Company Culture In Online Training: 6 Tips

6 Ways To Reflect Your Company Culture Through Online Training

Company culture is the glue that holds everything together. It sets the tone for employees and provides purpose for every work-related task. All of their job responsibilities bring them one step closer to achieving shared goals and supporting organizational success. Is there a way to infuse company culture into online training without making it feel forced? Can you make employees feel like they’re part of something bigger without compromising their individuality? The key is to blend it into the infrastructure of your L&D program from the onset.

1. On-Message Demo Videos

Demo videos should be relatable and brand-centered. Feature employees dressed in the company uniform and use your sales floor as the backdrop. Include behaviors and scripted dialogue that employees should use in the workplace, such as the greeting that every team member must give to customers as they walk in the door. Above all else, incorporate actors/staffers who accurately represent your brand image. Of course, your workforce is made up of diverse personalities and talents. But video demos should convey your company message and the attitudes you strive for on the job. If you’re using vendor-provided product demos, create follow-up resources to keep it on message. For instance, a quick tutorial on how to pitch the product and demo it for customers based on your internal policies.

2. Real-World Examples That Reflect Your Brand Identity

Examples show employees how to apply information in real-world settings to overcome work-related challenges. However, they can also give them a feel for your brand identity and messaging. Include characters and realistic obstacles that employees encounter every day. Then infuse it with policies and brand pillars that employees should exhibit when interacting with customers or co-workers. For instance, one of your primary principles is to get to know your consumers and make them feel at “home”. Your real-world example walks trainees through the introduction process and ways they can build a rapid rapport with customers/clients.

3. Simulations That Include Recognizable Surroundings

Simulations should always include an air of realism to be truly effective and immersive. So, include recognizable surroundings from the workplace and situations that resonate with your company culture. The trainee has to address a customer complaint at the front counter according to company protocols, but they also need to conduct themselves in a way that aligns with customer expectations and company beliefs. It’s not simply a matter of being tactful or using their active listening skills to rectify the situation. Employees must understand what you stand for and how to portray your brand in the most favorable light.

4. Value-Centered Serious Games

Develop serious games that focus on your company values, issues, or causes that define your brand and the hole you fill in the industry. For example, your organization prides itself on amazing customer care and going above and beyond to find the right product. Thus, your serious game might feature levels that explore different skills or tasks related to this value. Every level offers a new obstacle that employees must overcome to display their proficiency. Once again, all elements should align with your company culture and brand identity, from the characters and their attire to the in-game environments.

5. Anecdotes That Challenge Assumptions

Personal anecdotes form an emotional connection with employees, but they also challenge assumptions and limiting beliefs. Trainees may think they know everything about your brand and company culture. However, anecdotes show them that there’s still much to learn and surprising facts about the organization’s background and infrastructure. The story might explore the CEO’s point of view and talk about how they founded the company, why they launched the brand in the first place and how it’s evolved over the years. Employees need to have a basic understanding of your organization’s origins to grasp its culture, as well as personal examples of how it has impacted people’s lives. Invite employees to narrate their own anecdotes for podcasts or presentations, then add them to the support library so trainees can delve into the human side of your brand and the people who make it a success.

6. Live Events That Showcase Company Morals

Schedule live events that spread the word about company morals or ethics and get employees involved. Managers, supervisors, and experienced staff members are great hosting candidates. The only caveat is that they need to set a prime example for the company culture. Every host can talk about topics they’re most comfortable with or their areas of expertise, then take questions from the crowd and suggest tie-in resources. For instance, next month’s event covers loyalty. Discuss what it means to foster customer loyalty and how employees are expected to stay loyal to your brand. You should also talk about how the organization proves its loyalty to employees by providing continual training. Explore the many ways that this value translates on the job and why it’s such a crucial part of your culture.

Employees shouldn’t feel like they’re being brainwashed in online training, that you expect them to all to look and act the same way to align with your image. This isn’t a Stepford Wives scenario, after all. Subtlety is the secret to success. Use training tools to instill values and make them aware of your mission statement. Host events to build a sense of comradery and showcase company morals firsthand. Lastly, include community-centered activities so that employees always have support and feel like they’re a vital part of the organization.

Hire an eLearning content provider who can help you incorporate company culture into your online training program. Our online directory features partners in different niches, specialization areas, and price ranges. You can even read reviews to determine if they’ll mesh with your team and understand your company vision.


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