In Part 2 we talked about what content you should expect to include on a company learning management system.
Let’s look at a couple additional features you should consider:
- Standardization. This is my favorite aspect of developing a company-wide LMS. You’re no longer dependent on individual trainers or managers community to community. You’re not dependent, either, on a company that has proprietary control of all your course content, training records and enrollment data. You can create a standardized approach to training all employees, company-wide, using courses you’ve created in-house, courses you’ve licensed from other providers, and content and assessments you’ve determined best help you train your team. You can say, with confidence, every single employee receives the same level, quality and type of training. Every employee is trained YOUR way, no exceptions. No gaps, either, with turnover on a management or trainer level. Pull up training reports from a corporate office and see, at a glance, what training has been completed. Print exception reports and immediately see who’s out of compliance.
- Sustainability. This winter my family and I went on a one-week trip to Hawaii. It takes me about 4 days to slow down from my usual pace, and 3 days later we were on a plane heading back home. I got to do one hike (from the book I’d purchased of over 50 island hikes); and had altogether too few umbrella drinks. I determined to come back again in two years and stay a full month – but that means I’ve got work to do at the office. I’ve got to build, in every department, sustainable systems that function and report, with or without me.
Training employees in a consistent way has been demonstrated to affect turnover in a significant way. Reducing your turnover is one key element to improving your quality of care – and that means a higher census and a bigger bottom line.
Annually required courses that actually build on knowledge and skills, rather than just repeat old training, is not only appreciated by staff, it’s a sign of your commitment to make training real, not just a compliance check-off. It is also vital to any corporation who wants to stand out from the crowd; who wants to say, “Our employees take special care of your loved one – experience it and you’ll see the difference.” You’ll only deliver on that promise if you truly train for a higher level of care than the next company. Not just today, but every single day, throughout the entire year.
How do you build sustainability in service delivery? You set up a standard of training for each new employee, a standard for every existing employee, and you develop reporting and accountability systems – and incentives – on the part of your managers.
Then you can join me on the beach for a month, knowing the quality of the service you provide will continue to remain consistent and sustainable.