employee training Archives

June 6, 2023

How to get your employees onboard through user adoption training

How to get your employees onboard through user adoption training Editor User adoption training is essential when implementing new technologies, digital tools or processes. Getting the most out of digital investments requires buy-in from those who will use those new tools. By ensuring employees understand and embrace the change, businesses can facilitate the smooth transition to new systems and minimise disruption. Getting employees on board helps to build the necessary skills and knowledge for using new systems. It reduces resistance and aligns employees with organisational goals and objectives. User adoption training is essential for improving employee competence and confidence. Improving digital literacy reduces errors and inefficiencies in workflows and enhances employee performance and job effectiveness. When employees understand why they need to use new tools, they tend to be more engaged and motivated. This fosters a positive work environment and leads to higher job satisfaction and employee retention. Understanding user adoption training User adoption training is all about equipping employees with the skills they need to adopt new software or systems. A key objective of the training is to ensure the understanding of the purpose and benefits of the new digital solutions. Successful training programs are characterised by clear goals and objectives and a solid understanding of the users’ needs. From there, training programs can be customised to address these unique needs through engaging and interactive content. Whether it be through job aids, e-learning, or practical hands-on experience, businesses need to select the right form of support for the users of new digital systems. It’s also important to consider that training is not a once-off. Effective use adoption programs include ongoing support and resources. Designing an effective user adoption training programme The first step in supporting employees with new digital tools is assessing existing skills and knowledge. From there, training developers can identify gaps and proficiency, comparing current skills with desired levels. By determining the required skills, knowledge and competencies, training programs can be tailored to meet the needs of individuals. Customised content and delivery methods help to support employees through this change management process. By providing flexible learning options, employees are more likely to be engaged in the training process. Training managers should consider diverse roles and responsibilities, offering team-based or individualised training depending on the needs of their end users. If the content is either too difficult or easy, employees will tend to lose interest or motivation. For this reason, it’s essential to pitch the user adoption training to the level and needs of the employees. User adoption training programs need to have specific outcomes and behaviours. These typically align with organisational and user adoption goals. For example, if employees are expected to use an enterprise resource planning system, they need to feel confident in the new system otherwise they will simply revert back to old systems and processes. Training managers should consider the content and learning preferences of the end users. This might be instructor-led, online or using a blended approach. It’s also important to consider the age and digital literacy of the users. For example, Gen Z employees tend to prefer mobile-based training programs which they can do on the go. Gamification may also be useful to motivate teams to complete their training programs. This could include leaderboards or points that are awarded for the successful completion of training programs. There are a wide number of technology platforms and learning management systems available, so businesses should choose an appropriate one according to their desired training method and content. Given today’s abundance of multimedia and interactive technologies, users tend to expect visually appealing and engaging training materials. This can serve to enhance user engagement, particularly when coupled with practical, real-life applications. For example, an action-based learning program is generally more effective than a content-based one. By incorporating hands-on practice and real-world scenarios, users will understand the benefit of the training and how it applies to their work. Overcoming challenges It’s important for businesses to address concerns and fears related to change. Overcoming employee reluctance is a key step in any effective user adoption training program. Training leaders need to communicate the benefits and positive outcomes, providing explanations of how the training will support the users. By encouraging open dialogue and feedback, employees are more likely to share their concerns and be engaged throughout the training process. Another key challenge to overcome is any technological or resource issues. It’s essential for employees to have access to the necessary resources when they need them. Learning in the flow of work is an example of a methodology that can be used to address this resource barrier. By giving employees access to what they need to know when they need it, employees are more likely to engage with training aids and resources. Supporting user adoption training Sustaining user adoption requires a culture of learning and knowledge sharing. Companies should encourage continuous learning as a core value, and promote knowledge sharing through platforms and forums. Employees should be recognised and rewarded for their contributions and this will help get employees on board with professional development schemes. Enterprises looking to maximise the return on investment in new digital initiatives should consider partnering with experts in user adoption training. Specialists in user adoption understand the requirements for change management, with pre- and post-training support. Specialised learning designers can create job aids, reference materials and resources that are aligned with the unique needs of the business. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter....

by Editor

March 13, 2023

News

How to avoid change management failures

How to avoid change management failures Editor Accelerating the rate of digital adoption requires effective change management. However, research suggests that fewer than 30% of digital transformation projects succeed in Africa. Change management plays such an important role because it helps to ensure the successful implementation of new initiatives, processes or technologies. It helps to minimise the negative impact of change on employees and the organisation as a whole. By effectively managing change, businesses can embark on a process of digital transformation with a greater chance of success that new technologies and processes will lead to a high return on investment (ROI). Change management can fail in business for several reasons. A lack of leadership commitment, inadequate communication and engagement with employees, and resistance to change are all common issues that can affect the success of a change initiative. Without strong leadership, change efforts may lack direction and resources. Poor communication and engagement can lead to misunderstandings and distrust, while resistance to change can hinder progress and derail implementation efforts. Support in change management is essential for South African enterprises looking to drive digital system adoption, sustain change and improve business performance. By providing employees with the resources, guidance and support they need to navigate change, businesses can create a more positive and productive work environment. Change management is essential for the success of digital transformation projects, so enterprises look out for common pitfalls and take action to mitigate the risk of change management failures. Change management needs a clearly defined strategy Having a clearly defined strategy provides a roadmap for how the organisation will manage change and achieve its objectives. A well-defined strategy includes identifying the change objectives, the scope of the change and the stakeholders impacted by it. This helps ensure that everyone involved in the initiative is aligned and working towards the same goals. It helps to establish a clear timeline, budget, and resources required to implement the change successfully. A defined strategy also helps to anticipate and manage potential obstacles or resistance to the change. Any change initiative should include clearly defined accountability and metrics. Who will be responsible for what? How will success be measured? This ensures that the right people are responsible for specific tasks, timelines and deliverables. Establishing a metric provides a framework for measuring progress, identifying and addressing any issues and celebrating successes. Change must align with company culture and business goals There is a direct correlation between company culture and organisational change. Change initiatives must be aligned with company culture and business goals to ensure successful implementation and adoption. The culture of an organisation reflects its values, beliefs and attitudes towards change. This can either enable or hinder the adoption of new initiatives. When change is not aligned with the company culture, it can lead to resistance, mistrust and disengagement from employees. As such, change initiatives must be tailored to the specific culture of the organisation, taking into account the norms, beliefs and attitudes of its employees. It must also be aligned with the business goals and the overall strategy of the company. This can help to increase the likelihood of achieving the desired outcomes and value. Alignment to company culture and business goals helps to create a sense of purpose and buy-in from employees. This is critical for the success of any change initiative. Support staff through the change Supporting staff through different stages of change management is essential for the success of any initiative. Leading up to the change, it is important to have clear communication about why it’s necessary, the expected outcomes and the benefits to the organisation and employees. Providing opportunities for feedback and addressing concerns can also help to increase awareness and understanding. During the implementation process, providing the necessary user adoption training, learning resources and development opportunities can also help to build confidence and increase buy-in from employees. While the change is being rolled-out, it is essential to provide ongoing support, feedback and recognition for progress and achievements. Celebrating successes and highlighting the benefits of the change can help to maintain momentum and increase motivation and engagement from employees. Companies should not ignore resistance to change because it can hinder successful implementation and decrease employee engagement and morale. This will ultimately impact the bottom line of the organisation. Addressing resistance to change is critical to managing the impact of change on employees and the organisation as a whole. This can be achieved through coaching, mentoring and providing channels for employees to provide feedback and raise issues. Ensuring success with digital transformation A lack of in-house change management skills can be addressed by contracting third-party professionals. Bringing in specialised expertise enhances the success of change through objective insights and resources to help manage the complexities of change. Can!do has 30 years of experience in user adoption and training. Providing process education and embedment with digital application solutions, Can!do has worked with leading South African organisations to enhance business performance and avoid change management failures. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Editor

February 21, 2023

News

What is ‘learning in the flow of work’ and why is it beneficial?

What is ‘learning in the flow of work’ and why is it beneficial? Editor As we enter the Exponential Age, where everything is accelerating at a rapid pace, workers need to upskill to keep up with changes in the global business environment. Dusting off their notebooks and sharpening their pencils, for many employees it has been several years since they sat down to actively learn something new. Global pressures to stay professionally relevant means that nearly a billion people are taking part in the reskilling revolution. Supporting employees while they step out of their comfort zones to refresh and refine their skills, businesses are setting up training programs based on the concept of ‘learning in the flow of work’. What is ‘learning in the flow of work’? Josh Bersin originally introduced the concept in 2018 and, since then, it has gained massive traction among learning designers and corporate training professionals. The idea is that learning should be embedded into the workflow and be accessible to employees when they need it. This can be done through providing learning resources within the context of the workflow, such as micro-learning tools, video tutorials and searchable databases. Technology has become an enabler, with digital tools making it easier to integrate on-the-job learning aids. Employees are able to quickly access the right information or learning material while they are working. Learning in the flow of work is all about providing employees with the right resources, in the right place, at the right time. This enables them to be more productive and effective in their roles. What are the business benefits of ‘learning in the flow of work’? Having access to the right tools and knowledge (at the right time) makes the learning journey immediately relevant and useful. Employees stay engaged and up-to-date on the latest developments in their field. This approach to professional development can help reduce the time it takes to learn something new, allowing employees to get up to speed and become productive more quickly. This serves to improve efficiency, which translates to improved business performance. Learning in the flow of work allows employees to quickly solve problems and improve how they perform their jobs. By having the right information readily available, they are able to quickly apply new knowledge and skills to their work without having to take time out of their day to search for it. Traditional training programs can be very time intensive, requiring employees to leave their desks to attend workshops or seminars. With learning in the flow of work, upskilling happens on the job during a normal workday. Apart from saving time, on-the-job training is generally less expensive to roll out than other forms of formal training. In-person training workshops, for example, require businesses to spend money on a venue and a trainer, while also paying staff to attend. By outsourcing to instructional designers and change management specialists, businesses can draw on the expertise of others to implement tailored training based on the concept of learning in the flow of work. What are the benefits for employees? Learning in the flow of work generally leads to greater job satisfaction and improved morale among employees. Businesses empower employees to take charge of their learning by being able to quickly access learning aids when they are needed. Self-directed learning is highly motivating as learners can choose what to learn, when to learn it, and how much time to spend doing so. Employees become accountable for their own professional development. Learning in the flow of work offers increased employee engagement and improved motivation. This which help to support employee retention and development. As the learning material is immediately relevant, employees can put it into practice as they learn, which improves knowledge and skill retention. Is your company ready for the future of jobs? The global workforce is preparing for tomorrow’s economy. Companies need to ensure their staff have the skills needed to adapt to new ways of working. In the World Economic Forum’s 2022 session on the Future of Jobs, discussions included the need for new skills and competencies, the potential for automation and how to ensure a fair transition for workers who may be displaced by digital and technological changes. To promote digital adoption flow in the workplace, it is important to provide employees with the right tools, resources and training. This ensures they can make the most of what is available to them. Learning in the flow of work does just this. This approach creates learning paths for each employee, provides incentives for learning. It ensures that learning is integrated into the daily process of work. By creating a culture of learning and experimentation, employees are more likely to successfully adopt new technologies and skills. Can!do offers capability development and bespoke training programmes for South African enterprises. Using principles such as learning in the flow of work, we create effective learning experiences for employees aimed at performance optimisation. Through our change management training, South Africa can stay abreast of the latest trends in talent development. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us

by Editor

December 7, 2022

News

Can!do offers training material development for your business

Can!do offers training material development for your business Editor Change is inevitable and businesses need to keep up in the age of remote working and rapid digital transformation. This requires constant evolution and adaptation through skills development. Employees must know how to work with new technologies and become familiar with updated processes. This needs specialised knowledge and expertise in change management and instructional design. Consider hiring a professional partner to manage your employee upskilling. Can!do is a leading consulting company in South Africa, with around 30 years of expertise in training, support and change management. We improve employee skills, facilitate digital transformation and increase the capabilities of South African companies. One of our unique offerings is customised training material development for your company. We research, compile, curate and distribute bespoke training materials to your employees, which include hardcopy notes and e-learning guides. These enable people to learn on the job, even after the training course has ended. The importance of custom training material Every company is different and so too should the learning materials used during training sessions. Each business will have unique goals, so the approach taken in training employees should also be bespoke. Can!do specialises in this field, offering our customers training materials that are relevant to their needs and specific targets. While a generic approach to employee training may work, research has found that people tend to fall back into their old ways of working within a few months if they do not practice the new processes regularly. Customised training materials are more relevant to employees and are more likely to have a lasting impact on them. These materials can be referred to over time, enabling employees to learn in the flow of work and stay fresh. If they get confused with new tech or forget a certain process, they can simply check the notes in the training material and refresh their memories. It allows them to stay abreast of the tools and methodologies that the company has implemented. When employees default back to old ways of working or outdated technology, it can undermine digital transformation and impact the company’s investment in change. Can!do takes a personalised approach to make employees feel confident in their new skills by offering continued support through the learning materials. Can!do emphasises lasting results Can!do adopts a practical approach to training and skills development. Our courses are easy to understand with simple language. This ensures tangible changes and a better understanding of the training material. However, our job is not done once the training sessions are complete. We track the changes and progress along every step of the way. This measurement is a performance-based approach to change management that is backed by continued support for employees through the training materials. The end of any project is actually the beginning of the journey for employees, so this support will help companies to avoid reverting back to the old ways of working. By using a range of tools, blended learning materials, self-directed interventions and ongoing support, Can!do empowers employees to grow and succeed in a rapidly changing workspace. These strategies are tailormade to suit each client’s needs. For more information about our services, please contact us today. ___ Can!do works with large enterprises in South Africa to maximise the value of their employees, technology and business processes. To do this, we offer three fundamental services; change management, capability development and performance optimisation. We have 30 years of experience in these fields and have worked with leading companies in South Africa. We are a certified Level 2 B-BBEE company and a leading provider of new business systems and processes that drive user adoption. For industry insights and news, please follow us on Facebook, LinkedIn and Twitter. Contact Us