obiettivi formativi e aziendali
obiettivi formativi e aziendali

How to define training goals to support business goals👍

The issue is simple. In order to inspire our learners and build a training offering that is effectively useful in the work life of our employees, every e-learning project needs measurable training goals that are aligned with business goals. Business goals.

It’s no longer time for employees to go through online training courses “on autopilot” (and you know what we’re referring to).

In a highly challenging and constantly evolving work context, it is necessary and essential to train motivated employees who can support the company in achieving its goals and success.

We must thank Georgina Cook – Learning Consultant at Elucidat – for this illuminating contribution, which lifts the veil on one of the most important and strategic aspects for Corporate Training Responsibles. So important as to represent the mission of L&D teams: defining training goals that help to achieve business goals.

How e-learning training goals can help the business succeed.

We all want e-learning training to have an impact on the real lives of our company’s employees. We want our Learners to walk away from the screen excited, aware of their potential, and eager to put their new knowledge into practice.

Because the truth is that the success of your company depends solely on the success of the people who work there. If you are trying to achieve an important business goal, you need your employees to willingly, competently, and confidently do their part.

In order to make this happen, we must involve the users.

Now try answering this simple question: how do the personal and career goals of your employees integrate with business goals?

E-learning training is the perfect opportunity to provide your audience with new perspectives and motivations, as well as develop their skills, giving them what they need to improve and achieve their goals.

In short: modern e-learning training must be centered on people (people-centered learning). Therefore, it is essential to define targeted goals for your online training project, closely aligned with the personal goals of employees and business goals.

Clearly defining the training goals of your e-learning project will help you:

  • create highly focused training content on these goals and define an appropriate design approach;
  • make the course design and development phase easier;
  • ensure that everything you include in your online training offering is useful and able to concretely help your employees in the workplace.

How to translate company goals into training goals?

Phase n. 1: clarify your business goal

To start with: you need to know what goals your company is aiming to achieve overall and what this means in practical terms.

Let’s present an example:
Let’s imagine a mobile phone company that aims to reduce customer complaints by 8% within 6 months.

An analysis shows that the main causes of complaints in the previous 6 months are essentially two:

  • a technical problem, which causes disruptions in a particular region;
  • the poor experience of the Customer Service in supporting users who call for help.

Phase n. 2: identify in which area e-learning can help

E-learning is not the answer to everything, so you need to understand where it can be best used and help you concretely achieve the company’s goal.

Going back to our example:
The technical problem can be solved with an intervention by the engineering team that manages the infrastructure, and the company intends to invest time and resources to improve the infrastructure. On the other hand, the experience of users with customer service could be improved with a series of e-learning training courses for the call center team.

Phase n. 3: set the goals in order to organize e-learning training

After identifying the company goals that can be supported with e-learning training, it’s necessary to delve into the analysis to identify the crucial point of the problem that must be solved.

Try answering this second simple question: what exactly is hindering progress or success? 

Only after clearly answering this question can you put the goals of your e-learning project on paper and tackle them.

One tip: at this stage – when you are focused on defining the goals that your e-learning training should pursue – we suggest keeping the focus on what your users need to do to help you achieve the Company’s goal.

Going back to our example:

After further investigation, the company finds that the “negative experience of customers with the call center” is due to a lack of updating of the call center employees, and that information is transmitted from person to person in a disorganized manner. Clearly identifying the problem, it is possible to establish the training goals.

After completing the e-learning training, the Call Center staff will be able to:

  • recognize when it is important to communicate to the Customer that the Company is aware of the disruption and is making every effort to resolve the problem as soon as possible;
  • identify how frequently they must communicate with the Customer who is having problems;
  • communicate with Customers in a useful and empathetic way.

How to do it? 2 Practical tips:

1. Develop training content that supports the goals

After defining the company goals and identifying those that can be supported by e-learning training, all that remains is to create the e-learning courses.

Having carefully defined the goals will help you be very concrete, pragmatic and focused on the content that really matters – excluding and cutting out the superfluous ones.

Take a look at the piece of paper where you have written down your goals and ask yourself what your users absolutely need to learn in order to start acting and working differently. Right away. The key is to be very practical. All this will be helpful in the content production phase, it will help you create short, clear, targeted and effective courses. Isn’t that what we all want?

Let’s go back to the example of the mobile phone company:

the Company needs a lot of information to define how frequently the Call Center staff must communicate with Customers in difficulty. The temptation is to provide various communication modes and models… but, in reality, what the Call Center employees need to know are the situations in which they must pick up the phone and call the Customer.

2. Keep the focus on people

When you are in front of your laptop, focusing on working on the goals of our e-learning courses, it is all too easy to make assumptions about what our learners want and what they need to achieve their personal and Company goals.

To be sure that our e-learning project is truly “people-centered”, we always recommend involving a sample group of employees – in addition to your stakeholders.

Asking some open-ended questions at the beginning of the project allows you to have a true overview of the personal and professional goals of your employees and how they fit in with business goals.

This is a very useful best practice to achieve your goals and make sure you don’t waste your time or theirs, designing and delivering useless courses. Afterwards, we invite you to test the first versions of your course to make sure you are on the right track… towards the goals. 🙂

This balance between the needs/goals of your stakeholders and the goals/needs of your employees is the right formula for creating and delivering e-learning training that helps achieve the Company’s business goals.

Final conclusions

Creating an e-learning course to support a company goal is a sure way to demonstrate the value of training for your company.

There are many ways to demonstrate the ROI of your e-learning, using appropriate measurement methods for your company’s business. Find out how to demonstrate the ROI of your training project, so that it makes sense and has value for your organization.

If you want to delve into how to identify and define company and training goals, contact us. We are here for this!

Thanks again, Georgina 😉 and #neverstoplearning

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