Conflict Management Training Solutions: Tips To Find The Perfect Outsourcing Partner

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How To Choose The Right Conflict Management Training Solutions On A Tight Timeline

Every member of your team has different expectations, objectives, and training preferences, which makes it particularly challenging to find a conflict management training solutions outsourcing vendor that lives up to everyone’s expectations. The accounting department is concerned about figures and hidden fees. While your L&D manager is looking for a collaborator who can bridge relevant performance gaps rapidly. Then there are front-end trainees, who are focused on engagement, personalization, and real-world application. This epic guide offers pointers to find the perfect partner for your conflict management training plan, regardless of your goals or budget. First, let’s explore some of the most common implementation mistakes that the right eLearning content provider can help you avoid.

What’s Inside This Guide…

  1. Common Conflict Management Training Implementation Mistakes
  2. Qualities To Look For In Your Next Conflict Management Outsourcing Partner
  3. Unexpected Benefits Of Outsourcing Conflict Management Training
  4. Tips To Find The Ideal Conflict Resolution Skills Training Solutions For Your Budget
  5. Vendor Vetting Pro Tips: Ways To Evaluate Outsourcing Partner Expertise And Experience

eBook Release: Conflict Management Training Solutions: Tips To Find The Perfect Outsourcing Partner

eBook Release

Conflict Management Training Solutions: Tips To Find The Perfect Outsourcing Partner

Create stronger team dynamics and boost remote collaboration for your remote workforce!

1. Common Conflict Management Training Implementation Mistakes

Conflicts aren’t all bad. Some disagreements facilitate self-reflection and build a stronger sense of corporate community. The thing that sets these productive conflicts apart from the rest is knowledge. Employees need to know how to talk through the problem, actively listen, and respect each other’s viewpoints. Otherwise, a simple misunderstanding escalates into a full-on argument. This know-how often comes from life experience, effective online training, and courses that help build emotional intelligence and interpersonal skills. But you must be aware of the pitfalls in order to deploy meaningful and memorable training experiences. Avoid these common conflict management training solutions implementation mistakes to boost employee engagement and maximize your L&D investment.

1. Unclear Objectives

The objectives are vague, at best. Maybe they’re outdated or omit crucial evaluation data, such as how you will measure employee proficiency and progress. Clear eLearning objectives and outcomes are the cornerstones of successful conflict management training solutions. Identify the most pressing performance issues or skill gaps, then narrow the scope so that employees know how to proceed. For example, they must develop their active listening and empathy skills to boost customer service scores. Outline all the resources involved, how you’ll evaluate their performance, and the service stats you expect.

2. Unrealistic Implementation Timeline

Your objectives are in order and you’ve already drafted an accurate budget. But your timeline is missing some key components. For example, each phase is simply a start and end date, instead of mapping out all the tasks that fall between. Your schedule should also have some flexibility to account for unexpected delays, like learning the new software or updating resources based on employee input.

3. Overlooking Soft Skill Development

Many organizations make the mistake of focusing on theoretical application. Employees must memorize all the conflict management techniques to pass the exam. However, it’s all based on policies and protocols. Soft skills are a significant part of conflict resolution training because employees need these core competencies to communicate and collaborate. Whether it’s with peers, team leaders, or customers. Center on interpersonal skills, problem-solving, and stress management, as well as emotional intelligence and empathy. This helps them form more meaningful connections.

4. Not Outsourcing Content Creation

One of the most common assumptions regarding conflict management in the workplace is that in-house development is the only option. The truth is that hiring third-party providers can be more cost-effective than designing conflict management resources internally. It also involves faster turnaround times and you benefit from the vendor’s experience. Evaluate each deliverable individually and weigh the pros and cons of outsourcing. Which route yields the best ROI? Can your L&D team handle the extra workload? Do you already have the necessary tools?

5. Prioritizing Reaction Instead Of Prevention

Generally speaking, the basic human response is to go on the defense whenever conflict occurs. Some may even let emotions take over, which typically leads to an all-out war in the workplace. This is why it’s crucial to launch a conflict management training program that prioritizes prevention, instead of focusing solely on damage control. Of course, employees must also learn how to react in stressful situations and minimize tension. However, the main aim should be building healthy professional relationships and respecting others’ viewpoints to engage in productive dialogue and work through the issue so that conflict doesn’t even enter the equation.

6. Depersonalizing The Process

Conflicts are often personal, even if they take place on the job. Stress, anger, disappointment, and confusion are all thrown into the mix. Thus, your training strategy must be personal, relevant, and real-world-centered. Employees must know how to effectively handle their emotions and how the protocols tie into their job roles. For example, team leaders should know how to interact with their employees and enforce company policy without sparking conflict. Personalization also extends to training delivery. Can they choose their own activities or courses? Are they able to customize their own certification paths? Is there a good variety of resources to cater to different learning preferences, such as visual and tactile?

7. Not Gathering Employee Input

There shouldn’t be a major unveiling at the end of the project. This is conflict resolution training, not an art exhibit. You must gather employee feedback every step of the way to improve the finished product. Choose a select group of trainees to test out conflict management techniques and tools. Then host focus groups and surveys to see what they think of the fresh content. Does it foster real-world application and cater to different training styles?

8. No Just-In-Time Support

Your certification course is on point. There’s just one thing missing…ongoing support. Employees are unable to reinforce their knowledge or refresh their mental schema. They also struggle with work challenges that fall outside the purview of contextual training. Launch a complementary JIT support library they can use to bridge emerging gaps and avoid workplace conflicts on the spot. Tutorials, demos, and real-world examples are just a few microlearning resources to consider for your repository.

2. Qualities To Look For In Your Next Conflict Management Outsourcing Partner

Conflict resolution skills training solutions should be more cost-effective than internal content creation. But there are a variety of factors that you must consider when calculating costs, like payroll, current L&D workload, and implementation time. Some expenses are more difficult to quantify because they involve intangible resources. For instance, can your team handle the added stress of conflict resolution training materials? Or should you opt for an outsourcing partner to improve internal productivity and avoid potential burnout? Here are some crucial qualities to look for in your next outsourcing partner.

Possess Niche Expertise

The right outsourcing company walks the fine line between generalist and specialist. They’ve already mastered the broad strokes. For example, they’re up-to-date with training trends and technologies and have IDs who understand the psychology behind effective eLearning experiences. However, these companies are also aware of your industry’s primary concerns and training topics. They know which conflict management techniques, styles, and skills to incorporate into your course.

Own All The Right Tools For The Task

Most conflict management training solutions outsourcing companies possess all the necessary tools. They may need to purchase additional authoring software based on your objectives and needs. But their toolbox is already packed with modern tech to develop interactive and engaging content. They also know how to wield these tools effectively to achieve the best outcomes. Thus, your team doesn’t have to endure the steep software learning curve.

Prioritize Customer Support

Most vendors take on multiple projects throughout the year (if not, simultaneously). That said, every client should feel like they’re a VIP. That the conflict management training solutions provider understands their needs and expectations. The vendor should offer top-notch support services that range from one-on-one phone chats to online FAQs. Some even provide troubleshooting guides to help their clients overcome minor tech glitches or content updates after the fact.

Effective Communicators

Active listening and open communication are the pillars of conflict resolution skills training. Therefore, the vendor should embody these qualities when working with your organization. Effective communicators clarify clients’ needs and succinctly convey their ideas. They recommend resources that enrich your conflict management training strategy and stretch your budget. They take the time to evaluate your objectives and brainstorm potential solutions.

Maintain Total Transparency

I’m not suggesting that the conflict management content provider should boast about their weak points or reveal their financial records. However, they must maintain total transparency when it comes to work practices and associated fees. No hidden costs a week into the project or unexpected development delays that force you to push back your course launch. There should also be a clear delegation of roles and responsibilities in the final contract. For example, which party will handle the TNA or content curation?

Flexible And Adaptable

Adaptability is the very nature of the business because they accept a diverse range of clientele. Thus, flexibility extends to every phase of the project. They need to adapt to your implementation timeline and work with you to develop content without going over budget. In some cases, they might even reuse your existing assets to reduce spending, which means they must use their resourcefulness to incorporate your materials into their creative vision.

Industry Innovators

The leading outsourcing partners go above and beyond to keep up with eLearning innovations and the latest technologies. They’re always looking for better approaches to conflict management training that put less strain on your L&D expense sheet. In some cases, they’re even industry thoughts leaders who frequently post pointers on social media or speak at training events.

3. Unexpected Benefits Of Outsourcing Conflict Management Training

Conflict resolution skills in the workplace don’t just prevent on-the-job disputes, they also help your team broaden their perspective and empathize with others to respect cultural diversity, boost emotional awareness, and build their communication skills. But your organization may not have the time, expertise, or tools to launch successful conflict management training solutions. That’s when outsourcing providers enter the picture. Armed with the necessary software and industry experience, they bring a wide range of benefits to your business. Contrary to popular belief, they’re even suitable for SMBs with limited resources and small staff sizes. Here are a few convincing reasons why you should consider an eLearning content provider for conflict resolution training online.

1. Reduce Development Costs

Many organizations assume that outsourcing will set them back even more than in-house development. In reality, third-party providers can help you stretch resources and reduce spending. This is due to the fact that they already have the necessary tools and know-how. They’re aware of the risks involved, as well as the common mistakes to avoid. They can also help you reuse existing assets to further improve ROI. For example, incorporate video clips and real-world examples from your library that tie into the current conflict resolution goals. The secret is to analyze both routes in terms of cost-effectiveness. Is it more prudent to develop content in-house, given that you already have the essential authoring software and SMEs? Or should you outsource to improve resource allocation?

2. Enhance Training Personalization

The right outsourcing partner understands the nature of conflicts and industry compliance risks. Therefore, they’re able to produce content that resonates with your staffers and aligns with their needs and preferences. For example, tutorials and simulations that feature real-world obstacles and personas, instead of generic content that barely brushes the surface of conflict resolution tips and required skills. You can also work with the provider to incorporate your branding and staffer interests to take eLearning personalization to the next level.

3. Faster Turnaround Time

Every online training initiative takes time and careful planning. However, hiring an outsourcing company for conflict resolution skills in the workplace often results in faster turnaround times. And, it’s primarily due to their insider knowledge. They’ve seen it all before, especially established outsourcing companies that have been in the business for years and always have a backup plan in place. For example, they know that creating this conflict resolution branching scenario will take 3 weeks to complete and requires these tools. They’re also aware of the potential roadblocks and how to work around them to expedite the process.

4. Utilize External Expertise

Conflict resolution training vendors have SMEs on their team who make it their mission to mitigate risks and improve team dynamics. They know which skills are involved and the most productive conflict resolution styles your staffers should know about. One of the primary benefits of outsourcing any project is tapping into external expertise. You don’t have to hire subject matter experts or ID pros because the vendor already has them on their payroll. Even if your team has the expertise required, do they have time to develop content? Can they add conflict management training solutions to their to-do list without overburdening their workload?

5. Avoid Common Implementation Mistakes

Implementation mistakes lead to delays and overspending, not to mention, major headaches for your L&D, HR, and accounting departments. A conflict management training solutions company is aware of the most common pitfalls and how to avoid them at every phase of the project. Thus, you don’t have to deal with the fallout of those mistakes as you would when creating content internally. The outsourcing partner also knows how to hedge their bets and minimize the impact that unexpected revisions and tech challenges have on the implementation timeline.

6. Lower The Learning Curve

Your team may not be knowledgeable about conflict resolution techniques or competencies. At least, not to the degree that they can sum up the key points and create meaningful content. Then there are those who are new to authoring tools and may spend the first week acclimating to the platform. Hiring a company for conflict resolution training online lowers the learning curve because they know the ins and outs of this specialization area. They understand how to tackle the topic and facilitate knowledge transfer, as well as utilize rapid eLearning authoring software to deliver the information in a neat little package.

7. Retain Top Talent

As a general rule, outsourcing partners can produce high-quality content quickly. Their expertise, tool mastery, and team experience allow them to create engaging, meaningful, and relevant resources for your staffers. Thus, you retain top talent and reduce employee turnover. This means you don’t have to pay to recruit, hire, and onboard their replacements. This outsourcing perk also ensures that your L&D investment pays off. You’ve already devoted a significant amount of time, energy, and money to fine-tune in-house talent. You want them to stay with your organization and continue to hone their skills, rather than looking elsewhere for employers who do prioritize conflict resolution skills training and teambuilding.

4. Tips To Find The Ideal Conflict Resolution Skills Training Solutions For Your Budget

Making the decision to outsource should never be taken lightly. There are pros and cons associated with hiring an eLearning content provider. However, all perks outweigh the pitfalls when you consider software costs, L&D workload, and third-party expertise. The catch is that you need to find conflict resolution skills training solutions that suit your budget and use case, a provider who understands your industry inside-out and the challenges your employees face on a daily basis. Where do you even begin the search? Which selling points should you look for? Are user reviews and ratings really a valuable resource? Here are 8 insider tips to help select the ideal conflict management training solutions provider for your global workforce.

1. Reevaluate Your Outsourcing Price Range

First things first, you must determine if your conflict management training solutions budget is still accurate before you start pricing vendors. Does it include all the outsourcing and in-house development tasks? Did you overlook any software or content curation fees? Does it reflect your current goals and objectives? That said, there should always be some flexibility. Leave a buffer for unexpected costs to prevent project delays. For example, you’ve allocated XX amount for the interpersonal skills certification course. However, you may have to increase the budget to account for additional multimedia or live event software.

2. Use Online Directories

Exclusive online directories have all the top vendors in one spot. You can even search by use case and specialization area to quickly compile a list of top choices. The key is to find a directory that’s unbiased and covers all the essential info. Namely, company backgrounds and training solutions that help you make the best buying decision. Bonus points for Top Lists that showcase all the leading content providers and their standout selling points.

3. Read User Reviews

Some directories even have built-in reviews so that you can read what clients have to say about the quality of service and communication, as well as any downsides to contracting the vendor for conflict resolution skills training. You get a behind-the-scenes look at how they treat their clients and the level of support they provide. A reputable directory should be free of paid reviews. For instance, users may have to log in using a social media account to leave a review, or at least provide some basic background info, such as the budget and use case.

4. Analyze Online Ratings

Online ratings are another reference tool to help you analyze vendor qualifications and determine if they align with your training needs. Ratings cover everything from communication guidelines and responsiveness to quality of service and value for money. You can also view the overall satisfaction and likelihood to recommend scores for each vendor, as well as sort directory listings by ranking so that the standout solutions rise to the top.

5. Ask For Recommendations On Social Media

If you already belong to eLearning social media groups or online forums, tap into your peer network for personalized recommendations. You can also search for groups that focus on training tools and trends. Post a brief intro regarding your project scope, including the budget, use case, and deliverables. Then ask for targeted suggestions based on your top priorities. Some groups even have pinned recommendation lists you can review to speed up the process.

6. Evaluate Online Portfolios

The top conflict resolution skills training companies should have an online portfolio to showcase their breadth of experience and versatility. Evaluate their past projects with your use case in mind. Also pay close attention to their design skills, niche know-how, and tech integration. For example, most of the examples are passive activities that involve minimal interactivity. This is a tell-tale sign that the vendor’s tools are outdated or they’re one step behind training trends. Of course, you can also ask them about their software and technical experience to clarify any confusion.

7. Draft An RFP

A request for proposal is essential for budgeting because it allows you to test the waters and gather vendor estimates. It contains all the crucial info they need to develop an accurate quote and timeline, from the deliverables you expect to support services. You should also mention evaluation criteria and follow-up protocols. For instance, you’re going to make your decision by this date and the top choices must complete a paid test project or answer a series of questions to help you break the tie.

8. Set Up A Meeting With The Outsourcing Vendor

It never hurts to schedule a meeting with vendors once you’re at the shortlist stage. In fact, you may want to have key members of your team sit in to provide their input and ensure the vendor meets all your requirements. For example, the HR manager has different training expectations and goals than your customer service supervisor. Another thing to consider for your virtual meet and greet is cost. This is your opportunity to clarify the RFP responses and estimates. Does that price include support or revisions? What are the payment terms? Are there additional fees you need to factor into your outsourcing budget? Do they have off-the-shelf solutions that can help you reduce spending without compromising quality?

5. Vendor Vetting Pro Tips: Ways To Evaluate Outsourcing Partner Expertise And Experience

Finding the ideal conflict management solutions is often the most difficult part of the process. Granted, making a strong business case and creating a realistic timeline are no walk in the park. But choosing the best company for the job involves a great deal of online homework, feedback meetings, and comparison checklists. Fortunately, there are ways to vet vendors without all the stress. Research methods that don’t take a bite out of your budget or cause unnecessary headaches for your L&D department. These pro tips can help you evaluate your next outsource partner’s insider expertise and industry experience.

1. Start With Directory Listings

The alternative to exclusive online directories is searching the web for hours, bookmarking top solutions, and compiling an extensive list. Directory listings feature all the crucial info you need to make a well-informed buying decision. But their benefits go beyond vendor identification. You can also delve deeper into the company’s background, specialization areas, and selling points to evaluate their level of expertise. Are they familiar with your training topic and industry? Does their business bio touch on all the key points you’re looking for in an outsourcing partner?

2. Reference User Ratings And Reviews

It’s not financially feasible to hire every vendor that earns a top spot on your list. So, how do you gauge their real-world performance without digging into your budget? User ratings and reviews help you determine which conflict resolution skills training companies have a proven track record, as well as how they collaborate and communicate with clients throughout the project. Was the reviewer satisfied with the finished product? Did they mention any notable sticking points or implementation delays?

3. Visit The Vendor Landing Page

Of course, the vendor landing page is going to be somewhat biased. Given that it’s the outsourcing companies’ public platform to draw in new clients. However, you can still learn a lot about their conflict resolution skills training experience and quality of work, especially if their site features an online portfolio with examples of past projects and sample deliverables. Evaluate the overall aesthetics before you dive into the subject matter. Is the site easy to navigate? Does it feature a clean, clutter-free layout? Do they have a comprehensive list of training solutions and testimonials from satisfied customers?

4. Turn To Social Media

Social media is another resource that may be more biased than others because it’s an extension of the vendor’s online presence. That said, you can look for independent social media groups or pages that feature recommendations. For example, those that focus on training techniques or cater to L&D/HR managers looking for top-notch outsourcing companies. These platforms often have diverse opinions about third-party content providers based on their personal experiences, which gives you a good indication of the pros and cons you can expect if you do choose to hire them.

5. Check Out Their Support Services

You don’t have to wait until after you sign the contract to test out the company’s support options. In fact, it’s best to evaluate their customer service beforehand via emails, social media, and contact forms. User ratings and reviews typically broach this subject, as well. However, reaching out directly allows you to analyze their level of responsiveness and overall communication standards. For instance, they reply within an hour with a personalized message that addresses your concerns head-on; no sales jargon or pushy calls-to-action. You can also see how they handle questions and comments on their social media page. A conflict management training solutions company should know how to avoid conflict and maintain their professionalism, even when confronted with negative online publicity.

6. Host A Video Conferencing Meeting

Host a remote meeting with the conflict management solutions provider to go beyond the ratings, directory listings, and portfolios. One-on-one conference calls let you discuss the project parameters and verify if their personality matches the public persona. Are they able to explain all the phases and what they entail? Can they articulate their design ideas? Prepare a list of questions for the sake of time and clarity. You can even ask them to cite past projects with a similar scope and how they achieved the objectives within budget or how they can help you accomplish the desired outcomes with their niche know-how and conflict resolution techniques.

7. Hire The Vendor For A Sample Project

There’s only one fool-proof way to evaluate outsourcing partner experience and expertise to gain firsthand experience and determine if their design skills and CX meet your expectations. Though test projects require an investment, it’s only a small percentage of your outsourcing budget. And it gives you the peace of mind of knowing that the vendor can rise to the challenge and deliver the best value for money. There is one caveat: draw up an agreement for the test project to keep everything above board. Include the pricing terms, objectives and goals, and revision guidelines. You should also mention how you’ll evaluate their deliverable to make your final decision regarding the long-term project.

Conclusion

Conflict management training is pivotal for every organization, regardless of your budget or staff size. It cultivates interpersonal skills and helps your team resolve minor disputes before they turn into heated arguments, thereby keeping your brand image and customer service stats intact. You can also search our exclusive online directory to find the right eLearning content provider for your conflict management training strategy. It has all the top companies for your industry and budget, as well as ratings based on communication, quality of service, and other key criteria.

Get your guide today to take the stress out of bespoke content outsourcing and improve conflict management training solutions ROI. Conflict Management Training Solutions: Tips To Find The Perfect Outsourcing Partner can also help you make a better business case if you decide to develop content internally instead of hiring a third-party provider. It’s a must-read for training and HR managers who need to build a stronger team dynamic, mitigate risks, and prioritize soft skill development.


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