8 best practices for remote training in your organization

Emotional connection means a lot to people. Undoubtedly, not all programs have to look like a drama, but you have to remember that people always make decisions based on their emotions.

On a daily basis, companies are confronted with the problem of distance learning. In addition, it has become more crucial than ever to develop skills and maintain social ties with all employees, regardless of their location. And the ability to meet the training needs of remote workers is critical to business success. Companies should take a strategic look at distance learning to see if it helps fulfill this function or only fulfills the task of knowledge transfer. Use the practices described in the article below to ensure that distance learning helps your organization meet its needs.

What is distance learning and why is it needed?

Distance learning is an opportunity to develop staff on the job. However, before everything falls into place, it is necessary to work hard to launch courses and distance learning, and to combine them into a coherent system of work: setting objectives, and dealing with the basis of the program in a responsible.

Training aimlessly is not the right path. The objective must be specific:

  • Preparation of new employees for effective work in the company, adaptation to work in a new team. For an employee to work effectively, he must clearly understand the values ​​of the organization: where everything is, how the technological processes are built and what exactly he must do in the workplace.
  • Elimination of shortcomings and gaps in the skills of active employees.
  • Train employees to work in compliance with the transformation of the regulatory framework, and the implementation of certain standards (international, national, specific organizations).
  • Preparation of an employee for another or cross-functional position. Everything is achievable.

Benefits of Distance Learning

The distance education format is seen as a space for a person’s self-realization and is fundamentally different from the traditional training system. The use of modern computer technologies in the learning process has a positive effect on the degree of perception of information by an employee and improves his cognitive functions. The indisputable advantage of distance education is its mass character. The system allows you to cover several people simultaneously, providing the necessary amount of information, regardless of the number of employees.

Disadvantages of distance learning

Direct contact is sometimes still necessary for a worker not only to explain the material, but as the main motivating factor. The lack of direct “teacher-student” interaction and the lack of lively speech and emotional exchange worsen the perception of information and reduce the degree of understanding of the material. Disadvantages of distance learning also include the inability to identify an employee in the knowledge check process in some organizations. The distance learning format does not provide a high quality interaction between the mentor and the employee when verifying the material covered. The system cannot technically control who is tested.

  1. Distance learning must be active

Let go of the passive structure of practice. Training participants already spend a significant portion of their time in front of the computer; it will be difficult for them to study if they just have to turn a virtual page with text. Design tutorials to mimic natural human behavior on the Internet: present information in small blocks, accompany the course with videos and animations, tell stories, or let them interact with you and other listeners on the forum.

During active training, in order to interest the teleworker, the trainer uses various methods and techniques. With this type of training, you need to turn into a kind of organizer of an interesting and exciting atmosphere, which contributes to the fact that the employees themselves begin to show activity and interest in the topic studied. Keep in mind that the active training method takes effort.

  1. Distance education must be measured

Dose the educational content. This way you will reduce overstudy and increase absorption. It is necessary to give content in small modules distributed over time. At the same time, offer quick support when the training participant needs specific knowledge or skills.

The ability to deliver training materials is developed by management in the practice process based on their knowledge of their team. A well-dosed material is firmly anchored in the minds of workers. The right mix of course material, delivered in an appropriate structure, makes lesson content accessible to remote workers.

  1. Distance learning should challenge your organization

It is difficult for teleworkers to maintain a level of motivation. Difficult but achievable tasks will boost your morale and positively affect the work of the whole organization.

Such training must necessarily contain elements of gamification as competition and rewards in the process can motivate learning. In doing so, the use of various platforms and tools, such as remote video interpretation, which encourage creativity and collaboration. Work them carefully: tasks that are too simple will cause boredom or give a false impression of the participants’ level of professionalism, while tasks that are too difficult will disappoint and demotivate.

  1. Distance learning should reflect your corporate culture

Acquaintance with the company’s corporate culture does not only occur during the employee’s adaptation period. Use training to communicate the identity of the organization and introduce employees to its core values. This is necessary even for experienced personnel.

To reflect corporate culture in distance learning, use visuals. Each organization has its own culture and values, which are reflected in the corporate brand. In other words, the shape of your training programs should match the brand. Also tell employees how the educational content is useful for the company and how the level of training of employees affects the whole company. At the same time, training topics can be anything, including a PMP certification training program, and employees’ understanding of the principles, values, policies, and procedures that the programs are formed will give your courses an advantage.

  1. Be aware of social interaction

Identify learning components that cannot be mastered in traditional face-to-face mode and create alternative online activities to compensate for them. For example, mentoring sessions, brainstorming sessions and other group activities, small sessions and workshops.

Before each meeting, give attendees a few minutes to share personal news and concerns. It will help people to have fun, to connect with others, and also to feel part of a common cause, it will add motivation to work together when training. You can start meetings by discussing issues related to remote work and isolation.

  1. Using training to establish an emotional connection

Emotional connection means a lot to people. Undoubtedly, not all programs have to look like a drama, but you have to remember that people always make decisions based on their emotions.

Stories are the most effective and easiest technique to emotionally connect with learning participants. Whenever possible, tell stories. There are always case studies, testimonials, successes and failures in the organization. Think about the emotions you want to evoke in the team. Remember to tie the story to specific outcomes and learning points, and change the tone of the story as the story progresses.

  1. Use a proven development methodology

    Photo by Vojtech Okenka from Pexels

Sometimes it’s tempting to combine different formats and materials into one program and see what happens. You can test learning tools this way, but only a proven approach is suitable for developing entire courses. Focus energy and budget on the result; use the best and most relevant content for your audience. When creating a program, carefully consider the design structure, interaction, visual design, sound and other aspects. Finally, optimize your development with iterative processes and control quality.

  1. Measuring the effectiveness of distance learning

Today, staff training is increasingly becoming an essential attribute of a successful organization. Companies teach their employees almost everything: the use of computer programs, sales techniques, project management, time management and much more. They teach alone or teach with the help of third-party companies. As a rule, you can not do without time, money and effort. That’s why you want to see the result of the training and evaluate its usefulness and effectiveness.

To assess the effectiveness of training, different models can be used, each of which has its advantages and disadvantages. The choice of one or the other model depends entirely on the objectives that the organization sets for itself. For example, the Kirkpatrick model provides a quick visual representation of the effectiveness of training activities. Bloom’s taxonomy model allows for more detailed performance measurement, as well as the choice of a specific training strategy for employees. The Phillips evaluation model aims to assess the financial aspect of training, namely the efficiency of the investments in personnel. Today, the problem may not be the need to assess the effectiveness of a training or lack thereof, but the choice of its specific algorithm.

In conclusion

Each of us works our whole life and learns new things every day. Scientists call this biological characteristic exploratory behavior. Therefore, a training culture exists in all organizations, even those without learning and development. Building a distance learning culture in an organization can be difficult, but it’s even harder to do it online. The difficulties are encountered both by managers and by the employees themselves. But now you know a lot about best practices for remote training and how to shape it if most employees are remote.

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