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21 09, 2021

Remote Onboarding: 3 Steps to Success

By |2021-09-21T09:59:05+00:00September 21st, 2021|Uncategorized|

remote onboarding

Remote Onboarding: 3 Steps to Success

Creating an Effective Virtual Plan

Onboarding new employees virtually requires a strategic approach. It is essential in today’s rapidly changing workplace. Whether your organization is new to remote work or seasoned professionals, ensuring a smooth remote onboarding experience continues to be a challenge for most. Ensuring new hires seamlessly integrate into the organization can be made simple with the following tips.

 

  1. Prepare Before Day One

According to a survey from SilkRoad and CareerBuilder, 29% of employees felt their organization did not prepare them adequately for their first day. This is why remote onboarding starts well before the new employee’s first day.

 

Establish Connection

The onboarding process begins with the accepted offer. By communicating effectively and often during this first stage, new employees feel welcome. They become confident about their integration into the company.

 

Set Up Shop Early

As with any onboarding process, virtual onboarding requires logistics and planning. Organize necessary paperwork, create new accounts and passwords, and send devices like computers or tablets in plenty of time before the first day.

Provide new employees time to create accounts, set up devices, and work with IT before the first day. This reduces the chance of technical issues, but also establishes another connection to the company early on.

 

Appoint A Mentor

A successful virtual onboarding approach includes dedicating a contact person for new hires. This dedicated onboarding contact is central for relaying important information and answering questions. New employees should never be confused on who to go to when asking questions. Establish this mentor contact beforehand to allow for a seamless transition into the first day.

 

  1. Engage New Employees

A successful remote onboarding plan is never a one-day session. According to SHRM, by keeping onboarding interactive and thinking beyond a week, employers ensure higher engagement with new employees. This advances connection and integration into the company.

 

Meet 1:1

The virtual workplace, by nature, needs to be intentional. New employees won’t necessarily have those happenstance moments to connect with coworkers from another team in the hallway, so it’s important to encourage those conversations early on.

The appointed mentor can encourage the new hire to meet with coworkers within and outside their own team for brief, informal chats on phone or video.

 

Understand the Team

During these brief, informal chats, new hires also gain the chance to garner a broader scope of the organization and its working parts. If new hires can connect their job to the broader organization, they’re able to connect and build trust in the company’s work flow.

 

Build the Culture

Spend a little extra time communicating company culture and history is vital in a virtual workspace.

Most companies adopt methods of work that are explained simply as the company’s ‘way of doing things.’ Clearly communicating your organization’s ‘way of doing things’ is vital to integrating new hires to the overall company culture.

Harvard Business Review notes important norms to communicate include method and formality of communication, dress code, working hours, and even specific Zoom etiquette.

 

  1. Modernize the Process

Remote onboarding should be dynamic, interactive, and include a variety of materials to best prepare new employees.

 

Get With the Times

Modern employees call for a modern onboarding process. Therefore, revaluating your current training program is a good place to start. So whether this means an interactive video series or simply revamping your current process to match learning objectives, reassess your current onboarding training to help identify issues you might not have seen otherwise.

 

Create a Plan

An onboarding plan is crucial to tracking a new hire’s acclimation and progress. The plan should include specific goals relating to training and development. Consider anything from video courses to a daily check-list for the new hire to go through and complete during each phase of their onboarding, for instance.

 

Schedule a Check-In

Finally, while it’s tempting to call it a wrap on onboarding after the first week, the onboarding process doesn’t always have a definitive end time. New employees may find they have questions or experience a new project they require help with months down the road. 

By scheduling periodic check-ins, employees and employers are able to provide feedback on the onboarding process and role-related questions or concerns. Ideally, these check-ins are around three months, six months, and one year after their start date. 

 

Prepare, Engage, Connect

In conclusion, with targeted preparation, a method for immediate engagement, and use of modern ways to connect, virtually onboarding new team members can be made simple and effective in today’s ever-evolving workplace.

29 07, 2021

How to Ensure Employees Remember Training

By |2021-08-01T17:16:24+00:00July 29th, 2021|Uncategorized|

How to Ensure Employees Remember Training

When investing in training initiatives, company leaders want to know one thing, “How do we ensure employees remember training?” They want to know how to make training “stick.”

Learning is not a one-time event. It’s a continuous journey. Whether training is related to a system implementation or department new hire training, companies must ensure knowledge retention. Great training produces memorable moments that become engrained in an employee’s mind and day-to-day actions. With this approach, information can be recalled the next day, the next month, and even the next year after training. 

Company leaders want to know how to make training “stick.”

 

Why Content Is Forgotten

According to eLearning Industry, there are six main reasons employees forget information. They are:

  1. Retention interval
  2. Overlearning
  3. Task type
  4. Conditions of retrieval
  5. Methods for training, testing, and evaluation
  6. Individual ability

While all are important, retention interval and overlearning are the most prominent.

 

Retention Interval

Trainers often underestimate how quickly employees need to be reminded and refreshed on training information. The forgetting curve shows that retention falls dramatically within the first 24 hours after learning. The challenge? Combatting this curve. 

Employees should receive a training summary the day of or after the training event. This provides an opportunity to reinforce key points. It also emphasizes the importance of the training to the company and their role.

 

Every trainer must combat the forgetting curve.

 

Overlearning

In addition, trainers often provide too much information at one time. This may be well beyond the point needed for the learner to understand core concepts. Information overwhelm drowns out the most important points. Also, the actions the employee needs to be successful are missed. Impactful training that will be remembered should stick to the point.

 

Best Type of Training for Content Retention

So, what type of training is best to ensure long-term content retention? For employees to remember training, it must:

  • Resonate with specific employee roles
  • Use a memorable approach and to-the-point language
  • Identify the problem or knowledge gap being solved by the training
  • Harness the power of varied learning methods 

 

For employees to remember training, it must resonate with employees, identify their challenges, and be presented in various ways.

 

eLearning or virtual instructor-led training are perfect to set a strong foundation. These learning techniques should use bold graphics, targeted language, and modern instructional design to engage and interest employees. However, they are often not enough on their own.

Depending on your company-specific challenges and employee dynamics, specific knowledge retention techniques should also be used to supplement, reinforce, and guide.

 

Techniques to Remember Training

To organize and access information that has been taught, specific techniques can be used. Using multiple learning methods, active learner involvement, and emotional engagement help encode information into long-term memory. However, research proves that specific spaced repetition results in an 80% content retention rate.

 

Planned, spaced repetition improves retention to 80%.

 

Communication Methods

To start, use infographics, video, and continuous learning portals. These allow both a push and pull learning approach. They emphasize access to information when it’s needed most. 

Content Formats

In addition, try to create different content formats and visual techniques. This can make the same information feel new and fresh. To become a part of an employee’s true day-to-day decision-making, it must be ingrained in everything they do. This happens through consistent repetition of core messages.

 

Custom Learning Solutions

For an automotive client, we created a custom and versatile learning solution that used spaced learning and knowledge retention techniques. New product and services training were transformed through the use of an online learning and instructor-led training foundation. Then, hands-on practice, assessments, certifications, short videos, and incentives supported ongoing performance. 

New information becomes engrained through performance support.

 

Spaced Learning 

Spaced learning allows a learner to be presented with the same information, in varying formats, across planned and targeted intervals of time. This increases the likelihood that employees will notice the application of content in their day-to-day roles and use it in business-critical situations.

 

Knowledge Retention in Action

As an example, a sample learning strategy that focuses on knowledge retention is shown below. 

First: A 15-minute eLearning course may be used to deploy a new policy.

Second: After the training is complete, the learning management system sends an email to the employee thanking them for completing the training and provides an infographic-style summary of the three most important points of the policy.

Third: Two days later, the employee receives an emailed video used in the training that describes how the policy is applied in their role.

Fourth: One week later, the employee receives another infographic describing situations in which the policy would need to be used and frequently asked questions about the policy.

Fifth: Two weeks later, the employee is invited to play a game to compete with colleagues who have taken similar policy training.

 

Knowledge Retention Platforms

To be sure employees truly remember training, knowledge retention platforms can be used. Knowledge retention platforms are targeted learning portals that can use gamification and competition to fuel learning and performance. A knowledge retention platform like LHT Learning’s PERFORMANCE+ counteracts learning loss and enables employees to retain more of what they learn in training.

 

PERFORMANCE+

Our PERFORMANCE+ knowledge retention platform works by asking employees to complete a variety of training events and then engaging challenges through an online learning portal. Employees compete against one another as individuals or as small teams. This particular type of knowledge retention strategy uses a points system that incentivizes employees to earn prizes and badges through the completion of additional challenges.

 

A knowledge retention platform like PERFORMANCE+ counteracts learning loss.

 

PERFORMANCE+ drives participation and accountability using features such as:

  • Automatic notifications. Get employees started, then keep them engaged and on track.
  • Leaderboards. Track program participation.
  • Data analytics. Provides insight into employee engagement and progress.
  • Reporting. Integration with learning management systems (LMS) and learning record stores (LRS) can enhance tracking and reporting.

 

Conclusion

Learning becomes memorable when targeted strategies are employed to combat the forgetting curve. Planned repetition of training information pushes training deep into brain patterns, allowing prompt recall and use when employees need it most.

29 07, 2021

What is Global Trade Compliance?

By |2021-07-30T11:23:42+00:00July 29th, 2021|Uncategorized|

What is Global Trade Compliance? 

Global trade compliance encompasses the way in which goods are imported and exported across country borders. Countries have unique and varied import and export laws and regulations. Trade compliance training is a critical need for international organizations. Successful employee awareness and guidance to cross-border interactions are key to avoiding costly compliance violations.

According to FlashGlobal, “a trade compliance violation occurs when a company, person or third-party entity knowingly or unknowingly commits an act that violates aspects of a recognized and established rule or regulation governing the movement of goods across a country’s border.”

Due to this broad definition, it’s important that global trade compliance correlates with company ethics communications. Together, they create a culture of integrity. This means a culture that is grounded in ethical decision-making and follows all applicable import and export regulations.

Create a global culture of integrity with trade compliance training.

 

Illegal Here, Legal There

Countries and cultures around the world have varying business practices. What may be illegal in one country, may be legal or perfectly acceptable in another country.

For example, a government-run healthcare organization is waiting on approvals to begin using a company’s drug formulary. The hospital operations manager suggests the company provide a facilitating fee to speed up approvals. Is this legal or illegal? Does providing a facilitation fee simply because it’s customary make it okay in the eyes of the U.S. government?

The answer may depend on the industry, the exports, the countries involved, and specific company policies. 

What may be illegal in one country, may be legal or perfectly acceptable in another country.

 

Navigating Change

Trade compliance rules and regulations often evolve over time. Assuming employees know trade compliance requirements may be a costly mistake. Reporting and periodic audits can and do occur. Claiming an unawareness of established regulations won’t be much of a defense to stand on.

 

Enhance Cross-Border Interactions

Correspondingly, employees who are directly and indirectly involved in global business decisions must have a clear understanding of U.S. rules and the rules of all countries worked with. Employees must be aware of trade certifications, timing regulations, customs requirements, necessary documentation, payment terms and conditions, and much more.

Whether managing a complex supply chain or organizing global speaker programs, small and large organizations must make careful decisions to minimize risk.

In addition to helping organizations remain in compliance, cross-border interactions are improved and enhanced through proper control of and guidance for international business decisions. An effective trade compliance program may encompass vendor screening procedures, appropriate licensing, document controls and retention, and sufficient training.

 

Global Trade Compliance Training

Effective learning programs must be able to accurately communicate the complexities of global trade compliance while simultaneously capturing the attention and relevance of employee’s varying day-to-day roles and responsibilities.

With this in mind, training teams must look for multi-faceted trade compliance training solutions to properly equip a workforce. Trade compliance training must demonstrate a global mindset through visual design and culturally relevant communication. In addition, consider native language translations to ensure content clarity and ease training intake.

Take time to assess global trade compliance risk. Think about how an effective compliance training solution may minimize that risk and enhance international business relations.

Look for multi-faceted trade compliance training solutions to properly equip your team.

 

 

 

20 05, 2021

Is It Time for an Update? Why You Should Evaluate Your Existing Training Programs

By |2021-05-21T02:16:23+00:00May 20th, 2021|Uncategorized|

You sit down in front of your computer, ready to start your workday, when you see it—the dreaded pop-up. The latest version of your operating system is ready to install; all you have to do is restart your machine. Of course, there is far too much work to do. You simply don’t have time to reboot and wait for the update. And everything still works perfectly fine, right? Better snooze the alert. So, you click “Remind me later.” But how many times do you select that reminder button? Two times? Five times? Twenty times before you actually finish installing that update? And in that time, your computer becomes less efficient. Applications may slow down, not work right, or stop functioning altogether. And you may be missing out on new or improved features or become more vulnerable to security threats.

But this issue isn’t just limited to your computer. If your company has failed to update its training programs in recent years (whether you haven’t seen the need or have been putting it off), you could be experiencing the same issues within your organization, pushing out employee training that is disengaging at best and no longer relevant or ineffective at worst. But the solution is simple—and a hard reset isn’t always necessary.

Problems with Outdated Training

Like with your lagging, outdated computer software, your existing training solutions may no longer meet employees’ needs. To avoid compromising your employee’s training experience, or wasting time and money on ineffective training, ask yourself these questions to see if it’s time to finally update your training program.

 

Does your training engage employees?

If your training relies heavily on proven ineffective “teach-by-telling” strategies, where passive observation is the only training method utilized, employees may “tune out” and disengage from the training. Learner engagement is largely fueled by motivation, and motivation by relevancy. Does your training include the hands-on, experiential learning as well as feedback and continual support that ensures employees are involved in the training process and understand its relevance to them? Do the employees feel that their needs are being met? If not, the training may no longer be achieving the intended learning objectives.

Do assessment results stay the same?

The ultimate goal of any employee training is to enact significant change, whether that be a behavioral change or improving a skill set. A good way to measure that change is through pre-assessment and post-training results, which can be compared to track an employee’s individual growth. However, if progress is limited or the results show little to no change, it may be time to update your strategy and training to promote growth in the areas you want to see improve.

Does the training result in real-world improvements after the training ends?  

Even if assessment results indicate that employees have successfully understood and retained the training content, it won’t do any good if they cannot apply that knowledge in the real world. If your training lacks context, the ability to practice what they learn, or supplemental communications and reinforcement materials, many employees may struggle to overcome the daily challenges that the training was meant to solve.

Do employees dread taking your training?

There are many reasons why your employees may be indifferent, apprehensive, or disheartened toward your training. But the most common cause is that the training fails to appeal to employees on a personal level. Oftentimes, the content is delivered in a uniform, one-size-fits-all approach, with no way to customize the curriculum to fit their role or accommodate their individual learning needs. For them to engage with the material, it must be meaningful and relatable to each employee, at a pace that is suitable to them, and that uses compelling interactive components to keep them motivated.

Do employees feel frustrated with your training?

Are your training modules long and overloaded with information? Is the course design disorganized or hard to navigate? Is the subject matter complex or poorly communicated? Is there no way for your employees to ask for help or share their concerns? All of these things may be adding frustration and stress to your employees’ already busy lives, where the goal of proper training should be to make their work lives easier, not harder. 

 

Refresh and Repurpose Your Existing Training

If you recognized any of those warning signs within your company’s training programs, then it might be worthwhile to reevaluate your current training strategy and identify where improvements can be made. 

First, take inventory of your current learning resources and ensure that these materials actually support your learning objectives. You may be surprised what you find—and you’ll probably discover resources that you forgot you even had. Before you can make any enhancements, you need to know what you’re working with.

Once you’ve gathered all your assets, pick-and-choose which material can be repurposed. This is also a good time to identify what materials may be outdated, inaccurate, or no longer necessary for employees to learn. As you compile your materials, take note where there are areas in the training program that are scarce or lack sufficient tools and resources to meet your goals. But once you know what resources are at your disposal, then what? In most cases, revisions to outdated content can be performed fairly quickly. However, if you’ve identified problems with engagement and knowledge acquisition, it may be time to modernize its delivery.

 

Go Digital

In today’s world, digital natives expect to use technology in almost every aspect of their lives—and training is no exception. With tech-savvy millennials now making up over 35% of the modern workforce, textbooks, classroom-based learning, and training videos that are not updated regularly are simply not enough to engage an audience who lives in a world of social media, interactive apps, and on-demand video content. Incorporating current technology into corporate training programs is essential to ensuring the format and the content itself will be engaging to all participants. The modern employee is trained best when training is seamlessly integrated into how they already live their daily lives.

Training at your fingertips

You can even further encourage active participation by offering bite-sized microlearning modules that employees can complete at their own pace. Eliminate the classroom altogether by offering programs on already familiar and available devices, including mobile phones, so content can be accessed anytime, anywhere.

Never fall behind

And, as your company grows, your training program will need to grow as well. Rather than having to remove old lectures and start from scratch, eLearning courses allow for much faster updates. You can quickly edit small portions of the content, replace one video with another, or adjust specific activities within the curriculum—saving you time and money.

If you’re ready to stop hitting the snooze on updating your corporate training, then reach out to see how you can bring your training into the modern age.

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