Maybe you use obsolete methods or force the staff irrelevant information. In this article, you will find recommendations on how to deal with the educational shortcomings.
1. You use obsolete methods
Times are changing, but staff training methods at some companies remain unchanged as in the old days. Teachers were replaced by instructors who show the staff how to work with the corporate software and staff members make notes. Better situation is when the workers receive self-study materials, and the rest is up to them.
Most of the shortcomings disappeared upon the arrival of e-learning solutions. User onboarding, however, can go even beyond the possibilities of educational technology.
Both methods are based on the same principle: your staff learns how to work with your in-house software, sitting behind its desk. What differentiates user onboarding from e-learning is the context-sensitive help. What are the reasons behind its success?
It is a purpose-specific tooltip which appears in the right time, when it is needed. For instance, at the time of performing the staff's task or solving a current issue. The workers are provided with instant help, saving their time and company’s costs.
The context-sensitive help offers an ad hoc, task- or issue-specific tooltip which the staff has to deal with.
Thanks to the gamification principles combined with user onboarding, the staff training can be fun! For instance, the beginners become advanced users by completing individual tips.
Example of an onboarding guide motivating the user to do further steps
User onboarding gamification also boosts staff’s motivation to be educated simply because nobody wants to be a newbie forever.
2. Wrong training timeline
Training shouldn't interfere with the employee's free time but also shouldn’t restrict his or her duties.
The staff should be fully concentrated on the content during the training; therefore, putting aside a few hours for the training is not the best idea as, at the end of the day, the staff will have to work for the same amount of time.
As you certainly know, too many open tasks make the people stressed. As a result, they will not only lose focus during the training, but also view it a burden. A burden which makes their work harder, not easier.
There are two options how to solve or avoid this problem.
The first one being to create flexible qualification plans which allow the staff to choose when and how it acquires the necessary information on its own.
The second option is to provide training based on macrotasks comprising more partial tasks. For instance, using onboarding which, as you already know, provides help in the right time at the right place.
User onboarding allows the users to receive relevant information usable at the particular moment. As they receive smaller volume of information, they are more likely to remember it.
3. Irrelevant content
Another mistake in staff education is the company's lack of knowledge of its staff.
The staff's privacy is not what we have in mind, but rather the knowledge and skills of the staff members. This information help you design a better training content, satisfying all employees according to their individual needs.
Every employee has different duties and responsibilities, right? Nevertheless, all the employees often receive the same level of education as their coworkers.
User onboarding can come to help in this case, too, delivering tooltips to the staff while working with the software according to the staff’s job, previous experience, or education level.
As outlined by Peter Šimún, the co-creator of YesElf onboarding platform in our interview, “The top priority of a fine user onboarding is its timing, the form comes next".
Onboarding is relevant only if it is personalized. Some do not want to be “attacked” by context hints because they want to look around in the software and try to work with it on their own. The guide will not come in handy until the more complicated steps.
“Then, there are users with low technical skills who need help even with the basics,” as Šimún explained the purpose of personalization.
4. Difficult and boring content
Even if you provide relevant training content, you are not out of the woods yet. The key to success is simplicity. Factual information need to be presented to be easy to remember. In other words, no unstructured essays without graphical layout!
Higher staff engagement can be achieved by already mentioned gamification which makes the tasks fun and motivates people regardless of their age.
A great solution is also to employ multimedia by means of images, videos, and interactive animations.
Apart from the text, the YesElf tool can fill the Help in your in-house software with images, videos, buttons, forms, and links to further sources.
Illustration of interactive user onboarding.
5. Lack of motivation and encouragement
Considering the purpose of staff training, i.e. to ensure the best possible job performance, the staff should by also highly motivated. The stumbling block is that many firms still don’t provide training continuously, but after the shortcomings come to the surface.
In such cases, employees will perceive the training and retraining as a punishment, instead of a career growth opportunity. Therefore, training should be a part of your corporate processes and culture.
By doing so, your staff won’t see the training as a mandatory course they have to take just because instructed by its boss.
The staff should perceive the training as an activity for increasing its work efficiency.
If you assume that your staff sees the education as an obligation, swap the face-to-face sessions for user onboarding which helps the staff work with your in-house software faster and more efficiently, resulting in productivity boost and saved training costs.