Most small businesses have modest training budgets, which mean you have to make every dollar count. Here are 5 ways to get big results from a small budget:
1. First, use microlearning in place of traditional classroom training or tradition eLearning.
Classroom training and tradition eLearning are expensive to produce and expensive to run. But there are ways to get your training employees at a fraction of the cost of space advertising.
The least expensive is to add a microLearning app to your training arsenal. This allows your training team to distribute training information targeting specific learning goals, distributed to employees on a daily, weekly, or as needed basis. You can also repeat the training post, which reminds employees of the previously distributed training information, or to act as refresher training from the larger training initiative.
Distribute microlearning training information internally to other departments–engineering, production, sales, customer service and R&D–to keep them up to date on your latest training information.
Use your training nuggets again and again. You will save money and increase learning, retention and employee satisfaction in the process.
2. If something works, stick with it.
Too many training teams scrap their old traditional classroom and eLearning courses and create new ones because they’re bored with how they look. That’s a waste. Just create microlearning pops from your existing eLearning slides. Your trainers know what slides are the most relevant. Pull them from your old courses and post them to your microlearning app. organize them in your microlearning so that they are contextually relevant. If your existing training curriculum is still accurate and effective, run them though your microlearning app, and send them out as a refresher learning campaign for existing employees, or onboarding campaign for new employees.
Remember – if your training is still relevant but your presentation is dated, microlearning is the perfect way to refresh a learning campaign.
3. Don’t over present yourself.
A strange thing happens to some training developers when they get a little extra money in the training budget: they see fancy training promotional material, gold embossed training manuals and fat eLearning produced by Fortune 500 firms.
That’s a mistake. The look, tone and image of your promotions should be dictated by your target audience or learner – not by what other companies in other businesses put out.
Producing training that’s too fancy for its purpose and its audience is a waste of money. And it can even hurt retention and employee acceptance. Employees will look at your overdone material and wonder whether you really understand what’s important to them.
Keep it simply with microlearning that cuts through the glitter, and gets directly to the learner’s phone. It’s relevant and employees can engage with each other in conversation and solutions.
4. Use “modular” training resources.
One common training problem is how to promote a single product to many small, diverse teams of employees. Each team has different needs and will learn slightly differently. But on your budget, you can’t afford to create a separate training course for each team.
The solution is microLearning. You can create a series of training pops and organize them differently for each team – essentially tailoring them to the needs of each group. After all, much of the information will be the same regardless of the audience. Only a few microLearning sets would have different information.
In a micro modular approach, standard microlearning pops remain the same, but additional pops can be created for each team of employees. This way, you can create different team-specific categories for the same training initiative, benefiting from significant savings in time and money will result.
5. Do it yourself.
Tasks such as creating and distributing microlearning campaigns can usually be done cheaper in-house than outside. Think like an advertiser – short, memorable and concise that’s the best way to training and that’s the most effective microLearning.