilities \u2013 the first step towards productivity. Improving proficiency is one of the main aims of software training.<\/li>
- Engaged –<\/strong> Engagement refers to motivation, enthusiasm, and how proactively employees perform their duties. One way to improve engagement is by improving employee onboarding, software training, and other elements of the employee experience.<\/li>
- Productive –<\/strong> Productivity depends on engagement<\/a>, proficiency, the work environment, and a number of other factors, many of which can be influenced by the organization.<\/li><\/ul>\n\n\n\n
It is also important to note that there are risks for organizations that fail to adequately train their workers.<\/p>\n\n\n\n
![\"software](\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2019\/11\/10-with-shapes-1.png?w=1024&h=497&crop=1\")
<\/figure><\/div>\n\n\n\nIneffective training can:<\/p>\n\n\n\n
- Lower productivity and performance levels<\/li>
- Hinder digital transformation and adoption efforts<\/li>
- Inhibit innovation and organizational change<\/a><\/li><\/ul>\n\n\n\n
Training software plays an important role in minimizing risks such as these. However, as we\u2019ll see throughout this guide, training software can and should tackle a much more important issue.<\/p>\n\n\n\n
What problem is it trying to solve?<\/strong><\/h3>\n\n\n\nTraining software is the vehicle for employee training programs.<\/p>\n\n\n\n
And, as mentioned, those training efforts are designed to maximize employee productivity and performance levels. But training software is really tackling a deeper issue: performance deficiencies caused by a lack of digital skills.<\/p>\n\n\n\n
Today, that performance deficit is widening, thanks to disruptive digital technology, which is fueling digital transformation<\/a> across the globe.<\/p>\n\n\n\nTo keep up, organizations must transform the way they operate, by:<\/p>\n\n\n\n
- Adopting<\/a> new digital tools<\/li>
- Incorporating those tools into daily operations<\/li>
- Redesigning and renovating business strategies<\/a><\/li><\/ul>\n\n\n\n
Ultimately, in order to be effective, training software needs to do more than just train users on a specific tool \u2013 it must support organizations\u2019 ongoing transformation efforts.<\/p>\n\n\n\n
What are the common issues and pitfalls with training software?<\/strong><\/h3>\n\n\n\nNot all training software is created equal.<\/p>\n\n\n\n
Some software delivers excellent results, skyrocketing employee productivity and performance.<\/p>\n\n\n\n
Other software keeps employees in an endless \u201ctraining limbo\u201d that delivers mediocre results at best.<\/p>\n\n\n\n
Problems with training software can arise from several sources:<\/p>\n\n\n\n
- User experiences that are too complex<\/li>
- Information that is irrelevant or out of context<\/li>
- Training that is not interactive<\/li>
- Lack of personalization<\/li><\/ul>\n\n\n\n
When it comes to digital software, traditional teaching methods tend to perform poorly. Lectures and classroom curricula, for instance, suffer from all of the problems mentioned above. They are delivered out of context, lack interactivity, and only a portion of the information will be immediately relevant to the end user.<\/p>\n\n\n\n
![\"\"](\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2019\/08\/shutterstock_551937754-1.jpg\")
<\/figure><\/div>\n\n\n\nUnfortunately, many training software solutions are simply content management systems \u2013 that is, they allow trainers to distribute and manage their training content. Although these systems certainly offer advantages over in-person training, they are still much less effective than digital adoption solutions (see below).<\/p>\n\n\n\n
Why do companies find that training is ongoing and doesn\u2019t end at onboarding?<\/strong><\/h3>\n\n\n\nThere are several reasons why software training extends beyond onboarding<\/a>:<\/p>\n\n\n\n- The digital work environment is dynamic and constantly evolving, which means that employees must re-skill each time a platform is upgraded or changed<\/li>
- Enterprise-grade SaaS platforms are often complex and cannot be taught during the onboarding stage of the employee life cycle<\/li>
- Employers that offer skills development opportunities<\/a> are more likely to attract and retain talented workers<\/li><\/ul>\n\n\n\n
What should be clear by now is the fact that ongoing software training is a must, even after onboarding.<\/p>\n\n\n\n
Organizations should not focus on \u201cending\u201d training per se<\/em>. Instead, they should focus on the results of their training efforts, such as:<\/p>\n\n\n\n- Employee proficiency, productivity, and performance<\/li>
- Time-to-competency and time-to-productivity<\/li>
- The costs and benefits of training programs<\/li><\/ul>\n\n\n\n
In short, software training should be viewed as an investment.<\/p>\n\n\n\n
Training that is both endless and ineffective will create an endless budget drain … one that delivers lackluster ROI and mediocre productivity gains.<\/p>\n\n\n\n
Why are productivity and performance affected by training issues?<\/strong><\/h3>\n\n\n\nThe more effective the training approach, the more quickly people learn, the more they retain, and the better they perform.<\/p>\n\n\n\n
And the reverse is also true \u2013 poor training reduces retention, engagement, and productivity.<\/p>\n\n\n\n
To understand why we need to understand the different factors that influence training effectiveness.<\/p>\n\n\n\n
Professionals that design training program should consider variables such as:<\/p>\n\n\n\n
- How people learn.<\/strong> One model of learning, Edgar Dale\u2019s<\/a> \u201cCone of Experience,\u201d that people retain only a small percentage of what they read, hear, and see. On the other hand, they retain much more of what they actually do. This becomes important when we compare different training methods, such as reading a book versus interactive software walkthroughs.<\/li>
- Preferred learning modalities.<\/strong> Different people have different preferences when it comes to studying and learning. These are often referred to as learning styles<\/a> or learning modalities. One such model includes four modalities: visual, auditory, physical, and social. A training approach that only accommodates one learning style would be less effective than one that accommodates several.<\/li>
- The employee experience. <\/strong>The user experience is well-known in many business disciplines, from marketing to product design. Lately, the employee experience<\/a> has entered the spotlight for the same reason \u2013 that experience impacts engagement, motivation, and happiness. These sentiments, in turn, affect employees\u2019 performance and productivity.<\/li>
- The forgetting curve.<\/strong> The forgetting curve<\/a> is a model that describes knowledge retention. That is, it illustrates how long people remember what they have learned. Naturally, the shorter the time span between learning and application, the more likely trainees are to retain what they have learned.<\/li>
- Relevance.<\/strong> According to one study, Americans only use 37% of what they learned in high school. The same concept holds true in any other training scenario \u2013 only a portion of what students learn will be relevant. This concept highlights how important it is to teach only the most relevant material.<\/li><\/ul>\n\n\n\n
![\"\"](\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2019\/09\/hr-is-getting-more-challenging.jpg\")
<\/figure><\/div>\n\n\n\nSince employee training is an investment, organizations should evaluate effectiveness in terms of costs and benefits.<\/p>\n\n\n\n
Why is training particularly difficult for large enterprises?<\/strong><\/h3>\n\n\n\nOne major reason is that traditional training approaches are difficult to scale. The reason is simple: as training needs increase, so too do administrative costs.<\/p>\n\n\n\n
Scaling classroom training to meet the needs of a large enterprise, for instance, would be extremely costly, as well as inefficient. The next alternative for most organizations is to use learning management systems.<\/p>\n\n\n\n
These training software platforms allow trainers to manage content, record attendance, track student performance, and perform other necessary training functions.<\/p>\n\n\n\n
Naturally, these platforms are designed for scale, but they suffer from the same problems associated with all online training.<\/p>\n\n\n\n
That is, they:<\/p>\n\n\n\n
- Are only as relevant as their content<\/li>
- Must be continually updated as software is updated<\/li>
- Are not interactive <\/li>
- Cannot provide personalized, context-based information<\/li>
- Require trainers who can track and evaluate trainees\u2019 progress<\/li><\/ul>\n\n\n\n
Although these systems are built to be scalable, they are much less flexible than digital adoption platforms, an innovative type of training software that overcomes many of the problems mentioned above.<\/p>\n\n\n\n
Why does digital training lead to digital adoption?<\/strong><\/h3>\n\n\n\nSoftware training is a means to an end \u2013 and that end is less about software proficiency than it is about an efficient, streamlined digital workplace.<\/p>\n\n\n\n
Training, in other words, is designed to support larger business functions, such as:<\/p>\n\n\n\n
Digital transformation<\/strong><\/p>\n\n\n\nDigital disruption and innovation, as mentioned above, are catalyzing change throughout the global economy, pressuring organizations to adapt and transform. Such digital transformations inevitably entail the adoption of new digital technologies. And to succeed at adoption, effective training is a must.<\/p>\n\n\n\n
Digital adoption<\/strong><\/p>\n\n\n\nDigital adoption, covered in more detail below, means using digital technology for its intended purpose and to its fullest extent. That is, employees must be proficient with a tool and they must be able to use that tool\u2019s capabilities fully. <\/p>\n\n\n\n
The digital-first business<\/strong><\/p>\n\n\n\nThe digital-first organization<\/a> leverages technology to exploit new business processes, new business functions, and new ways of delivering value to customers. Agile, lean, the customer experience, data-driven business processes \u2013 all of these are built upon digital technology and hinge upon its successful adoption.<\/p>\n\n\n\nThe digital workplace<\/strong><\/p>\n\n\n\nThe contemporary workplace is vastly different from the workplace of just a few decades ago. Today\u2019s workers can work remotely, collaborate online, automate repetitive tasks, learn online, and more. Like the organization as a whole, a streamlined digital workplace depends on the successful adoption of digital technology.<\/p>\n\n\n\n
![\"digital](\"https:\/\/www.walkme.com\/blog\/wp-content\/uploads\/sites\/2\/2019\/08\/shutterstock_1276205269-1.jpg\")
<\/figure><\/div>\n\n\n\nEmployee onboarding, training, and development<\/strong><\/p>\n\n\n\nThe employee life cycle covers every interaction an employee has with a brand, from pre-hire communications to post-exit surveys. Automation and digital training have a significant impact on this cycle, touching almost every aspect of the employee experience<\/a>.<\/p>\n\n\n\nSoftware training should not be the end goal.<\/strong><\/p>\n\n\n\nInstead, it should be viewed as an investment that aims to maximize software performance, employee performance<\/a>, and organizational performance.<\/p>\n\n\n\nTips, strategies, and best practices for implementation<\/strong><\/h2>\n\n\n\nLet\u2019s look at some tips and strategies that organizations can implement to improve the results of their training efforts.<\/p>\n\n\n\n
Reduce information overload and cognitive overload<\/strong><\/h3>\n\n\n\nThough the abundance of information in today\u2019s work world certainly has its advantages, information overload can also produce cognitive overload<\/a>. And that overload, in turn, can produce stress, decreased job satisfaction, exhaustion, and more.<\/p>\n\n\n\n
Training software is, as the name suggests, software specifically designed to help users become proficient in a certain domain.<\/p>\n\n\n\n
In the modern enterprise, that proficiency usually refers to digital proficiency.<\/p>\n\n\n\n
In the digital workplace, training software helps to:<\/p>\n\n\n\n
- Improve and maintain employees\u2019 digital skills<\/li>
- Increase productivity and performance levels<\/li>
- Maximize the utilization and ROI of an organization\u2019s software tools<\/li><\/ul>\n\n\n\n
Since the modern workplace is undergoing continual transformation and change, training software is becoming more and more common each year.<\/p>\n\n\n\n
Why do employees need training for their software?<\/strong><\/h3>\n\n\n\n
The modern workplace is overflowing with digital software, which are themselves evolving day-to-day.<\/p>\n\n\n\n
Training, therefore, is a necessity.<\/p>\n\n\n\n
Effective employee training helps keep employees:<\/p>\n\n\n\n
- Proficient –<\/strong> Proficiency refers to skill levels, knowledge, and abilities \u2013 the first step towards productivity. Improving proficiency is one of the main aims of software training.<\/li>
- Engaged –<\/strong> Engagement refers to motivation, enthusiasm, and how proactively employees perform their duties. One way to improve engagement is by improving employee onboarding, software training, and other elements of the employee experience.<\/li>
- Productive –<\/strong> Productivity depends on engagement<\/a>, proficiency, the work environment, and a number of other factors, many of which can be influenced by the organization.<\/li><\/ul>\n\n\n\n
It is also important to note that there are risks for organizations that fail to adequately train their workers.<\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\nIneffective training can:<\/p>\n\n\n\n
- Lower productivity and performance levels<\/li>
- Hinder digital transformation and adoption efforts<\/li>
- Inhibit innovation and organizational change<\/a><\/li><\/ul>\n\n\n\n
Training software plays an important role in minimizing risks such as these. However, as we\u2019ll see throughout this guide, training software can and should tackle a much more important issue.<\/p>\n\n\n\n
What problem is it trying to solve?<\/strong><\/h3>\n\n\n\n
Training software is the vehicle for employee training programs.<\/p>\n\n\n\n
And, as mentioned, those training efforts are designed to maximize employee productivity and performance levels. But training software is really tackling a deeper issue: performance deficiencies caused by a lack of digital skills.<\/p>\n\n\n\n
Today, that performance deficit is widening, thanks to disruptive digital technology, which is fueling digital transformation<\/a> across the globe.<\/p>\n\n\n\n
To keep up, organizations must transform the way they operate, by:<\/p>\n\n\n\n
- Adopting<\/a> new digital tools<\/li>
- Incorporating those tools into daily operations<\/li>
- Redesigning and renovating business strategies<\/a><\/li><\/ul>\n\n\n\n
Ultimately, in order to be effective, training software needs to do more than just train users on a specific tool \u2013 it must support organizations\u2019 ongoing transformation efforts.<\/p>\n\n\n\n
What are the common issues and pitfalls with training software?<\/strong><\/h3>\n\n\n\n
Not all training software is created equal.<\/p>\n\n\n\n
Some software delivers excellent results, skyrocketing employee productivity and performance.<\/p>\n\n\n\n
Other software keeps employees in an endless \u201ctraining limbo\u201d that delivers mediocre results at best.<\/p>\n\n\n\n
Problems with training software can arise from several sources:<\/p>\n\n\n\n
- User experiences that are too complex<\/li>
- Information that is irrelevant or out of context<\/li>
- Training that is not interactive<\/li>
- Lack of personalization<\/li><\/ul>\n\n\n\n
When it comes to digital software, traditional teaching methods tend to perform poorly. Lectures and classroom curricula, for instance, suffer from all of the problems mentioned above. They are delivered out of context, lack interactivity, and only a portion of the information will be immediately relevant to the end user.<\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\nUnfortunately, many training software solutions are simply content management systems \u2013 that is, they allow trainers to distribute and manage their training content. Although these systems certainly offer advantages over in-person training, they are still much less effective than digital adoption solutions (see below).<\/p>\n\n\n\n
Why do companies find that training is ongoing and doesn\u2019t end at onboarding?<\/strong><\/h3>\n\n\n\n
There are several reasons why software training extends beyond onboarding<\/a>:<\/p>\n\n\n\n
- The digital work environment is dynamic and constantly evolving, which means that employees must re-skill each time a platform is upgraded or changed<\/li>
- Enterprise-grade SaaS platforms are often complex and cannot be taught during the onboarding stage of the employee life cycle<\/li>
- Employers that offer skills development opportunities<\/a> are more likely to attract and retain talented workers<\/li><\/ul>\n\n\n\n
What should be clear by now is the fact that ongoing software training is a must, even after onboarding.<\/p>\n\n\n\n
Organizations should not focus on \u201cending\u201d training per se<\/em>. Instead, they should focus on the results of their training efforts, such as:<\/p>\n\n\n\n
- Employee proficiency, productivity, and performance<\/li>
- Time-to-competency and time-to-productivity<\/li>
- The costs and benefits of training programs<\/li><\/ul>\n\n\n\n
In short, software training should be viewed as an investment.<\/p>\n\n\n\n
Training that is both endless and ineffective will create an endless budget drain … one that delivers lackluster ROI and mediocre productivity gains.<\/p>\n\n\n\n
Why are productivity and performance affected by training issues?<\/strong><\/h3>\n\n\n\n
The more effective the training approach, the more quickly people learn, the more they retain, and the better they perform.<\/p>\n\n\n\n
And the reverse is also true \u2013 poor training reduces retention, engagement, and productivity.<\/p>\n\n\n\n
To understand why we need to understand the different factors that influence training effectiveness.<\/p>\n\n\n\n
Professionals that design training program should consider variables such as:<\/p>\n\n\n\n
- How people learn.<\/strong> One model of learning, Edgar Dale\u2019s<\/a> \u201cCone of Experience,\u201d that people retain only a small percentage of what they read, hear, and see. On the other hand, they retain much more of what they actually do. This becomes important when we compare different training methods, such as reading a book versus interactive software walkthroughs.<\/li>
- Preferred learning modalities.<\/strong> Different people have different preferences when it comes to studying and learning. These are often referred to as learning styles<\/a> or learning modalities. One such model includes four modalities: visual, auditory, physical, and social. A training approach that only accommodates one learning style would be less effective than one that accommodates several.<\/li>
- The employee experience. <\/strong>The user experience is well-known in many business disciplines, from marketing to product design. Lately, the employee experience<\/a> has entered the spotlight for the same reason \u2013 that experience impacts engagement, motivation, and happiness. These sentiments, in turn, affect employees\u2019 performance and productivity.<\/li>
- The forgetting curve.<\/strong> The forgetting curve<\/a> is a model that describes knowledge retention. That is, it illustrates how long people remember what they have learned. Naturally, the shorter the time span between learning and application, the more likely trainees are to retain what they have learned.<\/li>
- Relevance.<\/strong> According to one study, Americans only use 37% of what they learned in high school. The same concept holds true in any other training scenario \u2013 only a portion of what students learn will be relevant. This concept highlights how important it is to teach only the most relevant material.<\/li><\/ul>\n\n\n\n
<\/figure><\/div>\n\n\n\nSince employee training is an investment, organizations should evaluate effectiveness in terms of costs and benefits.<\/p>\n\n\n\n
Why is training particularly difficult for large enterprises?<\/strong><\/h3>\n\n\n\n
One major reason is that traditional training approaches are difficult to scale. The reason is simple: as training needs increase, so too do administrative costs.<\/p>\n\n\n\n
Scaling classroom training to meet the needs of a large enterprise, for instance, would be extremely costly, as well as inefficient. The next alternative for most organizations is to use learning management systems.<\/p>\n\n\n\n
These training software platforms allow trainers to manage content, record attendance, track student performance, and perform other necessary training functions.<\/p>\n\n\n\n
Naturally, these platforms are designed for scale, but they suffer from the same problems associated with all online training.<\/p>\n\n\n\n
That is, they:<\/p>\n\n\n\n
- Are only as relevant as their content<\/li>
- Must be continually updated as software is updated<\/li>
- Are not interactive <\/li>
- Cannot provide personalized, context-based information<\/li>
- Require trainers who can track and evaluate trainees\u2019 progress<\/li><\/ul>\n\n\n\n
Although these systems are built to be scalable, they are much less flexible than digital adoption platforms, an innovative type of training software that overcomes many of the problems mentioned above.<\/p>\n\n\n\n
Why does digital training lead to digital adoption?<\/strong><\/h3>\n\n\n\n
Software training is a means to an end \u2013 and that end is less about software proficiency than it is about an efficient, streamlined digital workplace.<\/p>\n\n\n\n
Training, in other words, is designed to support larger business functions, such as:<\/p>\n\n\n\n
Digital transformation<\/strong><\/p>\n\n\n\n
Digital disruption and innovation, as mentioned above, are catalyzing change throughout the global economy, pressuring organizations to adapt and transform. Such digital transformations inevitably entail the adoption of new digital technologies. And to succeed at adoption, effective training is a must.<\/p>\n\n\n\n
Digital adoption<\/strong><\/p>\n\n\n\n
Digital adoption, covered in more detail below, means using digital technology for its intended purpose and to its fullest extent. That is, employees must be proficient with a tool and they must be able to use that tool\u2019s capabilities fully. <\/p>\n\n\n\n
The digital-first business<\/strong><\/p>\n\n\n\n
The digital-first organization<\/a> leverages technology to exploit new business processes, new business functions, and new ways of delivering value to customers. Agile, lean, the customer experience, data-driven business processes \u2013 all of these are built upon digital technology and hinge upon its successful adoption.<\/p>\n\n\n\n
The digital workplace<\/strong><\/p>\n\n\n\n
The contemporary workplace is vastly different from the workplace of just a few decades ago. Today\u2019s workers can work remotely, collaborate online, automate repetitive tasks, learn online, and more. Like the organization as a whole, a streamlined digital workplace depends on the successful adoption of digital technology.<\/p>\n\n\n\n
<\/figure><\/div>\n\n\n\nEmployee onboarding, training, and development<\/strong><\/p>\n\n\n\n
The employee life cycle covers every interaction an employee has with a brand, from pre-hire communications to post-exit surveys. Automation and digital training have a significant impact on this cycle, touching almost every aspect of the employee experience<\/a>.<\/p>\n\n\n\n
Software training should not be the end goal.<\/strong><\/p>\n\n\n\n
Instead, it should be viewed as an investment that aims to maximize software performance, employee performance<\/a>, and organizational performance.<\/p>\n\n\n\n
Tips, strategies, and best practices for implementation<\/strong><\/h2>\n\n\n\n
Let\u2019s look at some tips and strategies that organizations can implement to improve the results of their training efforts.<\/p>\n\n\n\n
Reduce information overload and cognitive overload<\/strong><\/h3>\n\n\n\n
Though the abundance of information in today\u2019s work world certainly has its advantages, information overload can also produce cognitive overload<\/a>. And that overload, in turn, can produce stress, decreased job satisfaction, exhaustion, and more.<\/p>\n\n\n\n
- Preferred learning modalities.<\/strong> Different people have different preferences when it comes to studying and learning. These are often referred to as learning styles<\/a> or learning modalities. One such model includes four modalities: visual, auditory, physical, and social. A training approach that only accommodates one learning style would be less effective than one that accommodates several.<\/li>
- How people learn.<\/strong> One model of learning, Edgar Dale\u2019s<\/a> \u201cCone of Experience,\u201d that people retain only a small percentage of what they read, hear, and see. On the other hand, they retain much more of what they actually do. This becomes important when we compare different training methods, such as reading a book versus interactive software walkthroughs.<\/li>
- Adopting<\/a> new digital tools<\/li>
- Engaged –<\/strong> Engagement refers to motivation, enthusiasm, and how proactively employees perform their duties. One way to improve engagement is by improving employee onboarding, software training, and other elements of the employee experience.<\/li>
- Proficient –<\/strong> Proficiency refers to skill levels, knowledge, and abilities \u2013 the first step towards productivity. Improving proficiency is one of the main aims of software training.<\/li>