ERP training is essential to streamline operations, improve efficiency, stay competitive and generally get the most out of your investment in the software. Unfortunately, many companies fall into some common pitfalls that can hinder learning, reduce adoption rates and ultimately lead to wasted time, money and resources. To help you avoid these challenges, we’ve outlined some of the most common software training mistakes and how to fix them.
Providing One-Size-Fits-All Training
The Problem – Many organizations create generic training programs without considering different roles, skill levels, available time or learning preferences. This can result in information overload for beginners and redundant material for advanced users.
The Solution – Tailor training to different user groups by segmenting employees based on their roles and skill levels. For example, beginners should receive foundations training orienting them to the system and its key features, and advanced users should receive specialized training on customization, automation and integrations. Using role-based training ensures relevance and improves engagement.
Overloading Employees all at Once
The Problem – Dumping too much information on employees, especially during a single training session, can lead to cognitive overload and poor retention. Employees may struggle to remember key functions or sustain the focus they need for a long period of time.
The Solution – Adopt a microlearning approach by breaking training into short, digestible modules instead of a single, lengthy session. Create bite-sized video tutorials, hands-on exercises, on demand resources such as training guides or process flows and interactive quizzes so that employees can learn at their own pace, learn where their resources are and retain information more effectively.
Neglecting Hands-On Learning
The Problem – If you rely on slide decks or passive video tutorials without giving employees hands-on experience, many learners may struggle when they go to use the software in real-world scenarios.
The Solution – Use a “learning-by-doing” approach and encourage employees to interact with the ERP software during training through Sandbox environments, interactive simulations and real-world exercises based on daily tasks. Allowing employees to practice in a safe space will help them gain confidence and proficiency.
Ignoring Ongoing Training and Support
The Problem – If training is a one-time event, learners may struggle to know where their ongoing resources are when they either forget a learning or encounter something new. If software updates are scheduled, they may need continuous learning to stay efficient.
The Solution – Create a learning culture that encourages regular refresher courses, online knowledge bases or resources in a Learning Management System (LMS), FAQs, or training available in-application with a digital adoption solution. By fostering a culture of continuous learning, you ensure employees remain up-to-date with the latest software features and best practices.
Failing to Track Training Effectiveness
The Problem – If companies don’t measure training effectiveness, they have no way of knowing if employees are actually learning or applying the software correctly.
The Solution – Use data-driven learning analytics to track training progress and effectiveness. Key metrics to monitor include training completion rates, assessment scores, time spent on training modules and post-training performance. You can also conduct surveys or interviews to get employee feedback and adjust training programs based on their needs.
Not Aligning Training with Business Goals
The Problem – Some training programs focus too much on software features rather than how employees actually use them to achieve business objectives. If training doesn’t show the real-world impact, employees may not see its value.
The Solution – Link training objectives directly to business outcomes by teaching employees how software can improve their workflows, highlighting productivity gains and time-saving features and demonstrating how proper software usage aligns with company goals, such as improved customer service, efficiency or cost reduction. When employees understand the “why” of learning the software, they are more likely to engage with training if they know what’s in it for them.
Are you making any of these mistakes in your training programs? Would you like help designing an ERP training program that’s effective? Contact us today!
