• Gain attention. In order for any learning to take place, you must first capture the attention of the learner. Consider starting each lesson with a thought-provoking question or interesting fact.
  
• Break up your training into smaller "units.” If content is shorter, but organized meaningfully, it will most likely appeal to all types of learners. A variety of media should be used whenever possible; for example, distribute a short article for learners to read before classroom training, or show a 20 minute video with content similar to what trainees will see in their online training.
  
• Change your training method. Insert a different training exercise, or change the pace of the training activity to create a fresh perspective for your trainees. For example, distribute handouts at the close of any training session outlining key learning points.
  
• Inform learners of objectives. At the beginning of a lesson, it is important for learning objectives to be set. This sets the stage for what is expected of learners in training and helps motivate them to complete the lesson.
  
• Review key points. Increase learner retention by reviewing and reinforcing key learning points from the training session. Try having employees create flash cards for a post-training review tool or assign each employee a "review partner" so that each they can meet and discuss the skills they learned in training and can now apply on the job.
  
• Reinforce training content. Reinforcement of training content immediately following a training session and then at different intervals during the following month will greatly increase your employees learning retention.
  
• Assess performance. Test your employees’ knowledge retention by giving a test or a quiz after the training event. Upon completing instructional modules, learners should be given the opportunity to take (or be required to take) a post-test or final assessment. Receiving a mastery score, usually 80% or higher, will show learners they have become knowledgeable in a new set of skills from training.
  
• Talk to employees after training. Ask employees questions about the training (what they learned, what new skills they expect to immediately apply on the job, etc.).
  
  

• Train anytime, anywhere. Whether training will take place at their desktops or on a plane, employees will appreciate being able to access training courses whenever it’s convenient for them, 24 x 7.
  
• Pre-instructional. Prior to sending employees to a classroom-based sales training course, product launch, or national/regional meeting, have employees take an e-learning course so that they arrive with a new set of skills and knowledge.
  
• Monitor employee’s training progress. With e-learning, the training department or sales manager(s) can now monitor/track each employee’s progress through a Learning Management System (LMS). The LMS provides an easy and quick way to track employee’s test scores, progress in completing courses, level of mastery, etc.
  
• Real-world training simulations. Most e-learning courses incorporate simulations into the course content. Simulations present the learner with real-life situations asking them to respond accordingly. With this type of "learning by doing", employee’s improved capabilities can be immediately applied to job situations.
  
• Job aids. Employees will have the option to read or print out job aids with each course, which highlight the key points taught in the course for a quick reference. By referencing these job aids, sales professionals will be more effective and productive as they contact prospective customers.
  
• Blend e-learning into your current sales training program. Your organization’s training program does not have to focus exclusively on classroom instruction or exclusively on e-learning. Consider using both to train your sales team, also called the “blended learning approach.” You can dramatically increase your companies current training program by blending e-learning with more traditional training methods such as classroom training or text-based training.
  
  

How to Ensure that Sales Training Succeeds with e-Learning

Before implementing e-learning into your sales training program, consider the following to ensure it’s success:

• Will your organization have the technical infrastructure to support online learning?
  
• What are your learners’ needs? Be sure to require that learners take both pre and post test assessments of their skills to determine their current skill sets.
  
• Be selective when assigning courses. Make sure learning content is meaningful and relevant to sales performance; can it be immediately applied to the job?
  
• Is the content interactive, with opportunities for learners to practice, obtain feedback, and test?