What are the best ways to increase digital adoption within your business?
If you want to have better operational performance from the investment you’ve made into your new IT system and business processes, you need to focus on providing employees with the context, insight, thinking, and skills needed to most effectively use the tools they have available to them.
In fact, a new global trend that has challenged the status quo of training is known as on the job performance support. It has been instrumental in offering a powerful alternative to traditional training solutions through a classroom and, instead, involves real-time on the job performance support tools.
Ultimately, it ensures that the end product of training survives the transition to the workplace by providing what is needed when it’s needed, as they work. Keep reading to find out more about this type of training and its role in the training transformation.
- Low ROI from training and education initiatives. Here, it is meant that education and training isn’t always effective in teaching employees how to do their jobs correctly. Therefore, by continuing to invest in existing processes, a low ROI has developed because they aren’t fully preparing employees on how to do the work. By having on the job performance support, issues can be addressed when they’re found, not later down the road. As a result, on the job performance support solutions can help companies “drive better business results from business processes and systems Training.”
- Companies investing in performance management tools have not seen a sustainable return. This investment includes that of those in e-learning systems. With these investments, many companies expect that there will be an automated talent development and talent management pains would disappear. Unfortunately, it doesn’t work this way. Instead, many of the systems are underused because they aren’t complete solutions for training and performance management challenges. Instead, these investments are frequently in areas that are deployed too soon (such as in initial training before the employee enters the workplace) or too late (after the damage has been done).
- On the job training is needed to link training and workplace practicality. Just because your employees learn how to do something in training doesn’t mean they’ll retain it once they are actually faced with the job. Let’s face it: any new job can be overwhelming at first, regardless of one’s experience level.
- Real-time learning is the most effective education and training available. This is because your employees will be able to immediately practice their new skills. Having learning in real-time means that your employees will have an intelligence boost since they will have practiced the skills and will eventually improve performance. This type of learning also helps with a real-world work context, making it easier for the employee to understand what’s going on and how to adapt to it.
- Creation of knowledge assets through performance support tools. You’ll be able to transfer knowledge to new employees (and existing employees) in practical, efficient, and relevant ways. For example, not all processes are remembered by all employees, especially if it’s a process rarely completed. So having this tool for all employees help bridge the gap and prevent delays in work completion. Moreover, this type of performance support tool helps teach new employees quickly how to fill the role of employees that leave the organisation.
At Can!do, we have over 25 years of experience in user adoption, which makes us knowledgeable and aware of the importance of a smooth transition in adopting new ways of working. Can!do has worked with some of the leading organisations in South Africa to improve and enhance business performance, so contact us to see how we can help you in your digital training transformation process.