6 errors that ruin the online training connection scenarios for new hires
The new hires are already on trembling, emotionally speaking. They do not yet know anyone and are not sure of their tasks or expectations. Even the most adjusted employees can guess their talents, despite your personalized online training course. The last thing they need is the decision -making scenarios that frustrate them and confuse them before entering the workplace. Let's look at the 6 main reasons why your online training connection scenarios make them want to click, as well as advice to prepare them for any challenge that presents itself to them.
1. Too many decisions
You must test new knowledge and rental skills. There should therefore be some decision points in the connection scenario. But not much that employees feel outdated or stressed. Develop the paths in advance using a connection card or a storyboard. Include between five and ten key points where new hires must make their choice according to their preexisting knowledge. In this way, staff members have time to think about each decision and do not feel precipitated in experience. You can also perform test towers to determine the ideal number of paths to avoid new rental frustration.
2. Inreistic
We have all been forced to support unrealistic training scenarios, such as emergency situations that we will never meet on work or an exaggerated dialogue which seems completely moved. Nothing frustrates the new hires more than the online training connection scenarios which are fallacious and unrealistic. Include images, characters and obstacles made to assess the way new employees work and plunge them into action. You can even ask experienced employees to lend their talents for the scenario to make it authentic. Or use images and video clips in the workplace, which also reduces costs and prevents you from keeping third -party content.
3. High pressure
New employees should not have the impression of resuming their university exit exams, with sweaty palms and stomach nodes. Of course, ramification scenarios involve a certain degree of pressure because they imitate real situations. You must expose employees to daily challenges, prepare them for what awaits us and test their answers. That said, they are dealing with the sufficient pressure of their new work tasks. They do not need a branching scenario pushing them on the edge and leaving them advanced. So keep them real but not to the point that the new hires are starting to sweat little things. If in doubt, do investigations and surveys afterwards to see how they behaved emotionally and if you need to adjust the pressure levels.
4. Drive them at the deep end
This is still another reason why unique training has no place in modern L&D. You cannot use the same connection scenario for experienced staff and new hires. Experienced employees may be able to take up the challenge because they have seen everything before. They treated with angry customers who asked to see the manager and memorized all the specifications of the product. The new employees, on the other hand, must browse the waters instead of being thrown into the depth. Make sure that the new rental training scenarios comply with their preexisting knowledge base and their pay note. For example, they should not have to look for all other words, because they do not (yet) know the technical jargon, or manage the challenges which generally fall under management management.
5. Too much text
New employees have the impression of reading a manual instead of participating in a connection scenario – it's too much text and not enough visuals. Not only does this cause unnecessary frustration, but it also causes cognitive overload. Incorporate photos, graphics and graphics to help them make the right choice without influencing their decision. For example, they may need some general information concerning compliance policies to avoid violation. This information was not covered in the previous integration module, so they have no reference framework. Another reason to add more visuals is to create an emotional connection and stimulate commitment. They can see the customer and read their facial expression before making their final decision, instead of simply reading on their behavior.
6.
Your connection scenario only covers the ends of the spectrum instead of results in the gray area. Employees get the best possible result or the one they fear, and there is nothing between the two. Which is not true to life. Include a good mixture of results that employees can achieve according to their performance. They must be able to see how their behavior and their choices have an impact on their tasks and their colleagues. For example, an error leads them to the second best result. They immediately know what they did to badly and how to improve so that they do not repeat the same mistake. Again, it is important to show the cause and the effect realistically. Mishandir a customer complaint is not the end of the world. The whole organization will not suddenly collapse like a card house because the new employee lacks communication skills. However, they can lose sales and repeat business.
Conclusion
Not being able to perform tasks or having to master new politicians is sufficiently frustrating. Online training connection scenarios should not be another obstacle that new recruits must overcome. So avoid these current errors and develop decision -making scenarios that strengthen them instead of breaking them down. Keep it real without posting the limits and limit the text to improve immersion. Last point but not the least, make sure that new employees have the basics before throwing them in depth.
Does your current creation tool have models of connection scenarios and reusable assets? Otherwise, use Our free online directory To find the right tool for the task. There are even user reviews to help you find a replacement that is tried and tested.
At Learnopoly, Finn has championed a mission to deliver unbiased, in-depth reviews of online courses that empower learners to make well-informed decisions. With over a decade of experience in financial services, he has honed his expertise in strategic partnerships and business development, cultivating both a sharp analytical perspective and a collaborative spirit. A lifelong learner, Finn’s commitment to creating a trusted guide for online education was ignited by a frustrating encounter with biased course reviews.