How to conduct courses for training employees: 3 successful cases

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(M) student in a new position:

– Forget everything you were taught at the institute.
– I did not study at the institute.
– Then you are not suitable for us, we need people with higher education.

Translated from painful worker, this means: be kind enough to spend X years at the university, but you will still have to learn a lot. Each company has its own specifics of work: how to resolve conflicts, what to do in emergency situations, how much to make for a colleague’s birthday. This is not taught at the institute, so employers have to twist themselves to put this knowledge into the heads of new employees.

And here the question arises – how to effectively teach, instilling reasonable, good and eternal? Let’s take a look at the case studies of different companies.

Case number 1. Teach me if you can… Apchhi!

Once upon a time there was “SmakVil”. A product chain that has grown rapidly since 2009 to 15,000 employees and 1,300 stores in 56 cities. The employee always undergoes a two-day training in the store before starting work.

Problem

At the beginning of 2020, a pandemic hit, forcing everyone to suddenly fall in love with home comfort and their loved ones. Not leaving the house is self-isolation and the risk of contracting a coronal ulcer. In addition, the strength of students and coaches was unequal: 1,600 students for one coach is somehow too much. Online course required. However, it was customary to personally communicate with each employee. But there was nothing to do, they decided to try the online format.

What did you do?

The iSpring platform was chosen for online training, it was intuitive and allowed you to quickly understand everything on your own. Training courses were developed using the iSpring Suite course designer (they say the platform is self-explanatory).

The training was a pure experiment. The audience of the courses is women 40+. The authors tested different formats to interest students. For example, a micro-course that explains exactly what benefit awaits an employee in the event of upselling (by the way, such a micro-course is called “How I bought an iPhone by increasing the average check”).

They used videos that repeat work situations to make it easier to understand and correct mistakes, courses-series about traveling through islands full of dangers (the release date of the final season is still unknown). Also, education has become more highly specialized. Where there used to be one course for everyone, there are 5 varieties of different positions.

New testing as games appeared. This reduced the students’ stress. Beating Prosrok’s dragon is more fun than having a Skype interview. The authors of the courses also actively collected feedback from buyers using a hotline. This helped to quickly make courses on those topics that are relevant here and now.

The results

Now the new employee is immediately ready for work and defense. From the first day, not the third day, he fulfills his duties while simultaneously studying in an online program. There were 17% fewer customer complaints about service.

What can be applied

  • The unusual learning formats were well received by the students. It turns out that the “learning by playing” format is relevant not only for children.
  • Collection of customer feedback. Keeping your finger on the pulse is a cool thing that helps make the course relevant.
  • Intrigue. Not in the sense of “guess where the envelope with the salary” is, but as with serial courses. Genuine interest “What’s next?” motivates students.
  • Humor (hello dragon Prosrok). Spit on facial wrinkles. Fun learning always beats boring.

Training of employees

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Case number 2. A story about how programmers were taught to sell

Center IT LLC, which provides technical support for the 1C program, consists mainly of programmers. And one day they needed to learn how to sell.

Problem

Fortunately, not the Motherland, but only their services. With the competition of the Eurasian Commission on the nose, you need to communicate your thoughts competently so that potential customers understand the value of the product. And in general, they understood something, because the problem was still the abundance of special IT terms in the speech of the future participants of the competition.

What did you do?

Specialists of the Higher School of Economics were called to help. During training, the future spokespersons worked on projects for speaking at the competition. For example, they were told how to analyze the audience. Understand what should be said and what should not be said. They taught how to build the structure of a speech, how to choose the pace and style of speech for listeners to understand. Feedback was given and projects were adjusted.

The score was the defense of one’s project under the guidance of the coach. Right in front of the company’s shareholders.

Result

The competition was tough, but all employees successfully defended their projects and received high praise from shareholders. Programmers and analysts have learned to show their expertise and speak correctly in public.

What can be applied

  • Imitation of real conditions. To reduce the stress of students, you can first practice in circumstances that are very similar to the future practice.
  • Study of the target audience. Collect feedback and look at the values ​​and requests of those you are making the product for. There is never too much.
  • Feedback. When learning new skills, it is important to know whether you are doing it correctly.

Certification training

Case number 3. Training of managers. This was supposed to be a joke

A Russian IT company (let’s call it “Badger, Beaver and Beaver”, because the name is not disclosed in the case) decided to make its own team leader training system. Bringing them together at the same time – nothing brings them together like joint work or going to lectures. A general curriculum was needed.

Problem

All team leaders had different levels of knowledge and experience in solving problems. So for the rapid scaling of the company, it is necessary to train managers. “Badger, Beaver and Beaver” asked for help from the TSQ Consulting firm, which helps develop businesses with the help of comprehensive training programs.

What did you do?

TSQ Consulting made 5 training modules for team leaders. Since it was important to unite students, great attention was paid to their interaction. In each module there were 3 online trainings, a practical part with real analyzes of students’ situations and homework with feedback.

Result

The team leaders united as a result of joint work and gained practical knowledge, and the company now has materials for further training of managers. Peace, friendship, business scaling.

What can be applied

  • Use of real cases in teaching. Analyzing real-life situations helps prepare for a new job. It is logical. If you’re studying to be a horse breeder, for example, you’re unlikely to need any knowledge of unicorns.
  • Personal feedback. It helps to know what is going well and what needs to be improved.

Read also

How to find an investor for a business: 10 proven strategies

The most successful startups in the world: Amazon

Checklist: If your training doesn’t look like this, don’t even try to invite me

Below is a checklist for your training based on employee training case studies:

☑️ Training is based on the needs of the audience.
☑️ Feedback was collected and the most interesting and convenient format was chosen.
☑️ Tasks are checked in detail.
☑️ The knowledge is real, not from the pages of a science fiction book.
☑️ There is humor and gamification. Extending life while developing the brain is a great combo.
☑️ Willingness to teach, not just give employees a crust.
☑️ Contacting specialists who make high-quality educational programs (if you doubt that you can teach yourself).

Conclusion: each educational case is as unique as a snowflake. Due to the specifics of the company, needs and level of students. There are many educational opportunities now, so the main thing is the desire to teach. And financial opportunities, on which the scale of training depends.

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