It can feel overwhelming and like you’re drowning when your environment is continually changing, throwing projects at you. At the same time, you’re expected to have some type of expectation or game plan for upcoming trainings. But you can’t make any groundwork or set any schedules.
#1 Task Oriented Training
These are your software based, skill based trainings that your learner will need on the job. The trainings are are easy to measure since they can be based on metrics or established projects – like software upgrades.
#2 Annual Training Tasks
These include your annual legal and compliance related topics. If your organization has standard operating procedures or work instructions, include these topics too.
#3 Bonus Bucket
Your bonus content and extra training. In this bucket, I’d send out a survey to the managers and agents about what they want to get more training.
Focus on the answers from the top performers. Top performers stayed around longer, and when they trained on something they had an interest in, they became the cheerleader for the topic.
When one bucket is one paused (e.g., waiting on assets, SME approval, other approvals, waiting on QA, uploads, etc), you can start work on another bucket
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