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Many businesses are turning to remote employee training as a method to upskill their staff as the global workforce becomes more dispersed. This not only gives you location flexibility, but it can also be a reasonably priced way to teach big groups of workers. Implementing remote employee training, however, can be difficult because it calls for a different strategy than in-person training.
This article provides best practices for adopting remote employee training programs. You find case studies of organizations that have done so effectively. Read more about the most efficient ways to deliver remote employee training. Lastly the most typical problems to watch out for when developing remote training programs. We also published an article about “Remote Training Tools to engage your remote employees”.
Remote employee training can be an effective way to upskill and retain talent, but it’s important to approach it in the right way. Starting by using a variety of training methods for example self-paced online courses or live training sessions which are delivered remotely. Next it is important to provide ongoing support, and measuring the effectiveness of the training. By doing so companies can ensure that their remote employees have the skills and knowledge they need to succeed.
Before you begin, it is critical that you understand your training objectives. This will assist you in determining which training approaches and materials will be most effective. For example, if you want to increase technical skills, you may use video courses or webinars. If, on the other hand, you want to strengthen soft skills like communication or leadership, you should consider using interactive online classes or virtual simulations.
A key method for adopting remote employee training is to provide training in a variety of formats. Using a range of tactics can assist in keeping employees interested while also making training accessible to those with different learning styles. To make the experience more dynamic and entertaining, self-paced online courses, virtual instructor-led training, or gamified training approaches may be used. Employees can learn in a variety of methods and choose the approach that best suits their needs, helping them to retain more information.
Another key method is to provide constant assistance and reinforcement. Follow-up meetings, coaching, or access to resources such as online forums or knowledge bases can all be included. You can assist employees in applying what they have learned and addressing any issues they may face in their day-to-day job by offering ongoing support.
It is critical to monitor the effectiveness of remote employee training programs in addition to deploying them. This might assist you in determining whether the training is achieving its goals and identifying areas for improvement. Using pre- and post-training assessments to measure changes in knowledge, abilities, and attitudes is one method. You can also solicit feedback from employees to better understand their experiences and identify any difficulties they may have encountered.
Below you find the most popular methods of delivering remote training to employees. Many companies will offer a mix of these trainings for their remote employees. By doing so they intent to provide a more holistic training approach.
Online training programs: A lot of companies provide online training programs that staff members can finish at their own leisure. For individuals who want to learn alone, this could be a fantastic option. For example HubSpot Academy offers a wide range of online courses on topics including marketing, sales, and customer service. You can also find free resources in our Knowledge Hub.
Video conferencing systems are used to deliver training sessions with an instructor leading them virtually. For workers who want a more participatory learning environment, this can be an excellent alternative. Salesforce, for instance, provides online instructor-led training for its sales and marketing tools.
On-demand video training: This involves providing employees with access to a library of pre-recorded video training sessions that they can watch at their own convenience. For example, GrooveHQ offers on-demand video training on customer service best practices. At Bookboon Learning we recently launched Live Virtual Classrooms, you can view a free session here.
Online one-on-one coaching: some businesses provide their remote employees with one-on-one coaching as a beneficial resource to help them develop their skills and capacities. These coaching sessions usually take the shape of a one-on-one conversation between a worker and a manager or mentor, during which the worker might get specialized advice and training. As it enables individuals to receive targeted support and growth opportunities without having to be physically present in an office, this kind of coaching is very beneficial for remote workers.
Group learning sessions: Companies can also use video conferencing tools to organize group learning sessions. During these sessions employees can learn from each other and collaborate on projects. For example, Automatic, the company behind WordPress.com, uses group learning sessions to train its largely remote workforce.
Remote training brings with it several unique challenges that can make or break the success of your training programs. These challenges need to be actively addressed in the design, implementation, and follow-up stages of your remote employee training programs.
1. Promoting participation
Making sure that employees are interested in and motivated to learn presents a difficulty for remote training. If the training is not interactive or if workers are not given the chance to put what they have learned into practice, this may be particularly challenging. For instance, a business might find it difficult to keep workers interested in a series of non-interactive online training programs.
2. Providing suitable assistance
Providing sufficient staff support during the training process presents another difficulty. This might mean responding to inquiries, providing feedback, and suggesting other resources. For instance, if a company doesn’t have a specialized training team or is unable to react quickly to employee complaints, it may be difficult to offer the assistance that remote workers expect.
3. Time management and planning
The coordination of schedules and time zones may be necessary for remote training, which can take additional time for both employees and trainers. A business may find it difficult to manage time and schedule, for instance, if its workforce is varied and dispersed across several time zones.
It can be difficult to guarantee that each employee receives the same training and understands the subject matter. This can be especially the case in a remote location because workers do not have the same access to resources or support. For instance, a company may find it challenging to ensure consistency in its remote training because it lacks a centralized process for tracking progress and providing feedback.
5. Assessing and measuring effectiveness
Finally, evaluating and measuring the performance of remote training programs can be difficult. For example determining how well employees have learnt the content and how well they can apply it in their work. This is not possible if an organization lacks a mechanism to track employee development or a system for gathering feedback.
To conclude, here are a couple of examples of companies which have successfully implemented remote training programs for their employees.
Zendesk, a customer care software firm, trains its staff using a combination of online classes, webinars, and one-on-one coaching, regardless of their location. Rachel Orston, Zendesk’s Director of Learning and Development, stated that “Our training aims to educate our staff with the skills and knowledge they need to excel at their professions and deliver the best service possible to our customers. We can reach a larger audience and ensure that all of our employees have equal access to possibilities by providing training remotely.”
Buffer, a social media management tool, which has an entirely remote workforce scattered across 11 nations. They have introduced a number of remote training initiatives, including online courses, webinars, and virtual workshops. This in order to guarantee that all employees have access to training and development opportunities. Carolyn Kopprasch, Buffer’s Chief Operating Officer, stated that “One advantage of having a completely remote team is that we can provide employees with training and development opportunities regardless of their location. This is especially true for employees who may not have the same resources as those in larger cities.”
Remote employee training, in general, can be an efficient strategy to upskill and retain talent in a scattered workforce. You can guarantee that your remote employees have the skills and knowledge they need to succeed by having a clear grasp of your training objectives, using a variety of training methods, and providing continuing support and reinforcement. As the trend toward remote work increases, businesses must examine options for implementing remote employee training to support the development and success of their distributed workforce.
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