Tag: Employee Training

Meet Phoebe: A Cautionary Tale About Training and Certification

Posted on | by David Smith

Meet Phoebe: A Cautionary Tale About Certification, Safety, and a $100 million fine

Meet Phoebe, Our Unlikely Star

So, you’ve decided it’s time to upgrade from your old LMS, or maybe you’re moving to a fresh system like Totara. The first hurdle? Data. Most contracts will promise that you’ll “receive the data files.” Sounds easy enough – until you open them and realize you’re not a database wizard. No worries, this is where data mapping comes in handy, acting as your migration compass. Think of it as the Rosetta Stone, translating your old system’s cryptic table names and logic into something that fits into the new one.

Phoebe’s an endearing dog with a few quirks. She’s mastered sofa chewing and barking at postmen and, oddly enough, has a strange inclination to pursue professional certificates. While we adore her, one thing is clear: we wouldn’t trust her with decisions about health, safety, or finances. That’s a job for qualified humans.

Here’s the problem: Phoebe has over 100 professional certificates. She can drive a forklift truck, work at heights, and can even serve you a beer in Texas. Sadly, most online certifications don’t check IDs. Most don’t monitor participation. Most don’t detect the use of AI plugins that can answer assessment questions. 

What happens if you get it wrong?

Let’s illustrate with two cases

Valor Securities in New York failed to check if workers were undergoing construction safety training. Sadly, one worker fell to their death. So far, 24 people have been charged with a variety of offence,s including corruption.

Ernst & Young were fined $100 million after failing to check if their audit professionals were completing their exams. Many were found to be cheating on their exams or never actually taking them. Imagine the reputational damage.

Are you vulnerable? 

Proctoring is key

What can we learn from Phoebe and the above cases? 

First, you need a robust certification process. A high-quality certification system ensures candidates demonstrate real expertise, not just the ability to memorise information.

Second, you need to prove that people have taken courses and passed their certificates. No fakes. You need reliable proctoring to help protect your workers and avoid the consequences.

Invest in Real Expertise

At The Learning Syndicate, we believe in meaningful training and certification. It’s not about ticking boxes but fostering genuine expertise. When the right people are empowered, everyone’s well-being improves – humans and dogs alike!

So, let Phoebe stick to her antics and leave the critical decisions to properly trained professionals. By investing in reliable certification systems, we protect the integrity of essential roles and build trust in the people who hold them.

Want to Know More

Secure Your Training Certifications with Confidence – Download Our eBook Today!

Discover how to protect your organization from the risks of unverified certifications and compromised training programs. Our eBook explores real-world examples, highlights critical vulnerabilities, and provides innovative solutions for ensuring assessment integrity.

Here’s what you’ll learn:

  • Why unverified certifications pose significant safety and financial risks.
  • The true cost of inadequate monitoring and verification in training.
  • How technology-powered, human-perfected proctoring solutions can safeguard your certification processes.

Take the first step towards safeguarding your organization. Download the eBook now and explore how our Totara Proctoring Solution can help you ensure compliance, boost learner engagement, and enhance training integrity.

How to Integrate LMS and LXP for Maximum Engagement

Posted on | by David Smith

How to Integrate LMS and LXP for Maximum Engagement

In today’s learning environment, the two big players – Learning Management Systems (LMS) and Learning Experience Platforms (LXP) – are essential business tools. But what happens when you integrate them? The magic happens: a seamless learning experience that keeps employees engaged and encourages them to adopt new training material faster. So, how do you merge these systems effectively to get the best of both worlds?

Let’s dive into it.

Why Integrate LMS and LXP?

Most companies already use an LMS to manage their formal training. These platforms host e-learning courses, track progress, and deliver compliance or skill-based training. On the other hand, LXPs are more about the learning experience, focusing on informal learning, social collaboration, and “learning in the flow of work.” While LMS handles structured learning, LXP thrives in peer-to-peer learning, content creation, and asynchronous discussions.

Combining these platforms allows you to build a dynamic, learner-centered ecosystem. Not only can you track formal learning, but you also encourage employees to engage in continuous, informal learning through an LXP. This blend is key to boosting engagement and adoption across the board.

6 Steps to Integrate LMS and LXP

Here’s a quick roadmap to integrating these two platforms:

  1. Support Formal Learning with Social Learning – Imagine employees participating in a formal onboarding program through the LMS, but also interacting with peers in an LXP. This informal learning network will allow new hires to ask questions, seek clarifications, and make connections – leading to better knowledge retention.
  2. Make Content Discovery Easier – An integrated LXP can surface content based on the learner’s role, experience, or interests. No more buried gems of knowledge! Learners get personalized recommendations, and the LMS content gains new visibility.
  3. Supplement Internal Learning with External Resources – LXPs provide a space where employees can share external resources like articles or videos they find valuable. This crowdsourcing of knowledge can reduce reliance on third-party training vendors and empower your team to build a learning culture from within.
  4. Enable learning in the Flow of Work – With an LXP, learning becomes as simple as answering a question on Slack. Workers can participate in discussions or contribute resources during breaks, making learning a part of their daily routine rather than a separate activity they need to block time for.
  5. Boost Knowledge Transfer Across Teams – Collaborative workspaces in LXPs create open forums where employees can exchange ideas and solve problems together. It’s like having a brainstorming session at your fingertips. This constant exchange ensures that learning is never siloed.
  6. Track Engagement with Robust Data – One of the best things about integrating LMS and LXP is the robust reporting that comes with it. An LXP not only shows you what people are learning but how they are engaging. This data provides deeper insights into which content formats are working and how formal and informal learning blend to drive better outcomes.

Benefits of LMS-LXP Integration

By integrating an LMS and LXP, you’re empowering your employees to learn in a way that suits them, while providing management with detailed insights into learning behaviors and preferences. This integrated approach leads to:

  • Increased engagement as employees can dip in and out of learning as needed.
  • Faster knowledge transfer, as employees collaborate and learn from one another.
  • Smarter reporting gives HR and learning teams the whole picture, not just part of it.

How Will This Impact Your Organization?

Organizations that integrate these platforms report higher engagement levels and stronger skill development. Employees have constant access to learning, whether it’s formal training via the LMS or informal discussions in the LXP. This improves performance and fosters a learning culture where knowledge is shared freely and personal development is encouraged.

If you want to create a learning environment that’s both structured and fluid, it’s time to integrate your LMS with an LXP. Together, they’ll make learning more engaging, accessible, and effective.

The Learning Syndicate a Platinum Partner with Totara

Choosing the Right Learning Platform for Your Business

Posted on | by David Smith

How to Choose the Perfect Learning Platform: A Guide for Your Business

With so many learning platforms available, the process of choosing one can feel like a maze. It’s a decision that can have a significant impact on your business, so getting it wrong can be frustrating, costly, and time-consuming. But don’t worry—it doesn’t have to be that way! Here’s a simplified guide to help you make the best choice for your organization.

Why Choosing the Right Learning Platform Matters

Research shows that a whopping 91% of organizations are unhappy with their current LMS or LXP. This dissatisfaction often stems from platforms that are too rigid, costly, or hard to implement. If you’re struggling, it’s time to rethink your approach. Whether you want to enhance customer service, reduce employee turnover, drive course sales, or meet compliance standards, the right platform can do wonders for your organization.

But first, let’s walk through what to look for in a learning platform.

Start with Your Goals

Think about what you actually want your learning platform to achieve:

Keeping your goals at the forefront of your search will help you cut through the noise and make an informed decision. After all, a platform that works for someone else may not necessarily work for you.

Who Wants What? Involving Key Stakeholders

When it comes to selecting a learning platform, it’s essential to think beyond just the L&D team. Different stakeholders in your organization will have different priorities:

  • Paying customers: They want an easy to use buying process for any course
  • End Users: If your learners don’t like the platform, they won’t use it. Simple.
  • IT Department: They’ll want to ensure the system is secure and fits within your existing infrastructure.
  • Your CEO/CFO: Do they want a solution that can connect every part of your enterprise together and offer real insight and ROI. 
  • Managers: They’ll need to track progress and monitor training completion rates.
  • Sales Teams: If you have a sales team, they might look for features like leaderboards or external access for partners.
  • Compliance Teams: They’ll want granular control over content assignments and detailed reporting.

Get input from all these groups early in the process to make sure everyone’s needs are met.

Flexibility: Do You Need It?

The business world changes fast—so should your learning platform. You don’t want to be locked into a system that doesn’t grow with you. Consider whether your platform offers:

  • Integration: Does it sync up easily with your CRM, HR systems, or other platforms?
  • Scalability: Can the platform handle growth, such as an increase in employees or opening new branches?
  • Customization: Can you tailor the platform to reflect your brand or offer personalized learning paths for your users?

This is where open-source learning platforms come in handy. They allow you to tweak the software to meet your needs without waiting for the vendor to release an update.

Will This Platform Grow With Us?

You should always think long-term when selecting a learning platform. Business priorities can shift overnight, and your LMS should be able to adapt. Some questions to consider:

  • Will you be able to easily add new users or departments as your business expands?
  • Can you extend the platform to external users like partners or customers?
  • If your needs change, will the platform allow you to add new functionalities without huge costs?

A flexible platform ensures you’re not stuck with outdated technology in the future. Don’t forget, open-source software offers significant advantages here, allowing you to adapt quickly and with minimal hassle.

What Happens if We Change Our Minds?

Let’s face it: the business landscape is unpredictable. You could face mergers, acquisitions, or restructures that demand a change in your learning platform. A rigid platform can hold you back. Ensure that your solution gives you the freedom to make adjustments, whether that means restructuring your content or adding entirely new features.

What’s the Most Important Factor: Time, Quality, or Cost?

Different organizations have different priorities. Some need quick implementations, while others focus on the long-term quality of learning materials. Decide what matters most to your business. Is it getting something in place quickly? Offering the best user experience? Or saving money?

Having clear priorities will guide your conversations with vendors and help you make the right choice. Remember, an open-source platform can give you more control, letting you adjust based on your most important drivers.

Final Thoughts

In today’s rapidly changing business environment, the demands on your organisation to stay competitive are only going to grow. That’s why flexibility, adaptability, and scalability should be at the top of your list when choosing a learning platform. Getting this decision right is critical to ensuring your workforce remains skilled and productive in the long run.

By considering all your stakeholders’ needs and keeping your goals front and center, you’ll set yourself up for success. And who doesn’t want a smoother, more effective learning experience for their team?

10 Steps to Your Best Year in Performance Management

Posted on | by David Smith

By giving employees clear success metrics, they can stay on track and managers can assess progress in real-time.

SMART goals help prevent employees from feeling overwhelmed. For example, a salesperson’s goal could be increasing conversions by 20% within three months. That’s measurable, achievable, and relevant to the company’s growth goals.

1. Keep the Momentum with Development Plans

Once the goals are set, create a clear development plan. What training, resources, or coaching do your employees need to succeed? This should be a two-way conversation. If an employee wants to move into management, help them build the skills they’ll need with 10 Steps to Your Best Performance Management Year To Date

Performance reviews. Just hearing those words can make managers and employees cringe. But what if we could make this process a little less painful and, dare we say, effective? According to the document, 66% of employees are dissatisfied with their last performance review, which isn’t shocking when many companies stick to outdated annual reviews. But don’t worry—there’s a way to shake things up and boost performance. Let’s dive into the ten steps for your best performance management year yet.

2. Reflect Before Setting New Goals

Before you rush into planning your goals for the year ahead, take a beat. Look back at last year’s targets. Did your team smash them, or did you struggle? Either way, reviewing past performance gives you valuable insights to guide the new year. As the saying goes, you’ve got to look back before you move forward.

Pro Tip: Celebrate the wins, no matter how small. Whether someone crushed their goals or just improved steadily, recognition builds motivation for the challenges ahead.

3. Establish a Clear Vision

We all love a good company mission, but does everyone know how their role fits into the bigger picture? Alignment with the company’s vision can skyrocket motivation. When your SEO manager understands their role in boosting traffic to support the organization’s vision, they’re not just checking off daily tasks—they’re helping achieve the company’s mission.

Example: If your goal is to become the most trusted source of political news in Canada, make sure your marketing, editorial, and even photography teams know how they contribute to that larger vision.

4. Set Better, SMARTer Goals

Forget about setting vague, unattainable goals. Try using SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound). targeted training, like leadership seminars or conflict resolution courses.

Platforms like Totara make it easy to integrate learning and performance goals seamlessly. Check it out here.

5. Regular Check-ins – Your Secret Weapon

The era of the once-a-year performance review is over. Regular, informal check-ins (even as short as 15 minutes!) can keep things on track. Adobe ditched annual reviews and opted for quarterly check-ins, increasing productivity and morale. So, why not take a page from their book? You don’t have to overhaul everything overnight—start small, with monthly chats to assess goals and progress.

6. Give Constructive Feedback (Without the Drama)

Here’s a stat that’ll blow your mind: 94% of employees prefer real-time feedback over waiting until the end of the year. Makes sense, right? Feedback should be timely, specific, and objective. Instead of saying, “You missed the deadline,” say, “I noticed this project was delayed—what barriers did you face?” It opens up dialogue without making anyone feel defensive.

7. Encourage Coaching and Mentoring

Mentoring doesn’t always need to come from the top. Sometimes, peer mentoring can be just as effective. Consider pairing employees based on their strengths and goals. For example, a junior engineer might benefit from shadowing a senior engineer who’s been through the same challenges. This builds camaraderie and practical learning opportunities.

8. Use 360-Degree Feedback

Think you know your employees’ performance? Think again. Gathering input from colleagues, clients, and even vendors can give you a well-rounded view of someone’s work. For instance, a top performer in sales might not be great at follow-up, or a quiet team member may be praised by peers for their creative solutions.

Just remember to keep feedback anonymous for accurate results!

9. Rethink the Annual Appraisal

We’ve already established that annual reviews are a relic of the past. But if you’re still required to conduct them, consider making them less about ratings and more about development. By the time the formal review comes around, nothing should be a surprise. Check-ins throughout the year should make performance appraisals a formality, not a shock.

10. Keep Career Growth on the Table

One of the main reasons employees engage in learning and performance reviews is career growth. But not everyone wants to climb the corporate ladder. Some want to specialize, while others may be interested in lateral moves. Keep those options open and encourage employees to discuss their career goals regularly.

Final Thoughts

If you want to take the next steps, talk to us about our work with Totara Perform. This is an agile performance management system with adaptability and productivity at its core. You can create evidence-based performance reviews, get an objective view of employee performance and quickly identify and close skills gaps to ensure your organization remains competitive. With Totara Perform, you harness the power of continuous performance management to boost in-office or remote workplace productivity anytime, anywhere.

6 Easy Steps to Maximize Employee Engagement

Posted on | by David Smith

Maximizing Employee Engagement in 6 Simple Steps

Keeping employees engaged is key to success. Engaged employees are happier, work harder, and help businesses grow. So, how can you keep your team excited about their work?

Here are six easy steps to boost engagement!

1. Make Learning Easy

People love to learn, but they need access to good resources. If it’s hard to find learning tools, engagement drops. A Learning Experience Platform (LXP) can help. It puts useful content in one place, like guides or videos.

With the right tools, employees can even share resources with each other, keeping learning fun and easy.

2. Organize Information

There’s so much information out there. How do you find what’s useful? The answer: curation. Just like making a playlist, an LXP lets employees collect and share helpful resources.

This keeps things simple for everyone, whether they’re new to the team or have been around for years.

3. Encourage Teamwork

People don’t like working alone. When employees share ideas and learn together, they stay more engaged. Platforms like MS Teams or Slack let teams collaborate easily.

It’s like using a shared document but with more features for teamwork and feedback.

4. Celebrate Success

Everyone likes recognition. Whether it’s a badge or a shoutout, rewards show employees their work matters. Recognizing effort boosts morale and keeps people motivated.

When peers celebrate each other, it builds stronger connections and a positive work culture.

5. Make Learning Part of the Job

Stopping work to learn can feel disruptive. Integrating learning into daily tasks makes it easier. For example, quick learning prompts in Slack can keep employees engaged without pulling them away from work.

This approach makes learning feel natural and effective.

6. Track What Works

Data helps you see what’s working. Use reports to check which employees are engaged and what content they like. This info helps you adjust your strategy to keep things running smoothly.

Managers can also use data to spot top performers and those who need help, creating a better support system.

Ready to Get Started?

Improving engagement takes time and effort. Tools like Totara Engage can help you build a culture of learning and teamwork. Want to learn more? Request a demo today and see how Totara Engage can help your team thrive!