What we most often teach

The topics come from real support requests. Usually 80 percent of tickets are five or six recurring questions.

Working in the CRM and with the funnel

For the sales team. After the training, deals stop being tracked in a notebook.

Digital hygiene and phishing

For all employees. Noticeably fewer incidents caused by emails with links.

Moving to new office software

For all employees. A drop in support requests right after the migration.

Working with AI tools

For marketing, support and analytics. Routine work with texts and documents takes less time.

Administration and security

For the company IT staff. Less dependence on a contractor for everyday tasks.

Training pays off where the support statistics are visible. We look at which support requests repeat most often and build the programme around them. After the sessions the number of such requests usually drops noticeably, and that is the measurable result.

How we build the programme

No off-the-shelf courses: the content is built around your system, your procedures and the level of the group.

01

Skill assessment

A short survey of the participants and a review of frequent support requests. Teaching what people already know is wasted time.

02

Programme

We build the sessions around real scenarios and agree them with you. Every block ends with practice rather than theory.

03

Sessions

We run sessions in person or online, with a recording. We work in your system on test data so mistakes break nothing.

04

Materials and follow-up

We leave short instructions and a recording. New employees learn from them without repeating the course.

Frequently asked questions

What people resist is usually not the training but the feeling that the new system makes their work harder. So we start with what specifically becomes easier for that person and teach on their own tasks. Abstract courses about system capabilities genuinely do provoke rejection.

User-level topics fit into one or two two-hour sessions. Technical training for IT staff takes longer, from several days. We avoid long blocks: after two hours retention drops sharply.

Yes, this is common where turnover is high. After the first course we usually leave recordings and instructions, and the company onboards newcomers itself, coming back to us only for the harder topics.

After the course we issue a list of topics and participants, which is enough for internal reporting and to confirm briefing on information handling rules. We do not issue state education certificates.

We will build a programme for your team

Tell us who needs to learn what and how many people are in the group. We will propose the format, the programme and the timeline.