Ways To Use Personalized Training And LMS To Initiate Cultural Change
Employees must be able to relate to your L&D content and assign meaning at the individual level. As such, personalization is one of the key elements of organizational culture training for remote staffers. The catch is that your workforce hails from different backgrounds and belief systems. Societal norms impact their job performance and professional perspective. However, there are ways to facilitate cultural transformation for every employee and build a brand-centric community.
7 Ways To Personalize Organizational Culture Change
1. Analyze The Current Cultural Perspective
Employees have an image in their minds when they think of your company. Everyone has a unique perspective. However, there are probably some commonalities. For instance, most staffers may think that the company is community-driven, or that there’s a corporate ladder that’s difficult to climb. Analyze their current perspective to identify potential sticking points. Is there a negative perception you should address in your cultural change training course? How can you re-align their core values based on the new structure? Surveys, focus groups, and assessments are ideal tools for the task.
2. Get Employees Involved From Day One
One of the key elements of organizational culture is employee participation. They need to be involved from the get-go to provide input and form an emotional connection. But you must find a way to get their honest opinions. Many employees are too afraid to share their thoughts because of reprisals. For instance, they might be concerned that they will get all the unwanted tasks if they speak up against team leadership.
To alleviate this concern, you should consider anonymous feedback in the beginning, like polls or one-on-one interviews with a third-party consultant. Then they can play a more active role in the development process moving forward. For example, attending weekly meetings to discuss the project and offer new recommendations.
3. Host Live Events To Prep The Team
Cultural transformation might make some employees uneasy because they aren’t sure how they fit into the new structure. Maybe their jobs are at risk or the new way of doing things will cause unnecessary stress. It’s wise to host live events to prepare the team and put them at ease. You can discuss what the change means for them and how your organization will proceed. They also get to ask questions to alleviate any doubts. During the live events, outline all the steps ahead and the roll-out schedule.
4. Launch Certification Paths That Align With Core Values
Develop certification paths that focus on specific values or corporate pillars so that employees can tackle topics individually. For instance, the first path could center on integrity and how the new team leadership reflects this trait, as well as how employees must imbue this character when dealing with customers or clients. You can also allow them to pick and choose training activities to create their own certification path.
5. Develop Relatable Stories That Reflect Brand Messaging
Stories serve two purposes in cultural change training. First and foremost, they foster an emotional connection. Secondly, storytelling helps to facilitate real world application because employees see how change impacts their daily work habits and performance behaviors. The key is to write stories that reflect your brand messaging and identity so that staffers get a practical context.
For example, the main character could be a customer service employee who is used to doing things a certain way. But the corporate ‘shake up’ has forced them to rethink their approach. This is how they adapt to the change and build the vital skills they need to boost workplace productivity.
6. Create A JIT Support Library
Personalized online training is, above all, flexible and convenient. Staffers can train whenever it fits into their schedule, provided that they meet the L&D deadlines. A JIT library is essential because it allows employees to set the pace and access immediate support, such as a tutorial to walk them through new tasks. Or demo videos that show them new core values in action. You can even invite them to create their own resources and upload them to the repository to cut costs. Bonus: this also helps to improve employee engagement and motivation.
7. Collect Feedback To Improve Your L&D Approach
Feedback is a continual process. Get input from staffers to detect emerging gaps and weak points in your strategy. There are always ways to enhance personalization and make the experience more meaningful, whether it’s offering greater content diversity or inviting employees to host live events to share their insights.
You should also gather feedback from team leaders, as they have a high-level overview of departmental performance. For instance, they may manage ten employees who frequently turn to them for support or clarification and can help you disclose pain points that LMS metrics or business reports overlook. Then you’re able to use the data to improve your approach and make it more learner-centered.
Conclusion
There are a variety of reasons to launch a cultural change training program. From globalization to new team leaders. But, regardless of the catalyst, employees must be able to internalize your new brand values and protocols. Personalization is the only way to get them on board and facilitate practical application. To make this easier, you need an LMS that offers all of the features you need to ensure that everyone is on the same page and promoting your core values.
Many organizations overlook the emotional ramifications of change, such as how new team leaders or company protocols affect staffers’ stress levels and on-the-job productivity. Download Time For Change: How To Launch A Successful Cultural Transformation Training Strategy For Your Enterprise to ease employees into the transition and retain top performers.
