When getting a business initiative off the ground you will want to prove that it’s successful. Did it have an impact on your customers? Did it deliver a return on investment for the business? For any initiative to fully deliver, you need to make sure your people are 100% behind it. They need the knowledge and skills to make changes throughout their journey with you.
Training your people through an online learning pilot is a great way to demonstrate a return on investment, as long as it’s well rolled out. By measuring pilot outlets against control outlets, you can gather extremely valuable and insightful data that demonstrates the business outcomes and the true return on investment.
Here are 5 must-take steps to ensure a successful take-off for your initiative.
1. Set your destination
Link your initiative to the strategy and goals of the organisation. Use these to quantify and measure effectiveness. Any pilot programme should have:
- Pilot outlets measured against comparable non-pilot outlets/teams.
- Accurate data readily available.
- No significant external influences to avoid distorting results. These include offers, promotions, geography biases, and skill levels in employees.
2. Get the team onboard
New initiatives need engagement and sometimes this requires a change in the mind-set of individuals and the company culture as a whole to prepare for the journey.
Training can itself be a challenge. Your people must embrace the need to improve skills and be open to learning online. But the rewards are there to be had.
Online learning can shift the culture of your organisation towards managers and employees taking ownership of their own learning and development. This frees up the time of HR and L&D to focus on more strategic initiatives to continue to drive the business forward.
3. Train on take-off
To be conclusive about any impact, your people need to be upskilled quickly. Having all people trained by an early cut-off date will make the results and data far more conclusive.
At least 75% of pilot outlet employees need to be trained within 7 to 14 days to successfully validate the data, otherwise you won’t be sure of the impact on the results. If any pilot store or team does not complete training quickly enough, they should be removed from the pilot so as not to skew the figures.
4. This is your pilot speaking
Put in place a communication plan to involve people beforehand, so they understand the value to them and their teams and the business benefit before the pilot commences.
Daily monitoring will quickly identify managers who fully support the initiative and
work with their team. A motivated operational manager who has a great relationship with their team will tend to have more positive results than a manager who has not understood the value of the initiative.
Pilot outlets should include different team dynamics and cultures to mirror the diversity in the organisation.
5. A smooth landing
A pilot programme will prove the concept and deliver benefits in advance of rollout to the whole business. But there’s more that can be done. Use surveys to assess engagement and capture feedback on the initiative.
Take it a step further and capture views and opinions from your people on what and where the business can improve. We think of it like a hundred light bulbs going off, clearly showing you the way to your final destination.
Want to be a test pilot and fly high?
If you are interested in running a pilot for your retail & hospitality organisation and being involved in the development, trialling and testing of new courses, get in touch today.
Email firstname.lastname@example.org to find out more.