As the world of corporates has started offering useful employee training programs, employees in 2020 will have more reasons to be satisfied with their jobs.

However, many employers are still having a tough time trying to implement these virtual coaching programs.

We understand this. And so we try to answer one of the most frequently asked questions related to virtual coaching — how to effectively use virtual coaching programs for employee training.

So, buckle up, here’s everything you need to know.

Create a Scalable Employee Training Program

Now that you are creating an employee training program, why not make it scalable?

Think about it. As time passes, your business will grow. This bigger business will require more employee training resources. A virtual training program that isn’t scalable will fail in this case as it may not always come in handy.

So, make sure that the employee training program that you are creating is 100% scalable. Speaking of how that can be done, here are some tips.

 

  • Pick the right virtual coaching platform: Picking a good virtual coaching platform is crucial for your employee training program.

    If your choice of platform lacks any important features, you may have to make some unnecessary sacrifices. So, make sure you pick the best virtual coaching platform for your training program.
  • Make sure your program is interesting to your employees: The term “employee training” forms a tiring perception in the mind of employees. And it’s okay. After years of education, not everyone may like the idea of attending training sessions after they are hired.

    However, the process is still vital. So, how to encourage employees to learn?

    This can be achieved by making sure that your training program is interesting. Brainstorm for ideas. Use gamification technologies. Amalgamate both the processes, be strict with yourself and the final dope will surely be worth these efforts.

    This is one of the top ways of motivating employees for learning and growth.
  • Start with a Beta version: Beta versions are cool as they give us some idea about how the project is going to feel on completion.

    So, if we like the beta, we proceed in the same direction. And if it seems like a bad idea, we drop it or make the required changes.

    It’s clear, right? So, make sure you work on a beta version before creating the final deal.
  • Test the beta version: So, you have the beta version of your employee training program ready now. This time is perfect for launching it.

    Rolling this version out and getting your team’s feedback on its performance and likability will indicate how well this project of yours is coming out so before launching the final program, you can change what your team doesn’t like.
  • Fix the issues in beta version: So, you launched the beta version of your virtual coaching program and your team gave feedback on it.

    What are we waiting for? Let’s get to getting rid of the problems that the team suggested.

 

Track Important Metrics

Just like all the other business functions, you must track employee training metrics as well. This will help you identify the persisting problems, enabling you to clear any sort of productivity blocks hindering employee performance.

For a better understanding, here are the most important metrics that you must track for your employee training program.

  • Employee utilization
  • Employee performance
  • Course progress from employee to employee
  • Number of attempts taken by different employees to clear given tests
  • The average time is taken for completing the course

Sounds simple, right? Well, these are some of the most important metrics that you must track and use at all costs.

Hopefully, this article about effectively using virtual coaching technology for employee training helped you.

Author Bio: Sarah Williams is a successful businesswoman who has a great interest in diverse subjects. She has learned a lot at the hands of every experience – good or bad. Her write-ups are a true manifestation of her rich experiences and her eventful life.