Training employees can be a significant investment, often with an uncertain timeline for returns. If you're aiming to enhance the productivity of your entry-level staff, it's crucial to start on day one of their training and continue the momentum throughout and beyond. But how can this be achieved? It may require some extra effort, but there's a straightforward solution.
Taking The Traditional Approach & Adding Some Spice
Suppose you're dealing with a standard course from a third-party provider like Coursera or Udemy. In that case, your management or HR team should meticulously review each module and craft assignments that result in deliverables benefiting your company.
Let's Provide An Example:
Imagine you've invested in a restaurant management training course on Udemy for your entry-level staff's cross-training. The course modules cover:
Creating an updated hiring process
Developing a staff schedule
Crafting an updated employee handbook
Establishing a pathway for entry-level employees' advancement
Chances are, your restaurant or catering company already has some or all of these processes in place.
Exploring The Two Relevant Scenarios
Enhancing Existing Processes: If your company already has established processes and training methods, the value lies in employees undergoing process improvement and assuming specific responsibilities from current managers. This frees up valuable time for managers to engage in creative projects and expansion efforts.
Creating New Processes: In cases where no set processes exist, a course may need to be purchased or developed. As trainees progress through each module, they simultaneously create process documentation and implementation plans for integrating the newly acquired knowledge into daily business operations. They cannot move on to the next module without putting these learnings into practice.
The overarching goal is to gradually increase responsibilities while creating standard operating procedures for future employees. To ensure success, accountability partnerships are essential to gather feedback throughout the course.
Our Approach To Structuring Customized Courses & Ensuring They Work
When developing customized courses for businesses, the aim isn't just to go through the motions. Leadership plays a pivotal role in defining the right incentives for staff to take training seriously.
The most common and effective incentive is increased pay, offered incrementally as employees complete courses and assume additional responsibilities. Other incentives may include hybrid work options, extended vacation time, PTO, or job title changes. The course structure clearly outlines what entry-level employees need to do to earn these incentives.
Course Structure
Module: This section provides information, 3rd party content, and context for educating staff members. The content combines pre-existing knowledge within the Audacia Company team, AI-generated content from available online sources, and insights about the organization to ground the knowledge.
5-Question Multiple Choice Quizzes: These quizzes encourage recall and aid in retention. Questions relate to the company's current situation and prompt students to consider practical ways to apply their learnings.
3+ Open-Ended Questions: Staff members respond to open-ended questions, creating immediately useful assets for the company. These questions may task students with improving existing processes, creating new procedures, or producing materials for team members who have not yet undergone training.
More Notes On The Open Ended Question Portion
The open-ended section allows for talent assessment and offers insights into individual thought processes. It also presents real-world challenges faced by upper management to see how students approach problem-solving. Entry-level staff often bring fresh perspectives that can lead to innovative solutions not immediately apparent to senior staff.
The Audacia team maintains regular communication with staff after each module is completed, encouraging creative thinking in applying newfound knowledge to daily tasks. We serve as accountability partners, motivating staff to dedicate 4-5 hours per week to training.
Ensuring Value Is Realized During & After
Our primary objective is for companies to witness enhanced productivity, reduced expenses, and increased profitability as soon as possible. Here's how we make it happen:
Knowledge Transfer: Our training courses provide the knowledge.
Accountability: We ensure courses are completed within 21-30 days on average through text notifications and 15-minute check-ins after exams.
Exit Interviews: Required with upper management, these interviews help clarify next steps, observe how employees approach their roles differently, and confirm timelines for incentives to be realized.
If you're eager to explore how our tailored training programs can benefit your company, book a meeting with our team. Let's kickstart your journey to immediate improvement and lasting success!
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