Every member of your team has different expectations, objectives, and training preferences, which makes it particularly challenging to find a conflict management training solutions outsourcing vendor that lives up to everyone’s expectations. The accounting department is concerned about figures and hidden fees. While your L&D manager is looking for a collaborator who can bridge relevant performance gaps rapidly. Then there are front-end trainees, who are focused on engagement, personalization, and real-world application. This epic guide offers pointers to find the perfect partner for your conflict management training plan, regardless of your goals or budget. First, let’s explore some of the most common implementation mistakes that the right eLearning content provider can help you avoid.
What’s Inside This Guide…
1. Common Conflict Management Training Implementation Mistakes
Conflicts aren’t all bad. Some disagreements facilitate self-reflection and build a stronger sense of corporate community. The thing that sets these productive conflicts apart from the rest is knowledge. Employees need to know how to talk through the problem, actively listen, and respect each other’s viewpoints. Otherwise, a simple misunderstanding escalates into a full-on argument. This know-how often comes from life experience, effective online training, and courses that help build emotional intelligence and interpersonal skills. But you must be aware of the pitfalls in order to deploy meaningful and memorable training experiences. Avoid these common conflict management training solutions implementation mistakes to boost employee engagement and maximize your L&D investment.
1. Unclear Objectives
The objectives are vague, at best. Maybe they’re outdated or omit crucial evaluation data, such as how you will measure employee proficiency and progress. Clear eLearning objectives and outcomes are the cornerstones of successful conflict management training solutions. Identify the most pressing performance issues or skill gaps, then narrow the scope so that employees know how to proceed. For example, they must develop their active listening and empathy skills to boost customer service scores. Outline all the resources involved, how you’ll evaluate their performance, and the service stats you expect.
2. Unrealistic Implementation Timeline
Your objectives are in order and you’ve already drafted an accurate budget. But your timeline is missing some key components. For example, each phase is simply a start and end date, instead of mapping out all the tasks that fall between. Your schedule should also have some flexibility to account for unexpected delays, like learning the new software or updating resources based on employee input.
3. Overlooking Soft Skill Development
Many organizations make the mistake of focusing on theoretical application. Employees must memorize all the conflict management techniques to pass the exam. However, it’s all based on policies and protocols. Soft skills are a significant part of conflict resolution training because employees need these core competencies to communicate and collaborate. Whether it’s with peers, team leaders, or customers. Center on interpersonal skills, problem-solving, and stress management, as well as emotional intelligence and empathy. This helps them form more meaningful connections.
4. Not Outsourcing Content Creation
One of the most common assumptions regarding conflict management in the workplace is that in-house development is the only option. The truth is that hiring third-party providers can be more cost-effective than designing conflict management resources internally. It also involves faster turnaround times and you benefit from the vendor’s experience. Evaluate each deliverable individually and weigh the pros and cons of outsourcing. Which route yields the best ROI? Can your L&D team handle the extra workload? Do you already have the necessary tools?
5. Prioritizing Reaction Instead Of Prevention
Generally speaking, the basic human response is to go on the defense whenever conflict occurs. Some may even let emotions take over, which typically leads to an all-out war in the workplace. This is why it’s crucial to launch a conflict management training program that prioritizes prevention, instead of focusing solely on damage control. Of course, employees must also learn how to react in stressful situations and minimize tension. However, the main aim should be building healthy professional relationships and respecting others’ viewpoints to engage in productive dialogue and work through the issue so that conflict doesn’t even enter the equation.
6. Depersonalizing The Process
Conflicts are often personal, even if they take place on the job. Stress, anger, disappointment, and confusion are all thrown into the mix. Thus, your training strategy must be personal, relevant, and real-world-centered. Employees must know how to effectively handle their emotions and how the protocols tie into their job roles. For example, team leaders should know how to interact with their employees and enforce company policy without sparking conflict. Personalization also extends to training delivery. Can they choose their own activities or courses? Are they able to customize their own certification paths? Is there a good variety of resources to cater to different learning preferences, such as visual and tactile?
7. Not Gathering Employee Input
There shouldn’t be a major unveiling at the end of the project. This is conflict resolution training, not an art exhibit. You must gather employee feedback every step of the way to improve the finished product. Choose a select group of trainees to test out conflict management techniques and tools. Then host focus groups and surveys to see what they think of the fresh content. Does it foster real-world application and cater to different training styles?
8. No Just-In-Time Support
Your certification course is on point. There’s just one thing missing…ongoing support. Employees are unable to reinforce their knowledge or refresh their mental schema. They also struggle with work challenges that fall outside the purview of contextual training. Launch a complementary JIT support library they can use to bridge emerging gaps and avoid workplace conflicts on the spot. Tutorials, demos, and real-world examples are just a few microlearning resources to consider for your repository.
2. Qualities To Look For In Your Next Conflict Management Outsourcing Partner
Conflict resolution skills training solutions should be more cost-effective than internal content creation. But there are a variety of factors that you must consider when calculating costs, like payroll, current L&D workload, and implementation time. Some expenses are more difficult to quantify because they involve intangible resources. For instance, can your team handle the added stress of conflict resolution training materials? Or should you opt for an outsourcing partner to improve internal productivity and avoid potential burnout? Here are some crucial qualities to look for in your next outsourcing partner.
Possess Niche Expertise
The right outsourcing company walks the fine line between generalist and specialist. They’ve already mastered the broad strokes. For example, they’re up-to-date with training trends and technologies and have IDs who understand the psychology behind effective eLearning experiences. However, these companies are also aware of your industry’s primary concerns and training topics. They know which conflict management techniques, styles, and skills to incorporate into your course.
Own All The Right Tools For The Task
Most conflict management training solutions outsourcing companies possess all the necessary tools. They may need to purchase additional authoring software based on your objectives and needs. But their toolbox is already packed with modern tech to develop interactive and engaging content. They also know how to wield these tools effectively to achieve the best outcomes. Thus, your team doesn’t have to endure the steep software learning curve.
Prioritize Customer Support
Most vendors take on multiple projects throughout the year (if not, simultaneously). That said, every client should feel like they’re a VIP. That the conflict management training solutions provider understands their needs and expectations. The vendor should offer top-notch support services that range from one-on-one phone chats to online FAQs. Some even provide troubleshooting guides to help their clients overcome minor tech glitches or content updates after the fact.