Our Services
Training is most effective when it’s not treated as a single event, but as a system of connected experiences. A great workshop on its own may inspire your team, but without supporting tools, online resources, and ways to measure impact, the learning quickly fades.
At WorkWise Design, we take a systems-based approach to instructional design. We help organizations build complete learning experiences that include workshops, e-learning, on-the-job supports, assessments, and long-term course roadmaps. Each piece is designed to reinforce the others, creating learning that lasts, develops leaders, and drives real performance.
Explore the components of our approach:
Clarify goals, identify gaps, and define the right learning priorities before design begins.
Workshop Design & Supporting Resources
Our anchor service: interactive workshops, complete with facilitator guides, slides, and participant materials.
Storyboards and online activities that extend training into flexible, mobile-friendly formats.
Job aids, reference guides, and checklists that help staff apply learning in their day-to-day work.
Pre- and post-assessments, knowledge checks, and reflection tools that capture learning progress.
Course Roadmapping & Content Strategy
Strategic planning for course providers: what to develop, in what order, and how to keep courses updated or evergreen.
How It Works
All of these services are delivered through our subscription-based approach to Instructional Design as a Service. This allows us to:
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Design across multiple formats (workshops, e-learning, job guides, leadership programs)
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Scale support up or down as your needs change
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Ensure every resource is branded and outcomes-focused
Why Teams Choose WorkWise Design
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Flexible, subscription-based model
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Expertise in adult learning and instructional design
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Branded materials that feel like yours
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Support for in-person, virtual, and digital training
Get Started
Not sure which service fits best? Book a free consultation and we’ll help you choose the right path.
FAQ
What makes a training program effective?
A training program is effective when employees can apply what they learn on the job and performance improves. Too often, training looks good in a course or workshop but does not lead to lasting change. Effective programs are designed around clear goals, practical examples, and reinforcement in daily work. For example, a hotel may teach staff how to handle guest complaints. If managers coach this skill on the floor and provide staff with quick reference tools, the training is more likely to stick. An effective program focuses on the behaviours that matter most, provides practice, and connects learning directly to results the business cares about, such as guest satisfaction or reduced errors.
How do I align staff training with business goals?
Training aligns with business goals when it targets the skills and behaviours that directly support those goals. For instance, if a restaurant’s goal is to improve guest reviews, staff training should focus on consistent service, communication, and handling complaints. If a tourism company’s goal is to increase safety, then training should focus on clear safety procedures and checks. Alignment starts by identifying what outcomes the business wants, then building training that supports those outcomes. Without this link, training can become a “check the box” activity that feels disconnected from results.
What’s the difference between custom training and off-the-shelf courses?
Custom training is designed around your business needs, while off-the-shelf courses are generic and cover broad topics. Off-the-shelf courses can be quick and inexpensive, but they rarely address the specific challenges of your staff or industry. For example, a general customer service course may explain the basics of being polite, but it will not prepare hotel staff to handle a late check-in or a spa guest with a special request. Custom training, on the other hand, uses your language, examples, and service standards. It takes more planning but delivers better results because it reflects the real situations your employees face.
How do I know if poor performance is a training issue or something else?
You know it is a training issue when employees lack the knowledge or skills to do the job, not when the barrier is something else. If staff know what to do but choose not to do it, the problem may be motivation, resources, or management. For example, if a server does not follow service steps even though they have been trained, the issue may be lack of accountability or poor scheduling. But if staff never learned those service steps in the first place, then training is the right solution. A good needs assessment helps separate skill gaps from other problems so you can target the right fix.