Scale Instructional Design

Analysts in the corporate training market state that only a third of business organizations feel as if their employee training programs meet the expected results. And this means that over 60% of the businesses fail to generate any significant return on investment from the training that they provide to employees. As such, if you are planning to provide training to your workforce and partners, it becomes necessary to scale the results as much as possible to make it worthwhile. Here are a few tips on how: Use Tech Try to integrate as much tech as possible into the development of training program. This will allow you to streamline processes and reduce costs. For example, you can scale instructional design by using automated software to do the administrative tasks like managing inbound training requests, gathering needs analysis, and crowdsourcing training content with subject matter experts. Doing so will enable you to focus on other important aspects of your training projects to get better results with a larger number of projects rather than wasting time on manual administrative tasks. Follow Up Be sure to follow up with learners after you deliver each training session. Usually, employees tend to forget about the training they attended and move on without applying the new skills or knowledge received. So, be sure to check on employees and ask them how they have benefited from the training, what can be done to improve their performance, and so on. With newer technologies and software available, this feedback loop can be captured without meeting in person, and the employee’s feedback can be used to strengthen your training material to increase the probability of a strong ROI. Organize The Course Content When organizing the course and its content, ensure that you clearly layout every single module in the correct order it must be taught. The content should align to learning objectives which link back to performance, learner, or business needs. As such, whenever you need to make a content update to maintain the course, you can swap out one module for another and make edits quickly. Don’t just do the knowledge dump. Take a bit of extra time to put some decision quality or design thinking into your content. It will go a long way. Nurture a Culture of Learning and Innovation An excellent way to create a culture of learning is to teach your employees the benefits in sharing knowledge in the context of training material to teach others how to do the right things. Doing so will ensure that the organization will have a workforce that is always teaching what they know and learning what they don’t. There are various ways to do this, including internal crowdsourcing campaigns to get subject matter experts to contribute to the design and development of training material or models that democratize learning and development so anyone can become a teacher and a learner. With newer software like Learning Design Systems (LDS), anyone can scale instructional design as the platform helps with the handholding to teach how to design quality training content in a consistent and scalable way. Want to learn how to automate and streamline your training development process? Download our FREE eBook.