Canada Association of Tourism Employees

Upskilling On-line Coaching Widespread Errors To Keep away from

What mistakes to avoid in online training

Investing in your most important asset, also known as employees, ensures that your company stays competitive and retains its top talent. And an effective online training program will not only help them improve job performance, but also help them master new tasks and take on new roles. They can spot hidden strengths and fill in gaps that keep them from climbing the corporate ladder. That makes them even more valuable to your team. However, you should address the most common online training pitfalls so that every employee has an opportunity to improve their talents.

7 pitfalls in upskilling and tips on how to overcome them

1. Introduction of a one-size-fits-all-upskilling training program

Not every employee has the same ambitions or potential for improvement. So why should you develop an online continuing education program that takes a unified approach? Personalized paths allow employees to focus on skills that are consistent with their job roles now and in the future. For example, skills they need to become a supervisor or team leader within the next year. You should also do some background research to assess their preferences and personal goals. Finally, add a good selection of resources that cater to different learning preferences. For example, kinesthetic activities that involve more tactile elements, such as B. Serious Games. As well as audio-based activities such as podcasts that employees can listen to on the go.

2. Failure to identify skills and performance gaps

Skill and performance gaps will help you minimize resources and activities that you can include in your online training strategy for upskilling. Instead of covering irrelevant talents that aren’t really related to their job duties or responsibilities. Conduct surveys and assessments to find out what your employees know, where they are missing, and what skills they need to achieve their goals. For example, simulations can help reveal skills gaps in communication or problem solving that are hindering your customer service team.

3. Ambiguous job roles and task requirements

You cannot develop successful online training resources without first identifying the roles and needs of your employees. What tasks do they do every day? And what skills do they need to do these tasks and improve productivity in the workplace? Perform a task needs analysis and evaluate your LMS metrics and business reports to look for any weaknesses. This also helps you break down work-related processes into their most basic components so that you can customize content. In addition, you need to determine the role employees play now and what roles they want to be in the future.

4. Do not offer support resources when they are needed

Online education is not a one-time event. It requires ongoing support and knowledge building to ensure employees get the results they want. This can take the form of a just-in-time training library, a peer coaching program, or live events to refresh your memory. Every employee should have constant access to support resources that help them master common challenges and improve understanding. They must also be given the opportunity to give their own feedback and input. For example, what skills they would like to focus on based on their immediate career goals or their “five-year plan”.

5. Use a solo approach to skill building

Many organizations assume that a personalized online training approach to continuing education involves one-on-one activities. That employees should work independently in order to develop their talents and skills. While there is some autonomy, employees must also be able to work with their peers to expand their experience. For example, you can work on projects or discuss topics in social media groups. This gives them the opportunity to exchange ideas and help each other to hone their talents. Namely skills that you already master and that you can pass on to your colleagues through feedback, coaching or mentoring. You can also take this time to share personal anecdotes and experiences that highlight the benefits of certain skills.

6. Do not add any real context

Skills are practically worthless if only based on theory. Employees must be able to use skills in the workplace and apply them in different contexts. For example, to complete a customer service task or to resolve a conflict in the workplace. Therefore, your online continuing education training must allow them to use their skills in realistic situations. For example simulations or scenarios with customer personas. The employee must use their interpersonal and negotiation skills to generate a sale. These activities enable them to learn from mistakes and uncover hidden gaps. And see how their talents benefit them at work and possibly even help them move forward within the company. For example, they can use their newly acquired team skills to embark on a leadership path.

7. Refraining from opportunities for self-assessment

Start with a self-assessment that enables employees to identify their own strengths and weaknesses. Then, conduct frequent online training assessments so they can track their progress and uncover any gaps that arise. Every employee must be enabled to evaluate his or her performance without fear of being judged by colleagues. They should also be able to adjust their path accordingly based on their observations and personal considerations. It’s best to include some pop-up self-assessment quizzes and interactive resources in your micro-learning repository as well. This gives employees the opportunity to assess themselves if necessary. For example, before completing a task that has been problematic in the past or before negotiating a difficult sale.


These common mistakes can ruin your online upskilling strategy and reduce L&D ROI. Not to mention, you will lose your top performers looking for opportunities to expand their skills and advance in their careers. The secret to successful training lies in personalization, ongoing support and the ability to give your employees the opportunity to assess their own performance.

Are you ready to turn your online training course into an effective, insightful, and engaging online training experience? Download our eBook Cost-Effective & Custom Made: A Comprehensive Guide to Creating Online Courses with Limited Resources to Learn How to Start Your L&D Program on a Shoest Budget


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