Common Enterprise Training Challenges Solved

6 Common Enterprise Training Challenges Solved

Would you trust someone who has never had flying lessons to be your pilot? Probably not! That would be courting disaster.

What if they only had a few flying lessons or the last time they flew a plane was a decade ago? Still no, right?

This proves that training is a key factor in entrusting someone with certain roles. Yet there are many business owners who don’t see the need to invest in employee training, which can lead to disaster for their business.

While no competent hiring manager would recruit an untrained employee, many still go for under-qualified workers.

To be fair, however, some employees also become under-qualified while on the job due to technological advancements and new ways of doing things. Which is why it’s crucial to always update employees’ training.

Every business, from start-ups to more established enterprises, can benefit from adequately training employees.

No matter the size of the organization, updating employees’ knowledge and skills is no mean feat. And it can be an especially difficult undertaking for large enterprises.

Here are six of the most common challenges managers face when training employees, and how you can overcome them:

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Challenge 1: Demonstrating ROI of Training to Stakeholders

Every business has one ultimate objective: to make a profit.

Every activity, employee training included, should be geared towards achieving this goal.

As a manager, you might find it difficult to demonstrate the return on investment with employee training. An effective training strategy for a large workforce doesn’t come cheap and failed enterprise training activities can be viewed by upper management as highly wasteful.

But the benefits of proper employee training are undeniable and companies today are investing heavily in a well-trained workforce. Employee training and education spends in the US alone have a 14% annual incremental growth.

Sufficiently trained employees produce higher quality work, work more efficiently, make fewer mistakes, and retain more clients – all of which improves profitability.

Solution: Link Training to Profit

Measuring the impact of training initiatives can be difficult. Some learning programs such as where an employee is taught how to use particular equipment can have clear and visible results. But for others, such as public relations or customer care, the results may be less clearly tangible.

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To help stakeholders see the potential that employee training offers, present them with a solid evidence-based strategy that links employee training to business profits.

Other than that, help them understand that no single measurement can quantify the value and effectiveness of training.

To paint a bigger picture, you need to consistently collect data from multiple points such as content consumption, current knowledge, behavior observation, employee feedback, and performance results. It takes time to realize the real impact of training.

Think of training costs as the price of entry to more profits, lower risks, and accelerated timelines.

Challenge 2: Making Training More Personal

Multinational organizations, with distance challenging their internal communication, often opt for generic training programs.

While such generic programs offer standardization of processes and practices, they have an impersonal approach that may not resonate well with many employees.

A generic approach can lead to employees resisting or disengaging from the training process.

Personalizing your training strategy to cater to individual employees’ needs might be expensive, but it’s definitely a worthy investment towards ensuring completion rates.

Solution: Tailor the Training to the Employees

To effectively reach a diverse audience, tailor training courses to cater to different groups’ job priorities, career ambitions, and specific training needs.

For example, marketing and sales teams might benefit more from a competitive approach in training while product development teams will benefit from a training program that encourages collaboration.

Emphasize the real-world benefits that employees will get from the training, how it will help them become better at their jobs and also improve other aspects of their lives. This will keep them motivated and engaged.

Tailor your training to allow learners more control over their training path. For example, they can set individual goals and choose which modules to complete first.

Implement a program that incorporates employees’ personal interests. To make it effective, conduct research on their hobbies and interests. If, for instance, you find out many of your employees enjoy movies, incorporate Hollywood trivia and references to your training activity to keep them engaged.

Use these free employee engagement posters to get feedback directly from your employees.

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Challenge 3: Monitoring and Reporting on Training

A common challenge cited by managers is monitoring and reporting on employee learning and development.

Tracking complex training for different employee categories and measuring effectiveness can be an administrative nightmare, especially if you haven’t adopted online learning.

With an increased focus on employees’ continual learning and development, managers want reliable metrics and methods to make this task more manageable.

The data from monitoring your training program can be used to boost employee engagement and retention, demonstrate return on investment, and also act as critical indicators for future training initiatives.

Before you start training, plan what factors you would like to measure and determine how to best collect these data.

Solution: Find an LMS With Automated Real-Time Reporting

When sourcing an enterprise LMS, find a trusted solution that provides a centralized monitoring system for employee training.

A good training program should identify the 3Ws: Why, Who, and What to train.

For example, if you determine the sales team isn’t performing as expected, design a training program and assessment plan targeting that department.

Effective systems have post-training quizzes, employee surveys, participant case studies, one-to-one discussions, and official certification exams to measure the success and effectiveness of employee training.

Challenge 4: Making Training More Inclusive

With a diverse global workforce spread over different time zones, locations, cultures, and multiple languages, managers have the challenge of being inclusive with employee training initiatives.

For instance, people from some cultures are more comfortable expressing themselves in online forums than people from less vocal cultures. Misunderstandings and inconsistencies can become common if the training approach doesn’t take such differences into account.

Solution: Make Training Multi-Channel and Mobile-Optimized

The best way to make your training more inclusive is to implement a high-quality enterprise learning management system which standardizes training while still catering to different languages.

Use social tools and platforms such as video conferences, webinars, and online forums to foster a sense of unity. These social tools can also provide a safe space to voice questions and concerns, and even for employees to share experiences.

Ensure that you have clarified your training goals from the start. Every team member should know what is expected of them and how the training outcomes will benefit them.

Bearing in mind that your employees have varying access to technology, ensure that content is easily accessible on different platforms. Studies show that there are more mobile devices than people on earth, so mobile-optimized content is crucial for maximum employee engagement.

Challenge 5: Maximizing Employee Engagement With Material

In today’s oversaturated digital world, studies show that the general human attention span is rapidly dwindling.

One 2019 study showed that people have more things to focus on – but often only focus on them for short periods of time.

Another study found that the average human attention span is now eight seconds – shorter than that of a goldfish which is nine seconds. That’s a significant drop from 12 seconds in 2000, a few years prior to the arrival of smartphones.

People are constantly bombarded by information from texts, calls, emails, tweets, push notifications, ads, and so many more. With this in mind, managers have the challenge to get employees to attend, actively participate, and complete training activities scheduled.

Solution: Make Training Easily Accessible and Fun

To improve employees’ engagement with content, incorporate practical learning activities – such as case studies or role-playing – into your training.

Using social tools and forums can also encourage learners to interact with each other more casually, which leads to a more emotional engagement with the training process.

To retain attention and boost engagement, introduce micro-learning which delivers information in bite-sized pieces, and gamification to make the process more entertaining.

Having your training optimized for mobile can also enable learners to access training materials more easily anywhere and at any time – including on their commute or when on short breaks from their core tasks. Learning can and should be enjoyable, instead of a boring chore that triggers resistance and disengagement in learners.

Challenge 6: Making Training Future-Proof

One of the leading enterprise training challenges is ensuring that your training material and methodologies are updated to reflect technological advancements.

Effective training should prepare your workforce to evolve and adapt in real-time with the ever-advancing technology and trends.

Most training programs focus on an organization’s current learning needs.

But according to one leading behavioral strategist, “Adaptability is the New Strategy. All success is successful adaptation. All failure is a failure to adapt.”

“Adaptability is about the powerful difference between adapting to cope and adapting to find success, victory and happiness for all of us.” – Dr Max McKeown, Adaptability: The Art of Winning in an Age of Uncertainty

Solution: Help Employees Adapt to New Technology

Learner feedback can be a great way to make sure your training content and methods remain relevant while preparing employees for the future.

Before you can introduce any new systems, you have to determine whether there are “skill gaps” in your workforce and how they can be bridged.

Gamification of the learning process encourages employees to interact with new technology and learn new ways of doing things without making the training seem like a chore.

Find The LMS That Will Help Your Business Adapt

At this point, you’ve hopefully developed a more nuanced appreciation of:

  1. How to demonstrate the value of training internally; and
  2. How to adapt the training to the needs of all your employees – no matter who or where they are (or what device they are using).

Your next challenge is selecting an enterprise LMS platform that will not only adapt to the unique demands of your business but also enable your employees to adapt to the ever-changing business environment all organizations must face on a daily basis.

World Manager is the LMS platform many of the world’s most recognizable brands trust to do just that.

Book a quick, customized demonstration today!

Disclaimer: This information is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor World Manager will assume any legal liability that may arise from the use of this information.

The best companies use World Manager to train staff, maintain standards, and set the company up on the road to success.