Recent business restrictions and workplace shifts that look set to stay have seen the vast majority of employers having to quickly adapt their processes to better handle remote working without compromise. This has been a tall ask for even highly-functional companies and has led to the introduction of brand new collaboration software, flexible hours, and even web-based meetings designed with the mind of increasing productivity despite this workplace shift.
In large part, companies have moved past even teething problems to perfect these focuses at long last, but one area that is continually overlooked when it comes to remote success is that of employee learning. However, now that remote working is a norm for countless companies that have already laid the necessary foundations, employees are increasingly noticing sizable gaps in training focuses that were once a priority.
This is a problem that can impact everything from performance to employee retention, and it’s something that even remote employers can get on top of fast by simply considering the following tips.
# 1 – Invest in the right tools
Investing in staff has always been crucial for ensuring the best results, making it pretty logical that investment in the right tools to perfect remote learning is a primary piece of this puzzle. Luckily, execs and managers who spent the pandemic making fast-fire investments into new software should be well-versed enough to make wise spending decisions here in relatively little time. Attention should especially be paid to learning management systems (LMS) that provide comprehensive lesson oversight, while further investment into the right web/conferencing platforms for online lessons in-house can also transform efforts here. eLearning authoring tools are also worth considering and provide a ready-built platform from which employers can create their own learning courses with the best potential for returns.
# 2 – Focus on engagement
eLearning is primarily problematic because it relies in large part on self-motivated training focus. These courses are therefore reliant on the most engaging possible remote training specifics. For instance, collaborative learning that brings teams together, albeit remotely, is far more likely to attract the right amounts of attention. Meanwhile, diverse learning programs that include everything from video to gamification techniques like quick-fire quizzes and the potential to win prizes are far more likely to engage across business landscapes and result in the best outcomes because of that.
# 3 – Find new ways to check-in
Ultimately, training is only valuable if you can track its results and see a clear path to profit on the back of investment here. Unfortunately, tracking the specific training success of distanced employees gets a lot harder when you can’t physically see them. Hence, remote learning also relies on your ability to find new ways to check in, including techniques like one-to-one web meetings, quizzes as mentioned above, and also frequent surveys to give you an idea of what employees think of what you’re doing here, and where they feel you could still improve on these brand-new learning focuses.
Remote learning is really hotting up, but have you got what it takes to ride this new trend right through to viable results?