7 Modern Methods To Flip Workers Into On-line Coaching Trendsetters
In this way, you can turn your employees into trendsetters for online training
Employees are more related to their peers than to senior management. You are on an equal footing and know what it is like to deal with the challenges of everyday work. That said, there is no one better suited to L&D advocacy than in-house employees. But how do you turn your employees into trend-setting and trend-setting trainers? Here are some innovative ways you can get your resident experts to promote online training and facilitate knowledge sharing. Spoiler alert: They’re all free or inexpensive, which makes them ideal for SMBs and startups.
7 creative ways to transform employees into trendsetters
1. Social media groups with employee contributors
Start a social media group for each department or job title and encourage members to get involved and post helpful tips and tricks. Not only does this help you spot trendsetters, it also gives them a platform to pave the way for their colleagues. You can even select a small group of in-house online training experts to moderate and provide information on a daily basis. Your employees receive an insider POV, get to know new training opportunities and follow their example to realize their potential.
2. Live events hosted by your top talent
Find out who excels in a particular skill or task, then invite them to host a live event on the topic. For example, your account manager or team leader has a knack for active listening. They always seem to know what a customer needs and how to approach the problem. In this way, they can set trends in online training for other customer service representatives who may be lacking in tact. The host can show colleagues how to use training tools to brush up on their skills and interact with client personalities for hands-on experience. Assign topics so that non-repeating events cover the same concepts. And provide hosts with an outline that they can script and stick with.
3. Employee produced podcasts
Every member of your team has a passion for something. Because something may not have anything to do with online training. However, there are certain L&D topics that grab their attention and tap into their talents. Invite staff to speak on these topics in a small podcast. It could be a brief explanation of how a certification course helped them grow their sales. Or tips on how to use the micro-learning achievement support library to fill personal gaps. They can even discuss challenges they faced at work and the top five activities that helped solve the problem.
4. Invite staff to bring their talents to the training library
You may already have a support library that staff can use in the moment of need. However, a repository of employee contributions can have a more memorable effect. Colleagues know that the resources were created by people who face the same problems and work under the same conditions. Therefore, they are more likely to follow their advice and take the information to heart. Ask selected employees to upload activities and resources that match their talents. For example a demo that shows the correct and incorrect handling of a customer call or an IT problem.
5. Mentoring programs for employees
Start a peer-based mentoring program that brings online training trendsetters together with less experienced team members. The mentor can even coach a group of employees who lack the skills or expertise they provide. Use video conferencing tools to open up lines of communication and encourage them to schedule weekly or monthly check-in meetings. Also, set goals and milestones to track progress and hold yourself accountable. Another great way to get them to collaborate is to assign a group project. You need to work together to develop a presentation or to solve a practical problem with the resources available.
6. Internal expert blogs
It’s free to set up a blog, and your employees can become resident bloggers. Share your expertise and get feedback from colleagues or visitors. You can use this platform to disseminate information about upcoming training, valuable activities, and other L&D updates. It also gives them more space to share their thoughts and ideas outside of social media groups. Just make sure you set some ground rules to avoid conflict and to make sure everyone is playing well. You don’t want weird remarks turning the trendsetter’s blog into a battleground.
7. Summaries of the real world benefits
Hearing how others have benefited from online training to overcome challenges similar to theirs is a game changer. Employees can share how the training helped them overcome a challenge and share their training plan through real-world summaries. These can be personal anecdotes, checklists or video clips. The only limitation is that the executive summary must include employee training recommendations so that colleagues receive the same rewards. For example, the example examines how a sales rep used certain simulations, podcasts, and courses to improve task performance.
Mentoring programs, staff-provided resources, and live events are just the tip of the iceberg of the future. The key is knowing what your employees are good at so you can turn their passions and talents into collegial advocacy. For example, your top salesperson might particularly enjoy negotiating and breaking down difficult customer barriers. Thus, they are ideally suited to help colleagues who have mastered the fine art of deal-making. Conduct surveys or assessments and evaluate LMS reports to identify your strengths and position you as training trendsetters.
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