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....

February 21, 2023
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

December 8, 2022
How change management can benefit your business

How change management can benefit your business Editor Change management is a structured process for implementing new tools, systems or roles within a company. It guides this process towards a desired outcome. By supporting people in the business to adopt new ways of working, organisations can become more agile and productive through this period of transformation. Without a carefully planned and structured approach, change can result in chaos. Employees need to be taken along the journey with the appropriate amount of communication. Change needs to be carefully planned so as to cause minimal disruption to workflows and business as usual.  It also needs to be implemented strategically, with clear milestones and measurements in place. This helps to monitor the pace of change, ensuring that the right balance of change brings the organisation swiftly into its new status quo.  Change management requires employee buy-in Change can bring about resistance among employees who are set in existing ways of working. It may require staff to set aside tried and tested ways of working in favour of unfamiliar tools or processes. This can result in cognitive fatigue as teams need to put more effort into how they do their jobs.  With any big transition, there is an inevitable reduction in productivity as the existing status quo is challenged. However, this can be alleviated with appropriate change management interventions.  A key feature of change management is proper planning and communication. Staff need to be engaged in the process from the onset so that they are aware of the upcoming changes and have a chance to voice any concerns. Getting staff buy-in goes a long way to prepare them for the process. Employees will feel more invested if they have been part of the process from the beginning. For change to bring about a satisfactory return on investment, the process needs to be guided from start to finish by an expert team. Through the change management process, leaders can uncover organisational problems that need to be addressed. This can breathe new life into a company – dusting out the cobwebs and preparing for forward movement.  Improved communication and collaboration Disrupting normal ways of working can cause confusion and anxiety, so to mitigate this, change management involves a strong focus on communication and collaboration. Bringing staff together means breaking down silos, addressing interpersonal issues and making sure everyone is heading towards the same common goal.  Clearly defined key performance indicators (KPIs), strategies and targets help to create a safe space in which change can take place seamlessly. It’s important to control and monitor the variables to ensure that employees are appropriately informed and guided throughout the process, even with continued support after the training sessions. The change management process can create a sense of purpose. Having a shared vision serves to reduce friction and improve collaboration among staff. With everyone working toward making the project a success, teams are more easily motivated.  Learning to deal with change gives staff the skills they need to keep on innovating. Performance increases when people feel supported and understand the change process. Having gone through a change management process, employees will be more adaptable and agile moving forward. This sets companies apart in today’s competitive business world as employees will be able to respond quickly to customer demands and changing market conditions. Change management leads to more strategic decision making As part of change management, companies can choose to include leadership training. This serves to strengthen leadership skills and develop better awareness. Equipping managers and executives with new tools and soft skills can help them in their management of employees.  Through suitable training, leaders can improve their emotional intelligence (EQ) – an essential component of decision making. Leaders with a higher EQ are able to navigate challenges and come up with solutions more effectively.  There are many skills connected to decision making. Developing these skills will naturally lead to better capabilities. Leaders need to learn how to problem solve. Taking a neutral stance and focusing on the relative details can helps leaders to make decisions more efficiently.  With proper planning and organisation, leaders can improve their time management and organisational skills too. Knowing what tasks to prioritise and delivering status reports on time ensures that leaders can make the right decisions at the right time. Taking a structured approach to change Adopting a change management process offers a number of key benefits to businesses. If properly executed, change management will reduce costs while boosting performance. Engaging employees in the process ensures that they are invested and motivated.  Change requires careful planning and management to minimise the effect on existing workflows and business. With appropriate training, employees at every level of the organisation can benefit from the process, learning new skills along the way. For more information about our services, please contact us today. ___ Can!do works with large enterprises 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

December 7, 2022
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