As a CRM Administrator, you are responsible for the training that new hires receive on Dynamics. It can be very difficult to properly train employees in a short span of time, especially if they do not have the proper foundation for learning. You must be able to balance the needs of new employees with your ongoing tasks and requirements, making it hard to gage if you are on the right path. Thankfully, there are some basic guidelines that you can follow to ensure that your new hires are just as proficient as the rest of your teams.
Here are 5 simple ways that you can ensure your new hires pick up Microsoft Dynamics and become productive additions to your team.
1. Explain why the CRM is being implemented
Before users can understand how to use something, they need to know why they are using it. No matter what field your employees are in, you need to make sure that you can connect it with something that they are doing right now so that they see exactly why they are learning about Microsoft Dynamics and are expected to use it. Gartner analyst, Michael Guay explains that you can best “foster organizational change by making sure everyone understands ‘what’s in it for me’, and by recognizing and rewarding successful early adopters”. You don’t want to just get people excited about the CRM, you need to make a direct connection to the user if you want your learning strategy to carry any weight.
2. Don’t Overload People with Features
It’s understandable that you want to show off all of the latest and greatest features of Microsoft Dynamics, but that’s not a good idea. The founder of CustomerWinHQ, Jamie Diamond, has stated that “most companies can get more people using more features if you only give them what they need.” In other words, cater to the audience that you are speaking to and refrain from creating just a blanket training session. Showcase the features that matter.
3. Mix Up Your Training Methods
Be sure that you think about how your new hires will be learning. Do they need to see how things are done, or do they prefer a more hands-on approach? It can be hard to cover all of your bases, but it’s something that will pay off in the long run. You should even think about taking advantage of online guidance systems for a more interactive learning experience. WalkMe is a good example that works well for Dynamics users, providing step-by-step instructions to help them complete a particular process.
4. Encourage Cross-Departmental Communication
Mike Wierzbowki, vice president of TOA Technologies, has claimed that “cross-departmental communication is key”. Making sure that your new hires are able to speak and interact with other teams (and departments) enables them to learn more about the CRM in a shorter amount of time. Other users can provide the new hires with tips and tricks that helped in the beginning. Encourage this type of action to increase learning and retention.
5. Train Users so that They Get the Job Done
This goes back to explaining how a job is made better with Microsoft Dynamics, but you want to make sure that you train people for the job they are doing, not everything the CRM is capable of. You’ll overwhelm and scare your new hires with too much information. Give them the training they need to have a solid foundation that they can build upon, and then add more training sessions to their workload. Gartner recommends implementing follow up training, specific to the tasks they are performing, to accelerate productivity and efficiency.
Teaching users about Microsoft Dynamics can be a fun and rewarding experience. Once you are able to help new users become proficient, you’ll be able to handle your tasks without having to put out small fires every few days. Plus, you can use that same plan for the next training session. Take the time to think about your users and how you can appeal to them to best, and you’ll have no problem getting new hires up to speed in a short span of time.