Frontline Employee Training: 4 Steps to Make It Better

Walk through a shopping mall or high street today and you’ll no doubt cross paths with an array of “We’re hiring!” notices decorating store and restaurant windows. Jobseekers considering retail and hospitality customer service roles in 2022 have seemingly limitless options in terms of where to bring their talent.

Providing engaging training is a brilliant way to attract talent to your business. 65% of Millennials rank ‘personal development’ as the most important motivation for choosing their job. So how can you invest in training that fuels professional development and that employees actually want to complete? Read on to find out.

1. Go Micro

Would you rather be asked to run 10 marathons in one go or run one mile every day? Overloading employees with a huge information dump of training doesn’t work. Instead, use microlearning to deliver training content in bitesize bursts. Short microlearning modules fit into the flow of work and enable employees to learn on the job!

Example: By transforming their learning content into bitesize microlearning modules, QSR chain BurgerFi saw 105,000 minutes of training and 47,000 courses completed by employees in just 6 months!

2. Target with topics 

Retail and hospitality training encompasses a vast range of content and topics, as retail involves such a wide variety of roles and responsibilities. Employees should receive only the training that is most relevant to them and their development. Ensure that training is targeted by role and location, so employees aren’t overwhelmed with irrelevant content. 

However to demonstrate your commitment to employee professional development there should also be opportunities for employees to access more general learning content to develop broader workplace skills, like leadership and negotiation. Presenting training in personalized learning paths linked to progression maps out exactly what employees need to do to reach their individual goals.

3. Introduce interactivity

Learning should be a habit, not a chore. If learning is fun, employees will want to engage with it. A sure-fire way to up the fun levels of your training is to make it interactive. Gamified training features like fill-in-the-blank, drag and drop and swiping exercises make training engaging.

Example: Fashion retailer GANT have seen a 30% increase in employee training course completion after switching to an interactive learning tool!

4. Start socializing

Learning is more fun with friends! When training enables you to connect and compete with others, it keeps you coming back for more! Think of apps like Strava and Duolingo: you feel motivated to practise your conjugations or head out for a run when your leaderboard is at stake! 

Incorporate social learning into your training using elements like battles, points scoring and leaderboards. Use incentives like shout-outs and team rewards as prizes for top learners to drive healthy competition.

YOOBIC is a Digital Workplace allowing field teams to learn, communicate and manage their tasks in a single platform. With YOOBIC, field teams train 50 times more often, with an adoption rate 33% higher than the LMS average. To discover how we do it, schedule a demo!