The winning combination for adopting a new solution

How to train users according to their profiles

In terms of timing, this training should be provided just before the tool is launched to avoid any loss of knowledge and skills. At this stage, it’s also advisable to alternate between in-person training and distance learning for the theoretical aspects.

In online training, interactive content with a fun presentation is becoming increasingly popular. Video tutorials, interactive quizzes and SPOCs, among others formats, attract more attention than a series of PowerPoint slides. Serious games in the style of video games are another way to specifically target millennials.

Immersive learning in a virtual reality environment is now being used as an innovative teaching tool. However, it’s still very expensive to develop a virtual reality app. The technique is appealing, but few companies have adopted it.

The best tools to improve the adoption of new solutions

Micro-learning is “the” format for supplementing in-person training. First of all, because creating micro-learning modules can be used to break down the basics of a training programme and spread them out over time to improve learning and consolidation.

Micro-learning is a key development in training, because it’s based on fragmented content that’s compatible with the daily lives of employees and the way they consume content.

To adapt to employees’ schedules and the fact that they’re always on the go, training content needs to be short (not more than a few minutes long) and responsive so it can be viewed anywhere and anytime! So mobile learning and micro-learning are highly recommended for this kind of digital project. Micro- and mobile learning can be used to incorporate learning more smoothly into everyday life, making learning more effective!

Digitising to facilitate skill sharing

Thanks to AI and new technologies, digital training can provide increasingly personalised training. Knowledge sharing is also encouraged and mentoring can be carried out by implementing LMSs. Training digitisation allows your company to share knowledge more smoothly. However, with this model, the company’s organisation needs to be reconsidered to take into account the new role played by mentor employees.

Making assessments without concealing difficulties

The team in charge of the change needs to make an initial assessment after a few months of use. This first assessment should be objective and based on indicators recognised by all. Above all, this assessment needs to include any difficulties encountered; otherwise, the implementation of this change could ultimately fail. So evaluations must be carried out to determine the degree of adoption of the solution.

If difficulties arise, digital training can be used to mitigate them. To consolidate gains and increase the adoption rate, refresher courses can be scheduled by your training centre. User communities can also be created on collaborative platforms like an intranet or a corporate social network to exchange advice and information about best practices.