In January 2015, Californian lawmakers introduced a change to their current legislation regarding workplace harassment. The AB2053 amendment means it is now mandatory for companies with over 50 employees to provide training, not just for sexual harassment in the workplace, but also anti-bullying in relation to this type of misconduct.

This training is specifically intended for supervisors and managers so that it now includes anti-bullying when discussing potential forms of sexual harassment. The amendment also states that bullying isn’t constituted by a single offense, unless extreme in nature, but rather by a series of events that occur.

Although California already had laws relating to mandatory sexual harassment training in place, there was nothing stipulated about bullying. Those who supported the law stated that sexual harassment in the workplace was a growing epidemic in America which needed to be addressed before it got out of hand.

The main purpose of the amendment was to ensure that harassment was stopped before it begins, which is where the focus on anti-bullying measures comes in. Proponents of this law found that abusive work environments led to a range of issues in the workplace such as low morale, absenteeism, and high turnover of staff, among other issues.

By targeting the problem before it turns into abusive conduct, which is often the case, the AB2053 amendment will hopefully lead to a reduced rate of workplace sexual harassment. Although it took many years to have this bill introduced, the steady rates of sexual harassment in the workplace had been signaling a need for change for a long time coming.

What constitutes sexual harassment in the workplace?

Not only is it important for workplace managers and supervisors to be aware of the signs of sexual harassment, so too should all employees. In some cases, the perpetrator may not even be aware that they have made someone uncomfortable so it’s important to understand exactly what constitutes sexual harassment.

Workplace sexual harassment doesn’t even need to occur in the workplace necessarily; it can be outside of work and between colleagues or at a work related function.

This harassment can come in the form of verbal, physical, or written abuse or misconduct, and includes incidents such as:

Inappropriate physical contact such as hugging, grabbing, or touching in a way that makes someone uncomfortable;

Asking intrusive questions about someone’s appearance, sexuality, or personal life;

Staring or leering at someone to a point that makes them uncomfortable.

Although it might seem unlikely to witness any of these events taking place in the workplace, the number or incidents of sexual harassment are still quite astonishing, thus making it even more important than ever to increase training and prevention.

The importance of sexual harassment training in the workplace

So, what did the state of sexual harassment incidences in the workplace look like up until now? An article published by contemporary women’s magazine Cosmopolitan highlighted that a staggering one in three women has reportedly been victims of workplace sexual harassment.

Interestingly enough, just a third of those women claim to have reported it to their superiors, meaning many of these cases aren’t even highlighted. These also don’t include the male victims, which although are even less reported than the women, are still extremely prevalent in the workplace.

As workplaces evolve and shift towards a more digital landscape, the ways in which harassment is experienced is also changing. Emails with inappropriate jokes, a link in the group chat to something explicit, or an instant message that makes the receiver feel uncomfortable are all the new and scary ways that sexual harassment can be felt in the workplace.

How these changes could help your workplace

Ensures employees are aware of expectations – when laws are reexamined in this way it gives everyone in the workplace, not just supervisors, a chance to brush up on what is expected of their conduct.

Keeps you protected if things were to go wrong – without educating your managers and supervisors on amendments such as these, you have no legal leg to stand on in a court of law as it can be argued that the education of sexual harassment was your responsibility.

Workplace bullying and harassment lead to reduced productivity – studies have found that victims of workplace bullying have decreased productivity and experience feelings of stress and anxiety on a daily basis.

What this law means for future workplaces

When implemented with a standard training and orientation package for all new employees, training on harassment and workplace conduct is the easiest way to ensure everyone is educated on the subject. Even if your workplace doesn’t meet the set requirements by law for mandatory training, there are far too many benefits not to make it a condition in your workplace.

With a huge focus on bullying and its prevention, not just in the workplace but also in schools and other environments, small amendments such as AB2053 will hopefully lead the way to a reduced rate of these incidents in all areas of society.

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What Californian businesses need to know about AB2053

Storytelling has always been a very powerful tool for classrooms and training environments, helping students to build an emotional connection to content and aiding in memory retention. Using digital storytelling in modern training sessions is just as important, being a very effective combination of technology and learning and building engagement between teachers and students.

As digital media technology becomes more affordable and available to consumers, learners have increasingly more access to tools for digital storytelling. With a noticeable rise in digital storytelling across the learning industry, individuals are creating and sharing more digital content than ever.

Want to know how you can incorporate this modern form of storytelling into your training sessions? Read on to learn more about digital storytelling, how it helps with learning and what websites and apps you can use to get started in this area.

Bernard R. Robin, from University of Houston’s College of Education, describes digital storytelling as “the practice of combining narrative with digital content, including images, sound, and video, to create a short movie, typically with a strong emotional component.”

“People tell stories to teach beliefs and values to others. The oral tradition of knowledge transfer and exchange has served as the basis for education since humans began teaching one another, and digital stories build on this model by incorporating rich, dynamic media,” Robin says.

These days, through digital media and a little creativity, anyone can become a storyteller, by using the traditional processes of choosing a topic, carrying out research and developing an engaging story.

How digital storytelling helps with learning

Storytelling can be applied to almost any subject, making it a very useful tool for teachers and trainers. Whether you’re teaching students or running training sessions for company employees, you can use digital stories to introduce new topics and get participants interested in and involved with new content.

Technology allows trainers to play around with different ways of presenting content, making it more fun and engaging to consume. Always consider the relevance of the story to your audience, when creating any narrative for training purposes.

5 digital storytelling tools for trainers

There are many digital storytelling tools that can offer creative, engaging ways to help your learners. Here are some websites and apps to get you started, as recommended by Christopher Pappas in his round up of 18 Free Digital Storytelling Tools For Teachers And Students.

ACMI Generator, from the Australian Centre for the Moving Image, is a great creative studio space where you can create and share moving images with the Generator community. You can use the Storyboard Generator to either build your own storyboard, or simply choose one of the available scripts, and you’ll be an expert digital storyteller in no time!

The ACMI website also has plenty of useful information on digital storytelling, that will help trainers gain a more comprehensive understanding of this practice.

This second website, Slidestory, is a practical tool that allows users to add voice narration to image slideshows – which can be extremely handing for training sessions. You’ll learn how to work with voice narrated mp3 audio files and text caption, helping you expand your skill set and make effective, engaging presentations.

Moving into apps, Adobe Slate is top of the list for digital storytelling, being named as App Store Editors’ Choice #1 Best New App. Adobe Slate helps you turn your existing training materials into captivating visual stories for learners.

You can access the app from any device to create your story and simply paste the link anywhere you need to share with your audience. As Pappas observes, with Slate you “simply tap to select a unique look; beautiful fonts, color, and magazine-style design are automatically incorporated. Fluid movement and elegant motion are applied instantly.”

Another app, ShowMe Interactive Whiteboard does exactly what it says – allowing you to show and share work on your device as though it’s an interactive whiteboard.

You can also add your own voice recordings to the whiteboard, to create handy tutorials you can share online with students or staff. This app is easy and intuitive to use and can help you easily bring digital media into your training room.

WeVideo is an online video editing software that allows you to create and share videos. It’s a cloud-based tool, meaning it’s great for collaboration and easy to save across your various devices.

With advanced video editing features, this app is powerful, yet surprisingly easy to use! Whether you’re a complete beginner, or video editing professional, you’ll have everything you need to create great video content for your learners.

Hopefully this has given you some good places to start out on your digital storytelling journey. Creating fun and engaging content for your audience, while also building your skills in this area, will make any learning experience far more rewarding and effective for both parties.

How you can use digital storytelling for better training

When it’s time to expand your business and you’ve done the hard work of finding yourself the ideal recruit, you might wonder…where to next?

They’ve had a successful interview, their references check out, and they’re happy to accept the salary and conditions of the role. Providing every new team member with an orientation and training schedule is a must-have for any fresh employee to a company, and failure to do so correctly can have serious consequences.

Starting at a new workplace can be daunting enough, so providing your new employees with some basic information and safety guidelines about your company can help ease them into the role a little better. Not only is it beneficial for your new recruit, but it saves you time and headaches in the future if issues ever arise.

Why Is New Employee Orientation and Training So Important?

Although not a legal requirement for all companies, most workplaces offer their new employees a training and orientation day before beginning their new job so they can cover the basics about working for the organization.

This training can cover everything from background information about the company and enter into the more serious territory of occupational health and safety procedures too.

If the statistics are anything to go by, injuries and deaths occurring in the workplace are still alarmingly high. According to the Occupational Safety and Health Administration, 4,836 workers were killed at their workplace or on a work related task in 2015.

That equals more than 13 deaths a day, as a result of a number of different injuries.

Having a plan in place that covers the health and safety information relating to the job and the workplace environment is a must-have for any company.

What Should Be Covered In Your Business’ Orientation and Training Plan?

How to perform their job, including all tasks and responsibilities required of them;

A thorough guide on how to use machinery, materials, and other equipment safely and efficiently;

Work schedules of the organization, including information about meal breaks, start and finish times, and requesting leave;

Background information on the company such as their history, the mission statement, goals, services, customers, and products they offer;

All health and safety requirements, including safe procedures for operation and how to report an issue;

Employee rights and responsibilities, as well as information about the human resources department and how to discuss any issues regarding their employment;

How to access information such as the intranet, web and email, and the different departments and benefits that might be of use to them.

But, what other benefits are there to the employee and employer? 

The Benefits of New Employee Orientation Training Programs

Having an employee training and orientation plan in place at your company might seem like a lot of work and effort, but it’s one of those tasks that will pay off tenfold in the long term.

When considering the benefits of implementing such a program for new recruits, there are benefits to be had by both employees and employers:

According to a study discussed in Forbes, new employees who receive adequate and well thought out orientation and training are more likely to perform better at their jobs. This study showed that when the orientation focused more on the employee and how their strengths could be of use, this gave them an instant feeling of satisfaction about the workplace.

When new employees are schooled on everything there is to know about their role, the company, and what’s expected of them, there’s less room for them to make errors. They can also feel more relaxed and comfortable in their role than if they had been thrown in the deep end.

Having one set training and orientation plan for all new employees can save the company a lot of time and resources in the long run as there’s less chance of a health and safety incident, and less need for employees to ask questions.

With every employee on the same page having received a set training and orientation, a company can be assured that their values and goals have been expressed to all staff so that they can work on building their vision together. Today, most training and orientation is done in a boardroom or other similar classroom setup, but what does the future of employee training look like?

How Workplace Orientation and Training Will Evolve 

Just like all other areas of workplace training, the trend for new employee recruitment and orientation is leaning towards the digital sphere. Both employers and their staff can benefit from this mode of teaching, as it not only ensures the staff are retaining information better but saves the company precious time and money on training each staff member individually.

With an e-learning approach to orientation, staff can enjoy an interactive and educational orientation process that they can refer back to at any time of their employment. This type of training means all new employees are receiving the same information, and that it’s kept relevant and up to date. As we look to the future of training and education processes, this digital approach is just the start of what’s to come.

Is your new employee orientation and training OSHA compliant?

If you’ve just landed a new job as a training manager, you might need some help as you settle into your new role. Like most sectors, the learning industry has its own language, terminology and jargon, that can seem overwhelming if you’re not familiar with this work environment.

For seasoned training managers, moving to a new company is obviously an easier transition. You’ll be used to the many different eLearning and EdTech acronyms that appear in day-to-day discussions. But for anyone new to training management, you’ll want to start at the very basics.

To help you out, we’ve put together some of the most common acronyms and terms that are used by learning and development professionals.

Acronyms you need to know in the learning industry

Monica Grimsley, in her article Diary of a New Training Manager: My First Days of Alphabet Soup suggests new training managers familiarize themselves with certain abbreviations.

“Naturally, we can’t use simple words like “classroom” or “webinar” or “online” to describe types of training,” Grimsley says. To get started, she recommends becoming familiar with these top three commonly used acronyms:

ILT is another term for traditional classroom training, such as you’d see in schools, universities or corporate workshops.

There is no need for technology to be used in these kinds of training sessions, as both trainer and participants will be together in one physical location.

In contrast to ILT, or traditional training, vILT relies on technology or software to connect trainers with students in real time. It is delivered in a virtual or simulated environment, such as a webinar or remote lab, that has been designed to replicate the traditional classroom learning experience.

With this form of eLearning, participants can be in any geographical location, connected to their trainer and other students by the internet. vILT can occur synchronously (meaning students are learning from a trainer at the same time) or asynchronously (as students learning from a pre-recorded video by their trainer).

As its name suggests, WBT is training that is web-based – that is, online. Developed through special software, students can log in and learn at a time and place that is convenient to them.

Unlike vILT, WBT is usually available to students 24/7, as there is no virtual trainer or need to connect in real time. This makes web-based training self-paced and flexible, which makes it a very effective learning method.

With some research, you’ll start to feel more comfortable hearing and using these kinds of terms, which certainly abound in the eLearning industry.

Grimsley also outlines a common mnemonic that’s used in the learning industry. Many companies use these four steps, known as ADDIE, when discussing the four steps of the training process.

A&D, is the first step taken at the start of any training process. Through the analysis and design stage, training managers can define and analyze the areas that need to be solved through training. A plan than then be designed to solve any identified problems.

In the learning industry, training managers commonly refer to the plan that is produced as a ‘design document.’

In this second step, the training process is created, reviewed and validated. This development occurs in line with the plan outlined in the design document above.

The third step, whether it’s implement or instruct, is where training is delivered to the student. Training is implemented, or content is instructed, depending on the format of the learning experience.

Evaluation is the last step of the training process and should never be overlooked. It’s important to take stock of your training methods to determine whether they were effective for your audience.

There are many different ways to evaluate training and you may like to do further research in this area. Simply asking for feedback at the end of any course or session is a good place to start.

Hopefully this information will prove useful as you start your journey as training manager. Taking the time to get your head around these basic terms might save you a lot of time and confusion in meetings or discussions with colleagues.

If you’d like to learn more eLearning acronyms, Sam Weston has written a helpful list of acronyms for training managers in his Ultimate EdTech & eLearning Jargon Buster. Look through Weston’s full list of acronyms to become more accustomed with these common eLearning abbreviations.

What you need to know as a new training manager

When you think of a compliance officer in any industry, it’s easy to imagine someone ticking off boxes on a checklist as they make their way around the organization.

While this stereotype may still be the norm for many industries, the insurance compliance officer and those in other neighboring financial industries have recently seen a few changes to their role which makes them more accountable and involved than ever before.

Although relatively young when compared to other industries, the compliance officer in an insurance company still holds a vast amount of responsibility for the company. Changes in technology, in particular, have signaled a huge shift in how this role is to now be carried out.

Gone are the days when the compliance office would offer a simple tick on a piece of paper before moving onto the next point, as the changing needs in documentation, regulations, external influences, and other arising issues make this job more complicated than ever. However, with all of this responsibility, the insurance compliance officer role is also receiving more respect at the management table than ever before.

Where once an insurance compliance officer might have access to a range of resources to complete their job, most of these are shifting towards technology based systems. The Accenture 2016 Compliance Risk Study interviewed more than 150 compliance professionals and found that 84% of their employers now relied on digital resources for their compliance.

This shift towards technology could also indicate a decrease in the physical role of the insurance compliance officer, where machines and computers may now be able to provide these checks directly with staff and cut out the middleman, effectively. Many companies which now use elearning can generally keep track of their staff’s completion of training and education which keeps their competencies up to date, further eliminating the need for a compliance officer to perform checks for themselves. 

With this movement towards technology comes a stronger need to document everything that an insurance company does. As the insurance industry is heavily regulated both internally and externally, it’s never been more important to have a clear and accurate record of a company’s activities.

By further using these digital systems, most insurance companies can keep track of every single process and procedure carried out within the organization so that senior management know exactly where possible risks may lie.

The National Association of Insurance Companies can at any time request data from a business, so the insurance compliance officer must know exactly where and how to gather this. The NAIC has even stated that any insurance company with more than $500million in direct premium must submit an Own Risk and Solvency Assessment each year to ensure everything is running above board. These new needs to report to external bodies has given the insurance compliance officer, even more, to be responsible for than before.

Along with the new reporting responsibilities, there are other issues that the insurance compliance officer must be aware of. Depending on who the compliance officer has to report to, they may find that communication needs to be more effective than ever to ensure that their findings and recommendations don’t become lost through the ranks.

According to a study, less than half of insurance companies have a dedicated compliance officer within the organization, however, this number seems to be increasing.

As the role is still being developed as such, an insurance compliance officer must be flexible and adaptable to grow with their position. This includes embracing any digital and technological processes that might become part of the role, as discussed earlier. Along with the processes and procedures that come with the role, the ever-changing regulations that govern the insurance industry also make this job particularly tricky.

One thing that hasn’t changed within a compliance officer’s role is that the rules and regulations which govern the insurance industry continually transform. What has changed, though, is the amount of new regulations to be adhered to. Where traditionally most auditing and reporting was sent directly to management, there are now many external bodies that require this information too.

The compliance officer must stay on top of any advancements in the industry to ensure that their company is protected legally and financially, and this is where a digital training plan might come in handy. By implementing eLearning and other digital systems, insurance compliance officers can be guaranteed they are receiving the most up to date information relevant to their industry so that they can stay on top of the changing regulations.

What the Future Holds For the Insurance Compliance Officer

Although the role may be expanding and the scope of responsibility becoming even greater, the shift in this position isn’t without its reward. A study conducted by Accenture in their 2016 Compliance Risk Study has shown that the changing roles of compliance officers in insurance and other related industries mean that these positions are now able to influence higher levels of management than before.

Trends are indicating that insurance compliance officers in the future will come from backgrounds in other financial sectors so that they can have a greater understanding of every aspect of the role. This deeper knowledge will give them an even further respected position within the company.

As valued members of the management team, insurance compliance officers are able to give direct and fair input on where the company should be heading as determined by these many changing regulations and issues. This role can be particularly crucial in growing a business and keeping it competitive in such a volatile market as we will likely see in the future.

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

Find out how technology has shifted the insurance compliance officer role and why they are more accountable and involved than ever before

The growing role of the insurance compliance officer

Many companies rely on seasonal workers to reinforce their staff during busy times. In the manufacturing, distribution and retail industries, for example, additional workers will be hired during peak times of the year, to cope with increased demand.

While these workers should receive the same standard of training and development as regular employees, often this isn’t the case. Unfortunately, some employers choose not to invest in onboarding or training for temporary staff, in an effort to save time and money. But if you’re an employer or manager, you have a responsibility to ensure each team member is fully trained for the work they’ll be doing – regardless of how long their contract is.

Here are some things you need to know about providing seasonal workers with the right onboarding and training methods.

Each individual who enters your organization has an impact on your company culture – even temporary staff who are only employed for a short period of time.

For seasonal workers, the way you bring people on board is just as important as it is for any other employee. Paying attention to onboarding helps them feel welcomed into their new workplace, and says a lot about your professionalism as an employer.

There’s no reason why all new hires shouldn’t be provided with a short orientation that covers workplace safety, company policies and procedures, and details of human resources contacts. Throughout the onboarding process, employers can also set guidelines for what’s expected from employees in their role, which will be appreciated by most workers.

The Benefits of Training Seasonal Workers

Proper training methods are also often bypassed when it comes to seasonal workers. Many employers leave these new hires to fend for themselves and learn “on the job.” But starting a new job without knowing exactly what’s expected of you, or where to get the tools or resources you need for your job, is very frustrating.

While you may think that you’re saving time and money in skipping training, this can soon lead to increased errors and safety risks, unskilled employees and a poor work culture. Is it worth the risk? It’s far smarter to invest in proper training for seasonal workers, to make sure all team members can perform their work duties safely and efficiently.

Having an effective training system also helps build your engagement with new hires. Staff will know that you’re invested in (and investing in) their professional development, which is important for developing a culture of high-performing, satisfied employees.

Kevin Kruse, bestselling author of Employee Engagement 2.0, says the engagement of seasonal workers is critical: “Engaged workers—those who are emotionally committed to their employers—are more productive, provide better customer service, have few accidents and will be more likely to return the following year.”

Using eLearning to Train Seasonal Workers

When companies do deliver training to seasonal workers, it’s often in one upfront block of training, such as a two-hour workshop or half-day orientation. Matt Heller, an employee performance consultant, believes this is the wrong approach for seasonal workers. “Rarely do employees truly learn and absorb all of the material covered in a few days or hours of orientation,” he says, recommending employers provide training in “small nuggets – this way the material sticks better, and they have a chance to actually put it into practice.”

Online courses provide employers with the best way to deliver this kind of training for seasonal workers. Using this method, employees can log in and complete short modules at a time and place that’s convenient to them. There’s no need for employers to book large conference rooms, instructors or faciliators – eLearning courses provide everything you need to onboard and train staff, online.

You can keep your employee training courses short and concise, tailored to the exact needs of your seasonal workers, who may only need to know certain skills or a selection of company policies. Delivering training in this way also allows managers to monitor and gauge employee performance, with the results of training easily available to them online. Look through the Go1 marketplace, to find online courses that are relevant to the needs of your teams.

Save time and money when training seasonal workers

Once you have incorporated or formed an LLC, compliance should be one of your primary concerns because if you don’t adhere to state and federally mandated compliance regulations, you could face serious penalties.

We have seen a number of compliance issues making their way into the business press lately, and that’s why we felt it was a good time to review the nature of business compliance requirements for our readers.

These requirements can be broken down into two primary groups: internal requirements and external requirements.

Internal compliance refers to everything that goes on inside your company in terms of compliance.

An few examples of internal compliance: both C corporations and S corporations are required to hold annual meetings for shareholders and directors and update their bylaws as necessary. All issuance or transfer of stock must be documented as well.

Limited Liability Companies are not bound to the same regulations as C or S corps, however, it’s still a good idea to document your operating agreements and official policies so you can refer to them over time. One of the easiest ways to organize your compliance materials is to put everything together into a compliance kit. This kit should include all of your stock or membership information, bylaws, your operating agreement, your corporate seal, and anything else regarding compliance that you feel you might need to refer to in the future.

External compliance requirements are mandated by the state that you have incorporated in, as well as any state that you are registered to transact business within. In most states, for example, you are required to file an annual report so the state can monitor the activity of your company.

Another external compliance requirement is the franchise tax, which is a state tax you pay for the right to operate your business in that particular state. The amount of this tax varies from state to state, although it is usually based on revenue or corporate share value.

It’s absolutely critical to stay on top of the state laws regarding compliance—especially when it comes to due dates for fees. Different states have different rules regarding when you should submit your fees, and you may miss your payments if you don’t keep on top of the proper dates for your state!

Have you ever heard the term “piercing the corporate veil?” This is when you lose your limited liability protection due to non-compliance, and yes, it’s definitely as bad as it sounds. Once the veil has been pierced, the owner’s assets are now susceptible to legal judgements.

You always want to be in “good standing” status with the state. This simply means that you are sticking to the state’s annual or ongoing compliance regulations and making your payments on time. If you do not pay your fees on time, then the state can hit you with late fees and/or interest payments. In the worst case scenario, if you are out of good standing status too long, you may lose the benefits you receive for being a corporation.

Different industries have different federal and state-level regulations when it comes to compliance, and that’s why it’s important to have some sort of compliance training program in place for your employees. Compliance is not just a matter of administrative paperwork and fees, either.  It’s also about adhering to Federal mandates like the Americans With Disabilities Act and the Affordable Healthcare Act.

One of the most common compliance issues that companies face is harassment in the workplace. Sexual harassment, in particular, is a growing concern—and this one can sneak up on you. In fact, sometimes employees can be unaware that their actions or statements may be a problem, and that’s another reason why it’s so important to provide formal compliance training for your people.

You may choose to develop an in-house compliance program or you may refer to a third party provider for a pre-built solution. At Go1, we have thousands of free and paid resources to help you train up your employees, including detailed online learning programs for:

Preventing a Hostile or Discriminating Work Environment 

Remember: compliance is not a “set it and forget it” aspect of doing business. Instead, it’s an ongoing process where you need to keep your finger on the pulse of what is happening and what is changing with laws—on both the state and the Federal level.

A perfect example would be the Affordable Healthcare Act. Many companies did not stay abreast of the compliance requirements for implementing the Act until it was too late, and by that time they were facing costly penalty fees.

The best companies take the time to create a formal compliance strategy that can be referred to when it’s time to train new employees. This can save you a tremendous amount of time and headaches in the future…and it can also save you the expensive legal fees and penalties you face when you fall out of compliance.

Don’t wait for something to go wrong. If you haven’t integrated a sexual harassment compliance training program, for example, there are several free training resources available that you can use for on-boarding your staff. All it takes is a little bit of research and you can put a plan into place that will become a truly valuable asset to your corporation or LLC down the road.

Compliance requirements your business needs to know

We recently talked about how improving your listening skills can make you a better leader, helping you to be more effective in understanding, supporting and developing employees. As a manager, knowing how to listen to staff during training is a particularly important leadership skill.

Employee training sessions provide managers with some of the best opportunities to engage in important conversations with staff and collect valuable feedback. Take a look at your current training program – are employees being given the chance to contribute, or are your business leaders doing all the talking?

Training should be a mutually beneficial process, where employees and managers can learn from each other and grow, through conversations that are a two-way street. As Amy Jen Su, co-owner of executive training firm Paravis Partners, says – “as a leader, you need to have a strong voice and you need to know when it’s time to listen.”

Here are some steps you can take, to make sure you’re maximizing your potential to listen to employees throughout training.

Good listeners know how to practice ‘active’ listening, using a combination of “physical, mental, and emotional presence” to form a stronger connection with people as they speak. When using active listening, it’s important to maintain eye contact, turn your head and body towards the speaker and use physical cues such as nodding while listening.

Evan Hackel, author of the book Ingaging Leadership, takes this concept of active listening further, believing it’s just as important to “actively listen for what people are saying that is right, not wrong” and encouraging leaders to “stay alert for the good and useful things employees say.”

Hackel suggests that by focusing on trying to hear what is right in what another person is saying, rather than what is wrong, you can focus on the right issues instead of any preconceptions about what problems might be. He calls this approach “looking for kernels of wisdom” and believes it can significantly improve the way we listen, while allowing leaders to learn more about the perspective and talents of individual staff members.

“When I focus on trying to hear what is right in what another person is saying, I learn more, discover promising and even brilliant ideas, and focus on the right issues instead of my preconceptions about what problems might be,” Hackel says.

Another way for employers and managers to show they’re listening to their staff is to get them more involved in the design of training programs. This can have great benefits for an organization, as it’s often employees who can identify problem areas and training hiccups that leaders may not have a clear view of.

Ask staff for input on the type of training they want and need. This way, you’ll be able to design a training program around what employees need to learn; not what you think they need to learn to do their jobs.

As well as getting staff involved in the planning stages, continue to ask for feedback while training is being delivered. There’s no reason why you need to wait until the end of a training session or program to see if it’s been effective – if issues are identified during the course, address them as you go.

Ask employees questions as you go, listening carefully to their responses. Onboarding can be a particularly good opportunity to listen, as new hires can bring fresh perspectives and honest insight into the training practices of your business.

Ongoing feedback allows you to keep adjusting your sails to the wind, making your training methods more effective and improving the results for your employees and organization.

At the conclusion of a training session or program, you may think the opportunity for feedback ends there. However, by continuing to engage staff in meaningful discussion about training methods, you can commit to continually improving your activities within this area.

It’s also important to show that you’ve listened to feedback provided, by taking action on constructive points. Hackel points out that after listening, “certain business processes may need to change [as] implementing new and improved processes goes hand in hand with listening.” Employees will appreciate that you’re making changes to training based on their feedback, which will further encourage them to continue this dialogue in a positive way.

After following these steps, you should be able to once again look at your training program and know that employees are being given the chance to discuss, review and contribute to training methods within the organization. Showing staff that you know how to listen to their individual voices will also help to create a more positive work culture, with each team member feeling more valued and connected.

How to listen to employees during training

For those in the insurance industry, you’d be well aware that constant training is crucial for running your business successfully. Everything from the products you sell to how your staff deal with customers, even processes and regulations set by external bodies need to be taught and continually updated.

So when it comes time to implement training in the insurance industry, the most modern approach is with eLearning. When you consider the relevant and up to date information that eLearning can offer, it seems a perfect fit for this industry and those who work within it.

When dealing with a unique sector such as the insurance industry, you need to ensure your training has been perfected to meet the industry’s changing needs. Every aspect of your business, from the products you sell to how your staff deal with customers and how your business stays compliant with regulations set by external bodies, demands continual training. Your training must be able to adapt quickly so that your business can run successfully in the shifting industry landscape.

With its ease of delivery and speed of update, eLearning offers a variety of benefits that make it a perfect training solution for the insurance industry and those who work within it.

Considering the banking and finance industries were among the first to implement technology based learning, it’s no surprise that they still rely predominantly on this type of training today. When working with insurance specifically, the many government rules and regulations, as well as industry standards, are constantly updated.

Unlike traditional training methods which often teach outdated information in stuffy classroom scenarios, these technology-based industries can have recent and relevant information delivered straight to their staff with eLearning. So, what type of training can eLearning be used for in the insurance industry?

Like many companies in the banking and finance industries, businesses in the insurance industry can deliver almost all of their training and teaching through an eLearning system. Just a few examples of how eLearning can be useful for insurance companies include:

Considering all of the regulatory bodies that govern this industry, it’s crucial that staff stay updated with the latest information. With eLearning, you’re able to deliver the most recent and accurate information on both company compliance and national and international regulations. As an added bonus, staff can be automatically notified when they’re due to complete training to maintain their certification.

Software is a huge part of the insurance industry, as different companies incorporate unique tech solutions throughout their operations. eLearning makes it easy to provide initial software training during employee onboarding as well as deliver any ongoing training needed to upskill staff in order to keep up with software updates.

An insurance company is only as good as its best salespeople. Luckily, eLearning is able to deliver modern and relevant sales training that can allow your staff to work to the best of their ability. Other soft skills relevant to the role can also be taught with eLearning, and staff are often appreciative for the chance to expand their knowledge base.

Insurance companies generate most of their revenue from their products, making it critical that employees fully understand their company’s business offerings. eLearning allows you to deliver employee training at any level, all from the same system. New recruits can be taught about your full range of products during their orientation and existing staff can be updated whenever new products become available or new offers arise.

There is truly no limit to what you can achieve for your staff and company when you implement eLearning, whether you want to utilize just a few of its possibilities or all of them. By giving your staff access to the best training in the industry, you can ensure you’re competing just as strongly as the top players.

This Method of Training Keeps You Competitive

With thousands of companies offering insurance to meet all types of needs, it’s difficult to remain competitive in the US insurance market. By implementing eLearning and getting rid of tired, old training methods, you’re able to utilize innovative technologies to give your company the best chance for success in this overcrowded market. 

For example, eLearning allows businesses to use automation to keep a closer eye on how their staff may be performing administrative processes. Automatic auditing simplifies the process of evaluating your employee training to help you determine the ways you need to tailor your program to stay competitive in the insurance industry. 

With freedom to learn where and when it suits your employees best, eLearning is one of the simplest ways to increase employee engagement. Unlike traditional training methods, many eLearning platforms and courses allow employees to access training at any time, and in shorter spurts, to improve retention and enable successful training programs.

The usefulness of eLearning has also been proven in many other commercial and professional industries, not just the insurance industry. As the way we learn and communicate makes a shift towards more digital-based systems, it makes sense that our education and training does too.

According to Forbes, every dollar invested in eLearning results in a $30 increase in productivity. So, whether you want to use eLearning for your software, processes, compliance, there’s never been a better time to consider this modern approach to workplace training. 

With its ease of delivery and speed of update, eLearning offers a variety of benefits that make it a perfect training solution for the insurance industry

What you need to know about training in the insurance industry

When building an eLearning course, it’s important to make sure it’s as effective and engaging as possible for your learners. This will help your students or employees get the best learning experience from their online course materials, while in turn making your eLearning course more successful.

If you’re new to this, you may think designing an online course looks quite simple. But as with anything, there are certain principles you can follow for best practice in eLearning.

To help you out, we’ve put together 5 tips for building a better eLearning course, so you get the best training results from your staff or students.

Establish the kind of training course you need

It sounds simple, but this is an important step to take before you even start to build your online course.

The truth is, there’s no point designing a super complex course if your employees only need a quick and straightforward update on a company policy, for example. Making staff or students spend a lot of time on courses that are overly complicated or time consuming is never a good idea – they’ll resent learning and be wary of future training materials.

Think about the kind of format that’s best to address the needs of your audience. Then get to work on designing and developing your course in line with those needs.