If you want your employee training to produce the measurable results you need for your company to excel, then a “one and done” strategy isn’t going to cut it. That method often means either providing too little information to be effective or so many details that the material can’t be readily absorbed. In either case, you aren’t going to see improvements to the KPIs you are monitoring.
Instead, you need to embrace a segmented learning strategy. By creating paths that feature numerous pitstops, you can deliver a massive amount of information over time, allowing you to cover more ground while boosting information retention.
Plus, with your segment learning path, you can make sure that every module aligns with the primary goal. You can make relevancy a fundamental part of the equation, allowing you to drive results based on a focused effort.
If you are wondering how to guide your team through segmented learning paths, here’s what you need to know.
Formalize the Plan
First and foremost, you don’t want to leave your training program up to chance. Merely hoping that your employees focus on the right topics is going to hinder your results; it’s that simple.
Instead, you need to cultivate a formal segmented learning path. Consider what knowledge and skills need to be acquired to create a target. Next, consider what individual topics align with that goal. Then, you can choose modules that build upon each other logically, allowing your employees to flow from one subject to the next, enhancing what they previously learned with each step.
This approach also allows you to show the employee why each piece is relevant. Each module fits together, creating a roadmap between where they are and where they will end up once they are finished.
Develop the Training
Once you have the plan in place, you can create any training that your employees will require. This can include everything from gaining access to subject-matter experts who can help with developing the modules to putting the modules onto a segmented learning path and making it available to your team through your Learning Management System (LMS).
Additionally, you can create a rewards system to encourage your employees. You might want to add achievements, badges, or certificates to the program, allowing them to feel confident about their level of expertise as they progress.
Track and Monitor
After developing your training, you can allow your employees to walk the paths. However, you don’t want to leave them unattended. Ideally, you should monitor their progress and solicit feedback. That way, you can learn about what is or isn’t working, giving you a chance to refine the process. Additionally, you can provide active support when necessary, ensuring your workforce feels capable of succeeding even when they encounter an obstacle.
Do You Need L&D Experts to Create Your Ideal Segment Learning Paths?
At Clarity Consultants, we have over a quarter-century of experience in L&D. By partnering with Clarity, you have allies who can help you locate the skilled L&D pros your company needs to thrive. Contact us to find out more about our L&D-specific services, and see how our training expertise can benefit you.