Give your employees immersive simulations
Skills abound in the sales department. At least, this should be to improve your profit margin and your customer satisfaction scores. Sales employees must have solid skills in communication, negotiations and interpersonal to maintain your business afloat. It is above the knowledge of the product and the conformity that they must build to perfect their pitch And Respect business policy. It is a lot of performance management plates to juggle. So how do you identify hidden gaps and talents? Here are 7 best tips for using sales tasks simulations to measure employee control in real environments.
Higher advice to take advantage of the sales tasks simulations in online training
1. Keeping the real gives precise LMS metrics
Simulations must be as realistic as possible. Not only to increase the immersion factor, but to provide more precise results. You must test the application and the performance of employee skills in a real framework to identify the areas to be improved and to really assess whether they can manage practical challenges or if they have wrapped under stress. Does the virtual customer make them so uncomfortable that they jump the stages of the task? Are they able to use their communication skills to reassure the customer and get the sale?
2. Apply a pressure in small doses
We just suggested keeping it real for specific relationships. However, there is a limit to the amount of pressure that employees can take in a single session. Thus, apply the stressors of stress in small doses to reproduce the challenges of the real world without going too far. For example, do not develop all negative personality traits in a single virtual customer. Give employees time to recover and reflect on each obstacle before switching to the next in the simulation of sales tasks. You want to test employee control in real conditions. The challenges of space to see how they react to work.
3. Incorporate real products and work tools
Sales employees have products and sound customers; This is part of the post description. Thus, you must integrate real products and equipment into the simulation of sales tasks. Evaluate how they interact with the article and show it to customers. Can they operate the POS software and manage minor accidents? Are they able to answer basic questions about related services or additional modules? This is not only a question of the sales process, but the tools they need to assume professional responsibilities. In the case of products, employees must know how to highlight the sales arguments and demonstrate how they work.
4. Test the application of general skills
Employees cannot just put a product on the counter and expect customers to put the money. Sale is an art form that requires many skills, many of which are difficult to measure. Fortunately, the simulations of sales tasks allow you to assess general skills such as active listening, empathy and non -verbal communication. Do not just count on the dialogue to test the competence of the employees. Instead, include the facial expressions of customers and other indices to see if the trainees can read between the lines, or a little background so that they can match consumers with the right product according to their personal challenges and their purchasing habits.
5. Use a quick creation tool to maintain consistency
Many fast creation tools have models for online training simulations. This helps maintain consistency in your design and guarantee more precise results. Employees do not have to control a new set of controls for each simulation. They know what to expect and focus on their performance instead of technological obstacles. You can also integrate your brand simulations and customize for each department or group of users. For example, customer service employees access a simulation that is just for them, and your L&D team does not have to start from scratch. The activity focuses on interpersonal skills and return policies, because they are in the field of your customer service team.
6. Provide immediate comments
Online training simulations must always have integrated feedback mechanisms. Employees may think that their performance was perfect, but there are still areas that they have to improve. They will not know before reporting the stages or the missing skills they are missing. In fact, they can continue to repeat errors in the workplace because they simply ignore their shortcomings. Thus, you need to provide immediate and personalized comments to alleviate problems before degenerating. Include a summary at the end to tell them where they went wrong and how it has an impact on the result. For example, they did not disconnect from the sales terminal at the end, which can lead to security violations, or they did not suggest a product linked to the customer who could have increased his sales by tickets.
7. Recommend resources to fill the gaps
Measuring competence is only the beginning. You cannot provide comments, then leave the employees alone to fill the crucial gaps. Give them targeted recommendations that they can use to improve control and avoid current errors. The link to JIT resources that strengthen skills and transmit knowledge about products and invite them to resume simulation once they have addressed the problem. Then you are able to assess how much they have improved and if they are ready to do the work. Finally, explain why each resource is on the list and how it can help them improve the productivity of the workplace.
Conclusion
Online training simulations are immersive, making it the ideal diagnostic tool for the competence of employees. That said, some staff members can let the nerves get the most out of it. They know that it is a simulation, but they are also aware that you assess their performance. Thus, supervise it with a support training environment that makes employees comfortable and offers personalized comments. Let them know that it is a safe space for them to make mistakes, as long as they learn from them.
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