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Optimizing Assignment Strategy in Brevity: A Practical Guide to Scope, Targeting, and Content Setup

Designing Effective Assignments in Brevity: Best Practices for Scope, Targeting, and Content Configuration

Table of contents

 

1. Choose the right scope: All Organization vs. Team

Before you even start Step 1, make sure you’re working in the correct environment.

  • All Organization environment

    • Shows everyone in the organization and all role plays.

    • Best for:

      • Company‑wide or org‑level programs (e.g., global product launch).

      • Assignments that should apply across multiple teams.

  • Team environment

    • Shows only people in that team and role plays that belong to that team.

    • Best for:

      • Team‑specific or region‑specific training (e.g., SMB AEs, EMEA, CS – Renewals).

      • Managers or team admins who only own a specific segment.

Best practice: Before creating an assignment, check your environment (All Organization vs. specific team). If you want the assignment to be limited to one team, switch into that team's environment first; if you want it to be organization ‑wide, stay in All Organization.

2. Target the right audience (Step 1 – Select People)

Once you’re in the right environment:

  • Start broad with Organization, then refine

    • In All Organization:

      • Use the Team filter (e.g., Onboarding, Mid‑Market AEs) to narrow down to a segment.

    • In a team environment:

      • You’re already scoped to that team; use additional filters (e.g., Role) for finer control.

  • Use Role to control who is included

    • Filter by Role (e.g., Members only) to:

      • Avoid unintentionally assigning training to admins.

      • Or intentionally include leaders in key programs.

  • Use “Not assigned to…” to avoid gaps and duplicates

    • When rolling out or reusing content, always check:

      • Not assigned to [Course/Role Play]

    • This ensures:

      • New hires and late joiners get added.

      • People who already have the assignment aren’t double‑enrolled.

  • Separate materially different audiences

    • Create separate assignments for audiences with different:

      • Messaging (e.g., SMB vs. Enterprise).

      • Languages or regions.

      • Responsibilities (e.g., AEs vs. CS).

3. Keep content focused and intentional (Step 2 – Select Role Plays)

  • Avoid overloading a single assignment

    • General guidance: 1–3 role plays per assignment works best for most teams.

    • Too many scenarios at once can dilute focus and reduce completion.

  • Team role plays by a clear theme

    • By stage: Discovery, Objection Handling, Negotiation.

    • By program: Onboarding Week 1 vs. Week 2.

    • By initiative: New product launch, Renewal motion, Competitive takeout.

  • Use folders as your “program containers”

    • Maintain a simple, consistent folder structure (e.g., Onboarding, Core Motions, Product Launch – Q3, Competitions).

    • In Step 2, filter by Folder to quickly pull the right scenarios for that program.

    • In a team environment, combine Folder with that team's scope for very targeted, organization‑level assignments.

  • Prefer vetted content for core programs

    • Use the Creator filter to:

      • Focus on content created by enablement/admins for formal training.

      • Exclude member‑generated or experimental role plays for foundational programs.

    • Reserve member‑created content for optional practice, coaching, or advanced users.

4. Set realistic requirements and support levels (Step 3 – Final Details)

Even though Step 3 is described in another article, these principles should guide your configuration there.

a. Match volume and frequency to reality

  • Ramp / intensive practice

    • Use higher volumes for short, focused periods:

      • Example: 3–5 conversations per day during onboarding week or a challenge.

  • Ongoing reinforcement

    • Use lighter, sustainable cadence:

      • Example: 1–3 conversations per week to keep skills sharp.

  • When multiple role plays are assigned

    • Lower per‑role‑play expectations so total volume stays manageable.

    • Clearly communicate expectations (e.g., “2 runs per scenario per week”).

b. Use support modes as a learning progression

  • Start with more support, then taper

    • Scripts:

      • Best for new hires or brand‑new messaging.

      • Gives exact examples of strong language.

    • Hints:

      • Best once reps understand the basics but still need guardrails.

    • None:

      • Best for certification, final checks, or realistic rehearsal.

  • Align support mode with audience

    • New hires / new motion: Scripts or Scripts + Hints.

    • Tenured reps / refreshers: Hints only.

    • Advanced reps / assessments: None.

  • Plan progression across assignments

    • Early program: Scripts → Mid program: Hints → Later program: None.

c. Configure advanced options intentionally

  • Language (if multilingual is enabled)

    • Choose the language that matches:

      • The customers they talk to.

      • The region or team environment (e.g., EMEA team).

  • Phone‑based role plays (if enabled)

    • Turn on for roles where phone is the primary channel or when you want more realism.

  • Mute AI

    • Use for drills where you want reps to:

      • Practice monologues (e.g., value pitch) without interruptions.

  • AI can hang up

    • Turn on when you want:

      • More realistic calls that end when milestones are met.

    • Turn off when you want:

      • Reps to keep going regardless of “completion” to practice longer or explore alternate paths.

5. Design for reuse and scale

  • Name clearly and consistently

    • Use a pattern like:

      • Audience – Program – Topic

      • Example: Onboarding – Week 1 – Discovery Basics or EMEA AEs – Q3 Launch – Objection Handling.

  • Standardize by environment

    • In All Organization, create company‑wide programs with clearly labeled assignments and folders.

    • In specific team environments, mirror that structure but tailor:

      • Role plays.

      • Language.

      • Requirements to that team's reality.

  • Make new‑hire catch‑up easy

    • Reuse the same assignments and:

      • Regularly use Not assigned to… to pull in new people to core programs.

      • Avoid rebuilding the same assignment over and over.