5 Methods To Decide The USPs
Learn the USPs of your online employee development training course
Think of one of your favorite products or services. What do you like about that? How does it stand out from the competition? The answer to these all-important questions sums up their USPs. What would you do about it if you could? Now apply the same analysis to your online training course. Start in your own shoes and then wear someone else’s. What do they want in a course and how can you offer it to them? Build this process around your own employees. How can you invest them more heavily in your online employee development training? These tips will help you identify the unique selling points so that you can promote your homemade product.
5 ways to determine your L&D USPs
1. Ask your employees
The goal of employee development is to build your team. You want to provide them with marketable professional skills so they can do their jobs better. But you want to do it in a way that makes you happy. This way they are more likely to keep these new skills “within the family” so that they do not use what they have learned to find a better job elsewhere. So how do you make them more employable while maintaining their loyalty? Well, start by asking them about the unique selling points that appeal to them. Check out the online training courses they have given in the past. Find out what they liked or disliked about these courses. Conduct surveys to determine the qualities they want in a new course and the exact type of online training course they are interested in. Invite them to identify areas they would like to improve, then develop targeted material. So you can say: “You asked about it and we listened, let’s go”! It will increase adoption of online employee development training because they get what they wanted. You will feel valued and heard.
2. Look at the competition
The internal marketing analysis is of crucial importance for every project. Talk to both your employees and your colleagues. Make a list of popular employee development courses, both inside and outside your company. If possible, try these online training courses for free. Your focus is on figuring out why people like you so much. Be focused, investigate what works, and find out how to recreate it in your own online training. Just be careful not to plagiarize.
Once you have a list of do’s and don’ts, measure yourself against these popular courses. What do they have that yours doesn’t? Can you incorporate some of these techniques? Once your online training is optimized accordingly, create a presentation for your own team. Highlight the bits that they asked about in your online marketing training course, the bits that appeal to them. But be careful that your tweaks stay different. You don’t want to be charged with copyright infringement.
3. Maintain your brand identity
Identity politics is not just a social construct. For example, anyone can easily recognize the Disney or Coca-Cola fonts. Most of us can tell our favorite song by listening to the first few microseconds. You want your online employee development training material to have the same recognition and consistency. It should use the traits that your employees like. At the same time, they should feel like it actually improves their skills. Check your list of USPs regularly. Create a routine for updating your course, both in terms of style and content. The aim is to refresh the uniqueness of your material. It also helps keep it in line with your brand personality. Turn it into a growth tool specifically tied to your business. That way, your team will feel like they can’t get that training experience anywhere else. This is a plus for your staff retention strategy.
4. Identify performance pain points
Ultimately, your in-house marketing needs to address the sore issue of performance pain points. For example, how your course fills skills or knowledge gaps that hinder employee productivity. Your top USPs should clearly outline the real world benefits of your online training course so that your employees are more likely to get involved. They know what’s in it for them and are not inundated with just theoretical applications.
5. Measure employees’ prejudices
Everyone on your team has their own idea of what training is or what it should be. These prejudices determine how they participate and what they get from the experience. Therefore, you need to identify their expectations, previous training experience, and opinions that could hinder participation. Then use the information to develop USPs that address their needs and clear up any misunderstandings. For example, a survey shows that most of your employees have had negative experiences in the past. The course did not contain enough interactive elements and could not address their individual skills gaps. Therefore, your USPs should make them aware that this is not a repetition of this error.
diploma
Online employee development training has different phases, and the most important one is buy-in. You can buy or build the chicest, most complex, and expensive course in the world, but if your staff refuse to sign up or get involved, all your efforts will be in vain. Ask your team what they’d like to see on a course, then use the data to identify your USPs. Discover competing products that are popular. Dissect them to see what makes them popular and translate those traits for your own brand. Knowing what your employees like, make sure these features are retained. Apply smart marketing to show your reps how the online course is promoting their careers. And remember, their new skills make it easier to find a job. Remind them why they chose to work for you and give them plenty of compelling reasons to stay.
Is it time to invest in a new LMS for your online employee development training program? Our online directory can help you find the best system for your organizational needs, budget and use case. You can also check out the latest reviews and ratings to see what others think of the platform’s CX.
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