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Welcome back everyone.

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You know, as retail executives,

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we're always trying to figure out

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how to make our teams the best they can possibly be.

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Absolutely, it's always top of mind.

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Yeah, and so today we're diving deep into some,

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well, fascinating material from Multimedia Plus.

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Oh yeah, they really are the experts

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when it comes to retail training.

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They are, and we'll talk about why

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some of the old ways of training

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just aren't cutting it anymore

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and what we can look forward to in the future.

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It's gonna be a good one.

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I think so too.

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So let's kick things off with something

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I'm sure we're all familiar with, e-learning.

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Yeah.

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You know, stuck in the back office,

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clicking through slide after slide.

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The bin there.

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But it hasn't been all that effective for retail

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and I'm thinking it's gotta be more than just,

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you know, being boring.

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Right.

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It really comes down to the disconnect

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between that training environment

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and what's actually happening out on the sales floor.

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You're learning about these products, but only in theory.

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You never get to actually touch them or, you know,

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experience them.

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It's like trying to teach someone how to ride a bike

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just by showing them pictures.

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Yeah, you're getting all this head knowledge,

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but no practical application.

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And in retail, I mean,

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being able to connect with the product

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and then show a customer how it works is everything.

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It is.

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And then you've got the length of those modules

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and how they're delivered.

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A lot of them are so long and focused on compliance stuff

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rather than actually teaching people

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the skills they need to, you know, make sales.

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It's like this one size fits all thing

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that doesn't take into account the fact

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that people learn in different ways

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and have different levels of experience.

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So true.

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It shouldn't just be about checking boxes.

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It's about giving your team the tools they need

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to actually be successful.

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Right.

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And retail has such a diverse workforce.

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So a personalized approach seems pretty essential.

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It is.

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And that's actually one of the limitations

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of another common approach, in-person training.

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I mean, it has its good points for sure.

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But trying to make sure that it's delivered consistently

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across all your stores can be a real nightmare.

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You're at the mercy of whoever's doing the training.

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That's a good point.

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There's no guarantee everyone's getting

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the same quality instruction.

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You're putting all this time and money

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into in-person training,

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but who knows what you're really getting.

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And then you have the high turnover rates we see in retail.

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It's like you're always starting from scratch.

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It is.

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Every new person needs to be trained, and that takes time.

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Right.

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Not to mention money.

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Right.

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And we can't forget about all the logistical headaches.

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Oh yeah.

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Travel costs.

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Kigling.

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People being away from the sales floor.

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It all adds up.

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It does.

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It's like both, you know, e-learning and in-person

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training both have their downsides.

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So where do we go from here?

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Right.

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I mean, what does effective training even look like

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in the world we're living in today?

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That's where this idea of on-the-floor learning

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in microbursts comes in.

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Okay, now that's interesting.

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It's a term multimedia plus uses,

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and I think it's spot on.

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I like it.

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Tell me more.

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It's all about using technology to give people

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these little bursts of information

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right when they need them.

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Okay.

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We're talking like three to five minute videos

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they can watch on their phone or a tablet.

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And they can do this, you know, between customers.

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I see.

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So instead of pulling someone off the floor for an hour,

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they can just get these little nuggets of the knowledge

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throughout the day.

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Exactly.

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And then as they go.

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And because it's video,

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you know everyone's getting the same training.

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Right.

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No matter what store they're in.

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Consistence.

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Everyone's on the same page with the brand.

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Makes sense.

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And it's way more engaging and memorable.

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Did you know 90% of the information that goes

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to our brain is visual?

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That's pretty amazing.

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Yeah.

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Video just taps into that.

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It's way better than just making people read a bunch of text.

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So we're making learning more bite-sized,

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more accessible, more modern.

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It just makes sense.

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It does.

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What else makes this approach different?

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Well, it's more than just watching videos.

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It's about actually getting your hands dirty.

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Okay.

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So picture this.

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An associate watches a short video

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about a new product on their tablet, right?

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Right.

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And then boom, they get to go try that product out themselves

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right away.

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Right.

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They get to see how it works.

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I like that.

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It's that combo of knowledge and experience

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that makes them an expert.

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Yeah.

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Memorizing facts.

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They're getting a feel for it.

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Exactly.

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Building their confidence.

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And it's all happening right there on the sales floor.

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So you're not disrupting the flow of business.

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Right.

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It just fits into their day.

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Love that.

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And we can't forget about personalization.

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Oh, yeah.

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I mean, you know better than anyone,

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your teams are diverse.

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I am.

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Everyone comes in with different backgrounds,

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different learning styles, different goals even.

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And the old one-size-fits-all just doesn't work.

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It doesn't.

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It'd be like trying to make everyone

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wear the same uniform no matter their size.

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It'd be a mess.

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Exactly.

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But with these new platforms, you

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can set up different learning paths for each person.

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So you meet them where they are, give them what they need.

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A new hire might start with customer service basics

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and product knowledge.

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But someone who's been around longer

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could focus on more advanced sales techniques

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or even management skills.

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It makes sense.

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And people are probably more engaged too if it's tailored

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to them.

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Absolutely.

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When training feels relevant, people

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are more likely to actually do it.

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Makes sense.

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It's not about checking boxes anymore.

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It's about empowering people and helping them grow.

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Yeah, that's a big shift.

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It's not just training.

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It's an investment in your employees.

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It is.

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And with all the data these platforms give you,

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you can actually see that growth happening.

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Oh, wow.

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You can see who's doing the training,

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how well they're remembering the information.

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You can even see how it's affecting their sales numbers.

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So no more guessing games.

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Right.

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You have data to make decisions with.

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You can actually see if that training on a new product

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is leading to more sales.

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Oh, my god.

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Or if there are areas where people need more help.

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It's like having this dashboard for your whole team.

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It is.

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This is starting to sound really good.

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Yeah.

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But let's be real.

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OK.

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Change is hard.

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It is.

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Especially in big companies.

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What are you thinking?

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Well, what kind of pushback do you usually

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see when companies try to bring in these modern training

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methods?

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Honestly, one of the biggest things

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is people being skeptical about e-learning in general.

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Oh, yeah.

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Because of all those bad experiences in the past.

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Right.

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They think back to those boring, useless modules.

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It's understandable.

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But this is different.

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So how do you get people on board?

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I think communication is key.

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OK.

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Be upfront about how this new approach is actually

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solving those old problems.

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OK.

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Show them how it's engaging and relevant and easy to use.

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But most importantly, talk about the benefits for everyone.

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Right.

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It's not just about the technology.

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It's about the people.

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How does this help the employees?

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Right.

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How does it help the managers?

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Right.

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The executives.

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Yeah.

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How does it make everyone's lives easier and help

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everyone be more productive?

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Good points.

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For employees, it means having access to training that

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actually helps them build their skills

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and move up in the company.

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For managers, it means having a team that's more knowledgeable

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and engaged who can give customers a better experience.

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Makes sense.

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And for executives, it means seeing that positive impact

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on the bottom line.

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Everyone wins.

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Right.

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But you can't just launch a new platform

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and call it a day, can you?

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You can't.

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What are some of the things people should be thinking about

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when they're implementing something like this?

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First of all, you've got to pick the right platform.

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Of course.

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There are tons of them out there.

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So do your homework.

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Figure out what fits your goals and your budget.

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OK.

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And then make sure your team knows how to use it.

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Right.

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Provide training.

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Make sure they're comfortable with the technology.

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Exactly.

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You don't want people getting frustrated.

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And the content itself has to be engaging and relevant.

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Right.

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Work with your vendors to create materials that look good,

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are easy to understand, and really focus

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on your specific products and services.

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OK.

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Don't be afraid to get creative.

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Try different formats, like videos and quizzes

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and even simulations.

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Make it fun.

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Exactly.

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But how do you know if it's working?

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How do you measure the impact?

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Data.

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Data is your friend.

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I was hoping you'd say that.

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Most of these platforms have really good analytics

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and reporting.

285
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Track things like completion rates, how well people

286
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are remembering the information.

287
00:08:19,040 --> 00:08:19,520
OK.

288
00:08:19,520 --> 00:08:22,520
And you can even connect the training data to sales numbers.

289
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So you can see if that training is actually

290
00:08:24,160 --> 00:08:26,680
leading to more sales or happier customers.

291
00:08:26,680 --> 00:08:27,400
Exactly.

292
00:08:27,400 --> 00:08:29,400
You can use that data to tweak things,

293
00:08:29,400 --> 00:08:30,760
make your program even better.

294
00:08:30,760 --> 00:08:32,320
You can prove it's worth the investment.

295
00:08:32,320 --> 00:08:33,240
Exactly.

296
00:08:33,240 --> 00:08:35,800
This is all great information for retail executives.

297
00:08:35,800 --> 00:08:36,240
Yeah.

298
00:08:36,240 --> 00:08:38,840
Any common mistakes you see companies making when

299
00:08:38,840 --> 00:08:40,280
it comes to training?

300
00:08:40,280 --> 00:08:40,920
Oh, yeah.

301
00:08:40,920 --> 00:08:41,400
Definitely.

302
00:08:41,400 --> 00:08:43,800
One of the biggest ones is thinking of training as a one

303
00:08:43,800 --> 00:08:44,720
time.

304
00:08:44,720 --> 00:08:45,080
Right.

305
00:08:45,080 --> 00:08:46,360
Instead of an ongoing process.

306
00:08:46,360 --> 00:08:46,640
Right.

307
00:08:46,640 --> 00:08:48,440
It's like going to the gym once and expecting

308
00:08:48,440 --> 00:08:49,800
to be in shape forever.

309
00:08:49,800 --> 00:08:50,720
Doesn't work that way.

310
00:08:50,720 --> 00:08:51,560
Nope.

311
00:08:51,560 --> 00:08:54,240
And another big mistake is not involving employees

312
00:08:54,240 --> 00:08:55,040
in the process.

313
00:08:55,040 --> 00:08:55,800
Oh, interesting.

314
00:08:55,800 --> 00:08:58,680
Who better to tell you what they need to learn

315
00:08:58,680 --> 00:09:01,240
than the people who are actually doing the work?

316
00:09:01,240 --> 00:09:01,600
Right.

317
00:09:01,600 --> 00:09:02,920
They're the ones on the front lines.

318
00:09:02,920 --> 00:09:04,200
They're dealing with the customers.

319
00:09:04,200 --> 00:09:05,720
They know what works and what doesn't.

320
00:09:05,720 --> 00:09:07,280
Their feedback is gold.

321
00:09:07,280 --> 00:09:07,920
It is.

322
00:09:07,920 --> 00:09:09,680
And when you get them involved, they're

323
00:09:09,680 --> 00:09:11,560
more likely to buy into the training

324
00:09:11,560 --> 00:09:13,040
and be excited about it.

325
00:09:13,040 --> 00:09:14,240
Makes sense.

326
00:09:14,240 --> 00:09:15,920
So don't just tell them what they need.

327
00:09:15,920 --> 00:09:16,800
Right.

328
00:09:16,800 --> 00:09:17,600
Ask them.

329
00:09:17,600 --> 00:09:18,400
Involve them.

330
00:09:18,400 --> 00:09:19,560
Exactly.

331
00:09:19,560 --> 00:09:22,480
Now, are there any companies out there that are really

332
00:09:22,480 --> 00:09:23,640
nailing this?

333
00:09:23,640 --> 00:09:24,600
Oh, for sure.

334
00:09:24,600 --> 00:09:26,480
Lots of companies are using modern training

335
00:09:26,480 --> 00:09:29,920
to really empower their employees and get great results.

336
00:09:29,920 --> 00:09:31,000
Give me an example.

337
00:09:31,000 --> 00:09:31,320
OK.

338
00:09:31,320 --> 00:09:34,400
One that comes to mind is a big clothing retailer

339
00:09:34,400 --> 00:09:38,280
that started using a mobile platform with gamification

340
00:09:38,280 --> 00:09:38,920
built in.

341
00:09:38,920 --> 00:09:39,840
Oh, I like that.

342
00:09:39,840 --> 00:09:43,280
They saw a huge jump in employee engagement.

343
00:09:43,280 --> 00:09:45,240
And their sales numbers really went up.

344
00:09:45,240 --> 00:09:46,120
Gamification.

345
00:09:46,120 --> 00:09:49,320
It makes learning fun, especially for younger employees.

346
00:09:49,320 --> 00:09:50,160
It does.

347
00:09:50,160 --> 00:09:52,600
They're used to that kind of interactive experience.

348
00:09:52,600 --> 00:09:54,040
It's like a game, not work.

349
00:09:54,040 --> 00:09:54,560
Right.

350
00:09:54,560 --> 00:09:55,320
They learn more.

351
00:09:55,320 --> 00:09:56,560
They remember more.

352
00:09:56,560 --> 00:09:58,880
But it's not just about the bells and whistles.

353
00:09:58,880 --> 00:10:01,760
It's about creating a culture where everyone's learning

354
00:10:01,760 --> 00:10:03,640
and growing all the time.

355
00:10:03,640 --> 00:10:05,000
Where people feel valued.

356
00:10:05,000 --> 00:10:06,720
Where they have opportunities.

357
00:10:06,720 --> 00:10:07,840
That's what makes a difference.

358
00:10:07,840 --> 00:10:08,280
It does.

359
00:10:08,280 --> 00:10:09,600
It changes things.

360
00:10:09,600 --> 00:10:13,720
Instead of just thinking of retail jobs as temporary,

361
00:10:13,720 --> 00:10:16,040
people start to see them as a real career.

362
00:10:16,040 --> 00:10:17,200
That's so important.

363
00:10:17,200 --> 00:10:19,720
We talk a lot about how these new training methods

364
00:10:19,720 --> 00:10:21,360
benefit the business.

365
00:10:21,360 --> 00:10:23,320
But we should be talking about how they benefit

366
00:10:23,320 --> 00:10:24,920
the employees, too.

367
00:10:24,920 --> 00:10:25,280
Yeah.

368
00:10:25,280 --> 00:10:26,600
It's about empowering them.

369
00:10:26,600 --> 00:10:27,120
Exactly.

370
00:10:27,120 --> 00:10:30,600
It's about giving them what they need to do their jobs well,

371
00:10:30,600 --> 00:10:31,080
of course.

372
00:10:31,080 --> 00:10:33,520
But also to grow their skills.

373
00:10:33,520 --> 00:10:35,080
Maybe even move up in the company.

374
00:10:35,080 --> 00:10:37,000
Imagine someone who starts as a cashier,

375
00:10:37,000 --> 00:10:38,720
but they're really into fashion.

376
00:10:38,720 --> 00:10:41,600
With the right training, they can learn about merchandising,

377
00:10:41,600 --> 00:10:43,880
visual display, maybe even become a buyer.

378
00:10:43,880 --> 00:10:45,560
There are so many possibilities.

379
00:10:45,560 --> 00:10:48,320
It's not just about the technical stuff, either.

380
00:10:48,320 --> 00:10:49,000
Right.

381
00:10:49,000 --> 00:10:52,320
These modern training programs teach those soft skills, too.

382
00:10:52,320 --> 00:10:52,920
Yeah.

383
00:10:52,920 --> 00:10:57,000
Things like communication, problem solving, teamwork,

384
00:10:57,000 --> 00:10:57,960
even leadership skills.

385
00:10:57,960 --> 00:10:58,560
Exactly.

386
00:10:58,560 --> 00:11:00,600
Those are valuable no matter what you do.

387
00:11:00,600 --> 00:11:03,920
It's about helping people become well-rounded, adaptable.

388
00:11:03,920 --> 00:11:04,880
Ready for anything.

389
00:11:04,880 --> 00:11:07,640
And that's what people want, especially younger employees.

390
00:11:07,640 --> 00:11:09,160
They're not just looking for a job.

391
00:11:09,160 --> 00:11:09,640
Right.

392
00:11:09,640 --> 00:11:10,480
They want to learn.

393
00:11:10,480 --> 00:11:11,360
They want to grow.

394
00:11:11,360 --> 00:11:13,000
They want to be part of something bigger.

395
00:11:13,000 --> 00:11:15,720
They want to work for a company that cares about their future.

396
00:11:15,720 --> 00:11:16,080
Exactly.

397
00:11:16,080 --> 00:11:17,960
It's a company that gives them opportunities.

398
00:11:17,960 --> 00:11:21,320
And when your employees are engaged, and motivated,

399
00:11:21,320 --> 00:11:23,720
and well-trained, guess what?

400
00:11:23,720 --> 00:11:24,440
What?

401
00:11:24,440 --> 00:11:26,600
Customers have a better experience.

402
00:11:26,600 --> 00:11:27,840
100%.

403
00:11:27,840 --> 00:11:31,320
When employees feel confident, they're better at their jobs.

404
00:11:31,320 --> 00:11:31,800
Right.

405
00:11:31,800 --> 00:11:33,160
They can answer questions.

406
00:11:33,160 --> 00:11:35,320
They can build relationships with customers.

407
00:11:35,320 --> 00:11:36,280
Everyone's happier.

408
00:11:36,280 --> 00:11:37,440
Everyone wins.

409
00:11:37,440 --> 00:11:40,600
It sounds like this new way of doing retail training

410
00:11:40,600 --> 00:11:42,640
is really changing the game.

411
00:11:42,640 --> 00:11:44,480
What do you think the future holds?

412
00:11:44,480 --> 00:11:47,120
I think we're going to see even more personalization,

413
00:11:47,120 --> 00:11:47,920
you know?

414
00:11:47,920 --> 00:11:48,080
Yeah.

415
00:11:48,080 --> 00:11:50,440
Using things like AI and machine learning

416
00:11:50,440 --> 00:11:53,560
to tailor the training to each person's needs.

417
00:11:53,560 --> 00:11:55,560
So it's like taking all that data we're collecting

418
00:11:55,560 --> 00:11:56,440
and putting it to work.

419
00:11:56,440 --> 00:11:57,160
Exactly.

420
00:11:57,160 --> 00:11:57,880
That's amazing.

421
00:11:57,880 --> 00:12:00,600
And I think we'll see more virtual reality and augmented

422
00:12:00,600 --> 00:12:01,360
reality too.

423
00:12:01,360 --> 00:12:02,200
Oh, wow.

424
00:12:02,200 --> 00:12:05,520
Imagine being able to create these immersive training

425
00:12:05,520 --> 00:12:06,280
environments.

426
00:12:06,280 --> 00:12:07,000
Oh, that would be cool.

427
00:12:07,000 --> 00:12:08,800
Like almost real-life scenarios.

428
00:12:08,800 --> 00:12:10,760
It's like taking those product demos we talked about

429
00:12:10,760 --> 00:12:11,720
to a whole other level.

430
00:12:11,720 --> 00:12:12,360
Exactly.

431
00:12:12,360 --> 00:12:14,520
And it's not just for new hires either.

432
00:12:14,520 --> 00:12:15,000
Right.

433
00:12:15,000 --> 00:12:18,160
It's a way to keep everyone up to date on new trends,

434
00:12:18,160 --> 00:12:19,240
new technology.

435
00:12:19,240 --> 00:12:20,000
Always learning.

436
00:12:20,000 --> 00:12:20,800
Exactly.

437
00:12:20,800 --> 00:12:22,400
This is exciting stuff.

438
00:12:22,400 --> 00:12:24,080
Any final thoughts for our listeners?

439
00:12:24,080 --> 00:12:24,560
Yeah.

440
00:12:24,560 --> 00:12:27,280
I would just say don't be afraid to embrace change.

441
00:12:27,280 --> 00:12:29,320
Retail is always changing.

442
00:12:29,320 --> 00:12:32,720
And the way you train your teams needs to change too.

443
00:12:32,720 --> 00:12:33,920
Try new things.

444
00:12:33,920 --> 00:12:35,280
Be innovative.

445
00:12:35,280 --> 00:12:36,840
And listen to your employees.

446
00:12:36,840 --> 00:12:38,200
Great advice.

447
00:12:38,200 --> 00:12:39,880
Be open to new ideas.

448
00:12:39,880 --> 00:12:41,320
Be willing to adapt.

449
00:12:41,320 --> 00:12:45,240
And remember, your people are your most valuable asset.

450
00:12:45,240 --> 00:12:46,600
Couldn't have said it better myself.

451
00:12:46,600 --> 00:12:49,480
A big thanks to Multimedia Plus for the great material.

452
00:12:49,480 --> 00:12:50,360
Yeah, they're great.

453
00:12:50,360 --> 00:12:52,880
If you want to learn more about modern retail training,

454
00:12:52,880 --> 00:12:54,520
their website is a great resource.

455
00:12:54,520 --> 00:12:55,680
We'll put a link in the show notes.

456
00:12:55,680 --> 00:12:56,480
Perfect.

457
00:12:56,480 --> 00:12:59,920
And to all our listeners, thanks for joining us today.

458
00:12:59,920 --> 00:13:00,640
Keep learning.

459
00:13:00,640 --> 00:13:01,880
Keep growing.

460
00:13:01,880 --> 00:13:23,240
And we'll see you next time.