Developing a
corporate attitude that welcomes training is just another type of change
management. We've all had to learn new policies and procedures and eventually
they become second nature. Training will
follow a similar course in an anti-training environment. There will be
resistance. People will say they don’t have time. Eyes will roll. Management
needs to take action. How?
1)
Is your
staff tech-savvy? Unless your office is tech-savvy, your change management could meet with
fear and frustration. Make sure you get over that hump before dragging an LMS
in the mix (Pssst! www.smartteam.com can
help).
2)
Hold managers
accountable. You know what? If my manager thinks a program is a joke, I’m
not wasting my time on it. Period. Tackle your managers first, get them on
board and the rest will follow.
3)
Meet on
it. Taking courses in solitary confinement can make for drudgery and less
learning. While the act of sitting through an online course might seem
independent and self-contained (headphones, a quiet study area), people don’t
often learn like that. Hold offline meetings before or after lessons to review
key takeaways. The social interaction will encourage teambuilding and make the
lessons more meaningful.
4)
Certificates!
I love certificates. I want to reach milestones, get documentation and check
items off my to-do list. I’m not alone. Track what training everyone takes and
reward good behavior. Our LMS makes it so easy and quite powerful.
5)
Communicate.
Even the most training-centric corporate culture will forget about the LMS if
you do. We have a million other things to get done, how are you going to hold
my attention long enough for me to train after that first month? Remind me. Email me. Leave posters in the
break room. Post reminders on the intranet. Create contests. Update me in the
newsletter. Add a bill-stuffer to my paycheck. If you continue to be on board with
the program, so will I.
Purchasing,
creating and perfecting your LMS takes so much time. But it doesn't end after
the programmers send it over. You’ll need to manage it on an ongoing basis like
anything else. RedVector will take care of the courses, but you need to take
care of your employees.