Jobs and companies are diverse, with different corporate environments and cultures. But all companies have one thing in common: they need to train their employees.
Training programs are necessary for employees to learn new skills and ensure that they and the company they work for are following laws and regulations set up in their industry. Not only must new hires be onboarded, but continuing education is a must in many industries. Employees continually learn new skills as they interact with and build relations with customers, and the constant advancement of technology makes this fact more true than ever today.
In fact, almost 40% of employees consider the potential for growth a major factor in job satisfaction, as of 2019.
New applications and programs must often be adopted, and employees have increasingly adopted web-based tools to complete their tasks, regardless of industry. Companies have used several traditional learning approaches to onboard and train workers in digital adoption for both job completion and compliance. Traditional training methods all have some benefits and drawbacks and are not “one size fits all.”
However, with the recent growth of remote work and the changes happening in how the corporate world is organized, the drawbacks of these traditional employee training tools have only amplified. New solutions are needed.
Employee Training: A necessary expense
In today’s constantly changing corporate world, the need for employee training is greater than ever. Not only do new hires need to know how to use a myriad of online tools, but they also need to know how to apply those tools to specific situations, often in concert with their soft skills.
A heavier reliance on technology means that more knowledge and skills are necessary for workers. The average number of applications that companies and employees typically use to perform day-to-day tasks is only increasing. That technology, which can range from simple email systems to sales enablement software, must constantly evolve. This means that employee skills gaps will need to be addressed often through continued learning and development.
Managers must not only train employees to use an ever-growing variety of apps but also use up to date employee training tools and employee training methods to make sure that all workers meet compliance requirements for their industry or standards within their company. Compliance policies and laws vary by field⸺and regulations do change often⸺as do the ways companies do business. This means that employee training and development programs must continue to make sure that employees are up to date and can adapt to new standards.
To meet the business goals of companies, managers, and employees, training has typically taken on a few different forms. Some of these approaches worked well in the past, but the changing world of work is posing challenges for many traditional training methods.
Traditional types of employee training
In the past, managers and trainers used a few learning approaches to onboard new hires and train employees in new processes and policy changes. These learning experiences could vary by industry and by employee. One form of job training that works well for one person may not work well for the next, and all types of training have benefits and drawbacks.
Hands-on training happens “on the job” and is exactly as described: a new employee is trained, often by a senior employee, while working his or her first few days. This sort of learning is often contextual. New employees can apply their training to specific situations and learn quickly. However, this employee training system doesn’t work for everyone, as some find the constant oversight more stressful than helpful.
Social learning, a more recent method, ties well into on-the-job training. New hires and current employees learn from managers and co-workers by simply watching and imitating more experienced members of the company.
This is similar to how children learn life skills from the adults in their lives. Training can also be reinforced in this way, which aids with learning retention. This type of training, however, can be hard to put into action as there are so many factors in whether it can be successful.
For multiple workers or an entire company learning a new process or digital platform, classrooms are often used to deliver training. These learning programs often include presentations, slides, videos, or lectures. Classrooms can even be used to train employees on the use of new, complex digital tools.
The main downside of classroom-based training is how expensive it is, as a venue, food, supplies, and an instructor all cost money. Also, workers may find it difficult to retain much information after the training is over, making much of the learning short term only.
Trainers can also take a more interactive approach through the use of mock scenarios, tests, games, and more. In some situations, role plays can even be used to create a form of blended learning with other approaches. While this approach can be more fun and lead to better retention than others, it can be difficult and time-consuming to put into practice.
Of course, online training has become very popular in recent years. Most are familiar with employee learning tools such as webinars, videos, and online quizzes. This type of training often costs less than others and is less time-consuming, but often misses opportunities for contextual learning.
The rise of remote and flexible work
Remote work is growing at a fast pace, and many workers prefer to do remote work over commuting to another location to perform their jobs. As many as 42% of employees worked from home during 2020, and much of the stigma related to remote work is vanishing.
Remote work has many benefits too, and it’s no surprise that many companies are switching to having at least part of their workforce move to more flexible locations than the office. Travel expenses can be reduced and less space needs to be rented to accommodate company operations. Employees may also find a quieter environment more conducive to getting more work done than at the office.
Employee training, however, can become more difficult with so much of the workforce no longer gathering in one location. This means that traditional learning methods may not be able to keep up with this rapid organizational change, which is here to stay.
New employee training solutions are needed
With the exploding popularity of remote work, does traditional employee training software and other training programs meet the needs of companies and their teams? When employees work in flexible locations such as at home or while traveling, it’s obvious that some training approaches won’t work well, or at all, when it’s time to train workers in new process changes or new compliance policies. There will also be obvious issues when training new hires.
When a portion of a company is working remotely, it may be difficult and very expensive to bring all employees to a classroom for a session of training, especially when some employees may be working hundreds of miles away. This means that travel expenses alone may lead to a negative return on an investment after paying for such training as well as airfare. And with the low learning retention that workers experience after classroom training, frustration can build when returning to their jobs in their remote locations.
Performing mock scenarios in person or even over the phone may be too time-consuming as well. Also, social learning becomes almost impossible with remote employees, since a good deal of this type of learning relies on both verbal and nonverbal cues.
Because of these challenges, employee training software can be used to onboard new employees as well as train current workers in new processes and programs. But all workers are different with varied learning styles.
Standard online training is often not very contextual as well and doesn’t touch on specific and unique situations that employees may encounter. Once training is finished, accessing help may mean searching through files, watching videos, or doing database searches. Asking coworkers for help is difficult in a remote setting. This can increase context switching, or going between apps to find how-to answers, which wastes time and frustrates employees and managers alike.
Contextual, lightweight learning is the future
Clearly, current learning management systems aren’t keeping up with the changing world of work. A new training plan is needed for developing employees and to prevent compliance issues.
Time is a major barrier to compliance training. It’s also a factor in employee onboarding, technology training, and communicating process changes. The need for contextual learning that happens in real-time is growing at a rapid pace. Employees need to learn their duties quickly, often while working away from an office or other traditional job setting.
Contextual, lightweight training meets that need and can lead to long-term job satisfaction. With this new type of learning experience, employees can find training directly in-app, right where and when they need it to perform their tasks. No longer do employees have to spend valuable time switching between programs in order to find answers about how to do their job.
Now, workers can have the convenience of finding answers that apply to their specific situation directly in the software they’re using. This can occur in the form of a sidebar directly in-app or even as an inserted pop-up or link somewhere else in the tool they’re using. Information is given in small, easy-to-digest bits rather than in large blocks, and a hands-on experience helps employees to learn new skills more quickly than ever before.
Managers and trainers are able to easily install and integrate contextual training across a variety of applications. Training and learning reinforcement can be easily inserted in areas where skills gaps are present. Trainers and managers can also easily communicate process changes to all employees at once, rather than calling a time-consuming meeting.
Making the leap to contextual, lightweight learning
Are remote employees satisfied with their current web-based training tools? The answer is that there are likely issues with learning retention and context switching. Interviewing your remote employees and those who work in flexible locations may shed light on how much beginning to use lightweight, contextual learning will save in employee and management time.
It may also pay to adopt a more lightweight, contextual employee training platform. In a more systematic, widespread use case that software can enable, productivity will see a boost, and the need for expensive classroom training sessions will be reduced.
Contextual learning can also help flatten the forgetting curve when an entire company is adopting new software, such as CRM software. This can improve customer relations, enable faster revenue production and help retain valuable employees.
Getting started today
Employee training and development doesn’t have to stick to the outdated methods of the past. Today, these can cause more frustration and loss of productivity than ever before. There are solutions for the unique issues caused by the rise of remote work. A new training approach can make a difference for your company. You can start by chatting with us today.
Learn how the world’s best companies are rethinking learning management to empower their teams
The Evolution of Learning Management Systems
In recent years, more and more employees have been working not only online but also at home. This is especially true in 2020 and beyond when millions of people have made the switch to remote work.
Many companies have reported benefits from having workers switch to performing their duties remotely. Nearly half of company executives plan to let employees work from home full time. The majority agree that remote work using web-based tools will continue.
Employees are jumping onto the remote work bandwagon as well. Around a quarter of all workers state, they will take a slight pay cut for the ability to do remote work.
The combination of remote work and advancing technology means employees are learning more new processes and increasing the use of digital tools. With any new digital platform comes a learning curve. In the past, this often meant asking fellow co-workers and supervisors for advice or attending in-person training sessions with the rest of the office.
However, remote systems rarely allow for instant and simple ways to contact coworkers for help should a question arise. This aspect of remote work can mean lost productivity and a drop in employee satisfaction. No one wants to struggle to find answers on how to apply new tools to their specific situation.
The good news is that learning management systems and employee training are evolving to become more comprehensive adoption and enablement solutions tackle these issues.
What are Learning Management Systems?
Learning management systems (or LMS’s for short) are applications that allow a company to manage and deliver learning content to employees. Learning management software also allows companies to track employee progress with training. Companies can set learning goals for their teams, provide instructions for new processes, and make sure all employees complete their training in a timely manner.
These systems also include tools to onboard new employees and identify areas where skills need work. Companies can also communicate any changes in processes to employees and edit that information as needed.
Remote work, however, is presenting new challenges to this type of onboarding and continued training, which can have a negative impact on productivity and employee satisfaction. It is vital that learning management platforms evolve to meet the growing needs of remote work, which has its own considerations.
A brief history of Learning Management
To understand the evolution of learning management tools and how they relate to today, it’s important to understand how they worked in the past.
Decades ago, training a new employee usually involved him or her shadowing a more experienced worker to “learn the ropes.” New hires may have read handbooks, studied training manuals, and done quizzes at the end of the training.
A more expensive approach may have been to send employees to classrooms for in-person training and development sessions, especially for continued education. Classrooms and other educational institutions were often used to train workers in new policies and processes. These sessions, which often happened outside of work hours or required a company to pause services for a day or two, would also train workers on how to use digital tools.
As technology progressed and the corporate world switched to more web-based tools, learning environments changed. Webinars and online courses became popular ways to train employees to use these tools. Online training could onboard new hires and guide employees through new process changes.
For employees, single training sessions meant being presented with large chunks of information at once. Unfortunately, this meant forgetting around 75% of the course content after just a few days. As a result, employees faced a steep learning experience. This meant looking up answers on how to apply this new knowledge to a specific situation or asking management for help. Leaving one application to find answers elsewhere is called context switching, which cuts into productivity and lowers employee morale. Often, search bars and help databases were inefficient at best.
Reinforcement of learned material often meant support tickets, emails, and context switching. Employees could still access help entries and how-to videos, though these approaches required time and searching. Smarter search bars could help somewhat, but rarely satisfied the need for contextual learning and reinforcement.
What do companies and employees want next?
Now that the corporate world is rapidly changing and shifting to remote work, learning management must once again adapt. The need for leaner, more contextual training is rapidly growing and will continue to do so as the world of remote work takes off.
Though most employees now prefer online training over traveling for the in-person type, the technology must continue to change to work with the growth of remote work. Many employees are no longer working in offices where supervisors and co-workers are available to answer questions.
This leaves workers to find answers on their own via context switching. Lost time comes from searching through large databases, Powerpoint presentations, or long videos. Connecting that information to a specific process can take even more time and lead to a poor user experience.
In addition, employees everywhere report frustration due to frequently switching between apps and dealing with too much information at once. When working at home, this frustration can grow without the support system an office can provide. Emails asking for help might sit for some time, and tech support can find themselves overwhelmed with requests for help.
Clearly, learning management must adapt to survive in this new environment.
Training time must reduce, costs need to come down, and productivity should increase. But learning management often becomes stretched and difficult to apply to the changing landscape. Processes also change frequently, and the need for training is always present. A learning management system⸺or better yet at comprehensive adoption and enablement solution⸺is a must to address these issues.
Employees working at home sometimes deal with distractions not related to work. Having to context switch only adds more frustration. They need to have the right information at their fingertips at the right time. Clearly, a new, leaner learning management platform should address these issues and scale smoothly to a growing, remote workforce.
Companies need consistency and good tracking with onboarding and other training, as well as easy integration with various apps. Cutting down on context switching and adding real-time contextual learning are newer concepts. But they hold great promise for companies, employees, and technology alike.
The new evolution of Learning Management Systems
Tomorrow’s learning management tools (inclusive of broader adoption and enablement) are being created today to meet the needs of companies who employ growing numbers of remote workers. Just like in natural evolution, these systems are losing unneeded traits while gaining new ones that will adapt to remote work.
Lightweight training in the flow of work integrates deeply with a wide range of programs used daily by remote workers. These systems are simple to install, with no technical knowledge required. Management can use them to create custom training and reinforce it right where it’s needed, directly in-app.
Legacy LMSs can even integrate with sales adoption and enablement software. Such tools are powerful and flexible, meaning that management can insert learning content in a variety of places.
For employees, large, inconvenient training manuals and searchable content databases are being replaced with these more lightweight learning tools. Training can happen in-app and is contextual rather than in a classroom separate from the work environment. That means that employees can take a hands-on approach as they learn how to use apps for their specific duties.
An employee unsure how to insert a function into a spreadsheet may see a help tab right in the program. This tab will contain the specific information needed to complete this process. Another employee unsure of how to approach follow-up can hover over an industry field label for instructions. Learning also gets reinforced as employees complete their work duties.
Other features include the ability to easily communicate process changes and other announcements to the right team of employees all at once. This cuts the need to call meetings and reduces the need for distracting emails. Rather than calling for a meeting, all employees can receive valuable updates at once, while they are working.
Management can also easily monitor the training progress and skillsets of all employees in one central place. This helps to identify any areas where skill improvements are needed.
The benefits of in-app training and reinforcement
Company leaders can find many benefits when they switch to more lightweight adoption and enablement software, and these benefits can be immediate. Installation is much easier than with learning programs of the past, which often required a professional to install.
The need for employee travel can be reduced by using a lightweight, comprehensive adoption and enablement solution over a dated learning management system. Employees will experience more satisfaction and less stress when working remotely. Employees will also not need to travel to classrooms and companies will save money on training dozens or hundreds of employees. This means a greater return on investment (ROI) on employee training as well.
Companies can save time and boost productivity by switching to more lightweight digital adoption and enablement software as well. By focusing on contextual training, gone are the days where companies managed courses by training employees in single long sessions. Also gone are the days when employees were expected to retain large blocks of information at once. More evolved vs. traditional LMS systems deliver small, easily digestible bits of information and help flatten the learning curve.
Lean learning management can also satisfy employees’ needs for continuing education while providing a smoother user experience. Since lack of competency as business needs change leads to greater employee turnover, continued training is a must. Workers at all career stages value opportunities for growth as a major factor in whether they will accept and stay in a job.
Should you switch from a Learning Management System to a leaner Adoption and Enablement Solution?
Before making the switch to a more lean learning environment, your company should ask some important questions. How much could an in-app training tool help employees with their specific tasks, and what would be the larger business impact at scale?
It is important to observe employees carrying out day-to-day duties. Making a note of how much time employees need to find answers is also valuable. This amount of time affects productivity and employee satisfaction. This can also tell you where problem areas lie. You can then calculate how much productivity can be saved by switching to a more lightweight, evolved adoption and enablement solution over an LMS.
Asking employees where they’d like to see improvement in training is also vital. Identifying even a single hard-to-learn program can go a long way towards leaner, faster, and more satisfying training. New solutions can integrate deeply with many applications.
Getting started today
Evolution often means that less is more and learning technology is no exception. By adapting to remote work, the promise of new platforms over learning management systems is easy and satisfying onboarding, tracking, process changes, and communication. Get started by chatting with Spekit today.
Learn how the world’s best teams are rethinking learning management to empower their teams
The productivity struggle of remote work (and, what you can do about it)
Watch the Cost of Going Remote on Employee Productivity and Revenue webinar to hear us discuss the results of Spekit’s Cost of Going Remote research report and how leading teams are combatting remote training challenges.
We founded Spekit after experiencing the challenges firsthand on productivity, sharing knowledge and training employees at a fast-growing startup. We wanted to understand how the shift to remote has impacted those efforts, so we teamed up with the Revenue Collective to produce a survey that would give insight into how this transition is impacting the productivity of teams.
Over 190 sales enablement, marketing, and sales leaders at companies ranging from fewer than 10 employees to over 5000 responded. Some of the most critical findings were:
- Employees are context switching (a lot!) – 52% of respondents use 6+ applications daily to do their jobs.
- The rate of change continues to increase – changes in processes or products commonly occur every 2 weeks (44% of respondents).
- Employees feel like they’re on their own (and it’s draining productivity) – now that employees can’t turn to a colleague next to them, 71% said their employees spend about an hour per day looking for answers. 88% of respondents are turning to instant messaging apps (Slack/Teams) to get their questions answered, but often are waiting around for answers.
- Knowledge retention is down – 41% notice a higher gap in retention of training since going remote.
- Morale is down – 74% of respondents say low energy and low morale are the biggest barriers to productivity right now, impacting employee ability to learn (and earn in commission-based roles!)
We’ve compiled the most compelling takeaways in the infographic below for your reference but you can download the full report here:
Most of us working at home are probably not surprised to hear any of the above. Even before the pandemic, we were exhausted by the daily onslaught of constant emails, interruptions, switching between tools and keeping up with frequent change. Shifting to remote work has exacerbated what we were already feeling. We’ve put together this guide applying our combined experience in employee enablement to help you combat the challenges we’re all feeling.
Improving morale and engagement in a remote work environment
It doesn’t take a rocket scientist to figure out that staying inside and blurring the lines between work and home life are taking a toll. Each day feels like the last and we’re all understandably drained. There’s no magic bullet for morale — it’s a dynamic that’s always shifting. Thankfully, there are a few relatively simple practices you can adopt to improve it week over week.
Setting up employees for success
Before we get into solutions, we first need to acknowledge the problem: training isn’t designed in a way that motivates people to learn, and its format often makes it hard to retain the information.
Motivating employees to learn
Despite the best efforts of implementation teams, tools are rarely fully adopted. In fact. less than 40% of CRM customers have end-user adoption rates above 90%.
There are two major factors that influence successful digital adoption: perceived usefulness and ease of use. Perceived usefulness requires that an employee understands the benefits of him/her using the tool so that they overcome their natural resistance to change. Ease of use involves making the tool accessible and helping an employee fit it into their workflows.
Therefore, your most important job is to sell the team on why the new tool or process is important and be thoughtful about how you can make the transition as easy as possible.
- Understand their current experience – sit and watch them work to understand their current workflows. Think about which specific changes you’re asking them to make and how that will impact their day-to-day
- Perceived Usefulness: communicate about the change – show them WHAT the change will be before selling them on WHY it will be a good thing for them. Spend time explaining how this will impact them personally.
Ease: Make changes more predictable and therefore manageable
- Never make changes a surprise, communicate the changes that are coming regularly leading up to the launch. Send reminders. Don’t post on every channel available–you don’t want them tuning you out for being too noisy.
- Follow a consistent sequence of events for every roll out from announcement of the change, to launch, to follow-up.
- Follow a consistent format for emails or slacks detailing changes to make them easily searchable. We highly recommend creating a FAQ Slack channel on the new process or tool so that folks can go find answers to their questions.
- Follow up after the rollout. Hold virtual vent hours – set aside time each week to have them come and share. Where are they getting stuck or frustrated? Is there something you know how to automate or reconfigure that will make their lives easier?
Ease: be thoughtful about the timing
- Don’t roll out at the end of the quarter or before a big deadline.
- We recommend rolling out in the middle of the week to avoid the hectic Monday and checked out Friday dropoffs.
Designing training for optimal retention
Now that we’ve discussed how to increase employee openness to make the change, we should look at how to make the training as effective as possible. There are two big reasons that employees aren’t retaining the training they receive:
- High volume and unhelpful format – Employees are already overwhelmed, so a large volume of information won’t stick. 47% of our respondents admitted that too much information at once is already lowering their team’s ability to apply training. This issue is compounded by Zoom fatigue and increased screen time in the virtual workplace.
- Lack of Reinforcement – 47% of respondents believed that a lack of reinforcement after training was contributing to the decline in teams’ ability to apply the training, but 70% believe it’s the most important characteristic of effective training. Significant time and effort is put into the initial launch, but employees don’t have enough documentation and support to reinforce that training, so they struggle to commit it to memory. They can’t turn to the person next to them to ask a quick refresher question anymore. Even instant messages require some waiting for the information they need.
What you can do about it:
- Make information bite-sized – cognitive psychologists believe that the average person can only hold seven ideas in their mind at once. Don’t try to deliver more than seven bites of information. Make each bite easily digestible by keeping it short and crisp. Especially on Zoom!
- Tell stories to make it memorable – the earliest memory trick in human history is to format information as a story. Use names of real people and tell a story about them running into challenges with the new process or tool, have other people in the meeting helping to problem solve.
- Make documentation accessible – 50% of respondents believe that making knowledge easily accessible in an employee’s workflow. THIS IS A BIG ONE. It’s always been hard, but the virtual setting makes it even harder. Since it’s something we think about 24/7, at Spekit, we’ve put together some best practices:
The companies with the best results have reinvented employee enablement for this new remote environment. With a better understanding of how and where their employees need guidance as they work, employers have started looking to digital enablement solutions like Spekit’s in-app learning platform that surfaces answers contextually, right at the moment of need, wherever their team is working.
As COVID-19 created unprecedented challenges for the airline industry, Southwest Airlines was also shifting to 100% remote and virtual training for their sales team. They turned to Spekit to make sure that employees who were on their own for the first time felt supported, and had what they needed without having to navigate a complicated system or dig through layers of outdated documentation. They consolidated training materials from five different systems into Spekit’s Salesforce integration, so employees can now find everything they need, in bite-sized servings, directly in Salesforce. Southwest’s management team now spends 50% less time communicating new initiatives and process changes and 60% less time developing and creating new training material.
“I have honestly never seen a tool as quickly accepted and loved as Spekit was by our sales Team — it was awesome. The only feedback they gave us was “More” and “Why didn’t we have this when I started?” – Libby Magliolo Manager of Organizational Health, Southwest Airlines
Key takeaways for improving productivity while working remote:
- Improve morale and engagement by meeting and emailing regularly but sparingly and using a uniform structure to avoid noisiness
- Motivate employees to learn by digging into their current practices, understanding the pain points they feel, and communicating how changes will better enable them to do their jobs successfully
- Design training and documentation for optimal retention by keeping it bite-sized, in-context and reinforced. Digital enablement tools, like Spekit, are the easiest way to train, improve performance and roll out changes directly in the apps employees are using throughout their day
Chat with us to learn how teams across industries are enabling and empowering their remote teams with Spekit!
Compare the strengths and weaknesses of two of the best knowledge management software tools, Spekit and Guru and find out how they can enable your team.
Spekit is proud to do our part in helping you get up to speed on the COVID-19 Response Package in Salesforce as quickly as possible.
So, you have myTrailhead and are thinking about adding Spekit. Or, maybe you’re looking at getting both? You might even be comparing the two trying to determine if you need both of them.
You may be asking yourself, “how will these tools help me maximize my in-app learning, new employee onboarding, and continuous training?”
Great question! Navigating your training journey can be tricky with so many options available. There’s no doubt that the LMS space is growing and rapidly. In fact, according to Zion Market Research, LMS systems will be valued at roughly $19.05 billion by 2022. That’s a whole lot of reasons to make sure you are paying attention!
Still, it can feel overwhelming when looking into different applications and where to begin. Luckily, we’re here to help.
Let’s start by doing a quick breakdown of what myTrailhead and Spekit are, the differences between Spekit and an LMS solution, and how you can combine them both to train like a rockstar! Ready to dive in? Let’s go!
So what is myTrailhead?
myTrailhead was adapted from Salesforce’s “Trailhead” platform. Chances are if you’re involved in the Salesforce ecosystem in some capacity, you’ve heard of this platform.
If you’re brand new to the ecosystem or unfamiliar, click here to read more!
What is it? myTrailhead is a traditional style LMS (learning management system) that is designed as a series of learning modules that users can take in a specific order. Your employees can take courses that you have designed for them to assist with your onboarding and training process.
How does it work exactly? myTrailhead gives you the ability to build out “trails” similar to a course in an LMS for your employees to use during onboarding and training. Putting together a dedicated “myTrailhead team” in your organization, you can begin to make your own trails. Each trail is comprised of a series of modules containing important information your employees need to know.
This information can extend beyond Salesforce CRM training and onboarding. For example, you can work with your IT team to put together information about important security measures each employee needs to be aware of and comply with. You can even add quizzes to the end of each module to reinforce the content being taught.
This is a great starting point for onboarding but what happens after they complete the module, when they’re in their day-to-day workflow and have a question? What happens when a small process change is made that they need to learn (ie you add a new field in Salesforce)? Do you create an entire module and have them go through it again?
When businesses are looking into “agile” learning platforms, they’re looking for systems that are customizable, user-friendly, tailored to their unique business needs and are quick to stand up (TalentedLearning). Enter, Spekit.
Now that you’re familiar with myTrailhead and how it can help with initial onboarding and training, let’s take a closer look at Spekit.
First of all, what does it do? Spekit is the leading just-in-time learning platform for driving adoption across applications.
What does that mean? With Spekit, teams can embed and surface bite-sized enablement and training directly in the tools they use every day so that employees can access answers if they get stuck, when and where they need it without leaving their workflow. This is important because studies show that we as human beings generally forget about 60% of what we just learned in only about 20 minutes!
The platform gives organizations the flexibility to move quickly, drive change and scale learning with growth.
Spekit helps to not only train and onboard your employees but also to continuously reinforce and re-engage employees with just in time learning, embedded through your team’s workflow. This is important because ROI on Salesforce does not happen immediately after implementation.
Why does ROI not happen right away? As you use the Salesforce platform more and more, you will begin to mold and tweek it to fit your organization’s unique and specific business needs. Each change will require you to notify your team and re-train them.
It is not enough to simply notify them and hope they return to the centralized documentation system for more information. The chances of them doing that extra step are slim. You consequently run the risk of users developing work arounds, returning to legacy systems or simply not using the platform.
This is where ROI can be lost and why it is important to embed your training and resources into the platform itself. It allows your users to get answers to the questions they have in real time without having to hope they return to a traditional LMS system to visit the documentation.
It’s not just a one-sided approach either, Spekit allows your users to give valuable feedback in real-time within the application itself, letting you know what content is working for them and what is not. With the feedback gathered from Spekit, you’re able to identify bottlenecks in the learning process and make updates to content instantly to maximize impact and efficiency.
Even when employees are outside the app, information is still easily available to them without having to take the time to go back in. With the Chrome and Outlook extensions, users can access answers to their questions on the spot, anywhere they’re working.
Can you see how Spekit allows you to take your training well beyond the onboarding process? It allows you to seamlessly integrate learning into all of your business applications and avoid the headache of manual updates and confused employees. This in turn makes you a rockstar.
Where do they meet?
Now that we understand what each of these tools do on their own, let’s take a look at why adding them together can take your onboarding and training journey to a new level.
We all know that the onboarding during a new employee’s journey will never cover every employee’s question right out of the gate.
It will be a great jumping-off point for them to hear a deep dive about your business, the tools available to them, requirements and KPIs and the necessities of how to get started in their roles.
Chances are in the next coming weeks and over the course of their employment, they will have many many more questions. Starting them off with a detailed repository of onboarding information that’s centralized and easy to access is key.
Having users run through myTrailhead trails and modules will provide a foundation for them with the option to come back and retake a course whenever necessary. This, however, is not enough. The likelihood of revisiting an LMS system for each and every question that comes up is very low. Why? Because it is time-consuming and assumptive that they will remember exactly where the content lives on their own.
What is the answer to combat this? Employees can use Spekit to answer all of those ongoing questions that will continue to come up without having to go searching for the answers in myTrailhead.
For example, think about your Sales process. Chances are very high you will train your Sales staff on your specific process in their onboarding and initial training. But chances are also very high that this will not be enough.
Your employees will need lots of reinforcement as they get started and even as they settle in and feel comfortable. They may get confused about what requirements need to be met in order to move an opportunity from step 1 to step 2. Or maybe they do not remember which fields are required or what details they need to add in each step.
If you expect them to leave their workflow to spend time searching your LMS for the answer, think about how much of both their time and the company’s time is being lost. This extra step causes needless stress and confusion when they could be spending their time elsewhere (like prospecting).
Let’s look at another quick example. What if that same rep needs to create an opportunity report to monitor their individual pipeline and are unsure how to start. Now, they can use the out-of-the-box Spekit content with step-by-step instructions on how to create a report. Voila! They were able to answer the questions they had without ever leaving the page, asking a coworker or emailing support.
Another great use case for Spekit is ongoing change communication and training. Tools and businesses are in a constant state of flux. Nobody has time to create an entire training module every time a field definition updates, a territory change is rolled out or an opportunity stage is revised.
Spekit is the easy to use, create and scale solution for training and change communication. You can quickly ping updates to impacted team members that appear via notifications, email, through the Chrome Extension and in Salesforce itself to keep everyone on the same page at all times.
Combining myTrailhead and Spekit makes YOU a rockstar!
With Spekit and myTrailhead combined, employees are empowered with the answers and coaching they need to succeed. And when your employees are happy and well equipped, your business runs smoother and more efficiently saving both time and money.