Improve Online Training ROI: 9 Things Training Managers Can Do Today
Team leaders must ensure that corporate learners receive the online training resources they need and act in the company’s best interests. They have to develop and implement online training strategies, as well as balance budgets and collaborate with consultants. Another pivotal part they play is advocating online training to yield the best online training ROI. Today, Training Managers can do the following 9 things to improve online training ROI.
1. Recommend Moment Of Need Online Training Resources
The primary purpose of a microlearning online training library is to provide corporate learners with on-the-job support. They receive the information they need to fill gaps before incorrect behaviors become ingrained into their long-term memory. Training Managers should provide personalized recommendations to corporate learners who continually underperform during online training. LMS reports, manager evaluations, and online assessment results are just a few of the diagnostic tools at their disposal.
2. Reassess Training Objectives
Your current online training content may not be as relevant today as it was when you first deployed the online training course. It no longer aligns with your training objectives, or your organizational goals have evolved over the past months. As such, you must reassess your training objectives and outcomes, then adjust your approach. For example, the compliance online training course is diminishing your online training ROI, as it doesn’t feature the latest rules and company policies. In response, you can update the online training content so that it falls in line with your current objectives.
3. Solicit Employee Feedback
Corporate learners must participate in your online training course to build their knowledge and skills. Thus, they are of the best ones to ask about the strengths and weaknesses of your online training course. They can help you pinpoint areas of improvement that may negatively impact your online training ROI, such as irrelevant online training resources or activities that lack real-world application. Conduct surveys, polls, and interviews to solicit their feedback and collect valuable user data.
4. Stress The Benefits Of Ongoing Online Training
Motivation and participation are essential for successful online training. However, many corporate learners are unable to connect with the online training course because they are simply unaware of its value. For this reason, Training Managers must stress the benefits of ongoing online training and professional development. Summarize the advantages before each online training activity and provide in-house marketing materials that highlight the unexpected perks.
5. Begin A Social Media Mentorship Program
Starting a social media group is quick and free of charge. Training Managers can easily create a closed social media group and invite corporate learners to join, providing them with an online platform to share ideas and offer peer-based support. Namely, mentoring those who are less experienced and exchanging vital information.
6. Develop Personalized Online Training Plans
Personalization leads to more effective online training and resource allocation. In turn, organizations can boost their online training ROI and increase corporate learner satisfaction, while reducing attrition rates. One of the best ways to personalize the online training process is to create individualized online training plans that cater to specific training needs. This may be in the form of training contracts, clickable eLearning course maps, or unlocking eLearning course navigation. As such, corporate learners have access to online training resources that focus on personal gaps and provide self-paced online training opportunities. Make certain that corporate learners play an active role in developing their online training plan so that they take accountability.
7. Host An Impromptu Live Online Training Event
Live online training events don’t necessarily have to involve evites and RVSPs. In fact, Training Managers can host an impromptu, informal online training event that serves a variety of functions. Firstly, it gives them the chance to gather direct feedback from corporate learners. Secondly, they can provide one-on-one support to corporate learners who are underperforming. Managers, trainers, and department leads are also ideal hosts for impromptu online training events. Just be sure to connect to social media platforms so that corporate learners can actively participate. In addition, record the online training event and add it to your microlearning online training library. Future employees can use it as a reference tool, especially if you include a brief summary of the online discussion points.
8. Create A Corporate eLearning Blog
There are two approaches to this online training technique. Start a corporate eLearning blog that features helpful tips and advice, or invite employees to create their own corporate eLearning blogs and add them to the link list. Either way, staff members are able to share their ideas and experiences with remote peers, thereby, improving online collaboration and online training ROI. You can even encourage employees to focus on a specific topic to avoid redundancies. For example, a customer service representative’s blog centers on handling complaints and related skills, such as active listening, while a member of your sales staff discusses negotiation skills and product knowledge.
9. Reevaluate The eLearning Budget
Training Managers must take a closer look at the current eLearning budget and calculate online training ROI in order to improve their returns. Create an itemized list of your expenditures and then weight them against the benefits your organization receives as a result of online training. For example, since you implemented your online training program there’s been a significant spike in customer satisfaction scores. Or your sales team has doubled their monthly figures, thanks to the product knowledge online training. Evaluations also allow you to identify areas for improvement, such as online training courses that aren’t living up to expectations. Then you can figure out how to improve your online training strategy moving forward to mitigate the risks.
It’s also vital to get all your managers on board, not just the L&D department head. Ideally, team leaders should be passionate about your online training program and set a positive example. Get them actively involved in every stage of the online training process to instill a sense of ownership and welcome their feedback to continually improve your online training strategy and online training ROI.
Do you own a small to medium-sized business and want to know how to calculate the ROI of your new LMS? Read the article Calculating The ROI Of A New SMB Learning Management System: 6 Points To Consider to learn if your SMB Learning Management System is worth the cost.
