Training managers need to have a plan in place to gain adoption and determine the best way to deliver the training. As the “corporate rat race” moves into the learning function, trainers are forced to become more agile than ever in delivering training and insights. So what is the best way to train employees on a new software with the corporate trainer in mind?
First and foremost, employees need to understand the “So What?” of learning the new software. How will learning this new “skill” enable them in their career growth and to do a better job? The answer to this question will change depending on the industry and profession of the learners. Many training managers and CIO’s wear multiple hats but may need the help of multiple departments to insure a smooth training execution. Getting employees on board is one of the first steps in gaining stream-lined software adoption.
After we answer the “So What?” of learning the software – how will the training be delivered? Depending on the industry and preferred modality of delivering the training, you might decide to implement one, or a combination of strategies. Traditional methods of training such as instructor led training (ILT) or on the job training (OTJ) have been popular and most certainly have their benefits, but is there a better way? Digital learning is on the rise and there are now more options than ever to teach employees new software in our fast-paced world. Features such as guided training workflows, real time help, and the ability to derive analytics from training have become increasingly popular. These new advances allow employees to learn software at their own pace (or a timed pace) while receiving help (or asking the training software solution for it) if they get stuck. The ability to derive analytics allows training managers the ability to view who is understanding the software training, and who is having difficulty.
In addition to “pop through” features to guide users through a software, some software training solutions allow for the addition of video and microlearning to help at the user’s point of need. These features help to keep training exciting and engaging for learners. Now, let’s address the elephant in the room… How do we test learners on their software proficiency? This is an important step to prevent the symptom of “going in one ear and out the other.” You could provide the training and stop there, or provide a paper test. I believe that testing a user on the actual software (within the platform) is the best way. Competency assessments can be delivered at the end, or during stages of the training process to dynamically validate user competencies. These should ask the user to perform certain tasks within the software and let the user prove they understand. To make the most of software training, managers should have the ability to clearly identify cumulative trends as it relates to skills learned in the software and correlate these skills to on-the-job performance. As stated earlier, this can be done through implementing a software training solution fitted with user data insights.
Overall, we believe the best way is through a digital training experience with traditional support. What is your process in new software training and adoption?