What do you do if your employees are disengaged in ERP training programs?

1 Identify the needs and goals of your employees

Before you design or choose an ERP training program, you need to understand the needs and goals of your employees. What are their current skills and knowledge gaps? What are their expectations and preferences for learning? How do they relate to the business objectives and benefits of ERP? By conducting surveys, interviews, focus groups, or assessments, you can gather valuable insights into your employees' needs and goals. This will help you tailor the training program to suit their learning styles, levels, and interests.

2 Align the training with the business outcomes

One of the reasons why employees may be disengaged in ERP training programs is that they do not see the relevance or value of the training to their work. To address this, you need to align the training with the business outcomes that ERP can deliver. For example, you can show how ERP can help streamline workflows, reduce costs, enhance customer service, or increase revenue. You can also use real-life scenarios, case studies, or success stories to demonstrate the impact of ERP on the business. By linking the training to the business outcomes, you can help your employees see the bigger picture and the benefits of ERP.

3 Provide interactive and personalized learning experiences

Another way to engage your employees in ERP training programs is to provide interactive and personalized learning experiences. Interactive learning involves using various methods and tools to stimulate active participation, feedback, collaboration, and problem-solving. For example, you can use gamification, quizzes, simulations, role-plays, or discussions to make the training more fun and engaging. Personalized learning involves customizing the training content, pace, and delivery to suit the individual needs and preferences of your employees. For example, you can use adaptive learning, microlearning, or self-paced learning to allow your employees to learn at their own level and speed.

4 Support and reward your employees throughout the training

Finally, you need to support and reward your employees throughout the training process. Support means providing guidance, feedback, coaching, mentoring, or peer support to help your employees overcome challenges, learn from mistakes, and improve their performance. Reward means recognizing, appreciating, or incentivizing your employees for their efforts, achievements, and progress. For example, you can use badges, certificates, points, prizes, or bonuses to reward your employees for completing the training modules, passing the assessments, or applying the skills. By supporting and rewarding your employees, you can boost their confidence, motivation, and satisfaction.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?