For learning to be successful, L&D leaders and training managers need the ability to track training progress across their teams, and to check in with individual team members to provide feedback and support as needed. That’s why we built Schoox with features and functionalities that make it easy to track learner activity and connect with employees to encourage continuous improvement.

In Q2, we introduced the My Team’s Dashboard to give managers easier access to the training insights and information they need about each of their employees, all in one place. We’re also excited to introduce coaching in Schoox and share a number of enhancements to help businesses make the most of this feature.

Introducing the My Team’s Dashboard

Tracking progress and training completion is essential to the learning process. One of the biggest enhancements we made to Schoox last quarter was the introduction of the My Team’s Dashboard—one convenient place for managers to access all the information they need about their team’s learning activity.

With the My Team’s Dashboard, all the widgets and dashboards training managers know and love are easier to access and better than before. It consolidates course progress, completion, information about on-the-job training, exams, events, and more for every team member in one intuitive place. Click through different tabs in the dashboard for deeper information about specific areas of a learner’s progress, or simply look at a consolidated view with quick stats about everyone’s progress. My Team’s Dashboard also makes it easier to track skills and metrics, new hire onboarding progress, and compliance.

My Team’s Dashboard not only allows training managers to see every learner’s training and assignments, but also assess their overall growth. With a view of everyone’s progress at once, training managers and L&D leaders may notice patterns, enabling them to adjust training or create new programs to address knowledge gaps.

Making the Most of Coaching in Schoox

Online training is great, but in some work situations, there is no replacement for human-to-human interaction. Coaching is a new way for training managers and business leaders to schedule valuable one-on-one time with team members to check on employee performance, gauge their skill levels, and provide additional support if needed. 

Coaching in Schoox can help managers ensure employees are following proper protocol or specific operational procedures, like stacking cups the right way at a bar or making sure each delivery truck is packed in a particular order. Coaching also provides an opportunity for managers and team leaders to provide mentorship to employees who are looking to advance their careers.

Schoox makes coaching easy by empowering training admins and managers to create custom forms with specific fields relevant to each session. Forms can include fields for comments, yes or no questions, checklists, signature collections, image uploads, and more. This helps maximize the effectiveness of each coaching session for both managers and employees, and ensures everyone is on the same page. Coaching sessions can be scheduled to be recurring or one-time events as needed.

Be sure to keep an eye on the Schoox Workplace Learning Blog for more updates on coaching, and follow us on LinkedIn to stay connected.

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Ask just about anyone today to name one thing they learned within the past week and where they learned it, and they’re likely to tell you about a video they watched on YouTube or Tiktok. In our modern digital age, it’s difficult to have a conversation about learning without considering the vastness of the Internet and how it’s shaped learner expectations around workplace training.

In light of all this, there has been a lot of talk about the concept of “learning experience platforms” (LXPs) in recent years. Many Learning and Development (L&D) leaders now seek learning platforms that not only help them deliver training across their enterprises, but also engage their employees through more interactive features and dynamic content suggestions.

Problems arise, however, when an LXP alone is unable to meet an organization’s core learning requirements. Over the years, this led some L&D professionals to implement two platforms for their organizations—both an LXP and a learning management system (LMS). This also proved to be tedious and costly though, and caused many challenges for organizations.

A common difference between an LMS and an LXP is that an LMS is primarily built to distribute training content and often emphasizes course administration, learning program management and compliance, while an LXP focuses more on the learner experience through features like sophisticated content delivery, skills mapping, and personalized career paths.

What sets us apart here at Schoox is that we created our platform with a focus on learners first, as well as an aspiration to build engaging learning experiences that complement and enhance the vital functionalities of an LMS.

Today, Schoox empowers some of the world’s largest enterprises to deliver the training their employees need to succeed, in nearly any language and on any device—and take learning and development to the next level with many of the core functionalities of an LXP embedded right into our award-winning platform.

To further enhance the LXP functionalities of Schoox, we’re thrilled to introduce pre-populated external content channels as a quick and easy way for L&D leaders to share free content resources from YouTube directly within the platform. With just a few clicks, admins or learning managers can opt to make these curated video playlists available to all or select groups of learners.

Some of the best learning resources out there today are easily accessible on the web by anyone with a broadband internet connection. Sites like YouTube democratized learning, and not only is democracy a value we take seriously here in Greece—it’s one we invented. From day one, we designed Schoox to be the best LMS to help businesses of all sizes democratize learning across their entire organizations and give their people the power to drive their own learning journeys forward.

On behalf of everyone here at Schoox, I invite you to follow along here on our blog as we continue on our path toward making learning more rewarding and fun for all.

The post Ready, Set, Play: Leveraging External Content Channels for Learning in the Digital Age appeared first on Schoox - A Learning Management System.

Introducing External Content Channels

The best learning programs include a diverse range of content from a variety of sources. And many L&D professionals look to learning experience platforms (LXPs) as a way to provide open content resources, personalized recommendations, and informal learning opportunities to their learners. From day one, Schoox was built as a mobile and social workplace learning platform that meets the requirements you would expect for a learning management system (LMS) as well as the learner-driven capabilities of an LXP.

To further enhance the embedded LXP functionality in Schoox, we’re now offering pre-populated External Content Channels complete with free videos from YouTube that can be used directly in courses and learning programs. With just a few clicks, admins or learning managers can opt to make these videos available to all or select groups of learners, in addition to our many other content solutions.

Q1, Q2, This One’s For You: Schedule and Deliver Reports Every Quarter

Reporting is one of the most useful features of Schoox. Reports eliminate the need to manually track training progress and provide all sorts of information that’s useful to L&D professionals, training managers, and other stakeholders. Admins and managers can select from hundreds of pre-built templates or build their own to include the data most relevant to the audience or question at hand. This could include assessment scores, attendance lists, skill levels, progress toward organizational goals and KPIs, compliance tracking, and more.

Different types of reports can be scheduled in advance to be delivered directly to the inbox of anyone who needs them. To make things even easier, we recently added a new option to have scheduled reports delivered on a quarterly basis. This automates one more workflow for L&D professionals, allowing them to focus on more strategic goals.

Now Playing On-Demand: Offer Academy Content for Purchase

Learning looks different at every organization. For some businesses, learners may not always be internal employees but contract workers, agents, or others who need access to specific training content from outside the organization. In such cases, businesses may opt to offer a library of individual courses available for purchase, similar to on-demand or “pay per view” entertainment.

We recently introduced the Academy Marketplace in Schoox, which allows learners to purchase access to individual courses developed in your academy. Courses available for purchase are displayed on a public listing page with a unique URL, so a Schoox login is not required to view it. That means with a link to the page, anyone from within or outside your organization can easily browse through the available on-demand course offerings. Once they know which course they’d like to purchase, they’ll be directed to create an account in Schoox, complete the transaction, and access the course.

The Academy Marketplace is an ideal way to offer supplemental learning opportunities to employees who are interested or provide secure access to customers, partners, or others who may not be directly employed by your business.

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The number-one business priority for organizations post-pandemic has been customer satisfaction, according to Brandon Hall Group research. Nowhere is that missive more critical than in retail and restaurant environments. Organizations in these environments have a large volume of front-line workers that are hands-on with customers every single day. Delivering effective, consistent training to these workers is critical to building and maintaining customer satisfaction.

But training in this environment is exceptionally challenging. First, these workers tend to have a high turnover rate, which means training needs to be quick and effective to keep everyone up to speed. Another big challenge is that in many of these locations, the workers do not actually work for the company that owns the brand. Further complicating things is the reality that frontline workers make up the majority of the workforce in the franchise business model. These employees are often without access to a computer, making mobile learning critical to their training and development.

In this franchise environment, the network of stores, restaurants, or dealerships has a variety of different owners. Some owners have just one single location while others own a vast network. At the same time, there are often company-owned locations as well. This presents training professionals with a wide variety of dynamics within which to create high-quality, consistent learning experiences. And consistency is key. Whether around town or around the globe, customers expect a consistent experience.

This means the people who are tasked with keeping customers happy need to have the skills and knowledge to excel. Brands must ensure employees in regionally, nationally, or globally distributed locations know and adhere to the standards set by the parent organization.

Left to their own devices, franchisees may adopt their own training methods, resulting in an inconsistent customer experience across locations. Customers don’t know that “their” store is not owned by the brand parent, so they would not understand why things are done differently. A consistently positive customer experience requires standardized training across all locations. Failure to build a successful franchisee and store training program could result in inconsistent quality, operational inefficiencies, and a loss of brand loyalty.

Brandon Hall Group SmartChoice® Silver Preferred Provider Schoox has solutions that are engineered for the complexity the extended enterprise brings to learning. They work with larger, global clients that operate multiple franchised brands, and they are able to deliver simple, powerful learning with the consistency, branding, and mobile capabilities these organizations require. Rather than a one-size-fits-all LMS, Schoox is flexible enough to meet the needs of any organization, whether they are training internal employees or vast extended enterprise network.

The Schoox platform also has robust tracking and reporting features, which are critical in an extended enterprise environment. The learners are not employees, so it can be difficult to measure whether learning is having the right impact. Schoox simplifies that.

The extended enterprise consists of a variety of audiences in addition to franchisees. It can also include customers, resellers, channel partners, association members, and more. Training these audiences effectively and consistently takes technology that is designed for their complexity.

Want to learn more? Check out Driving Learning Success in a Franchise Environment, our onDemand webinar with Tammy Olson, Director of Global Curriculum and Training for Dairy Queen and David Wentworth, Principal Analyst at Brandon Hall Group on the ins and outs of training in a franchise environment.

The post Managing the Complexity of Franchisee Training appeared first on Schoox - A Learning Management System.

New Content Library Options 

Secure and organized content delivery is essential to a dependable LMS, but it isn’t always so straightforward. Different groups of learners often require different types of content to work toward their goals. Businesses may also need to restrict access to classified information like formulas or competitive intelligence but ensure it’s readily available to the employees who need it.  

It’s easy to create robust libraries full of videos, documents, presentations, instructor-led courses, third-party content, and more in Schoox. What makes Schoox so unique is how well you can organize all that content and maintain granular control over who has access to different subsets of it. 

We recently added a new option to further categorize content library items. Admins and managers may now create and assign content to specific subcategories, creating a third layer of organization in the content library. Each item may now be classified as follows: 

• Section: Sales Training 
• Category: Improving Communication 
• Sub-Category: Written Communication Skills 

User permissions to access content are now configurable at the section, category, or sub-category level. In the example above, an entire regional sales team might have access to the “Improving Communication” category, but perhaps only a fraction of that team needs access to the subcategory, “Written Communication Skills.”

Here’s a look at how content library items appear in search once categorized. 

API Webhooks 

API calls are one way software platforms communicate and share data, and they’re critical to successful system integrations. Companies often need their LMS to “talk“ to other systems for it to be truly useful. For example, a restaurant experiencing high turnover might need its LMS to automatically assign courses to new employees when they’re added to an HRIS, or a manufacturing company may want to connect completed coursework and certifications with software that tracks compliance. 

Although they’re useful, API calls are asynchronous, which means they must happen frequently to keep data up to date. Webhooks, on the other hand, deliver information from one platform to another as it happens. 

Webhooks are now available to push data from Schoox to a third-party application (like a company website) in real-time. This can be useful to deliver pertinent or time-sensitive information in high-impact environments, or simply ensure everyone is on the same page. A company might want to use webhooks to refresh their internal employee website with newly available courses as soon as they’re added, or let employees know of changes in leaderboard status or other gamification features.  

Automated Rules Dashboard 

One of the biggest benefits of an LMS is the ability to automate course assignments, event enrollments, and other learning activities. For example, an automated rule might trigger a new course assignment once a learner has completed a prerequisite course or earned a particular certificate. This eliminates a major administrative hurdle for L&D professionals who would otherwise have to spend a good chunk of their time manually assigning and tracking enrollments for individual users. 

We created a new Automated Rules Dashboard where admins and managers will now see a quick view of all the automated rules they’ve assigned to different groups of learners. We also added new preconfigured automated rules options which can easily be activated by admins or managers for a more intuitive and seamless learner experience. 

Schoox is designed for how humans actually learn. We’re always enhancing our platform so organizations and their employees can get the most value from their knowledge bases to get more done. To see Schoox in action for yourself, check out this demo. 

The post What’s New in Schoox? A Look at Our Most Recent Platform Updates appeared first on Schoox - A Learning Management System.

Even though C-suites demand to know the return on investment of every aspect of their organization, knowing how to measure the ROI of learning programs has been a mystery for many organizations—until now.

L&D teams can no longer skirt around the issue. In 2017, LinkedIn’s first annual Workplace Learning Report found that Chief Learning Officers (CLOs) were facing increasing pressure to deliver learning programs that both engage employees and positively impact their organization’s bottom line. Businesses expect proof that the investment in learning is paying off both in increased workforce performance and financial payback.

According to a report from EY on the ever-growing importance of L&D for the future of work, “data can be a game changer within the functioning of corporate L&D and help the function earn their spot as a strategic partner.” 

Furthermore, in a research paper on adaptive learning by industry analyst Josh Bersin, he states “the depth and ability to continually assess, learn, and act changes the game for how learning departments will operate and make investment decisions. It allows the organization to make faster, better, and more effective decisions.”

Proving the value of employee learning and development investments is often the sticking point, but it doesn’t have to be. With the right tools, L&D teams can easily track learning analytics and measure outcomes. Yet many learning management systems (LMSs) only collect a limited amount of learning data and come up short on business impact insights. 

Companies have traditionally measured the effectiveness of L&D programs through course completion, class attendance, pre- and post-surveys or assessments, engagement surveys, and direct feedback, but none of those ways speak to a business ROI. As a result, none of those methods answer the essential question your C-suite is asking: How is our learning program improving our bottom line? 

Unlock the Secret to Measuring Your Learning ROI 

L&D teams need proof that their learning programs are achieving not just their learning goals, but also the organization’s financial goals. The problem is that measuring the ROI of employee learning is not always a slam dunk, because most LMSs are missing the required functionality.

What L&D teams need to be able to measure their learning ROI is a “secret sauce” created by Schoox data experts. To measure their ROI within the Schoox LMS, all companies have to do is correlate their preferred KPIs against any online training variables they want to measure. This allows the extraction of any relationship that exists between the datasets. 

Schoox empowers learning teams to get creative with how they can look at the training data and performance from different angles—while discovering exactly what impact training has on the business’s bottom line. 

Schoox in Action—Celebrity Cruises Measures a Single “Port of Call”

A perfect real-world example of the power of Schoox learning ROI formula is Celebrity Cruises. The travel company’s learning program has two components: training internal customer services staff members and ensuring external travel advisors are operating in full compliance. Schoox allows the organization to create a “single port of call” for the two learning tracks—and access simplified reporting for each. 

“Schoox allows us to report on thousands of learning insights and compliance metrics for our staff and travel advisors,” said Alex Frady, Manager of Learning & Development. “The reports help us spot gaps in training and learning and increase our percentage of enrollments and graduates. Now we can send specific messages to groups of people or design campaigns to increase enrollments.”

Learn more about Celebrity Cruise success and Schoox’s “secret sauce” for measuring learning ROI in our new report, Real-world Learning for Frontline Workers: Top 5 Learning & Development Must-haves for Employees Working on the Go.

Want to learn more about measuring learning ROI with Schoox? See our four-part blog series, Measuring the Business Impact of L&D, starting here. 

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The 2022 LinkedIn Workplace Learning report stated L&D learning “measurement methods are stagnant.” The top measurements used by L&D teams in 2021 and 2022 are:

• Qualitative feedback from employees using online courses
• Satisfaction of employees using online courses
• Employee engagement survey scores
• Manager feedback

However, these methods don’t address one critical issue: can workers perform their jobs correctly? To find out, learning and performance must go hand in hand. Unfortunately, L&D teams often lack tools to measure the effectiveness of training and ensure employees can confidently perform their jobs. 

While virtual instruction delivers many advantages, it doesn’t work for everything. For training to be truly effective, managers often need to physically show employees how to perform certain tasks, then observe employees on the job to be sure they can perform them properly. Some companies refer to this as “observational checklists” or “live trainee evaluations.” Schoox calls it “on-the-job training” (OJT.) It combines learning with practical skills demonstrations and observation. 

Businesses often rely on paper scorecards and manual methods to track OJT training compliance. But these are cumbersome to maintain, make it difficult to share data with other systems, and nearly impossible to analyze at scale through reports. What’s needed is enough flexibility to design training in a way that’s efficient and ideal for a digital workplace. 

Schoox’s On-the-Job Training Tools Go Beyond Observational Checklists

Schoox goes beyond mere observation checklists to encourage effective learning. Schoox offers managers the option to create course-connected OJT tasks as part of a larger course or curriculum, or standalone OJT tasks that are independent from other ongoing training programs, for example: 

• Course or curriculum-connected OJT tasks could be used to observe employees preparing foods after they watched digital content teaching them about a new menu item.

• Standalone OJT tasks can be used as supplemental or ad-hoc training whenever required, for example, to observe an employee preparing a new menu item not covered in the original course. 

Once learners have completed their assigned OJT tasks, training managers can access an at-a-glance view of progress. They can use these insights to determine who is excelling, who needs more support, and what kind of additional supervision might be needed for individual team members. 

Schoox delivers the tools and flexibility that equip organizations to set up their preferred OJT measurement process on four levels:  

1. Track training compliance among workers
2. Confirm knowledge retention among learners
3. Ensure learners can perform the required physical job tasks
4. Evaluate employee performance in real-time via mobile devices

Organizations may also choose to adopt a blended approach to deliver coursework, OJT performance assessments, and additional remediation. Schoox delivers multiple options for various training, task, and assessment styles through a single mobile-friendly and integrated platform. 

Sonesta Hotels Upgrades Customer Experience Training

A perfect real-world example of measuring employees’ OJT performance is Sonesta Hotels. Schoox enables the 7,500+ property hotel chain to connect three major pillars of its business—employees, guest feedback, and training—to measurable goals and business impact. When the hotel receives online reviews, for example, it can easily map complaints to areas where training might be weak and then implement a solution. This helps Sonesta Hotels resolve problems on a case-by-case basis, and when appropriate, roll out standardized process improvements company wide.

According to Derek Fournier, Senior Director of Training, “If reviews for a particular hotel or service are negative, we first check to see if employees have completed the associated training courses for their role. If they haven’t, we address that. If they have, it presents an opportunity for us as leadership to improve the training, because it isn’t translating into a great customer experience.”

Learn more about Sonesta’s success and the power of Schoox to measure employee skills and evaluate performance impact for front-line workers in our new report, Real-world Learning for Frontline Workers: Top 5 Learning & Development Must-haves for Employees Working on the Go.

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These days, mobile connectivity seems to be a prime necessity for most people. We use our mobile phones to do everything—order dinner, watch our favorite movies, manage finances, and keep in touch with friends. Training should be no exception.

As of 2021, the number of unique mobile internet users stood at 4.32 billion; in other words, over 90% of the global population of internet users utilizes a mobile device to get online. And that’s not all—these numbers are expected to increase significantly as tech-native generations enter the workforce.

According to research from The Center of Generational Kinetics, there are already more millennials currently working than any other generation, while Gen Z is the fastest growing generation in the workforce all around the world. These generations not only prefer mobile options, they’d rather have entirely mobile experiences. With these digitally savvy employees joining the mix, businesses can no longer afford to put off mobile-first strategies across operations, especially learning and development programs.

What Makes a Great Mobile Learning Experience?

In such a digitally connected world, mobile workers arguably have an even greater need for reliable technology for everything they do—especially training. Here are some hallmarks of a strong mobile learning experience:

• Intuitive User Experience: A mobile app is only as good as the experience it provides. For training, businesses should ensure they’re choosing a platform that offers an equally smooth experience via mobile.
• Accessibility: Learners should have training available at their fingertips in moments of need no matter where they perform their jobs. Within a few taps on their phones, they should be able to access content to help them perform their jobs better right as questions present themselves. They should also have access to important information about their progress, user profiles, course completions, and more when out in the field or on the go.
• Microlearning Opportunities: Since people already spend so much time consuming media on their phones, learning through small, bite-sized pieces of content on their smartphones often feels more natural to learners than sitting through hours upon hours of training in-person or on a computer. If training content is delivered in a way that resonates with employees, they’re more likely to engage with it—and most importantly, they’re more likely to recall the information when it’s time to perform their skills in real-time

What Makes the Schoox Mobile App Different?

Not all learning management systems are equal. Some don’t offer a mobile app at all, while others charge a premium for it. Here’s how Schoox is different:

On-the-Job Training

A major benefit of Schoox is the ability to manage and track all kinds of learning within a single platform, including on-the-job training (sometimes called in-person instruction or observational learning). This enables L&D teams to create hybrid learning programs which incorporate both virtual elements, such as videos or online seminars, as well as in-person training and assessments to ensure knowledge retention. The Schoox mobile app is particularly useful for businesses which need to teach their employees physical skills where work actually happens—whether that’s in a kitchen, out at a construction site, or inside a hotel room at a sprawling resort.

Social Collaboration and Gamification Tools

Learners can chat with colleagues, share knowledge with one another, collaborate on group tasks, join private group discussions, and post on the company newsfeed all via the Schoox app. Gamification features like badges, rewards, and leaderboards help foster healthy competition between individuals or teams and encourage continued engagement with learning content. These kinds of features can help foster a greater sense of community and belonging, especially among remote or distributed teams who may not get the chance to connect with colleagues in-person.

Training Program Management

Trainees aren’t the only employees on the frontlines—there are plenty of managers there, too. The Schoox mobile app allows managers to manage training, assign coursework and assessments, track in-person instruction, and more—empowering them with everything they need to stay on top of their employees’ training in the palm of their hands.

A Powerful Mobile App at No Additional Cost

Regardless of age or technology proficiency levels, the bottom line is that most people prefer using mobile devices over desktop computers. That’s why we include the Schoox mobile app at no additional cost, helping businesses ensure all learners have access to training content whenever they need it, through a device they already know how to use.

How Mobile Learning Helped Phillips 66 Lubricants Transform Field Training

For an example of mobile learning in action, consider Phillips 66 Lubricants. As one of the largest finished lubricants suppliers in the U.S., it needed a better way to ensure field marketing and sales representatives have the information they need to sell both its new and existing product lines when out in the field. A team of one at the time, Bill Brown, former Director of Marketing Operations, was looking for an LMS that could help him deliver training materials from corporate to a network of more than 430 distributors in 76 countries, where assigned unit managers can manage training within their own businesses. Most importantly, he had to find a solution that was mobile-ready.

Schoox transformed learning and development at Phillips 66, empowering each part of the company to leverage the LMS to work toward common goals. What was once incomprehensible, password-protected product information in text-heavy powerpoint slides is now a robust library of engaging, bite-sized microlearning opportunities complete with hundreds of courses and content assets—all accessible through whichever mobile device field operators already have on hand.

Want to learn more about how Phillips 66 was able to achieve this stellar mobile learning experience? Check out this case study and others in our report: Real-world Learning for Frontline Workers. 

The post Mobile Learning for Frontline Workforces: Why it Matters and How to Get it Right appeared first on Schoox - A Learning Management System.

According to a report from EY on the ever-growing importance of L&D on the future of work, “data can be a game changer within the functioning of corporate L&D and help the function earn their spot as a strategic partner.” 

Industry analyst Josh Bersin also speaks to the importance of reporting in L&D. In a research paper from 2020 on adaptive learning, Josh states “the depth and ability to continually assess, learn, and act changes the game for how learning departments will operate and make investment decisions. It allows the organization to make faster, better, and more effective decisions.”

If your company has a learning and development program in place, you’ll likely want to gauge the results of training efforts periodically or on an ongoing basis. Without the right data, it can be difficult or even impossible to determine if your company’s approach to learning and development is working. Robust reporting within a learning platform empowers L&D teams to gather data about things that truly matter to the business, such as how training improves performance and productivity. 

Here are some ways L&D teams can leverage reports:

Track Progress 

Reports help L&D teams automatically keep track of which employees have completed training, performance, and progress toward business objectives—and instantly access that information whenever needed. Admins and managers can create reports to track  status, performance, scores, registrations, results, and more for specific employees, groups of employees, or across the entire organization. 

Demonstrate Why Learning Matters 

Utilized correctly, reports can help L&D professionals illustrate why learning and development matters and optimize training across the board. A learning platform with robust reporting capabilities can help you uncover deeper analysis about your training efforts which truly matter to your business. 

If you’ll be sharing insights about your company’s training programs with HR, finance, sales, or other executives and stakeholders, you’ll want to provide meaningful data and metrics that showcase the value of your L&D efforts. For this level of analysis, a simple look into course completion rates likely won’t suffice—you’ll also want to share information about how training improved specific skill sets among employees, boosted operations, and impacted the bottom line. 

Improve L&D Strategy 

Reports about learning and development programs can help businesses identify what’s working and what isn’t, then adjust training programs to be more effective. For example, data might show that despite completing multiple hours of training on a particular topic, employees still fall short on certain required skills when observed. This might prompt an L&D team to consider how the training is delivered (live, in-person instruction or virtual courses) and the format of specific resources (perhaps videos would work better than written documents to demonstrate certain processes)—and make the necessary adjustments. 

The Schoox Difference 

The right learning platform will make it easy for L&D professionals to pull data about specific individuals, as well as at the team or organizational level. Without a built-in reporting function, some L&D teams resort to manual tracking or exporting user data into another tool to analyze results. This process is both time consuming and less effective than having the information consolidated and readily available within the platform itself. 

Some reports you can create in Schoox include the courses report, in-class training report, and members report. 

With Schoox, you can easily leverage pre-built reports or customize them to generate a consolidated view of information about courses or curricula, scores or training results, individual users, various groups of users, content, and more. Reports can be exported or set up as recurring, scheduled in advance, or created on an ad-hoc basis. Schoox seamlessly integrates with leading HRIS and other HR software platforms, so pertinent data about your users always remains in sync with the learning and performance metrics  gathered by Schoox. 

Some L&D professionals struggle with reports because their company’s learning platforms aren’t flexible enough to change how users, or different groups of users, are associated with one another. This leads to inaccurate or incomplete data which isn’t necessarily useful. Schoox can be configured to reflect the unique organizational structure of any business, and user permissions can be adjusted to ensure the right people have access to the information they need — which makes reporting much more effective overall.  

A regional training manager, for example, might need to access reports detailing which users are enrolled in which courses across multiple franchise locations while another may only need information about a specific group of learners. With Schoox, L&D teams can easily customize user permissions, compare metrics across different groups, and segment data in a way that makes sense for specific business units. 

What’s New in Q2 2022?

We recently simplified reporting in Schoox by migrating all reports — both scheduled and standalone — into Report Builder. Now admins and managers can access current and archived reports, as well as options to create new ones, all in one place. We also improved the backend engine that powers reports, making the function more efficient overall.

Admins and managers now have access to all recurring, scheduled, and ad-hoc reports in Report Builder.

Learn more about all the updates we made to the Schoox platform this quarter here. 

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When employees look at learning and development professionals, they may think of us as superhuman in a way. Perhaps not on the level of Superman, but they may assume L&D professionals have all the answers and don’t make mistakes. This just isn’t true, though.

Learners are not really expecting perfection. Neither are the companies themselves; yet, L&D professionals can fall into the trap of overanalyzing everything they do. All that does is create a tremendous amount of pressure.

In this episode of The Learning Xchange, Matthew Brown, Schoox’s VP of Learning and Brand Success, discusses how to be your authentic self as an L&D professional and why it’s okay to not be perfect.

To learn more, keep reading or press play on the podcast below:

The truth about perfection

The truth about perfection is that it’s OK to not be perfect. There are some scenarios in the world where perfection is important, for example, performing surgery, but for the most part, perfection isn’t essential.

In fact, it’s in our imperfections that we really display our humanity. And in our humanity is where we become much more approachable and personable. This is key to developing deep, trusting relationships.

This isn’t just about L&D professionals either. It’s crucial that we help employees feel able to be authentic at work.

To do this, learning and development professionals can show their true colors and show learners and employees that it’s okay to do so. There may, of course, be some restrictions on that. For example, turning your hair blue in a customer-facing role. But there are other ways to work around that and still bring your authentic self to the workplace.

You can do this in a number of ways. It’s all about finding what works for you, but here are some ideas:

1. Bring things you love into the office

The trick here is not to overthink it too much. It could be as simple as bringing in a picture, figurines, or colorful office equipment. If you’re primarily a remote worker, think about placing things in the background that reflect your personality on Zoom calls. This could be pictures on the wall, ornaments, trinkets, etc. It doesn’t have to be anything huge, just small hints of your personality will do.

2. Show off your sense of humor

We could all use a bit more fun and humor in the office. A lot of people, especially in corporate environments, are afraid to show their sense of humor. However, making an effort here can help to reveal the real you.

3. Tap into empathy and compassion

When delivering learning sessions, try to make an effort to emphasize the content you’re delivering with things like personal anecdotes and humor to really lighten the conversation.

For example, if you’re going through slides, don’t be afraid to inject a little personality, color, jokes, or even memes to keep people engaged and also show your learners that you’re human too.

4. Be an open book

When sharing anecdotes and stories, don’t be afraid to talk about the not-so-glamorous stories. Mention the mistakes and failures as well as the successes. This highlights that you’re not perfect, and no one else is either.  This can really open up the topic and help people feel understood and supported.

Don’t wait for perfection

A lot of us put too much pressure on ourselves to be perfect, but this can cause problems. A common example of this is not asking for help when we really should because we don’t want to appear incapable. This causes all sorts of problems down the line when you end up really needing help later.

If you’d have opened the conversation earlier, got some help, some feedback, or support, things may have been different.

Remember, it’s okay to invite people into the process when you’re still mixing the cake. It doesn’t have to be fully baked. In fact, involving others helps to foster a sense of inclusion in your workplace. It gives others a chance to share their opinion and feel heard and valued for their contributions.

Accept that no one has all the answers

The final thing to think about here is the fact that neither you nor anyone else has all the answers. It can be especially difficult for L&D professionals to accept this because of their position as the person delivering the learning. However, L&D professionals are people too, people who are still learning and growing.

Acknowledge that and emphasize it to your learners because the learning never truly stops. Instead of trying to present yourself as perfect, why not use this opportunity to inspire and motivate your learners to reach their potential.

Demonstrate that you are a real person. You have pains, struggles, successes, failures, and you are not afraid to continue learning. This will help you connect with your learners and foster a more productive, collaborative environment.

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