How To Fill In Performance Gaps In Online Training
A performance gap is the space between the start of the race and the finish line. Every employee possesses a collection of skills and a carefully constructed knowledge base when they join your company. However, they need to expand that knowledge and build upon their skills in order to do their job effectively. The question is: How do you give them the tools and online training resources they need to win the race? How do you fill the performance gaps and make them a valuable asset within your organization? Here are 7 helpful tips for filling in performance gaps in online training.
1. Conduct Pre-Assessments To Test Current Knowledge
In order to fill in the performance gap you have to first identify it. This typically requires surveys, on-the-job observations, and interviews. However, one of the most effective ways to measure performance gaps is online pre-assessments. Online exams, branching scenarios, serious games and online training simulations can help you assess how much a corporate learner knows now and how much they still need to learn. You can also use the results to track their progress and ensure that they are meeting the online training standards. It's important to focus on a specific skill, task, or topic when creating your online pre-assessments. Otherwise, you won't be able to use them as a measuring tool moving forward.
2. Identify Skill Gaps
Another area of performance that many organizations overlook is skill proficiency. They may analyze performance behaviors or task mastery, but forget that skills are an essential building block. Online skill assessments and evaluations should be part of your performance management strategy. Take a closer look at all of the job responsibilities and tasks that employees carry out on a regular basis. Are there certain processes that they are expected to perform every day? Are they able to meet their professional goals or are they struggling to complete common tasks? Determine which skills and talents are associated with these tasks or procedures and then figure out how you can fill the performance gap.
3. Create A Plan Of Action
Corporate learners need a road map that they can follow. Filling performance gaps can be an involved process that occurs over an extended period of time. As such, you need to devise a plan of action that outlines every step in the process and highlights the online training resources they'll be using. This should include all of the online training activities and modules they must complete, as well as how you will be gauging their progress along the way. If possible, create also a timeline that your corporate learners can use to stay on track and monitor their milestones. Make a list of all the features your LMS must have to help you create the online training activities you want to add to your online training course, and ask for a free trial or demo before making your final decision which one to purchase.
4. Use Branching Scenarios And Online Training Simulations To Provide Real-World Experience
Online training activities that mimic real-world settings, such as branching scenarios and online training simulations, help to fill performance gaps with experience and know-how. Corporate learners are able to put what they've learned into practice and explore every outcome in a risk-free environment. Instead of just reading about a task or watching an online training video, they can act out every step in the process and work out any issues beforehand. Ensure that your branching scenarios and online training simulations are realistic and provide some degree of pressure, as this enhances the real-world benefits.
5. Give Employees The Power To Choose Their Own Online Training Path
Every employee has their own areas for improvement and performance gaps. As such, every employee should be able to choose their own online training path that addresses their specific needs. They must have some control over the online training process and have the opportunity to set goals that are relevant to them. At the start of your online training program, encourage all of your staff members to identify their performance gaps, strengths, and weaknesses. Conduct surveys and observations to pinpoint any issues that they've overlooked. With this information on hand, give them the chance to outline a personalized online training plan that suits their needs. This should include online training courses, activities, assessments, and any other online training resources that will help them achieve their objectives. A personalized online training path wouldn't be complete if your corporate learners can't access the online training course whenever they need the information. Opt for a responsive design authoring tool to create mobile-friendly online training courses that your corporate learners can access from their mobile devices.
6. Provide Consistent eLearning Feedback
One of the most powerful ways to track progress is to provide consistent eLearning feedback. More importantly, it has to be timely, constructive eLearning feedback that is completely personalized. General praise or criticism doesn't really do the trick. In fact, it can make corporate learners disengage from the online training process and decrease their motivation. When an employee answers a question incorrectly or chooses an unfavorable decision path during a branching scenario, immediately let them know what they did wrong and how they can improve. Otherwise, they will simply continue with the unfavorable performance behaviors and commit the wrong information to memory.
7. Constantly Improve Your Performance Management Strategy
A performance management strategy is a work in progress. This is due to the fact that the needs of your organization and your employees are constantly evolving. New tasks and skills need to be learned, and new employees enter the workplace. Collect eLearning feedback on a regular basis by conducting interviews and focus groups, and use your online training course analytics, which you can get through LMS reports, to verify the effectiveness of your online training program. For example, if a vast majority of your employees is still struggling to complete a task after they've completed their online training, then it may be time to re-evaluate your performance management strategy. Always be on the lookout for new performance gaps that arise and new online training technologies or techniques that can fill them.
Above all else, organizations must create a supportive corporate eLearning culture that nurtures in-house talent. Emphasize the importance of ongoing online training and allow them to take charge of their own professional development. Every employee must have access to the online training tools and resources they need to reach their goals and live up to their potential.
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