Good training is critical for successful software implementation. Inadequate training is the number one cause of software implementation failure and is consistently listed among the top reasons enterprise resource planning projects in general fail. 

Without structured skill development, even the most advanced technology won’t deliver its intended results. 

Employee training programs are a critical component of technology adoption, so staff have the skills to use new systems effectively.

Proper training delivers measurable results:

• Faster adoption — employees get productive sooner

• Higher user satisfaction — less frustration and more confidence

• Increased ROI — better use of software to achieve business goals

The effectiveness of a training program is reflected in whether it achieves its goals while delivering both tangible and intangible benefits.

In our previous blog, Communicate to Motivate: Strategies to Drive Employee Buy-In, we examined how communication fosters buy-in and mitigates resistance. Now we need to translate that into competence. 

Training puts communication into action

Training reinforces the messages from the communication phase, showing employees exactly how the software benefits them in their daily work. 

It also reduces anxiety by removing uncertainty around processes and expectations. Linking training outcomes to business performance and overall organizational performance shows how employee development supports company success.

This blog outlines practical strategies for assessing training needs, delivering role-specific education, and fostering a culture of continuous learning — so your technology investment delivers long-term value.

Assessing Your Team’s Training Needs

Identifying training gaps before implementation ensures your program aligns with actual needs and accelerates user adoption. A structured assessment focuses your training efforts where they matter most.

Start with a pre-training assessment framework:

• Evaluate current technical skills.

• Measure comfort with mobile and desktop technology.

• Understand role-specific requirements for the new software.

• Compare pre- and post-training metrics to measure improvement and validate the effectiveness of the training.

Use a skills inventory checklist to gather baseline data:

• Existing software proficiency levels.

• Familiarity with mobile tools for fieldwork.

• Experience with digital tasks, such as data entry and documentation.

• Identify knowledge gaps and the skills gap to tailor training interventions effectively.

Apply role-based competency mapping to tailor training:

• Estimators: Focus on proposal tools and pricing accuracy.

• Field crews: Prioritize mobile navigation, dispatch integration, and checklist usage.

• Office staff: Focus on scheduling, invoicing, and customer data management.

• Emphasize the significance of knowledge acquisition in achieving training outcomes.

Embed Aspire’s resources to support evaluation and training plans:

• Refer to Aspire’s customer support for system queries.

• Promote Aspire Academy’s structured modules through the Aspire Academy classroom.

• Encourage engagement via the Education Services available in the Aspire Marketplace.

A thorough needs assessment sets the foundation for a targeted training strategy that closes skill gaps, reduces onboarding friction, and maximizes adoption effectiveness. 

Ensure the training process is aligned with clear training objectives and measurable training goals to support organisational outcomes.

Developing a Multi-Format Training Approach

A successful training program delivers content in multiple formats to cater to different learning styles and work environments. Combining in-person, online, and hands-on sessions ensures all employees — from field crews to office staff — can participate effectively.

Provide multiple training methods to meet diverse needs:

• In-person workshops for collaborative, real-time learning

• Online sessions for flexible access and self-paced study

• Hands-on exercises for practical application of skills

Consider accessibility for all employees:

• Offer training at different times to accommodate varied schedules

• Provide mobile-friendly options for field staff

• Ensure resources are available on demand for review and reinforcement

Aspire offers a range of built-in learning resources to support this approach:

• Aspire Academy — E-learning platform with videos, interactive tutorials, and quizzes to stay ahead in the industry. Regularly updating and maintaining training materials is crucial to ensure that the content remains relevant and practical.

• Knowledge Base — A continually expanding library of articles with unlimited access at no additional cost

• Events and webinars — Ongoing education covering product updates, industry tips, and best practices

• Year One Journey — A structured program to maximize first-year success with Aspire

• User guides and help articles — Self-service resources available directly in the platform

Aspire Academy and other e-learning platforms utilize learning management systems to track learner progress, engagement, and training effectiveness.

Quizzes and interactive tutorials are included to reinforce learning. 

Post-training quizzes play a key role in assessing knowledge retention and measuring the effectiveness of the training program.

By offering multiple training formats and leveraging Aspire’s learning tools, you create a flexible, inclusive program that accelerates adoption and supports long-term proficiency.

Utilizing Internal Champions and Peer Learning

Internal champions play a crucial role in driving adoption and supporting their peers during technology transitions. 

They act as advocates, trainers, and problem solvers, spreading knowledge throughout the organization. They also facilitate knowledge transfer among peers, enabling the sharing and retention of practical skills.

Define the champion role to set clear expectations:

• Frontline support for peers using the new system

• Share best practices and tips during team meetings

• Track adoption progress and report back to leadership

• Commit dedicated time to training initiatives

Criteria for selecting an implementation champion:

• Technical aptitude and ability to learn new tools quickly

• Positive, solutions-focused attitude

• Influence and respect among peers

• Available to take on extra responsibilities during rollout

Training the trainers is essential. 

Provide advanced education through Aspire Academy and give champions direct access to Aspire’s customer support for resolving issues quickly. → Emphasize how important it is for champions to transfer their knowledge to other employees to maximize the effectiveness of training.

Build a champion support network by hosting regular meetings, sharing advanced resources, and connecting them with Aspire’s education team. Incorporate learning initiatives into the organisation’s strategy to align employee development with business outcomes.

Recognise and reward contributions to keep them motivated:

• Public recognition in company comms

• Tangible incentives like gift cards or extra PTO

• Professional development opportunities

By empowering and supporting champions, you create a peer-driven training culture that accelerates adoption, improves problem-solving, and sustains long-term engagement with the software.

Making Training an Ongoing Effort

Training shouldn’t stop after go-live. Without reinforcement, employees will forget what they’ve learned—the forgetting curve. 

Spaced repetition and regular practice help retain skills and build confidence. Measuring knowledge retention is crucial to demonstrating the long-term effectiveness of training.

Ongoing learning is critical because Aspire’s features and capabilities evolve with regular product updates, new features, and enhanced capabilities. Staying current ensures teams get the most out of the platform. Emphasizing continuous improvement in training programs ensures they remain effective and aligned with business outcomes as the platform changes.

Encourage advanced competency development:

• Move users from basic navigation to “power user” capabilities

• Leverage more of the software to improve efficiency and accuracy

• Get more return on your technology investment

• Apply newly acquired skills in the workplace to drive real-world impact

• Cross-training provides additional benefits:

• Redundancy in critical functions

• Organization-wide capability by training employees in multiple roles

Integrate learning into company culture with practical initiatives:

• Monthly learning hours — set aside dedicated time for employees to explore features or review training modules in the Aspire Academy. 

• Tracking completion rates and learner progress during these sessions helps monitor ongoing engagement and assess the effectiveness of training.

• Feature spotlights — introduce underutilised capabilities through team meetings or newsletters

• Lunch and learns — host informal sessions to combine team building with skill development.

By treating training as an investment, you create a workforce that is adaptable, engaged, and able to get the most out of Aspire long after implementation.

Measuring Training Effectiveness

Evaluating training outcomes ensures your program delivers measurable results and informs future improvements.

Use multiple methods—both quantitative and qualitative—provides a comprehensive picture of your program’s impact.

Quantitative measures:

• Software usage stats to track adoption

• Task completion times, e.g., hours on payroll or invoicing

• Unattributed hours reduced

• Estimating errors reduced, improving accuracy and profitability

• Assessment scores and performance metrics to measure knowledge gain and job performance

• Completion rates and pre- and post-assessments to compare progress before and after training sessions

Qualitative measures:

• Customer satisfaction scores that reflect improved service delivery

• Peer feedback on confidence, competence, and ease of use

• Qualitative data and insights through open-ended survey tools, focus groups, and feedback forms

• Learner satisfaction to understand participant experience, although this doesn’t always predict real-world application

Training beyond implementation

Regularly review these metrics with your Customer Success Manager as part of a structured training evaluation process. Include post-training assessments to measure effectiveness and review the training’s impact on business outcomes and organizational objectives. 

Consider how your training initiatives support training ROI, business objectives, and business outcomes.

Data-driven decisions are key—valuable insights from training evaluations help inform future training strategies and ensure alignment with strategic goals. 

When measuring knowledge and skills, distinguish between theoretical knowledge gained and its practical application in the workplace.

By tracking both numerical performance data and employee sentiment, you can determine whether training investments are yielding tangible operational benefits. 

To achieve the desired outcomes, continually evaluate training effectiveness and measure it as part of your continuous improvement process.

The secret to successful software implementation: Training

Training maximizes the ROI of software investment. When viewed as an investment rather than an expense, training minimizes disruption, accelerates adoption, and delivers operational benefits.

Proper training produces confident, competent users who not only perform their roles effectively but also become advocates for the system, promoting its benefits and value. 

Aspire’s support ecosystem — including Aspire Academy, customer support, and customer success managers — ensures that learning continues long after the initial rollout.

Customer Success Managers provide strategic guidance to align training with business objectives, while Pro Services teams offer reactive support to resolve issues promptly. 

Together, they create a supportive structure for sustained success.

Your team is trained and ready — now it’s time to address the inevitable issues that arise during the go-live process. In our next blog, we’ll explore problem-solving, troubleshooting, and strategies for staying on track during challenging times.