Choosing the right LMS is not a quick task; it takes time and planning to determine what will work best for your organisation. But once you’ve found the right software, the real work begins. It’s important to consider how you will implement your LMS, or face disrupting your training program with delays, low engagement or confusion.
Take a look at these tips below and find out how to take an agile approach to implementing your LMS, improving your speed and reducing your risk.
It’s understandable to assume creating learning content will be extremely time consuming and difficult to do. However, digital resources make it easier than ever to create useful content that addresses employees real-time challenges. As your practices and policies change, so can your resources. LMSs help everyone within the organisation to remain up-to-date and ensure they’re the correct information.
Getting started quickly means learning quickly. The sooner your new resources are available to learners, the sooner you will start to gather feedback and learn what is working and what needs work.
Adopt an agile learning approach when it comes to implementing the LMS. In respect of L&D, Agile means building with and for the employee, exploring their work challenges and what it means to overcome them.
Use feedback to continuously improve training and find out what your employees need to really succeed within the company to ensure your digital resources align with both the organisation’s goals and the employees’ expectations.
You should be looking to operate at speed, lower the risk of wasting time, money and energy, whilst increasing the chances of improving every day performance without delay.
The journey from ‘Day One’ to ‘expert’ takes time. Many organisations fail to continue supporting their employees after their first week with the company, and this can lead to staff members feeling lost or lacking the confidence they need to really succeed in the organisation.
The LMS should support ongoing training by offering a clear sense of direction and structure that focuses on the long-term goals of employees as well as just during their Induction period. Ask for feedback and use data to determine where changes are needed.
The LMS should be rich in the data it offers to make it easy for L&D teams to measure the success of their training programs and see what is or isn’t working. When we mention data, we mean the reporting should be actionable. It should relate directly to business objectives and give clarity, not just graphs. This helps L&D teams to constantly improve and deliver the best possible training to set employees up for success quickly and efficiently.
Analytics can help you to see who may be struggling and which resources have led to the highest increase in performance. When employees feel like their needs are being met and that improvements are being made to best support them, they’re far more likely to respond in a positive manner and engage with future training materials.
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