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Training for High Performing Teams

LexiProvost Sr. Member Success ManagerModerator | mod

Hi TSIA Exchange! I have heard from a few members that since their team is very high performing they are prone to internal promotions and need to hire and get new employees up to speed frequently and quickly.

How does your company combat this issue? Are there training levers that can be pulled to decrease employee time to value?


  • PatrickMartin
    PatrickMartin Senior Director, Technical Support Founding Analyst | Expert ✭✭✭

    Hi Lexi,

    The Support team at Coveo are building an entire Internal Development program that is tied to our career pathing framework. Each path is made up of specific trainings, that are tied to learning objectives that are required to perform at different levels. Each path builds on top of the next one, which not only eases new employee onboarding/training, but also fuels continuous learning and development.

    I know this is a pretty high level answer. If you are interested in knowing more in detail, let me know and we can set something up to review.

  • JasonSeals
    JasonSeals Sr Director Member Success Moderator | mod

    While we have been continuously working hard to make our career path opportunities more sophisticated and more helpful for people at all levels so they can keep learning and moving up, I have found that exploration opportunities make a huge difference in getting employees up to speed when they do get that promotion.

    For instance, if the members of our entry level teams have opportunities to take part in projects and processes "above their pay grade", they will be much closer to having the skills they need when they get a new role. Side benefit: they likely know more about other parts of the business not pertaining to their new role that help them make decisions with their cross-functional partners in mind.