6 errors that ruin online training branching scenarios
The new fare is already on the ground, speaking emotionally. They don’t know anyone right now and they are not sure about their job duties or expectations. Even despite your personalized online training course, highly adjustable employees can estimate their abilities. The last thing they need is the decision -making scenarios that frustrate and confuse them before entering the workplace. Let’s look at the above 6 reasons why your online training branching scenario wants to click on them, as well as the tips to prepare them for any challenge that comes in their way.
1. A lot of decisions
You need to test new knowledge and skills to rent. Therefore, there should be some decision points in the branching scenario. But not too much that employees feel overwhelmed or stressed. Pre -use branching map or story board. Add between five and ten important points where new jobs should choose their choice on the basis of their pre -existing knowledge. In this way, the staff has time to consider every decision and they do not feel quickly through experience. You can also round the test to determine the ideal number of routes to avoid frustration over the new rent.
2. Non -realistic
We all have been forced to tolerate unrealistic training scenes, such as an emergency we will never face a job or upper top dialogue that is out of place. Online training does not disappoint far more new fares than branching scenes that are unpleasant and unrealistic. Add lifetime images, roles and obstacles to estimate how new employees perform and drown them in action. You can even ask experienced staff to lend your voice acting skills to make this scene authentic. Or use photos and video clips from the workplace, which also reduces costs and also saves the problem of corting third -party content.
3. High pressure
The new staff should not feel that they are withdrawing their college exit exams, complete with sweat palms and stomach planets. Of course, the branching scenario includes some pressure as they imitate real life conditions. You should expose employees in front of everyday challenges, prepare them, and examine their response. He said he was putting a lot of pressure from the new duties of his work. They do not need a branching scenario that will push them to the shore and rotate them. Therefore, keep it real but not in the place where the new fare starts to sweat small things. When there is a doubt, holding surveys and pools after reality to see how they work emotionally and if you need to adjust the pressure level.
4. Throw them on the deep end
This is another reason that all one -sized fitting training has no place in modern L&D. You can’t use the same branching scenario to get experienced staff members and new services. Experienced employees may be able to increase the challenge because they have seen all this before. They have dealt with angry consumers who have demanded the manager to be seen and memorized all the products. On the other hand, new employees need to enter the water instead of throwing them at the deep end. Make sure that the new rental training scenario remains with the basis of your pre -existing knowledge and salary grade. For example, they do not need to find every other word because they are not familiar with the technical jargons (yet), or handle the challenges that usually fall under the administration.
5. Too much text
New employees feel like they are reading the manual rather than participating in the branching scenario. It’s a lot of text and not visual enough. It not only causes unnecessary frustration, but also causes academic overload. Add photos, graphics, and charts to help them make the right choice without stopping their decision. For example, they may need some background information regarding compliance with compliance with the police. This information was not included in the previous onboarding module, so they have no reference frame. Another reason for adding more visuals is to create emotional relationships and promote engagement. They can see the customer and read his face impressions before making his final decision, rather than reading about his behavior.
6. Extreme results
Your branching scenario covers the heads of the spectrum rather than the results in the gray area only. Employees either get the best possible results or which they are frightened, and there is nothing between it. Which is not true for life. Add a good mixture of results that employees can get based on their performance. They should be able to see how their behavior and choice affect their job duties and fellow workers. For example, a mistake leads them to other best results. They immediately. They know what they have done wrong and how to improve so that they can repeat the same mistake. Once again, the cause and effect must be realistic. Incorrecting a customer’s complaint is not the end of the world. The entire organization will not suddenly fall like the cards of the cards as the new employee lacks communication skills. However, they can lose sales and repeat the business.
Conclusion
It is disappointing to not be able to perform work or get new policies. The scenario of online training branching should not be another obstacle. Therefore, avoid these common mistakes and prepare the decision -making scenarios that they prepare them instead of breaking them. Keep it real without moving the boundaries in the past, and limit the text to enhance the immersion. Last but, at least, make sure that new employees are thrown into the deep end before you throw them into the deep end.
Do your current autobiography device have branching scenario templates and reusable assets? If not, use our free online directory to find the right tool for work. There are even user reviews to help you find an alternative that is tested and tested.
