How can you overcome challenges when delivering employee training remotely?

To deliver employee training remotely basically depends on the tools of effectiveness. The tool must be able to facilitate the ease of delivery of different model of training for your training objectives. Example, in time of demonstration, live video is good, for explanation, infographics is cool, for deeper insight in data presentation, chart representation is okay, and of course, audio is paramount, these are essential in a training tool, some training would required more or less.

??? A few guiding points on how to choose the right training technology stack: 1?? Objectives First: Define training goals and audience. Software training? Use tools with code-writing abilities. Sales or Marketing? Case-based capabilities that can allow you developer different scenarios. 2?? Diverse Platforms: No one-size-fits-all. Mix live sessions on Zoom with on-demand courses via LearnWorlds or Thinkific. 3?? Engage Actively: Interactive tools like polls, quizzes, and coding exercises maintain learner interest. 4?? Continuous Communication: Platforms like Disco, Nas.io, and Mighty Networks foster dialogue beyond sessions. 5?? Data Flexibility: Opt for tools with APIs, webhooks, and analytics to export and tailor data.

Agreed but still we need to make sure trainees are also well versed with the tools being used instead of just assuming they know. It will create a two way conversation and sometimes work as Ice breaker also.

One thing I've found helpful, is to remember that everyone learns differently. So the first day should be learning about which tools best work for your trainee, not which tools best work for YOU. There you'll start to get to the root of the person, so that they are not just memorizing what you say but internalizing the culture.

Selecting appropriate tools is crucial for remote employee training success. Invest in reliable video conferencing platforms, collaboration software, and learning management systems (LMS) to facilitate seamless communication and content delivery. Ensure that chosen tools are user-friendly and accessible to all participants

Designing a system which accelerates learning with high engagement is the key to achieving success at a virtual session. Gamification , case studies, simulation exercises help the most.

Nobody likes being sat on a "webinar" training style where they're just being talked at for an hour or two. Consider a "flipped classroom" approach. A flipped classroom is structured around the idea that there are better uses of class or instructor time than a lecture style. Instead, you give your learners the information before the training, freeing class time for activities that involve thinking and questions about how to apply that new knowledge.

?? My approach always touches on the following combo: 1?? Multimedia Mix: Incorporate images, videos, animations, and audio to supercharge the content (never rely on a single content type, the learners get tired easily). 2?? Storytelling and Relevance: Incorporate real-life scenarios and case studies. Make content relatable to the work context and ensure content aligns with employees' roles and challenges. Contextual training sticks. 3?? Skill Simulations: If technically possible and your LMS supports it, allow employees to practice in virtual environments (eg. development sandbox or VR simulation), replicating real-world tasks.

Don't forget one key part of this training: remote. Use that to your benefit. Share your screen, have them share theirs. Take over their screen or let them take over yours. If for instance, you are showing them how to use salesforce in your company, have a sandbox where they can make all the mistakes and learn in a safe environment. And remember - pretty to the eye makes ALL the difference. It may sound like a small detail, but you want the trainee to WANT to look at the material and not glaze over it with their eyes. Colors and different fonts, bolded or italics, everything helps paint a picture and that's what training is at the end of the day.

Designing interactive and engaging content calls for a fundamental shift away from lengthy presentations to concise, bite-sized sessions. In today’s busy world, the effectiveness of learning is significantly enhanced by breaking down complex concepts into digestible segments. This approach not only holds attention but also facilitates better retention and application of knowledge. The focus should be on creating interactive elements that encourage active participation and reflection, rather than passive absorption. And lets face it, it's what the modern learner wants! By prioritising succinctness and engagement, content becomes not just a tool for transmission of knowledge, but a catalyst for active learning and long-term understanding!

One thing I've found helpful is to advise employees or trainees that I'm technologically challenged during the introduction process, and ask for patience. Hopefully people appreciate knowing this upfront instead of wondering what is going on when a glitch occurs. I also like to use examples from my practical experiences and actual cases when training employees for outside employer clients. Of course, I never divulge names or client confidences, but employment attorneys see A LOT. The crazy things people do or say at work never cease to amaze me. Trainees often have the same response (she said what?), which instigates conversation and participation in the sessions.

CAMERAS ON ALWAYS! Remote training doesn't mean you won't be able to see their body language, it means you will have to use your time more wisely to get to know the person. I suggest making sure there isn't just one "break the ice" game but MANY breaking the ice questions. Get to know your employee, ask follow up questions about their lives - and then remember what they say and ask them again at a later date. Show INTEREST in your trainee and they will show interest in what you are training them on.

Effective and engaging communication is key to remote employee training success. Clearly communicate training objectives, expectations, and schedules to participants in advance. Use a variety of communication channels such as emails, instant messaging, and discussion forums to facilitate ongoing interaction and support

Clear is kind. Unclear is unkind.- Brené Brown - Be crystal clear about your intentions for the session. Identify who the session is for, who it will not be helpful for, and exactly what will be covered. Ex: ‘This session is geared for beginners, we are covering basic navigation. If you are more experienced in (subject), you may find another session (include date) more helpful.’ -Showcase your personality! If you’re funny - show it. Remind the audience you’re a human! Show off your cat or dog if appropriate. - Respect your audience’s previous experience. Avoid condescension, or acting as if you know ‘everything’ (unless you actually do!). Everyone brings unique perspective, if able allow the audience to interact. - Engage, engage!

It is always recommended to make training two way conversation and let trainees ask questions, queries and even allow them to explain some portion of the area already covered to understand how they received the information shared and based on it more modification can be done like using examples,

?? A few quick wins: 1?? Positive Environment: Introduce everyone, set ground rules, and acknowledge contributions. 2?? Engage Actively: Use breakout rooms and group projects to spur teamwork. 3?? Feedback Mechanisms: Encourage peer feedback to enhance learning and camaraderie. 4?? Network Building: Employ social media or networking tools for broader collaboration.

Without interaction and collaboration trainees will not remain engaged in the training and/or will not remember much one week after it. Besides designing my training as interactive I usually start my trainings by showing Dale's Cone of Learning which states that we will remember mostly 30% from a training in which we have not participated actively as opposed to more than 70% if we get involved.

I disagree that this can reduce collaboration, in my experience remote training, remote learning, and remote work has enhanced interdisciplinary interaction between employees. Relationship building with your coworkers and employees is one of the most important and beneficial aspects that many leaders forget, and some people talk MORE without a face. Think of how texting is, or how comment sections are on the internet - people can just say whatever they want. This aspect comes into play with remote workers, and if nurtured correctly - a venting session can grow into a lasting work relationship.

Promoting collaboration and interaction fosters engagement and active participation in remote training sessions. Encourage group discussions, peer learning, and team activities to create a sense of community among participants. Utilize collaborative tools such as virtual whiteboards and shared documents to facilitate teamwork and knowledge sharing

I always start with a fun Icebreaker relevant to the topic and for sessions were learning transfer and application is critical, I limit the number of participants to 8 (if your cost:benefit ratio allows) as I found it to be the sweet spot where everyone knows they need to participate and interact, allows for deep discussion and thorough sharing of breakout discussions. The high level of involvement with a smaller group naturally leads itself to more natural collaboration and flow of interaction between the facilitator and participants.

?? This is incredibly important, as it determines if the training is after all successful. Here is my process: 1?? Use Diverse Methods: Use tools like surveys (eg. NPS), interactive questionnaires (section-end quizzes), and focus groups to gather topline feedback. 2?? Data Collection: Obtain both quantitative (completion rates, exam/quiz scores) and qualitative (comments, feedback, open discussions) data, ideally via an LMS. 3?? Perform In-depth Analysis: Study the collected data to identify training strengths and areas of improvement. For example, high engagement rate in certain modules, but low in others. 4?? Iterative Improvement: Modify training based on feedback to continually enhance effectiveness and improve content.

One of the tools that use for evaluating my training besides feedback and testimonials is a quiz that I prepare which is relevant to the training theme that I run at the beginning of the training and at the end of the training. For example for the leadership trainings I ask them to rate themselves from 1 to 10 as leaders and to motivate why they have chosen that rating before the training starts and as the final exercise when the training ends. I ask them afterwards how their perception changed. One other exercise is to run a round table them after each big section of the training and ask for 1 or 2 things that they took with them after that section. This serves as a recap and also to sediment the know how.

Training Evaluation is important for remote learning. We tend to evaluate learners immediately after an e-learning module with simple multiple choice questions. Let's go another level higher whereby we give the learners a set of question to evaluate their learning retention 3 months after they have completed their e-learning. In this manner, we truly measure learning objectives and outcome easily. However, for the above to happen, we need strong commitment from stakeholders and L&D to execute this form of training evaluation.

Now comes the hard part - did all the training even make an impact? I think the most important topic to remember here is: micromanaging. Sometimes leaders tend to forget that in order to analyze your reach as a trainer, it does not mean that you should micromanage your trainee. And if you are having to micromanage the person, it cane mean that you either have to tweak your training for that specific person or that person just isn't in the right role. And that's ok - not everyone is designed for every job and that's where the training comes into play. You aren't just showing them how to do the job you're also identifying their strengths and weaknesses and seeing if they're a right fit for you too.

Monitoring and evaluating training progress is essential for identifying areas of improvement and ensuring effectiveness. Track participant engagement, completion rates, and feedback throughout the training process. Conduct post-training surveys or assessments to gather insights and measure the impact of the training on employee performance and skills development

Go back to the drawing board. Remote work is an ENTIRELY different experience. Design learning and support solutions that fit the way work is done by the remote team. If you have people doing the same jobs in both offices and remote settings, you may need to build two different (somewhat overlapping) solutions to solve the same problem. There is no such thing as "hybrid training." There is in-person ... and there is online. If you try to cover both types of work with the same solution, someone (or everyone) is getting cheated.

Remote learning is no different to any other learning when it comes to evaluation. You need to know what baseline or original outcomes the learning was designed to influence, in order to measure success. I’d recommend looking further than Kirkpatrick and look wider at models such as Kaufman. In my experience using a hybrid model is the most effective way of getting the best data.