You’ve dedicated money and resources on your Learning Management System. Here’s how to get the best return out of your investment.

You’ve dedicated money and resources on your Learning Management System. Here’s how to get the best return out of your investment.

Involve stakeholders (Top and Bottom)

Find out who in upper management will benefit from a training initiative. If there is one person or area in particular who will benefit more from the new system, engage them as partners and involve them in the process. This kind of sponsor can become critical for your initiative as these stakeholders have an influence on end-user perception. Once you get stakeholders onboard, communicate early and often with these stakeholders.

Your end-users are stakeholders too. Aside from financial incentive, one of the top incentives for staying at a company is training. A recent study found that 76% of employees want opportunities for career growth. Believe it or not, employees value things such as training, mentoring and coaching. So, rather than tell the end-users that there will be new technology that they’re going to have to figure out how to use, tell them about the benefits of the new training initiative in terms of career development and advancement potential.

Create a Workable, Measurable Plan

If a plan isn’t easily understood, it’s unlikely that it will ever be implemented. Ensure that your training plan is doable with the resources available and that the goal is easily understood by all. This may require that you break the plan down into separate parts. However, the overall goal for the plan, regardless of how many parts it has, needs to be easily understood by the people it will affect and the positive gains they will get when the plan is implemented and the goal achieved. This will help ensure broad acceptance of the plan and goal. Having a plan that embraces your company culture will also help speed things along and encourage broader acceptance.

Remember that your stakeholders are important to the overall success of your training initiative. Make sure that they are involved with the planning and get their sign-off as you move forward. Be sure to clearly communicate the benefits of what the new training initiative will bring. What positive impact will it have on short and long-term strategies of a particular department and the organization in general? How will individuals directly benefit?

Having a yardstick by which to measure success will go a long way with your stakeholders. Your measuring tools should be able to demonstrate success factors such as:

  • Increased enrollment rates
  • Lower no-show rates
  • Reduced per-learner costs (including savings for travel and logistics)
  • Other impacts (such as financial) key areas that the training affects

Be open to change and learn from the people using the system. What would make it better, more effective? By doing ongoing assessments of how your learners are using the system and applying new knowledge or skills on the job, you can come up with changes that could affect positive change in a number of areas.

Integrating Your Learning Solution

Ensuring that your Learning Management Solution will integration with various systems in your organization can be crucial. A common frustration among users is the necessity to learn many different systems to perform their everyday tasks. Ideally, systems would be set up to integrate seamlessly with the LMS including single sign-on, automated reporting, cloud-based solutions (greatly reducing IT support), HR integration, single-source training curated from top vendors.

The less disruptive new technology is to the people in the organization, the faster they will adopt it. Typically Focus on building a one-stop-shop approach.

Enable Professional Learning

As mentioned earlier, career development is a well-received benefit for many employees. Every employee contributes to or detracts from an organization’s overall well-being. Employees with limited scope jobs can easily come to feel they are just a cog in the wheel whose work may not really matter. Training can help employees understand how their work fits into their company’s mission, goals and achievements. As a result, employees can become more motivated and excited about their work as they begin to understand that their work does matter to the overall success of the organization — and ultimately to themselves.

Understand the pain points that drive your learners and stakeholders. Speak to what is relevant in their lives. Then use your company culture as a vehicle to communicate your message and addresses the pain points and how your training initiative will help them. The training you’re providing may not make everything in their lives better, but it should be able to help with at least some aspect of it.

Be Bold. Be Innovative.

An LMS, such as Ability LMS, offers a lot of opportunities and potentials. Our LMS wasn’t built in a box and it can offer a lot of value elsewhere in your organization. Building communities of practice, facilitating discussions, and acting as a gateway to other services are ways that an LMS can help your organization achieve success.

Develop effective messaging for both them and the end-users. Communicate with stakeholders frequently and early with this messaging. This may mean that you have to survey them to find out what’s important to them.

For your end-users, communication might require using diverse channels to get your message across various business units, countries and cultures. Corporate community managers and internal events are good places to start but you may want to extend your reach by adding social channels and regional communicators to the mix. Again, use whatever company cultural tools you have to push acceptance.

We Increase LMS Adoption Rates

While there are other elements your organization may have to address in order to get broad acceptance, implementing the five points above will help you raise your adoption numbers. We’re a learning solutions company and if you’re looking for more inspiration on aligning growth with your strategic planning and preparing your learners, we’re here to help. Simply request a demo or call us at (800) 868-8039 and we’ll show you how your organization can benefit from a correctly implemented learning management solution.

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