Archive for the ‘Employee Training’ category

5 Reasons Retention is the Most Important Metric for Executive Training

Have you been trying to measure your training effectiveness? Do you want your team to better recall information they just learned a few days ago? Enter retention. It’s the most important metric in executive training.

But there’s one problem: Many corporate trainers come in, do their thing,  pack up and leave. Who wants that? You want to make sure they’ve got measurable results and your team is left remembering what they’ve just been taught.

That’s why you need to make sure your trainers are focusing on retention. Here’s why:

1. Helps build on previous lessons

When you’re in a multiple-day training, concepts learned on the first day often apply to material learned on the third day. To get the most out of training, attendees have to remember previous concepts. That means retention is key and you might need to make quizzes to keep attendees on their toes at the end/beginning of each day.

2. Makes your content credible

If you’re a corporate trainer with your own curriculum (instead of part of a nationally-recognized training group), you’re probably lacking a bit of credibility. That’s where retention comes in. With quizzes and other retention tools, prove that your training has a healthy retention rate, and you’ll have executives and large companies knocking on your door. They realize the importance of retention, too.

3. Allows others to teach your training

I’ve gone through several trainings – both online and in-person. And I’ve learned a ton (and remembered it, too). But one of the biggest benefits of these trainings is being able to teach others what I’ve learned. By explaining what I learned to others it helps me remember it. Think of how this applies to your company. Maybe you’ve got a new employee who needs help getting started. Have another employee teach them from what they’ve learned. That way, they have a friend in the workplace and you don’t have to spend your time on training!

4. Makes your boss happy (obviously)

This goes both ways: If you’re a trainer, the company (and the manager) is happy to have employees remember material, and the trainees immediate manager is happy because they have a well-trained employee on their team. For you, employee retention and satisfied clients are part of your marketing. They help refer you new clients and make for amazing testimonials to boost your credibility.

5. Builds better employees overtime

If you keep sending employees for training, they’ll build their skills – both social and professional. That means a couple years after investing in training, you’ll have a well-rounded employee. Someone who can teach others, make quick decisions, and lead a team to success. Sounds like a great employee to me!

Retention, although dreaded by many employees, is the most important metric for executive training. When employees and team members recall what they’ve learned, they’ll have better employee performance and be able to build upon what they’ve learned.

What about you? Do you agree? Let me know in the comments below!

Why online training rivals traveling to conferences

Conference attendees

Traveling to conferences has become expensive and time-consuming. Have you explored online learning?

Corporate training. Sounds kinda boring, no? Funny how those two words seem to get any employee feeling uneasy and apprehensive. For some inexplicable reason, “corporate training” carries an air of dullness. But why?

For most employees and employers, additional training implies extra work.

Often, people immerse themselves in their work – anything required of them to go above and beyond what’s necessary sometimes feels overwhelming. “I’m fine with the piles of work on my desk right now, thank you very much,” is an anticipated response to any invitation for more training, right?

Don’t let this be the case. While it requires an initial investment of time and effort, corporate training programs promise future rewards and benefits. Used effectively, training improves efficiency, confidence, and team spirit.

And there are quick and easy ways to create and implement corporate training for your company.

For a quick and easy guide, read how to start an employee training program to learn more about ways to get your program up and running.

As you prepare your

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own employee training, you quickly realize how many resources and options are available.

Be patient, do your homework.

From online training resources and certification programs to well-established corporate conferences around the country, the possibilities are endless.

Know your goals and have a plan. As you embark on the journey to establish a training program suited for your company’s needs, take time to form a strategy – determine where your company is and where you want it to be. Discuss your ideas with colleagues. The more collaboration and input you get from others, the more intentional and effective your corporate training initiative becomes.

When you come to a crossroads, evaluate your options.

For example, industry conferences or online training. Which one do you pursue? Understandably, each has its pharmacyonline-bestcheap pros and cons. Let’s take a look.




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is (usually) fun. Who doesn’t like a chance to explore a new place, meet new people, and get away for a weekend?

Conferences offer inspirational keynote speeches to reinvigorate attendees. Seeing an industry leader or professional idol in-person sparks newfound life and possibility into anyone.

Workshops provide more intimate settings to target more specific corporate goals and personal skills. With the cost of registration, it’s (hopefully) guaranteed to be organized and impressive. Safe bet to assume you get your money’s worth (or, at least, let’s hope).

Compared to online instruction, the human interaction at

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conferences is a huge plus. Networking is best done face-to-face. Conferences act as a hub for making personal and business connections.


It’s a double-edged sword. While travel is sometimes full of adventure, it can also be a hassle. A delayed flight or lost luggage is enough to completely ruin a conference experience. Time away from family cialis online is tough for many, too.

Cost is usually the decision-maker for most. And conferences are expensive to attend Airline tickets, hotels, does blue cross cover cialis on-ground transportation, food, and registration fees quickly add up. For any business, sending a few employees to a weekend conference is usually no small feat.

Attending a conference requires taking time off from work. It’s a break. While breaks are good and necessary, the stresses of travel typically counteract the intended benefits of time off. Why put your coworkers through this, when they could achieve the same ends in the comfort of home?

Online Training


The web is everywhere nowadays. For training programs, why undergo the stress of traveling to distant and foreign places, when all of the information is just a half of viagra few clicks away? Employees can access online training programs from anywhere, anytime.

Online training programs affordable, often costing less than a ticket to a large conference. Plus, most online tutorials and workshops have user-friendly interfaces and informative guides, making the experience fun and straightforward. Even more, with access to these resources for extended periods of time, employees have the ability to return to any workshop anywhere, anytime.

The resources and programs available online are seemingly infinite, so you can search to your heart’s content. Finding the perfect match for your company is guaranteed. You can target your program to the specific needs and desires of you and your employees.

Avoid the stresses of attending conferences while achieving the same business goals. By saving you time and money, online training programs are about efficiency and productivity while maintaining happiness and positivity – all of which I’m sure lines up nicely with your ambitions as a businessperson.


Perhaps the only drawback of online training programs is its remoteness, its distance from other businesspeople. Conferences promise intermingling among people from all around the mexican online pharmacy country and from all spheres of the industry. Online training is focused on that second word: “training.” You miss out on the “human” experience. This is cialis dose compared to viagra why determining your objectives beforehand is a requisite for a successful training initiative.

Certainly a lot to consider. Let me help you ask some important questions when trying to

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select the right option for you.

A few steps to follow when deciding on the best course of action

First, what do you hope to achieve from corporate training? Maybe you want your employees to improve their technical skills? Or perhaps you hope to strengthen their understanding of project effectiveness and business strategy? Understand the goals of you, your employees, and your business.

Next, do your research. Talk with other business cialis medicament friends and colleagues. What has worked for them in the past? Explore online. Know what’s out there.

Contemplate the pros and cons of each option, and ask yourself the appropriate questions. Is it necessary to what are cialis pills travel the distance? Are you hoping to interact with fellow leaders in your industry? Or is your focus on skills-based learning and improvement? Again, this boils down to whether attending a conference is necessary or whether more economical alternatives are a better choice.

Consult your employees. What are their thoughts? After all, they’re the ones who will undergo the training – best make it something they’ll get excited about.

Go for it! Corporate training is a dynamic, ever-evolving process. Just like any business decision, it may not work out exactly as planned. Adapt! Learn from experience, make changes, and go for it again!

Try new things. Maybe you decide to use an online training program for a year. Listen to feedback from your employees. Did they like it? What did they learn? Things to improve for next time? Then, if it sounds feasible, attend a conference. See if your colleagues enjoy this more. female viagra canadian pharmacy Talk with others at the convention, ask cialis warnings about their experiences and recommendations. Hopefully this won’t come as a surprise, but business people help each other. They learn from each other. generic cialis That’s how business grows.

Don’t dismiss online training. For so long, conferences have been the biggest and best way to learn about cialis premature ejaculation an industry and train your employees for the future. But now, things are going digital. The Web is a vast place filled to the brim with information. Online resources are growing bigger and better each day. Just remember, any method of training has the potential to be valuable and fun.

Share your employee training experiences with us. Have any tips or advice for other employers seeking to implement training programs for their companies? Let us know in is cialis a drug the comments below.

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5 Unacceptable Reasons You’re Not Training Your Team

Here’s a little know fact: Small businesses rule the world. Teams of 1 – 5 people run the majority of commerce in this country.

And don’t you want them to get better at what they do? Improving your team means more productivity, decreased costs, and a happier workforce.

But, a lot of small companies aren’t throwing a dime into corporate training.

Corporate training has it’s benefits: it’s administered by a 3rd party, you know how you’re team is doing across the board, and it’s a good way to measure improvements.

Today, I wanted to look at why a lot of small business owners aren’t pulling the trigger on corporate training and what they can do about it.

Here’s 5 reasons you’re not training your team:

1. You don’t believe in personal development

Just like a fine wine, people improve with age. They get better at their jobs. They learn new skills. Embrace your employee’s growth as a sign of drive, motivation, and passion. Help them reach their next milestone. When you have a small team, being involved in the growth of each individual is crucial to your company’s success.

2. You’re content with your company’s position

Believe it or not, some business owners don’t want to grow their business. Sounds counter-intuitive, right? But, many business people like where they are. They don’t want anything to change. Unfortunately, for your team, they may believe in your company so much that they want to take it to the next level, but they need the training to do so.

3. You lack resources

One of the many challenges a small business faces is availability and access to resources. And it’s hard to allocate more resources to something – whether it’s sales, books, or online learning subscriptions. Find what works for your business: It may be a free online class, a business consultant who helps your operations team become more efficient, or a book that walks through designing a web application.

4. You don’t know how to train

Training isn’t as simple as standing at the front of the room with a Power Point remote in one hand and a coffee in the other. Training is hands on. You constantly receive feedback, both verbally and physically from your team. So, how do you handle the negative feedback? Yep – this is just one of the scenarios managers get thrown into that they don’t know how to handle. And it’s just the beginning. Corporate training is an animal and you have to know how to correctly handle it. Ironically, that’s when you have to train your team.

5. You don’t want to train

A lot of small business owners simply don’t want to do the training. It’s just not what interests them. But, you’re the CEO. You have to do things you don’t like (I’m looking you square in the eye, bookkeeping). Suck it up, motivate your team and bring them to a different place.

As much as you don’t want to admit it, training is important whether you have a team of 3 or 300. It helps build a strong team of learners, thinkers, and doers. Think about why you haven’t build a training program at your company. What’s holding you back? Let’s discuss in the comments!

What are you doing wrong? 4 ways corporations are incorrectly training their employees

Corporations spend a lot of time and money to train their employees. Unfortunately many companies have little to show for this huge expenditure.

Eduardo Salas, a professor in organizational psychology at the University of Central Florida, has completed over two decades of corporate training research. In one of his studies, he concluded employees forget 90% of what they learned in training within the first year of employment.

If no one is remembering what they learned, then why are we wasting time and money on training?

The 4 ways corporations are training their employees wrong:

1. Employees become instant experts.

Many corporations believe if you send someone to a week-long training they become an expert. And they don’t need follow up training or feedback.

Salas states, “That is an erroneous assumption. It is much more complex than that. In this day and age, companies in general still have very simplistic views of training.”

How do you turn your team into experts?

It starts with simple follow up.

Follow up makes sure employees grasp new information. And you’re able to assess where your team’s knowledge falls short.

Create a system with short quizzes focused on product and service training. Send them out monthly to make sure employees have the latest information.

2. Evaluate your employee’s knowledge.

One of the biggest mistakes companies make is to evaluate employees immediately after they’ve been trained. Why’s that?

Success rates are highest when you quiz someone an hour after you taught them something. That’s why it’s better to quiz them a week later –  it might not look so good.

Salas says evaluating employee knowledge after training means you’re measuring reaction – not retention. That’s why companies get positive results.

Monthly assessment helps you identify training gaps and improve retention. Use what you’ve gained to improve your training materials. And don’t forget to measure the impact of your changes.

3. Technology is not the answer.

A lot of trainers are using technology to train their team.  It’s inexpensive and it helps facilitate company-wide training. Those are both bonuses.

But, it’s not working. Technology is hampering your staff.

Your staff can’t possibly learn everything from a computer screen. A computer can’t answer specific questions or explain new information quite like a face-to-face meeting. And it’s definitely not a replacement for on-the-job, get-your-hands-dirty training.

Use technology to support training.

Balance hands-on training with online quizzes, game simulations, and video. Bottom line? Use technology as a resource, not an end-all solution.

4. Not supporting employees after training.

Salas says companies can have the best training in the world, but if they don’t have good supervisory support, the training may not be effective.

Set clear expectations with your management team.

Have management communicate expectations to new hires. Let them know your training curriculum is a process. Plus, there’s always a team member to help out – a mentor of sorts. This makes new team members comfortable from day one. They’ll be more likely to retain more information and become part of the team quicker.

These mistakes are easy to fix. Assessing your team effectively helps your corporation be more productive. Not to mention, the increased return for the money you’ve been pouring into training your team.

Assess your team’s knowledge with QuizPoo – Make your first quiz!
Resources cited
Silverman, Rachel Emma. So Much Training So Little Too Show For It. The Wall Street Journal. 26 October 2012. Web. 16 July 2013  |


5 benefits of cross-training your employees

Do your employees work in a silo? No, not the silo you find at a barn in upstate Vermont (although we do have a lot of those). I’m talking about the silo of knowledge. The silo that blinds your team from other company operations.

Employees who operate in silos know one thing: marketing, accounting, product management, accounting – whatever their skill may be.

And that’s a challenge.

It’s tough to find time to get your team trained up on more than what they’re good at. You’ve got to invest time, money, and resources into something you’re not sure will pan out or benefit your company.

So, why try?

Here’s five reasons you should send your marketer to the programming side, and your HR guy over to finance:

1. Improve your employee’s skill set

Having a hand in several skills is almost always better than being amazing at one thing. That way, Mary in business development doesn’t have to get help from Mark in accounting on how to print QuickBooks reports. When skills are improved, and the company pays for it, it’s likely to increase employee retention and morale (two things that aren’t exactly easy).

2. Meet new people in the company

One of of the drawbacks of a large company is you only end up knowing coworkers in your immediate area. This means you’re talking to human resources (or whatever department) all the time. But, what if someone in marketing has a great idea to recruit new team members? By cross-training, your team meets people on the “other side of the building” or forges new relationships with the developers (It’s always a great idea to make friends with the programming team! You get a lot done).

3. Discover your employee’s strengths

Did you know Tim from accounting has an eye for interface design? Or that Jessica, the CEO’s assistant, can dress teddy bears faster than half the production staff? When you let your employees learn about other sections of the company – and possibly improve them – you find hidden talents suddenly surface. That really means during busy season, Jessica can increase production of teddy bear dressing by a significant amount. Get her on the floor!

4. Save money by hiring less people

You really don’t want to add someone else to the payroll for a 5 hour/week job, do you? Cross-training allows you to fit the job into another employee’s job description without increasing headcount. What that really means is keeping your health insurance premiums down and your team motivated to get work done.

5. Recover after losing an employee

Let’s say you had an employee leave. This employee was crucial to the company. They knew the whole team, how the company worked, and their work was top-notch. What would you do if that particular employee quit? Would you panic and wonder how you’re going to fill the position? Or, would you be confident in your team’s ability to pick up where he left off? This is the beauty of cross-training. You can fill the gaps with other team members while you work to find a full-time replacement.

Are you convinced cross-training is the way to go? I hope these reasons have led you to believe it’s a valuable initiative for your company your staff, and overall morale.

After deciding whether or not to move forward, there’s one big elephant in the room: making it happen.

It’s easy to make a decision. However, implementing a cross-training initiative at your company can be tough. It’s time consuming, and it’s an investment in human capital. Not to mention it’s unchartered territory – you’ve never done it before.

That’s why I wanted to jam-pack more value into this post and let you know a couple tips to get your cross-training program started:

How to start a cross-training program:

Cross-training takes on many different meanings. For construction, it could mean the forklift operator learning how to pour concrete. Or for a retail business, it could mean the stock boy learning how to use the register.

Regardless of it’s many facets, there are certain steps to follow to make sure your cross-training initiative is a success.

Let’s take a look at step 1:

Step 1. What are your cross-training goals?

A cross-training program is useless if you’re not achieving your goals. Write down what you want the program to accomplish? Is it every employee gaining a new skill? Is it certain departments? Do you have a budget? When you have goals in mind it helps you make better decisions that align with those goals.

Step 2. Pick two departments to work with

In order to cross-train, you need two different departments. These should be polar opposites so everyone is learning something brand-new. That way, it keeps interest levels high.

Step 3. Pick a couple of employees to test the concept on

Not everyone in your chosen departments is going to participate. That’s why you need to test this concept with team members who want to learn. They want to gain a new skill.

Step 4. Do the training

Can’t forget the most important step! Arrange a day for each department’s employees to shadow each other and get trained on how the other department works. Make sure to pair like-minded people up so you’re whole experiment doesn’t end up in flames.

Step 5: Gain feedback

Now, your cross-training has happened. Hopefully it went well. It’s time to get feedback. How did your employees like the training? Did they learn something? How would they improve the program? This feedback is super valuable for your program. It not only gets the kinks out, but it creates the foundation for a stellar program.

Step 6. Roll the program out to the company

When you’ve gotten some feedback and had the “beta” launch of your cross-training program out of the way, it’s time to roll the program out to the whole company. But, with one word of advice: make it optional.

And now it’s your turn. Have you been able to implement a cross-training program at your company? How is the team liking it? Let’s get a conversation going in the comments below!

How to start an employee training program

how to start an employee training program

Do you struggle with building a powerhouse team? What about training them to be future leaders in your company?

Making sure your team is equipped to handle any situation means one thing: employee training. Yep – I said it. Training. I know, for the rest of this article, I have to tread lightly.

When you think about corporate training, what comes to mind? Probably one of these two words: boring and useless. Two words you never want associated with anything, right?

So, let’s fix that.

Employee training programs don’t have to be dry. They can be the life of the party. But only if you set your program up to make your employees want to learn – not scare them away.

How do you get started training your employees?

You need the basics down. And that starts answering a couple questions.

Start by asking yourself these four questions:

1. Do I need an employee training program?

Of course, we think so. But every company is different. Your team may have all the experience they need and you could supplement with annual conferences and industry publications.

Even if you have a small team, you should have some kind of program in place. Many small teams believe training can happen on the fly. Au contraire. Small teams need training, too. When you have a team of less than 10, each person wears multiple hats and there’s always an opportunity to get better at what you do or learn a new skill. Provide the opportunity for them to do so.

2. What do I want to gain from training my employees?

Don’t train your team just for the sake of “training your team”. It’s a waste of money unless you’re aiming for an end result. What do you want out of your training. Here are a couple examples:

Whatever your goals may be, use them to help shape your training program. It keeps you focused on what you’re trying to achieve.

3. What’s my budget? Can I effectively train my employees?

A lot of managers and corporate trainers have budgets. And your company is probably similar. How much can you afford? How many team members can you train? What resources inside and outside your company are available to you? Budgets answer these questions. Plus, they help you get creative within monetary constraints. Almost always a good skill to have!

4. Does my team want to learn?

Not everyone is keen to self-improvement. They’re just fine with where they are personally and professionally. As much as you need to respect an employee’s decision, not to better themselves, there’s an opportunity to turn your company culture around. Think about how your program will make an impact on the company and certain team members. It may be for the better!


Seriously, write down the answers to these questions. A scribble is better than nothing. Grab a pad and start writing – right now. These questions are important to answer because they help

Done? Cool – let’s move on.

Find your first test subjects…errr, employees.

Many employees love to just get their work done and leave. It’s a job. It pays the bills. They may not want anything to change.

That’s why rolling out a brand-new initiative is tough for just about any company. There’s a lot of organizational issues to work through. The bottom line is getting team buy-in is hard.

Even if your team is “on-board” they might not take the program seriously or devote the necessary time to get value out of it.

So how do you bring everyone together to accomplish a goal?

Here are a couple pointers for getting your team to say yes:

Ask certain employees

Let’s face it. There are going to be certain employees who are going to want to do the training. They’re the easy ones to enroll. You want the team members who are likely not to invest in training because they’ll help you improve your program the most.

Give them an incentive

Why would any employee do something for nothing? Yep – I don’t know either. Your team needs a reason to go through the motions of training. It could be a certification that makes them do their job better and charge higher rates, the day off from work, or simply all-expenses paid. What’s your incentive?

Group buy-in

Often times, when other members of your department are going to a training, peer-pressure works it’s magic. Simply let your non-commital employee know everyone else is going and it’d be great if she came along, too. Chances are, she’ll say yes just because the whole group is attending.

Buy-in can take time. It won’t happen overnight, so make sure you’re ready for a long slog of finding people to jump start your program.

Your next task: get 3-5 employees to agree to test your employee training program out (yes, before you have designed it).

Why would you do that?

Well, let’s look at a more likely story. You wouldn’t get a crazy flavor of ice cream without asking for a sample first, right? You want to make sure what you’re getting (or building in this case) is going to fit your goals from earlier in this post.

Wouldn’t you rather screw something up with three people, than with your entire company? I’m thinking yes. But you won’t screw up! Success is imminent with this employee training plan. Here’s the next step:

Get feedback

When you’re testing things out, it won’t go well. Hate to burst your bubble, but 99% of the time, things go horribly wrong. That’s where feedback is most valuable.

It’s not about your success of the program. It’s about where you can improve. What can you change to make the program better for everyone else?

Here are a couple questions to ask:

Notice how these questions don’t lend themselves to yes or no answers. That’s because yes-no questions don’t give you the feedback you need to improve your employee training.

Keep in mind, this is a small group of team members. Ask them to be honest. Otherwise, they’ll see everything went great when it really couldn’t have been worse.

What do you do with your feedback? You make changes and start your employee training program.

Take the feedback you received and put it to work.

By this point in time, you’ve figured out what works and what doesn’t. Now, you can begin to build your training program.

Here’s a quick 10-step plan to launch an employee training program:

1. Determine the structure

How do you want to build your employee training program? What does the outline look like? Start with writing down a list of outcomes – what you want your team to learn by the end of the training. That way you plan your training by unit, chapters, activities, and assessment.

2. See what resources you need

There’s a lot to pull together for employee training. Do you need people from other departments, books, conference space, etc? This list could be quite long, but writing it down should help you plan for everything.

3. Find those resources

Did someone recommend a book to you? How about the marketing speaker who did a presentation at the last business association meeting? Would they be the perfect for your training? Get your resources ready before you pour a lot of time and energy into planning. You want to make sure you have everything to pull the training off without a hitch!

4. Find a good way to measure employee retention

Employee training is useless if there’s no way to make sure your employees understanding what they’re learning. That’s why you need a way to measure how much your team remembers. Periodic quizzes are the great way to do that. With QuizPoo, you’re able to create and share your own quiz in minutes. It’s perfect for companies both large and small.

5. Find a place for your information to live (organization is key)

The cloud is a wonderful invention. Store all of your materials online and access them from anywhere. And your team can get them, too. Look into solutions like an internal wiki, Google Drive or a company-wide Dropbox account.

6. Determine incentives for training completion

As I mentioned earlier, what’s in it for them? Why should they complete the training. Even if it’s a requirement of employment, still reward them for completion. Maybe it’s a bump in pay, an extra day off, or a trip to lunch with your co-workers. Whatever it may be, the least you can do is say “congratulations!”

7. Launch to the team

With 1-6 in place, you’re ready to launch the training to your team. There’s been a lot in the works. Now, it’s the fun part. This is where you can see if the training is working and where you may need to improve.

8. Keep writing training materials

As long as you’ve got the first couple hours or days squared away, nothing says you can’t keep writing material. Write as you go along, make edits to previous material, or add-in resources from another website. With every edit and addition, you make the training better than it was before.

9. Get team member feedback (always)

As your team works through the training, whether it be a weekend-long event or just a couple hours on the computer, keep asking for feedback. That could come in the form of real-time polling, face-to-face feedback, or end-of-training surveys. Use the feedback to build a better employee training program.

10. Rejoice in your accomplishments

You’ve made it! You built a corporate training program from the ground up. It’s a lot of work, so you should be proud of what you’ve built. Sure, it’s a work in progress, but you’ll have a better team because of it.

After these ten steps are complete, you’re ready to train any new team member, regardless of what department they’re in.

Employee training programs aren’t easy to put together. They require time, money, and resources to get off the ground. Hopefully with this guide, you have a better understanding of how to build your first training program.

And now it’s time to turn it over to you: do you have any tips for making an amazing employee training plan? Let us know in the comments below.

Looking to assess your team’s training? Discover why QuizPoo is the perfect way to train assess and retain employee knowledge.

Why your new employee is scared to ask questions (and how to fix it)

Getting employees to ask questions

It almost always energizes the company when a new employee joins the team. There’s new opportunities for collaboration, brilliant ideas floating around, and another smiling face to see on Monday morning (ok – maybe not the last one!)

When a new employee starts, you’ve got one problem: they need be trained quickly.

While it’s not possible for an employee to everything about your company, they should be expected to know a good amount of workplace etiquette, have a solid understanding of customer service, and be able to handle a team project.

To bridge the gap between what they know and what you want them to know is where a solid training program comes in.

But even with good training, employees are going to have questions.

And that’s ok. Questions are an opportunity for you to fix your training. One employee asking a question means the next employee won’t have to ask the same one. Hooray for productivity!

Unfortunately, you’ve got to figure out a way for employees to ask questions. And that’s one of the hardest parts of improving your training.

Not to mention, new employees are nervous for 8 hours straight. Especially during their first few days.

Why are your employees so nervous? You’d think it would be an exciting time for them? They’ve got a new job!

Yes, it is exciting. I’m sure they couldn’t be more thrilled. But, it doesn’t mean they’re going to be open with you from the get go.

Sometimes, pulling questions out of a new employee can be like pulling teeth.

Here’s why your employees won’t ask questions:

1. They’re nervous

Employees mull questions over in their head all the time. But, they never pull the trigger and ask them. It’s because they’re nervous. They don’t want to be embarrassed in front of their boss and co-workers.

2. There are such things as stupid questions

To an employee, there are stupid questions. These tend to be questions like “Where are the bathrooms?”, “When can I take my lunch?”, and “How do I get to the accounts payable office?”. But, they need to be asked. Employees resist asking questions like this because they have absolutely nothing to do with their job. Therefore, they think they’re stupid.

3. They want everyone on their team

The last thing new employees want is to irritate their co-workers. Being the pesky new employee means they’ll be asking questions all. the. time. Instead, they avoid it to become buddy-buddy with everyone on the team (even if co-workers let them know they can “ask you anything.”)

4. They don’t know what to ask

Sometimes employees are stumped. When faced with a lot of information at once, it takes time to process and adjust. Early in the game, it’s likely they don’t know what to ask – or, they may not have questions at that time.

5. They’re afraid being honest will hurt their chances of success

Some employees don’t want to share what they’re truly feeling because being honest can help and hurt. It can bring your team down and it can ignite passion in your employees. If employees play the honesty card too early, they fear it may reflect poorly on them. Plus, they may not get the promotion they’re hoping for if they let you know how they truly feel.

See how important it is to make your employee’s first day stellar? It makes them better prepared to tackle their next project. Plus, you eliminate a lot of the first day jitters if you can figure out how to get your employees to ask questions.

Wouldn’t it be great if you had some strategies to get your employees talking?

Conveniently, there’s a couple right here in this article. And they’re all quick and easy to implement. You’ll have an improved training program, plus a better rapport with your new hire. And who doesn’t want that?

How to get your employee to ask (lots) of questions:

1. Be the change you want to see in the world

A culture of curiosity and questioning assumptions is tough to maintain – especially if it’s a major cultural shift. But, as Ghandi always said, “Be the change you want to see in the world,” Your questions pique curiosity. They get other team members thinking. And pretty soon, they’ll ask their own questions – either to challenge or support you.

2. Make time for employee 1-on-1’s and/or group settings

Have you thought about changing the setting your employees are in? Some team members are more honest in a 1-on-1 setting, while others speak-up in a group setting. 1-on-1’s are typically more effective because employees won’t have to worry about backlash or embarrassment from others.

3. Get team members to be supportive

Not every team member is a fan of the new guy because it takes away from their time to get work done and they may get annoyed. This reflects poorly on your team member and stops the new guy from ever asking questions. To counteract this, make sure your team is on-board with helping out. Designate someone in each department to be the question-guy. This person should be friendly and willing to help others.

4. Compile a new hire FAQ

A list of questions from past new hires not only eliminates the need to answer a bundle of questions, but it could prompt new ones. Simply keep a running Google Doc of questions and have your team members review it to make sure it’s up-to-date.

As you can see, these are small changes. I’m not asking you to make major shifts in company policies or how you on-board new team members. These strategies are quick and easy. They’ve worked for us and hopefully they’ll work for you.

How have you fostered a culture of questions at your company? Let us know in the comments below.

Speaking of questions – have you tried making a quiz on QuizPoo yet? It’s the most engaging way to train your team.

5 ways to make a quiz your employees want to take

There are thousands of quizzes on the internet. Some are about Justin Bieber. Some are about what to name your baby. And unfortunately, some are about corporate training.

And those corporate training quizzes are just plain dry. Why?

Because no one looks forward to training.

It’s something everyone needs to go through. For several days, you read lengthy documents, view horribly filmed videos, and take assessments to make sure you’re absorbing as much of the dry material as possible.

So, how do you make it so your team looks forward to learning new skills?

With quizzes!

Quizzes are one of the best ways to test your team. They’re quick and easy. They don’t take a lot of time to put together. And you get an idea of where your training needs to be improved.

But, quizzes don’t solve everything. They can be dry and boring, too.

Seeing as we make a quiz application for fun, we thought letting you know about several ways to make your quiz more fun would be appropriate.

Read on corporate trainer, read on:

1. Use different question types

There’s a reason “variety is the spice of life” is such a popular saying. As humans, we crave variety. Doing the same repetitive task over and over again drives people nuts. And that’s why you should have different question types in your quiz. If every question is true/false, going through the quiz becomes pretty boring. But if you throw in multiple choice and fill-in-the-blank quizzes, you keep your team guessing. And in a good way.

2. Use questions that make them think

A lot of training quizzes have simple questions. Questions employees might call “easy” or “stupid”. The problem is, quizzes are meant to educate and assess – not get shoved aside. Make sure you have questions that make your team think. This means your employees will put time into studying (see strategy #3). Plus, it makes it harder to guess.

3. Allow study time

Being thrown right into a quiz is a tough situation – especially just after learning the materials. It’s hard to remember what you just learned. And if it requires a lot of reading, give your team member time to digest the information, process it, and push it to short-term (maybe even long-term) memory. The more times they read over the data, the more they’ll remember it. And that’s good for any employee – even if they don’t do well on the quiz.

4. Make it a team quiz

Not many employees work solo  on projects these days. Often times, they’re working with a team to accomplish a goal. To empower your employees to work together, let them take your quiz together. They’ll learn from each other and hopefully get into some critical thinking to arrive at the best answer.

5. Time Your Quiz

It’s no secret many people like to perform under pressure. And more work gets completed when the clock is ticking. Plus, it’s just another reason to time your quiz. Not only does it keep your team on their toes, but it makes for healthy competition. Who can finish the quiz faster? (Makes us think you need a leaderboard!)

Making your own quiz is one thing. Getting your team to take you seriously and take the quiz is another.

Quizzes are meant to be a quick and easy assessment of your team’s knowledge. And at QuizPoo, we try and make it fun and engaging (bright colors make you happier).

Give it a shot – Make your own quiz right now.

How to make your new hire’s first day unforgettable


Do you remember your first day on the job? You were fresh out of college, living with your best friend, eating ramen, and working at your first big-boy job to pay the rent.

But, do you remember your first day on the job?

(I’m sure there are funny stories)

How about when you showed up under-dressed. Or, the fifteen questions you had about how to setup your computer (or your typewriter). Or, finally, the time at lunch your voice cracked when a coworker asked you a question. Good times, good times.

In reality, though, it was lonely. It was awkward. And it wasn’t fun.

Your first day makes or breaks the experience you have for the rest of your career with the company.

Make your employee feel welcome. Here’s 5 ways to make your new hire’s first day unforgettable.

1. Give them a real project

The last thing new employees want on their first day is to feel like they’re just getting the grunt work. Give them a project you need help on – maybe it’s market research, resume scanning, or designing a business card. And tell them why it’s important to you. They’ll feel like they’re making a difference on day one!

2. Take them out to lunch

Sure, new employees almost always bring their lunch to their first day. It’s because it’s one less decision they need to worry about come noon. But, this is also an opportunity for you to make your new team member feel welcome and appreciated. Offer to take them out to lunch. And it’s ok if they say no out of fear. Later in the week works, too. It’s a great way to check-in with them to see how their doing.

3. Introduce them to management

Most new employees just want to make sure they’re getting their bosses work done – and done well. But they also want to see how they can move up and grow from within the company. Introducing them to members of management or a C-level executive is a great in-roads to not only possible mentorship, but it might just be the foot in the door they need to get promoted in 6-12 months.

4. Have all new hires start on the same day

What’s the advantage of having 2 or 3 new guys start on the same date? Well, for one, they are going through the same feelings. “How am I doing?”, “Am I making a good first impression?”, “What if I goof up in-front of my boss?” Having new team members starts on the same day gives the new people someone to talk to – to form their first friendship at the company.

5. Make training exciting and engaging

Reading the employee handbook isn’t training. It’s torture. Have them read it on their own time or during their lunch break if you need to. Get into the training – the learning – to ramp up your new employee for ultimate domination of whatever their job may be. Examples of fun training are group demonstrations (have them do it, with a co-worker watching over them), engaging corporate training quizzes,

Keeping your team motivated to do awesome things for your company starts the second they accept your job offer. Making sure they feel welcome and comfortably adjusted on their first day is key to success.

How have you helped your new employees become part of the team on their first day?

Photo courtesy of Zlatko

How to start a corporate training program for next to nothing

Bringing on new team members is always happening when you have a grow business. You have to bring on sales reps, account managers, marketing help, and maybe even some operations guys to keep everything running smoothly.

And you have to train your staff members, too. Sounds like a ton of work!

When you’re investing thousands of dollars into payroll, there’s not much left to properly train your growing team. Simply put, you make do with that you have and see where the gaps are.

That’s where being resourceful and frugal come in handy.

There are a ton of free resources on the web to get you started. But, as I’ll argue below, your training may not even have to make it to the internet. Your training material might just be sitting in front of you.

Here’s five strategies to jumpstart your training for cheap:

1. Have 1-on-1 meetings (Free)

Training doesn’t have to fall under learning new skills and reading books. It may mean improving emotionally and personally. At the root of personal improvement is the ability to speak with your manager or boss 1-on-1. Why? Because your employees are more likely to let you know what’s truly going on in their head when it’s just you and her – not a group of coworkers.

2. Cross-train other departments (Free)

Have you thought about your marketing employees spending a day in the sales department to see what they do for the day? This helps forge better partnerships and collaboration between areas. Plus, it helps team members learn new skills and explore moving horizontally through your organization.

3. Use the power of collective knowledge (Free)

Your team knows a lot about various subjects. And what they know may not be in-line with your employee training vision, which is fine. But, give team members a chance to show their passions, their love for something other than work, and allow others to learn from them. Whether it’s learning to play the guitar, build a MySQL database, or learning to play cribbage, it’s still training. Not only does it build morale and your company culture, but it’s a unique way to better one’s self.

4. Invest in online training (Free – $100/month+)

You can learn anything on the internet. And it’s inexpensive. When you wanted to learn something, you typically looked for a course at your local library or found a class at your local community college. Problem is, they cost thousands of dollars. Luckily, the internet has solved this problem with online training. You can learn anything from design skills to world history, and how to build a business.

Here are a couple of tools for your learning pleasure:

5. Buy Kindle books (Free – around $20/book)

Monthly book clubs are the “in” thing to do if you want to build a company that loves to learn and improve. Pick a book and have the team gather for lunch to discuss what they gained from the book. Empower your employees to make book suggestions, too. It always feels good to be part of the decision making process.

Just because you wear suits and ties to work doesn’t mean you have to blow thousands of dollars on a corporate training program. There are plenty of free and low-cost ways to bring your team to the next level.

Let’s review the list:

1. Have 1-on-1 meetings

2. Cross-train in other departments

3. Use the power of collective knowledge

4. Invest in online training

5. Buy Kindle books

Now, it’s just a matter of getting started.

As I mentioned in my last post about how to find the perfect employee, you have to start small. Taking on any training initiative is a lot of work – regardless if it costs $100 or $10,000. And you want to make sure you’re going to do it right.

Here are five questions to ask yourself before starting a new training program:

1. What do you hope to gain from the training?

Write down 3 – 5 goals or objectives. Maybe you want to get your team trained on Google AdWords or how to use the new forklift. Whatever it may be, get goals written down on paper and let the team know what you’re looking to accomplish.

2. Who needs/wants training?

Some people don’t like training. And some crave self-improvement. Survey the team to see who wants to participate. But also recommend training and certifications to other team members who you believe it’ll benefit. They’ll be happy to improve their skills. Plus, it builds a better relationship with your team.

3. What resources do I have available?

Check to see what’s available. Do you have any books around the office? Or how about team members willing to teach a class? Survey what you have in-house before you purchase a large training package for your company.

4. What will the training system look like?

It seems many corporations have systems for everything. And training is no exception. Get a plan together. How are new team members on-boarded? What’s the training look like over the first year of employment. How do you build a resource library for veteran employees to explore? Take a couple hours to build your company framework. That way everyone knows where how to access everything.

5. How will I evaluate my company’s training program?

It makes sense to continue training initiatives if they’re working. Plus, it helps if they’re beneficial to your team. But, what does success look like? How will know you if your training program is working? A couple of ways to measure could be team engagement, skills improvement, or employee surveys.

Once you’ve been able to answer these questions, you’ll have a better idea of how to build your program. And remember, what you set up now isn’t a permanent solution. Programs can change with the needs of the company.

Have you trained your employees on a tight budget? Let me know in the comments below.