Coaching Employees to Improve Performance

Coaching Employees to Improve Performance

It’s common to find great coaches on the playing field – but what about in the workplace? Coaching employees to improve performance starts with effective leadership.

Good managers are skilled in coaching employees. Employees respond best to motivation, positivity, and support – not micromanagement or intimidation.

Did you know that coaching employees can actually boost productivity and create more positive morale?

Here we’ll describe and define the purpose of workplace coaching and share tips on how you can start coaching employees to improve performance.

 

Characteristics of a Good Coach in the Workplace

You can effectively coach employees in a variety of ways. A good coach is available, transparent, and encouraging.

Here are a few more employee coaching techniques to try.

 

Offer Consistent Feedback

It’s difficult for employees to improve performance without detailed feedback on a regular basis. Begin scheduling time to meet with employees individually.

Use an actionable coaching approach when providing constructive feedback in the workplace.

First, acknowledge the areas they’re excelling in. Then, identify the specific areas that need improvement. When coaching employees to improve performance, always leave them with a plan of action after identifying gaps.

When you’re pointing out flaws or a specific skill that needs work, lead with encouragement. This helps employees stay motivated and feel invested in the success of the company and their role in it.

The importance of feedback in coaching isn’t one-sided. Empower the whole team to practice positive feedback, not just management.

Employees should point out when they notice a coworker performing well and offer advice or guidance if they see someone struggling. Create a feeling of mutual respect among your staff and soon they’ll be rooting for one another to succeed.

 

Push Employees Outside Their Comfort Zone

Without putting too much pressure on employees, as a coach, it’s your job to help them move outside their comfort zone. When you see potential in an employee, challenge them! Offer them a more important role in the office or put them in charge of a special project.

Capitalize on your team’s skill sets and past experiences. Assign individual tasks that help employees strengthen and refine technical skills and soft skills, or challenge them to grow in new ones.

Always be available to answer questions and lend support during the process.

 

Welcome Employee Opinions and Ideas

Nothing makes employees feel more valued and appreciated than an open line of communication with their superiors. One way to do this is by welcoming their ideas and opinions.

Ask your staff what they think about recent changes, updates, or a new project. Practice active listening and be receptive to their comments or concerns. When employees are able to express their opinions and offer feedback, they feel like their contribution matters.

Employees who feel respected, heard, and valued are more invested and committed to the company. Leaders can inspire employees to engage by rallying them around a shared goal. Be inclusive when setting goals. Ask employees to participate in the goal setting process and motivate them to accomplish it as a team.

 

Encourage Collaboration

Just like the coach of a sports team needs to unify players, coaching employees means helping your staff work better together. Take things one step further by encouraging employees to collaborate in the workplace.

Every employee brings a unique set of skills to the table. When team members collaborate regularly, they can learn different approaches and techniques. This strengthens both the individual and the team.

Coworker collaboration also builds company morale, which is essential. Encouraging strong relationships at work creates a more positive and productive environment for everyone.

Additionally, collaboration helps employees lead up by learning from how their coaches interact with everyone to create unity.

 

Lead By Example

The mark of any good leader or mentor leads by example. Avoid swooping in and completing a project or task for employees. They will learn more through trial and error. Instead, prepare them with comprehensive onboarding training then let them try.

Make sure to use a supportive and positive tone when correcting employees. Don’t be condescending or impatient as you demonstrate how you want things done.

Taking a few extra minutes, or even days, to show an employee the right way to do things will save you both time and frustration in the future. It also strengthens the employee’s skills and boosts their confidence.

Do you regularly assess employees to identify progress and gaps? Coach better with Hub360. Modernize your employee coaching tool and improve the results of even the lowest-performing employees.

 

Help Build Employee Confidence

One of the most important parts of coaching employees is building their confidence both professionally and personally. Instill newfound confidence in employees is by recognizing and rewarding their accomplishments.

During your feedback sessions or employee reviews, highlight the great work they’ve done. Use specific examples to personalize your compliments.

Point out exactly what you liked about how they handled a certain situation. Always acknowledge when an employee goes above and beyond their job description. Boosting employee confidence not only makes your staff feel good, but it keeps them motivated to keep working hard.

 

Accept Failure Once in a While

Failure to talk about failure erodes a culture of growth.
While it’s not in your best interest to condone failure, accepting failure as a part of life helps take the pressure off your employees and yourself.

Failure itself is like a coach — reminding employees what not to do next time.

The way you respond to employee mistakes or shortcomings makes all the difference. Avoid belittling team members or overreacting. Instead, ask the employee what went wrong and how they could’ve handled it differently. Then, make a plan for addressing issues like this in the future.

On the other hand, don’t let mistakes or failures go unnoticed. This lowers job performance standards and expectations. Foster a culture of growth by acknowledging failure, using it as a coachable moment.

 

Support Employee Training and Career Development

One of the best employee coaching techniques to use is ongoing employee training and management development. You can accomplish this by creating a roadmap for each individual’s career development.

Well-rounded training gives employees confidence in their job duties. But the goal is not to have an employee be great at one aspect of their job. Cast a wide-angle view of how their training and development plays into the bigger picture.

Sit down with each employee and help them set goals for personal and professional development. When employees have a plan, they begin to see themselves grow within the company, which lowers turnover.

Engage employees for the long haul by coaching them into leaders, not followers.

 

Effective Coaching in the Workplace

When coaching employees to improve performance, tracking your coaching relationships is best done through a coaching software. Effective coaching in the workplace takes a healthy balance of holding employees accountable and offering guidance and encouragement.

These key techniques will help you create a healthier coaching process in the workplace. Start engaging employees with training, assessments, and professional development for their future success.

How are you coaching employees to improve performance? Are you looking for more ways to train, motivate, and coach your team?

Download the Coach Tool product overview to begin coaching better, today!

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Interactive Games for Training Sessions

Interactive Games for Training Sessions

Do you know how to make a lecture interactive? Employee training is a necessary tool for success, but that doesn’t always mean that your lectures are stimulating or exciting. 

If you’re looking for ways to create more engaging lectures, there are several techniques and technologies you can use. Read on to discover some simple strategies that will help you create a training program that engages and interests your employees.

 

Interactive Workshop Activities During Lectures

One of the best ways to keep people engaged during a lecture is to start with a few activities that will encourage audience participation. Foster a spirit of openness when you work on creating an interactive lecture. Make sure employees feel as if their answers and contributions are appreciated and respected. 

Here are a few tips to make lecture based training more active:

 

Pop Quiz

A simple quiz that asks some easy questions is a great way to start. Use a projector and show the questions, and then ask members of your group to respond to see if they know the answers.

A quick quiz helps to stimulate conversation and instantly creates interest in what you have to say. People love to showcase their knowledge of certain subjects, so these types of easy interactive training activities are an excellent place to start.

 

Play Games

You can also create a few fun training games for work that will get everyone involved in the learning process. It can be anything from telephone to a quick trivia competition or game show style like jeopardy.

The key to any training games you use is to make sure that they’re uniquely tailored to your company and employees. You want everyone who participates to learn things that are relevant to your business and the people who support it. 

 

Tell Stories

Everyone loves a good story. Keeping the training session relatable to daily life is a great way to keep participants engaged. The goal is to make sure that your employees feel involved in the learning process. Storytelling has a lasting effect on our memories and can also support knowledge retention.

These types of interactive training activities are crucial for creating a solid, focused team at your company. 

 

Team-Building Training Games

When you create your interactive workshop activities, make sure that your training games are focused on building a team. Every company is only as good as its people. As Ken Blanchard says, “None of us is as smart as all of us.” 

For more engaging lectures, use training games that include everyone in the audience and not just a few selective people. Make sure that you’re encouraging everyone to participate and work together to solve a common problem or to reach a common goal.

Fun training games for work helps everyone look forward to coming to the training session. Use training games for specific training events and incorporate them into your LMS to keep employee training engaging throughout the workweek.

If you really want to up the ante, gamify in-person training events by handing out prizes or other rewards to the winning team or individual who masters the training games. This will give your employees some incentive to learn as much as possible and it also shows you who on your team is taking the most initiative.

Any team-building game you try should focus on the benefits of working together. The games don’t have to be all related to the work itself. They can also focus on teamwork specifically to create a sense of togetherness and strength in numbers.

 

Tips to Make Lecture Based Training More Interactive

While training games and quizzes are fun, there’s plenty of other methods you can use to craft an interactive lecture for your trainees. As you develop your curriculum, make sure you incorporate things like photos, videos, and graphics into your presentation.

 

Nail the Hook

The key to any effective and interactive lecture is to “hook” your audience right from the start. You can do this by telling a story or a funny joke. Maybe even begin with an unexpected activity like rearranging the whole room or playing some music or a video. These initial hooks will draw people in and begin to form an interest in learning more.

 

Keep it Visual

Visual stimulation engages participants to pay more attention to the things you have to say. If you simply stand at a podium and talk for over an hour, chances are that many people will start to zone out quicker. Try adding some colorful graphs, charts, or even some humorous cartoons or memes in your presentation (depending on the setting).

 

Break it Up

Try to break your lecture up into smaller, bite-sized chunks instead of talking for a long period of time. You can toggle between talking, asking questions, and getting the audience involved to make things more interesting. Consider playing some short videos throughout the lecture to keep your audience engaged.

 

Ask Questions

Another good way to ensure a lecture is interactive is to ask your trainees questions about the content they are learning as you go. This will keep people on their toes and encourage them to pay close attention to what you’re saying in case they are called on.

Training is the most important element of any successful company. Educating your employees while keeping them fully engaged doesn’t have to be a hassle. Use these fun corporate training ideas to carry your message throughout the entire presentation. 

 

Unbox Your Training Lectures

No matter what industry you’re in, you can make an interactive lecture that transforms employee training into a fun, immersive experience. Don’t be afraid to think outside the box and incorporate a variety of techniques like multimedia presentations and fun training games.

The more exciting you make your lectures, the better the odds are that your employees will retain important information. Try some of these tips to get your trainees excited about the learning process.

Reach out to our team at Unboxed Training & Technology to discover how you can utilize our expertise to improve your employee training today.

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Activities to Improve Soft Skills

Activities to Improve Soft Skills

Soft skills, like the ability to communicate and work together, are some of the most sought-after employee skills. In fact, 92% of recruiters say soft skills are critical tools they look for in their applicants. Unfortunately, soft skills don’t come naturally to everyone. Activity-based soft skills training gives you the opportunity to instill these desirable qualities in new hires.

The question is, what skills should you develop and why? More importantly, what are some soft skills training activities you can use to help employees?

Don’t worry, we’ve got the answers you need. Keep reading to learn how you can make your training sessions more engaging while developing crucial soft skills.

 

Attributes of Soft Skills

Most skills produce tangible results. Videography, for example, produces video content. You can tell right away by looking at the video if you’ve produced quality work.

You can’t measure soft skills with such ease because they deal more with personalities. They focus on interpersonal interactions and communication.

Examples of soft skills include:

  • Positivity
  • Active Listening
  • Good Communication
  • Teamwork
  • Adaptability
  • Leadership
  • Problem-solving
  • Integrity

Soft skills permeate everyday existence and many people don’t even realize it.

When you write your resume or interview for a job, you have to use soft skills to position yourself as an exceptionally qualified candidate. Soft skills help you communicate complex ideas to others. They even come into action when you learn something new.

For a better understanding of what soft skills are, take a look at this article from Indeed.

 

Activities to Teach Soft Skills

Activities keep people involved in the subject matter and encourage them to take ownership of their learning. Activity-based soft skills training engages employees and teaches them how to literally interact with each other; not just on paper.

Using activities to improve soft skills is an excellent way to create good habits and weed out bad ones. It also gives people the opportunity to practice the new skills they’ve learned.

 

Exercises That Help Imagine Success

Activities that let people imagine success helps them visualize what success looks like. An exercise to accomplish this goal is for participants to think of positive past experiences and what made them a success. Examples include:

  • A customer service call that made them feel good.
  • A presentation that was well delivered.
  • An experience at a restaurant with an attentive server.
  • A sales pitch that made them want to buy.

Split people into groups of three or four to discuss their encounters. They can write them down, roleplay them, or prepare a presentation for the rest of the class.

Learners may also consider negative experiences and why they weren’t positive ones. This helps them identify the positive qualities in people they interact with to make better experiences.

Activities like this help people adopt a positive mindset, which is key to developing strong, soft skills.

 

Interpersonal Communication Games

Games that focus on communication teach people how to actively listen. Listening is a critical soft skill to develop because it teaches people to do more than just hear what others say.

Learning how to use active listening has many benefits:

  • Develops an Understanding of Perception. Different words have different meanings to different people. When you actively listen, you’re able to pick up on what others really mean.
  • Builds Rapport. When you use active listening, people take notice and appreciate you for it. This helps you develop a connection that wouldn’t otherwise be possible.
  • Ability to Follow Instructions. Active listening gives people a better understanding of directions. They’re able to complete tasks with better accuracy and efficiency.

Activity to Improve Active Listening

To show the importance of active listening, try this activity:

  1. Split your class into two groups.
  2. Ask Group A to keep their seats and have Group B leave the room.
  3. Instruct Group A to develop a short presentation about something they’re passionate about.
  4. Tell Group B to listen to the first 30 seconds of the presentation, but stop listening after that.
  5. Have a discussion about how Group A felt when Group B stopped paying attention.

Group A will most likely feel frustration that Group B wasn’t listening. Use this as a foundation to build active listing skills.

 

Team Games for Soft Skills Training

In any environment where you work with others, it’s important to foster a sense of team.

Teamwork helps to create an environment in which creativity can thrive. Team members brainstorm, share alternative viewpoints, and sell solutions.

When people work together, they combine their strengths. This leads to higher levels of efficiency and quality.

Relying on others is difficult, but with teamwork, you can build trust and establish strong relationships. People who feel like they’re part of a team tend to work safer because they trust others to help them out.

 

Activity to build Teamwork

Escape room challenges are an excellent way to build teamwork skills. Team members must work together to solve puzzles, find clues, and escape within a time limit. You can make your own escape room puzzles or you can visit a company that specializes in escape room games.

 

Tasks That Encourage Adaptability

According to Success.com, adaptability is two-fold. To be adaptable, you must be both flexible and versatile.

Flexibility means having a positive attitude towards change. Versatility refers to your ability to make that change happen. Teams who are adaptable are better equipped to solve problems.

 

Shrinking Vessel Activity

The last activity-based soft skills training game to consider is the shrinking vessel activity, which inspires adaptability and problem-solving.

  1. Encircle a group of people with a rope or string
  2. Shrink the space inside the rope over the course of 10 to 15 minutes
  3. Encourage everyone to stay inside the circle as the boundary shrinks.

Successful completion of this task requires participants to adapt to the situation and work together to find a solution.

 

Unbox Your Employees’ Potential

Unboxed Training & Technology offers modern soft skill training solutions for your company. You can use our training materials on a stand-alone basis or combine them to achieve impressive results. Choose the solution that’s right for you, or give our team a call at (888) 723-9770.

Employee Training develops a customized curriculum that breaks everything down for your trainees.

Spoke® LMS is a mobile learning management system that makes learning fun and engaging.

Hub360 Sales Enablement is a sales training and product delivery platform that helps every salesperson ramp up their sales.

Coach encourages on-going employee transformation through measurable development feedback.

Unbox your employees’ potential today by contacting the team that works with you!

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Microlearning and Microtraining Techniques for Success

Microlearning and Microtraining Techniques for Success

Do you need to train your team fast? As in, “my people needed to be client-facing yesterday,” fast? Then microlearning is here to save the day! Learn about microlearning and microtraining techniques for success to take your employee training to the next level.

 

Microlearning Meaning

Microlearning, or “microtraining,” is the process of breaking down employee training into small, bite-sized pieces. The goal is to use short courses that are easy for employees to quickly learn and apply. And when I say short, I don’t mean 30 minutes—I mean 5 minutes or less. No more than one objective is focused on per training course.

In general, corporate training exists to equip employees with practical skills to complete job-related tasks and proactively train them for the future. Microlearning provides employees with applicable knowledge and skills based on their immediate needs. Think of these 5-minute videos as chunks of “micro knowledge.”

If a sales rep is constantly on the move, they may not think to carve out a whole hour, or even half an hour, for training. Using bite sized modules, training sessions are no longer time consuming, but concise.

Let’s talk about why you need to incorporate microtraining into your blended learning program today.

 

Why Microlearning?

Microlearning breaks down complex topics into specific, actionable objectives. We’ve discussed before how, in an age of distraction, the attention span of most people is less than a goldfish. Tragic that we’re losing to a glass-bowl-bound fish, but I digress. We can’t create more time, but we can use the time we do have more efficiently.

If you want to read about some microlearning examples in action, read about our partnership with NextWorth. We helped them develop bite sized training videos and accomplish a double-digit increase in used, electronic trade-in accuracy.

In a previous blog, we listed some of the primary benefits of e learning. Now, it’s time to dive into why microtraining is such an impactful tool by exploring the benefits of microlearning.

Benefits of Microlearning

 

1. Mobile Access

With the digital age comes a wealth of opportunity and modes of communication. Microtraining uses a variety of modalities to communicate new material to employees on different devices. The mobility makes microlearning exceptionally effective. Employees are empowered to access training wherever they are, whenever they can—before a meeting, waiting for the bus, or in between phone calls. Training has never been so accessible and agile.

2. Limited Distractions

Technology is a catch 22—mobility is no doubt a significant strength, but it can also be a major weakness. Smartphones are one of the biggest productivity killers in the workplace according to a study by Careerbuilder. But, we have good news! Since microtraining only takes minutes to complete, there is less time for distraction. Think of all of the notifications you typically receive in 30-minutes vs 5-minutes. Laser-focused microlearning courses keep employees both concentrated and engaged.

3. Higher Engagement

Did you know that 65% of people learn best by watching? Even marketing experts use micro-videos in digital advertisements because they are more engaging. The same reasoning applies to employee training. Guo, Kim, & Rubin’s research shows that shorter videos are statistically more engaging than longer ones. They recommend segmenting longer learning videos into shorter chunks (less than 6 minutes). In fact, the shortest videos (0-3 minutes) resulted in the highest engagement. Sound familiar? That’s microlearning at it’s finest.

4. Just-in-time Learning

One of the primary advantages of microlearning is that learners can complete courses “just-in-time” without a moment’s notice. Employees are able to train on just what they need to know, right when they need it most. The benefits of microlearning for sales training are compelling. The just-in-time training provided by microlearning is particularly beneficial for the busy sales rep. They can easily start a new course and receive comprehensive knowledge minutes before a pitch or call.

5. Actionable Content

Microlearning fosters behavioral changes, as all learning should, with immediate application. Whether an employee faces a challenge in or out of the office, microtraining provides them with the necessary resources they need in a pinch. In addition, microlearning is personalized for a custom learner experience. A unique course path provides a more efficient training, so learners are ready to go, right after they complete it.

In short, start using bite sized learning to better inform and apply employees’ learning and development initiatives at work. Listen to our webinar, 25 training tips in 25 minutes, for a mix of training techniques.

 

Ready, Set, Train

At Unboxed Training and Technology, we developed ReadySet—an off-the-shelf eLearning system for the modern learner. Streamline your employee training by narrowing in on one key skill with microlearning. ReadySet courses are challenging enough to engage employees but short enough to support retention.

Use ReadySet as a just-in-time training for new employees, or equip your current employee with action-oriented course content.  Contact us to learn more about microlearning and microtraining techniques for success—ReadySet Sell, Lead, Secure, or Respect and adopt microlearning today!

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How to Track Employee Training

How to Track Employee Training

Employee training is an opportunity for businesses to increase the value of their human capital.  An employee training tracker is a key component of the training equation because it helps you identify if your employee training is directly increasing employee performance.

Human capital is by far the most valuable asset to most any business. Although an intangible asset, people are a critical component to a business functioning at optimum capacity. People are part of the profit equation, and to make money, you have to spend money. Employees impact customer satisfaction, sales goals, ongoing innovation, company culture, etc. But, in most cases, employees are only as good as they are trained to be. 

Investing in employee training is important for the long term growth and success of a healthy business. You’re probably thinking, “I agree, but how do I know if what I’m investing in is paying off?” We see where you’re coming from. Implementing an employee training plan usually starts with a learning management system (LMS).

Let’s talk about how an LMS transforms and tracks employee training today…

 

Employee Training Tracking Software

Training employees and tracking their progress is essential to properly evaluate what’s working, what information is not being retained, and what may need to change. To put things in perspective, up to 40% of employees who don’t receive adequate job training quit within the first year. Onboarding is no cheap investment, so when a new hire is made, that employee needs to be set up for success with well-defined job training.

 

Spoke® LMS

 

Spoke logo

Time for practical advice: The best way to track employee training is with an LMS.  Employee training tracking software, provided by an LMS, helps you collect, deliver, and track your company’s training content. Spoke® LMS is an award-winning, social LMS for the mobile workforce utilizing gamification to engage employees in training.

 

 

Assessment Builder

To understand the ROI of training, it needs to be accurately tracked. Tests, quizzes, and assessments are all ways for administrators and employees to identify areas for improvement. Spoke’s Assessment Builder is a useful, employee training tracker for both learners and admins to evaluate knowledge retention. 

Easily create assessments, track progress, and note trends to refine your training over time. Additionally, employees have the ability to test out of courses they have mastered to spend more time training on topics they don’t know as well. Gain insights on how effective your training is by retrieving granular data on specific questions or administer surveys for a broader view.

 

spoke assessment example questions

 

Assessments are fully customizable and can be required before or after a training. A pre-assessment is a good way to draw a baseline for comparing employees’ results, post-training. Using a tool like Assessment Builder as an employee training tracker is a great way to start evaluating your internal training efforts. The more you measure, the more you know.

 

Spoke® Reports

Keep track of your team’s overall results or review individual learner data with Spoke® Reports. Robust reporting helps you identify coaching opportunities for learners who have skill gaps and empower teams that need additional training resources. Filter reports by team, region, job code, and organizational hierarchy.

 

Spoke LMS reporting features

 

Dial in on course completions, user activity, and course activities. Practical, performance evaluations have never been so easy. Measure ROI with visual, interactive reports and go beyond the basics to discover metrics like social participation and learner engagement.

To grow your business you have to know your business. Access real-time, interactive dashboards, stunning user transcripts, and optional, business intelligence reports. Spoke is completely customizable to fit your business’ branding too, so you get all the credit for employee training satisfaction (don’t worry, we won’t Unbox your secret).

 

The Kirkpatrick Model

Dig a bit deeper into tracking employee training with the Kirkpatrick Model, which identifies four levels of learning evaluation:

kirkpatrick model four levels learning

At Unboxed Training & Technology, we use the Kirkpatrick Model to evaluate the effectiveness of employee training. Tracking employee training can be an elusive topic, but the four levels of learning can be used as guidelines to evaluate employees with some help from Spoke® LMS.

Reaction: Spoke® Surveys

The first level, “Reaction,” is meant to measure the learner’s experience with the training after they have completed a course. Practically speaking, this would look like administering a survey at the end of a training to gauge the employee’s experience. Some example questions could be:

  • How did you like the training? 
  • What did you like about it?
  • Did you enjoy the learning experience?
  • How do you feel post-training?
  • Were you satisfied with the virtual instructor?

Learning: Spoke® Assessments

The second level, “Learning,” tests the employee’s new knowledge to determine the retention of what was learned. A pre-assessment and post-assessment should be administered to properly gauge the level of comprehension.

  • Pre-assessment: ask questions related to the training topic.
  • Post-assessment: ask topical or scenario-based questions directly after the training to test knowledge retention.
    • What new topics did they learn?
    • How well did they acquire this new knowledge?
    • Are they confident in their abilities to execute the job’s task.
  • Compare results.

Behavior: Practical Application

The third level, “Behavior,” is where the post-training application is played out. Interviews and scenario-based assessments are helpful tools when analyzing the effectiveness of training 3-6 months later. Tests and quizzes are not as effective at this level because behavior changes don’t play out on paper. Changes in behavior occur at different times for everyone and typically require a personal follow up at a later date. 

 

Results: Key Performance Indicators

Positive results are the goal of any employee training initiative. The success of training is seen over time by measuring company sales goals, team efficiency, individual task completion, customer satisfaction, product quality, faster turnaround times, etc. Identify specific, key performance indicators (KPI) to track, measure, and evaluate. Use those KPI’s to determine how successful the training proved to be over a particular time frame. Review the results at an appointed time or during the employee’s end-of-year evaluation.

 

Tell Me More About Spoke® LMS

Every business is unique, but so is every employee. Training should be custom fit to meet the needs of your business and the learning needs of employees. Do you have an employee training tracker to measure results? Is your training doing the job? Are you ready to start making employee training trackable and more impactful? Request a demo of Spoke® or attend an upcoming Spoke® webinar. Our Spokes-people are on standby to show you how Spoke® can help you train better teams today.

 

Sources: Kurt, S. “Kirkpatrick Model: Four Levels of Learning Evaluation,” in Educational Technology, October 24, 2016. Retrieved from https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/

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