Six mistakes that ruin online training fork scenarios for new recruits
New recruits are already on a precarious ground, emotionally speaking. They don’t know any of them yet and are not sure about their duties or expectations. Despite your personalized onboarding online training course, even the most well-tuned employees can have their talents a second time. The last thing they need is a decision-making scenario that will irritate and confuse them before they enter the workplace. Let’s take a look at the top 6 reasons why online training branching scenarios make you want to click.
1. There are too many decisions
You need to test your knowledge and proficiency in new employment. Therefore, there should be some decision points in the branching scenario. However, not many employees are overwhelmed or stressed. Develop the paths in advance using a branching map or storyboard. Includes 5-10 key points that new recruits must choose based on their existing knowledge. That way, staff will have time to reflect on all the decisions and will not feel rushed through the experience. You can also run test rounds to determine the number of ideal passes to avoid frustration of new employment.
2. Unrealistic
We have all been forced to endure unrealistic training scenarios. For example, an emergency where we don’t encounter work, or an over-the-top dialogue that seems completely out of place. Nothing can irritate new recruits more than an dishonest and unrealistic online training fork scenario. Evaluate how new employees are carried out and immersed in the action, including realistic images, characters and obstacles. You can also ask experienced staff to lend you a voice talent to make the scenario authentic. Or use images and video clips from the workplace to reduce costs and save the issue of curating third-party content.
3. High pressure
New staff shouldn’t feel like they’re getting back to university exit exams with sweaty palms and stomach knots. Of course, the branching scenario involves some degree of pressure to mimic real situations. They need to expose their employees to everyday challenges, prepare for future challenges, and test their responses. That being said, they deal with ample pressure from their new work duties. Branching scenarios don’t have to push them up to the edges and surprise them. So, keep that true, not until new hires start sweating on small things. If you are in doubt, conduct an investigation and poll after the fact to see how they are carrying emotionally and whether they need to adjust their pressure levels.
4. Throw it into the deep edge
This is another reason why One-Size-Fits-All training doesn’t exist in modern L&D. The same branching scenario cannot be used for veteran staff and new hires. Experienced employees may be able to stand up to the challenge, as they have seen it all before. They have dealt with angry customers who demanded to meet their managers and remembered all product specifications. New employees, on the other hand, need to flow into the water rather than being thrown into the deep edge. Make sure your new recruiting training scenarios stick to your existing knowledge base and pay grade. For example, you don’t need to look up all other words to handle issues that are not familiar with technical terms (yet) or normally fall within the scope of management.
5. Too many texts
It feels like new employees are reading the manual instead of taking part in a fork scenario. There is too much text and the visuals are not sufficient. This not only causes unnecessary frustration, but also causes cognitive overload. It incorporates photos, graphics and charts to help you make the right choice without shaking your decision. For example, background information about your compliance policy may be required to avoid violations. This information was not covered by previous onboarding modules, so there is no reference frame. Another reason to add more visuals is to create emotional connections and increase engagement. They can not only read attitudes, but also look at the customers and read their facial expressions before making a final decision.
6. Extreme results
The branching scenario only covers the edges of the spectrum, not the results in the gray area. Employees either achieve the best possible outcome or achieve the outcome they fear, and there is nothing in between. This is not true to life. Include good combinations of results employees can achieve based on performance. They must be able to see how their actions and choices affect their duties and colleagues. For example, one mistake leads to the second best result. They quickly know what they made a mistake and how to improve, and try not to repeat the same mistake. Again, it is important to realistically show the cause and effect. Imitation of customer complaints is not the end of the world. New employees lack communication skills so the entire organization won’t collapse suddenly like a card house. However, you may lose sales and repeat your business.
Conclusion
It’s frustrating enough that you can’t perform a task or have to master a new policy. Online training fork scenarios should not be another hurdle that new recruits must overcome. Therefore, we will avoid these common mistakes and develop decision-making scenarios to build them instead of breaking them down. Keep them realistic without pushing beyond the limits, limiting text to enhance immersion. Last but not least, make sure the new employee is lowering the base before throwing it into the deep edge.
Does the current authoring tool have branching scenario templates and reusable assets? If not, use our free online directory to find the right tool for your task. There are also user reviews to help you find alternatives that have been tested and tested.
