Tired of getting blown off when you mention your supervisors desperately need leadership training?

A year’s worth of Fortune 500 engagement training for a price you won’t believe (plus your team can try it FREE).

Are Disengaged Employees Killing Your Business?

The business case for employee engagement is clear. Maritz has found that employees who feel recognized and appreciated by their supervisors are:

• 5 times more likely to feel valued
• 7 times more likely to stay with the company
• 6 times more likely to invest in the company
• 11 times more likely to feel completely committed

Committed employees deliver 57 percent more effort than uncommitted ones. Add to that the true cost of employee turnover (which recent studies place at 1.5 times an employee’s annual salary) and the numbers quickly become staggering to the organization both in terms of the actual costs as well as lost opportunity.

Not only do engaged employees perform at a higher level, but those who are not engaged are killing your business. Recent Maritz research on customer experience has found that:

• 43% of customers who defect do so because of service
• 77% of those who defect because of service blame employee attitudes
• 83% of those who defect because of service tell others about their experience

Further, with Congress putting the finishing touches on the so-called Employee Free Choice Act, those same disengaged employees are also the most likely prospects to seek out union organizers or to sign union authorization cards. The bottom line is that the companies who fail to focus on employee engagement are putting themselves at an enormous competitive disadvantage.

Just Because Managers Know What To Say, Do They Say It?

The keys to engagement are well-known – and surprisingly easy to implement. Then why do most companies fail?

Why is effective supervision important? Because it is one of the most significant strategies for driving performance that matters to the success of the organization. And the good news is that the keys to employee engagement are not top-secret and they don’t require a lot of money. The most critical issues to create engagement are intangible and interpersonal. The keys to employee engagement are:

• Support & Involvement
• Praise & Recognition
• Autonomy & Authority
• Flexible Working Hours
• Learning & Development
• Manager Availability & Time

If you were to sit your supervisors in a room and ask them to list the key factors to employee engagement they’d probably list most, if not all, of these keys. They are common sense. But the problem is the “knowing/doing gap“ – in the heat of battle, most supervisors don’t do what they know they should. That’s where “Online Active Interval Training” has revolutionized engagement training.

How Online Active Interval Training kills the “knowing/doing gap” and creates engagement even better than live training.

LRI uses the “Online Active Interval Training” (OAIT) engagement and recognition process that builds the required skills for managers and supervisors, and marries those with what employees most want and value today. Our exclusive research-based and validated content is designed to make sure that supervisors learn key behaviors using the best adult-learning principles available today.

Compelling Content By Best-Selling Author and Motivational Speaker, Dr. Bob Nelson

How does Online Active Interval Training work different than regular manager training? The OAIT model uses e-experiences to deliver an integrated set of skills and competencies layered in over time. The best adult learning principles teach that real learning and results – the kind that creates fast, sustainable change, is a process.

The Online Active Interval Training model uses a wide diversity of learning experiences including interactions, simulations, online role play, interactive testing, and real-time feedback and coaching. Each module and e-experience is specifically designed to allow the individual to practice, drill and rehearse the necessary skills in a safe learning environment. The OAIT modules track attitudes, skills and knowledge for each e-experience in real-time, and delivers instantaneous reporting, tracking and feedback.

Accountability is also a key to effective implementation of any training program. Within the OAIT modules, trainees create custom personal performance goals, which are then emailed to both the trainee and their direct supervisors. The trainees are notified of this process, creating opportunity for enhanced mentoring and performance review process.

Online Active Interval Training is a process that requires no more than 30 minutes per week (many module segments can be completed in just a few minutes), which is ideal for any fast-paced organization that cannot afford to take their employees off for large chunks of time, yet still wants to make a difference with learning.

Our learning platform is ready to launch today – you can literally begin training supervisors in just a day or so after deciding to launch the platform. But through our unique Online Active Interval Training model, we are also able to create fast, efficient, and cost effective custom solutions, for less than the cost of off the shelf products, maximizing the relevance and the ROI.

On the back end, you have access to a Learning Management System that will track each of your managers’ attitude, skills, and knowledge for each module in real time, and deliver instantaneous reporting, tracking and learner feedback. Their progress through each module is measured, tracked and reinforced over time so that we get a consistent message, critical mass, and enough inertia to turn it into results.

What will my supervisors learn using the Online Active Interval Training system?

Complete Engagement Learning Platform With 9 Compelling Modules

There are 9 core modules that form the backbone of our engagement process. While we can also help your firm develop custom training content using the same learning model, just putting your supervisors through this structured process will transform employee engagement at your company.

Module 1 – Support and Involvement How much information do your employees get in their jobs today? Do they know what’s really most important for them to be doing? Or how they are performing? Do they truly feel involved? Are they aware of how their contributions to their jobs or department make a difference every day to the mission and bottom line of the organization? What do your employees want more than anything? In this lesson, you’ll discover some fantastic ways for your employees to experience being a valued member of the team. You’ll learn techniques and tools that you can use to help your employees perform their responsibilities better, and truly experience being supported and involved.

Module 2 – Personal Praise We all know it’s important to thank, recognize and praise those we work with. We also often forget to do so. What do you do to remind yourself to thank your employees when they do a good job? Every day you are busy with the list of things you need to do. You’re handling the day to day tasks and planning for the future. Often it can be difficult to take the time to recognize the efforts of your employees and let them know you appreciate their performance. In this lesson, we’ll look at ways we can stop, identify and act on those opportunities to do this most basic yet important activity, praise. Even more important, we teach how to give meaningful feedback, because giving non-specific feedback can ironically make an employee feel that their supervisor isn’t really interested in them at all.

Experiential Learning Simulations Put Your Supervisors "In the Game"

Module 3 – Autonomy and Authority A big motivator for today’s employees is Autonomy — having a say in their job and how to get it done. To some managers, it’s a threat for them to give employees autonomy because they feel its giving away part of their responsibilities, but you’ve got to do it today to get the best results from employees. When you give autonomy, you also get with that buy in and responsibility. If you want the best from employees, let them be a part of coming up with the solution to create the experience that’s going to make a difference with the customer, with the co-worker, and with getting the job done.

Module 4 – Flexible Work Hours One of the keys to engaging today’s workforce is providing the flexibility around working hours. This lesson will show you strategies for ways you can use time as a motivator with your employees. While many organizations have policies or limitations around the use of time off, managers often have some type of flexibility they can use with their staff. From our research on employee motivators, we know it is critically important to be as flexible as possible regarding working hours to create greater levels of commitment.

Module 5 – Learning and Development For today’s employees, especially the younger generation, learning and development is the new currency for getting ahead. This lesson teaches supervisors how to make development discussions a powerful motivator to their team members. As people are able to develop new skills on the job, they are better able to contribute to the success of the organization, as well as to take on new opportunities and responsibilities. The best organizations today constantly look for ways their people can learn both on and off their job.

Module 6 – Manager Availability and Time In this lesson managers learn how to use time and availability to engage employees. Manager availability and time is critical for today’s employees who expect to have a relationship with the person they are working for. You need to give them face time to get to know them, to answer their questions, and to be there when they need information. If you don’t get buy in, you get people disenfranchised with where they work, and not committed to doing their best job, and eventually leave the organization. With it, however, you build a bond with the person that translates into them wanting to do the best job, to create experiences that make a difference on their team, with the customer, for the success of the organization.

Each Module Includes Action Planning to Ensure Lessons are Applied

Module 7 – Written and Electronic Praise Another form of praise that is easy to give is written and electronic praise. Whether it’s a post it note, a thank you card, or a more formal letter, written praise tends to be highly valued by today’s employees. This type of communication has a residual effect as the employee can save it and re-read it at a later time, or share it with others.

Module 8 – Public Praise The most important behavior you can provide to any employee is to praise them when they do a good job. Not just for showing up, not just because you like them, or want them to like you, but for doing the behaviors and performance that make a difference for your mutual success. Most organizations today don’t focus on that as explicitly as they should. To get down to the grass roots level, you’ve got to connect one on one around the things that matter to the success of the organization. It’s in the range of every manager to make that connection happen with the people that directly report to them.

NEW in October 2010 – Module 9 – Tripwire Training Know how to recognize the early warning signs that someone is talking to your employees about a union. With the advent of new union stealth organizing tactics, and the real possibility of a shortened election cycle, it is not enough to know just the physical signs of a card-signing campaign – your supervisors must know the behavioral signs. This Online Active Interval Training module will hone your supervisors’ skills to detect the early warning signs. This module can also be delivered as a stand-alone training. Click here for more details.

Does Online Active Interval Training really work?

Don’t take our word for it. Participants in OAIT rave about it. In one recent survey of participants at an international Fortune 500 manufacturing firm, over 90% of students (including professionals with decades of experience) report they gained new skills and knowledge to improve job effectiveness, and 95% report that they applied what they learned to their work each day.

This training not only generated good feedback – it also is delivering astonishing business results. For example, of the thousands of employees who have already completed the Online Active Interval Training, those certified in the process are achieving 8% higher gross sales profit than those who are not certified.

How much does all this cost? And why I’m willing to bet you $4,990 that Online Active Interval Training is the best supervisor training you’ve ever seen.

Our OAIT model makes delivering high-quality training easy to do and a great value. Our firm provides live on-site training across the U.S. and live training is expensive. Imagine you want to train 10 supervisors on the the topics covered in the 8 Online Active Interval Training modules listed above. We would charge more than $50,000 in fees, materials and travel expenses to provide those eight live training classes. And that is just for one class of around 10 supervisors (if you have more than 10 supervisors to train you your training budget could easily exceed hundreds of thousands of dollars).

Not only is live training expensive, it can be less effective. This common type of “stand-up” training just isn’t as effective as the Spaced Repetition model. People are taken away from their regular jobs whether it is a good time or not (or they waste the training day on their iPhone, Blackberry or laptop). There is limited follow-up after the training is over. You don’t get the power of consistent feedback and action planning that is built right into the Online Active Interval Training modules.

That same class of 10 supervisors could go through all 8 Online Active Interval Training modules for less than $5,000. If you have a large group of supervisors that you need to train the costs to train each supervisor actually goes down, not up (ask for details on bulk pricing). Each supervisor receives an annual license to go through the process, so your supervisors can go through the training on their time schedule, when they are most likely to give the training their full attention. And unlike stand-up training, you can actually monitor – in real time – whether supervisors are learning anything at all.

We are so confident in the Online Active Interval Training model that we are willing to offer this bold guarantee. Try OAIT for one month in your company. We’ll set up your learning portal and let you invite 10 supervisors to actually go through modules, enter action plans and give you their honest feedback about the training. This isn’t a “trial version” of the program – we’ll actually set up your learning platform and your supervisors can go through a complete live version of the program – a $4,990 value. If you don’t agree that this is the ideal training for your company we will not charge you a dime. You simply email us and you’ll owe nothing.