Performance Support – Design Framework
Today’s fluid work environment requires employers to make Performance Support highly accessible and pointed i.e., requiring a short amount of time for the individual to refer to the materials needed to get their work done. Four components of successful Performance Support are:
Achieve business results
Business impact is one of the important criteria to determine the efficacy of the Performance Support strategy. So, start by designing the learning outcomes that are tied to bottom line business results, such as tying customer service training outcomes to sales results.
Performance Support learning materials need to be convenient and readily accessible in time of need. Small, timely on-demand digital learning content should be the focus rather than creating sophisticated or verbose training manuals.
Employee experience is extremely important for any learning initiative. Performance Support content needs to be engaging in order to be effective. Small bite-sized content that is quick to complete and designed beautifully is more likely to employee attention and inspire action.
Relevant and personalized
Content needs to be relevant and personalized to each individual’s role and job needs. Also, it’s required to keep updating the content periodically to ensure learning materials are easy to navigate and relevant to the individual’s needs.