2. Is it all online these days?
Digital gives us fantastic opportunities to engage with people; it is a powerful tool to drive change and doesn’t mean having to take much time away from your day job. I don’t think digital should be the full solution to any training challenge, there should always be a blend of different strategies to suit different styles of learning. Certainly, for competency-based aspects and for improving someone’s confidence, face-to-face training remains powerful. However, some digital tools out there are fantastic and offer a brilliant opportunity for bite-sized learning. This enables people to stay on top of the latest data that’s being released, embracing opportunities to learn around their day job, as well as having dedicated time for more significant learning and development opportunities.
3. How do you tackle low engagement?
There will always be times when a team doesn’t engage with the training being offered and there are several reasons that may be happening. When we talk about how we are going to tackle this, the most important thing is to understand why the engagement is low in the first place. It might be the format of the training is not working for people, so we need to make sure the programme is being delivered in the right way. Do we need to offer more digital formats to make the learning bite-sized, or do we need to go back to face-to-face training? It could be that the content is not what they need; it may have been designed based on the latest data but if it doesn’t reflect the strategic imperatives, they won’t find the content valuable and engaging. It might be the platform being used is not user-friendly which is frustrating for the users and can very quickly lead to low engagement. We need to understand why there is low engagement and then look at solutions to get the platform right, whilst ensuring the content is relevant. Our experience proves that if we show people why learning activities will directly benefit them, then the engagement does follow.
4. How do you know if the programme is working?
It’s always difficult to measure, however digital tools provide great insight into understanding the behaviours of a team. This can be useful to assess their baseline performance before designing new training, and looking at the change after the training has taken place to see how it has affected behaviour. One of the most powerful tools is the idea of asking five questions per day and looking at confidence levels alongside the questions — this is a great gauge and gives clear metrics to use going forward. However, this shouldn’t replace the ongoing dialogue with your team about their training needs. We would also look at things like participation rates, if people feel they are getting value for the training they will keep coming back for more. Finally, we always want to hear from our participants on what they need and what they want next, respecting that different people need different things.