In a previous post, I discussed some of the unique hurdles companies are facing in our current corporate climate, and how training can be a powerful tool to combat some of the pain points companies are seeing. Now that you’re fully bought in on the power of training and ready to jump into an amazing new curriculum plan, you’re going to want to make the most of those L&D budgets.
How can you ensure your training initiatives have a smooth roll out in 2023? Here are some best practices!
Plan your learning projects with realistic timelines.
Many companies are currently operating with a less than full house. Your employees likely have increased demands on their time as competing priorities take over their calendar. Because of this, we’re seeing an uptick in requests for additional review time from our SMEs when developing new materials, and a slower adoption rate for employees taking the courses.
When scheduling your training classes, be mindful of how full your employees’ plates already are and give ample time to complete the training. Make use of drip campaigns and team meetings to tease the materials and build interest. Consider blocking off time for your team to dedicate to upskilling.
Create training in easy-to-digest formats.
Most people are familiar with the eLearning format, which makes training more accessible by allowing learners to complete training when it’s convenient for them. But eLearning is just the first step. Plan a learning strategy that can be consumed in bite-sized pieces. Consider deploying microlearnings to introduce and then reinforce key topics.
Microlearnings can be consumed in under 5 minutes and give learners a break from traditional learning formats. Short videos, podcasts, online games, mentor-led discussions, and even flashcards can be a budget friendly way to keep learners engaged when they are short on time. This strategy allows you to keep momentum while learners are busy, and repeated exposure to key topics maximizes retention.
Make the most of your budget by taking advantage of readily available materials.
Chances are there are some very niche trainings required for your company. These might include training around company-specific offerings, policies, or software. But there are likely also opportunities to utilize pre-produced material.
Have a project manager familiar with L&D lead the charge.
It’s pretty rare to find someone working in the corporate L&D space that set out intending to work in the L&D space. Many SMEs (and sometimes even IDs/facilitators) are engaged because they are fantastic at what they do, NOT because they have a background in training. Your stakeholders are also generally not L&D professionals — they are leaders throughout your organization trying to move the needle in their departments. So it’s not uncommon to find your project’s team is pretty new to this field — and that’s ok! But training projects have many unique moving parts, and along with that come many unique pitfalls. Having a project leader with experience in the L&D field will ensure your projects are set up for success. An experienced leader will understand who to engage and when. They will also know what red flags to keep a lookout for and have proven strategies for resolving conflicts.
I’d love to hear your own ideas and suggestions for maximizing your 2023 training budgets!