Imagine for a second that you are a fast growing 50 -> 100 -> 200 person company. You’ve gotten past the early days of bootstrapping, hustling for sales, and now have a machine in place to execute on your mission. Regardless of your vertical, one of the most important assets you’ll ever have is your people – the folks that make things tick.
Getting the right people early on is crucial. As Simon Sinek puts it: “When we’re surrounded by people who believe what we believe, trust emerges and great things start to happen.” We’ve seen this at Lessonly and we’ve seen it elsewhere. tweet
Getting the right people later on, is crucial too. But often, once you hit the 50th employee you’ll find that training & coaching is a much bigger effort. Why? Well there’s a few reasons:
- You’ve built up systems and software that need explaining.
- Your product is more complex/wider and needs to be understood.
- The company and your mission can’t just be assimilated through the hallways anymore.
- HR might have requirements that you’d previously never considered.
- There are now more processes people need to know.
- You now have managers (many of which may be first timers) – they need coaching.
- Roles are more specialized and job expectations must be clear.
At this point in the game – despite the things that everyone needs to be on the same page about (above) – the burden of teaching probably falls on many employees: your managers, your C-Level Suite, your top customer service and sales team members… In other words, training is one of the hundred things an employee is asked to do in a 60 hour work week – but it’s extremely important.
And so when training falls on an employees plate, the knee-jerk reaction is analog methods: face to face meetings, emails, powerpoint, etc. Part of this is because we don’t have time to plan properly, and so sitting down in an hour-long training session, spitting out information, seems easier. Wash, rinse, and repeat for each new employee or each ongoing training taking place and you start to accumulate hours of key employees handling training in the ways mentioned above.
The result of this cycle?
- Labor and cost inefficiency (trainers and trainees)
- Did the trainee get it? Did they understand and grasp what was important?
- Employee Productivity is not maximized
This is why we built Lessonly.
This inefficient, untrackable training problem persists in growing teams – and part of the solution MUST be a training platform for Non-Trainers.
What exactly does that mean?
It means training is not your sole job. You don’t have time to spend hours preparing, updating, and sharing training content, but you know that hours of meetings, power points, and emails aren’t the answer.
It means you also don’t have a background in creating complex training “modules” using formal Instructional Design principles and the ADDIE model. In fact, you probably don’t know what either of those things mean – and don’t need to.
Lastly, it means you don’t want training to suck. Let’s face it, “Corporate Training” is inherently boring. Whether it’s sitting in a classroom or going through an hour-long “module,” most experiences with traditional corporate training is tainted, and you don’t want that for your employees.
So, Non-Trainers unite, because we’re building something different here. It’s for you. It’s Lessonly – the training platform for non-trainers.