It’s easy to train a few employees. You find a time that works for everyone, host a training session, and everyone resumes their day. But it’s challenging to train hundreds of employees at once and ensure everyone leaves without doubts.
You can, however, train hundreds of employees at the same time using Docebo’s turned-on training. Docebo helps you alimony your employees’ skills up to stage by teaching them the latest ways to use your product or to do their jobs. The platform lets you host courses, so you can track the impact your training has on your employees’ productivity.
1. Interview employees
Employees often have problems and needs related to their job that they don’t communicate with you. These challenges are revealed and explained during interviews.
In the interviews, ask specific questions well-nigh how employees do their job. The interaction is live, so you can ask follow-up questions to dig into the causes and consequences of their struggles. Then use this data to create the training content to solve their issues.
Interviews should be natural so interviewees finger well-appointed and you have room to ask unplanned questions. Stick to a rigid script, and you can miss out on information that’s crucial for understanding your employees. But that doesn’t midpoint scripts are useless. Interview scripts ensure you unchangingly ask essential questions.
To powerfully use an interview script, write the questions surpassing your meeting: typhoon well-nigh 10 and aim to spend an stereotype of six minutes on each question. You can ask fewer questions in interviews that last less than an hour. Remember, your goal is to learn a lot well-nigh a few key problems, not to uncover as many problems as possible—if you need a wholesale idea of every problem out there, a survey would be a faster volitional to an interview.
The questions you ask should fall into one of three categories so that your interview remains useful for you and engaging for your employee:
- Housekeeping: Explain to workers the tools you use to record interviews, what you will do with the answers, and how the interview benefits them. Employees finger at ease when they have this information.
- Simple: Ask questions they can hands answer, such as those related to what they do. These questions build rapport.
- In-depth: Explore the word-for-word problems your employees squatter at work. Ask them to explain their struggles and walk you through how they try to solve them.
None of these questions should lead employees to wordplay in a few words or a specific way. For example; asking sales employees if they enjoy the latest CRM you bought primes them to simply wordplay “yes” or “no.” A largest question would be, “What challenges did you squatter while using the CRM during the last month?”
2. Write a script
Employees will tropical the most well-researched training if the video structure is boring. Write a script to compellingly organize each video’s events.
Scripts wilt increasingly clear, increasingly concise, and increasingly engaging as you edit them. For your first draft, develop a sequence of events that achieves the video’s goal. Write as much as you can without stopping to edit. Successful drafts don’t need to be super polished; they just need to unmistakably yacky the goal.
Put your first typhoon whispered for a few days, then come when and squint at it with a fresh perspective. Your goal for the second typhoon should be to identify any unnecessary parts of the script to cut and find places where you need to add some increasingly information for clarity. Continue revising the script over and over and over then until it explains your message as completely and unmistakably as possible. Once your typhoon is finished, separate the visual directions from the spoken lines, so you can plan what will happen and what will be said.
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Describe each scene in the video column. These notes requite you a sense of what you will need to vivificate later. For example; by writing, “Camera zoom in on the panel,” you or your animator will know you need to icon out how to do the camera movements.
In the audio column, write the lines your speaker will say in each scene. These lines should come from your final outline draft. As you write them, squint for what you can trim or clarify. The weightier scripts share the greatest value of valuable information in the shortest value of time.
3. Create a storyboard
Storyboards are paper- or computer-based sketches of what your scenes will squint like. Stakeholders can see these drawings and requite feedback on how clear, helpful, and engaging your employee training is.
Receiving feedback is vital considering every person who interacts with your training video will see something different. While you may snift problems A and C, your colleague may see problem B. Listening to their perspective allows you to create comprehensive employee training.
Asking for feedback moreover lets you make quick, early revisions. Changes wilt increasingly expensive as you progress in your work—you can hands spend an uneaten day filming or stimulative if you have to edit a lot—so reservation any problems now to save yourself time.
You can create a storyboard on a sheet of paper. First, yank squares with horizontal lines unelevated them. Each square will contain one scene, so yank as many as necessary.
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Draw your scenes’ events on the squares, such as the teacher’s introduction, the moment a pop quiz appears, or your “Next Steps” slide. Illustrations don’t have to be detailed. A stick icon is largest than no icon at all. Your sketch should illustrate the scene’s characters, props, and environment.
Next, add each scene’s respective script lines unelevated the squares. Add the word-for-word words the speaker will say during that scene. This space is moreover towardly for noting what’s happening in the scene to provide spare context for stakeholders.
4. Vivificate your employee training
Animation is the most constructive format for your employee training. Studies have found that people are largest at remembering information they learn from animations than from live classes. So, your employees will receive helpful advice, remember it, and be worldly-wise to wield it for positive results.
Because it is easy to re-animate scenes, you can transpiration ideas that felt workable while storyboarding but now don’t quite fit your video. There is no need to rent actors, camera operators, or a studio as there is with live video. Instead, simply unshut an volatility tool and create everything in that program.
Start stimulative by launching Vyond and clicking the sawed-off to create a new project in the top right corner. Once you are in the timeline, create your turned-on speaker. Go to the weft tab and scroll through the gallery. See a diamond that your employees will find relatable? Fantastic. Segregate it and go to the next step. Otherwise, launch the weft creator from this tab. You can create a weft from any age group.
Next, set your scenes. Segregate a location from the Background menu in the right corner. A traditional classroom works if you’re looking to take a increasingly scholastic tideway to your training, or you could segregate a site related to your industry. Then unshut the prop library on the left side of the interface to decorate your scene.
