Remote Learning: Best Practices for Training a Distributed Workforce
In a surprising and controversial move, Amazon recently announced the end of its hybrid working model. But for everyone else that’s continuing with hybrid and remote practises, let’s review what it takes to ensure remote workers get the best and most effective training.
Benefits of Remote Training
Key benefits of remote training include:
Challenges of Remote Training
As for the challenges, they include:
Best Practices
Bridging the Gap Between In-House and Remote Learning
A study by WFH Research (as discussed in an article in People Management) surveyed around 2,400 adults that were able to work from home and discovered that remote workers spent 25% less time on learning and development compared to on-site workers. On-site workers spent an extra 25 minutes in formal training per week, an extra 15 minutes on other learning activities, and an extra 40 minutes mentoring others.
These figures don’t mean that remote employees cannot have equal development opportunities as those that come into the office, nor that their learning is going to be less effective.
The tactics discussed throughout this article can help increase employees’ motivation and engagement when it comes to learning, and make it fit in with their schedules more easily, helping to increase their overall time investment.
In the article by People Management, the following suggestions are presented for bridging the gap overall:
Enable Open Communication
Enabling open communication is crucial in supporting the tactics above, and ensuring employees can get their questions answered as effectively as if they were in the office. Here are some strategies to implement:
Establish a robust support system by:
Use the Right Technology
Choosing the right learning management system (LMS) is critical for remote learning success. A well-equipped LMS allows you to organize, distribute, and track training materials easily, but beyond the basics, look for platforms that offer interactive features like live webinars, quizzes, discussion forums, and real-time collaboration tools.
The Demand for Mobile Learning
The option to access training via mobile applications is also vital, as mobile platforms are increasingly in-demand.
On January 1st 2024, learning app installs worldwide had increased by 20% compared to December 2023. This could mean that many people had set New Years’ resolutions to learn more, but it likely reflects a broader trend.
The global mobile learning market is forecast to grow at a CAGR of more than 16% between 2024 and 2032, driven by advancements in network technology, increased smartphone and tablet use, and the demand for flexible and accessible learning solutions.
Analytics
It’s best to choose a platform that has data analytics and reporting capabilities, giving companies insight into learner performance and training program effectiveness.
Create Engaging Content
Online learning content needs to keep employees’ attention. For a distributed workforce, the challenge often lies in finding ways to make content interactive while catering to different learning styles. Use a mix of content types like videos, podcasts, infographics, etc., to cater to various preferences.
Incorporating real-world examples, case studies, and simulations can also help bridge the gap between theory and practice (or between online and traditional training) making the content more relevant.
And as we always say, gamification can be a powerful motivator that makes the learning process more enjoyable, helping to increase engagement and completion rates.
Encourage Collaboration and Peer Learning
To mitigate the potential for isolation in remote learning, build collaboration into your training programs. Incorporate discussion forums, breakout rooms during webinars, and collaborative projects that allow employees to work together virtually.
Peer learning is another powerful strategy. Encourage employees to share their knowledge and experiences through mentoring programs or group discussions. When learners teach or explain concepts to others, they reinforce their own understanding, boosting retention and engagement.
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Encourage Self-Regulated Learning
Supporting self-regulated learning is crucial in remote contexts, where employees need to set the pace of their learning as there’s nobody in their immediate environment to oversee their progression through training materials. ?
Effective learning objectives can be a powerful tactic for fostering self-regulated learning, giving employees a sense of purpose and direction. They also make the learning process more transparent, helping employees stay aligned with broader business goals and take ownership of their learning journey. Be sure to define clear learning objectives and set measurable and actionable goals.
Here are a few more tips to improve self-regulated learning:
Adapt to Different Time Zones Effectively
For distributed teams, offer a balance of synchronous and asynchronous learning. While live sessions are important for interaction, offering recorded versions of webinars or workshops ensures that employees don't miss out due to scheduling conflicts.
You may also wish to adopt a microlearning approach, breaking content into small, digestible segments. This allows employees to complete training in short bursts, making it easier to fit into their day without feeling overwhelmed (and combining micro and mobile learning will suit many employees).
Track Progress and Provide Feedback
As mentioned, use LMS analytics to track learner engagement and other relevant metrics. But beyond data, managers should engage directly with employees to offer personalized feedback on their progress.
Again, consistent contact is crucial in remote learning as it helps maintain motivation and engagement. Without the physical presence of instructors or peers, employees can easily feel disconnected, isolated, or unsure about their progress. Regular feedback provides reassurance and helps them stay on track.
Address Mental Health and Well-Being
A remote working environment can blur the boundaries between personal and professional life, leading to burnout if not managed carefully.
Research has revealed that many people find that remote work actually improves their mental health but of course, that’s not the case for everyone.
In a study conducted during the COVID-19 pandemic, 29% of participants thought working from home worsened their mental health and wellbeing (which was most prevalent among those living with multiple housemates compared to those living alone or with a partner). 67% said they felt less connected to their colleagues and 56% found it harder to switch off.
Again, this points to the importance of giving employees flexibility. While the majority are not obliged to work from home anymore, those that choose to may still face challenges, yet they continue because they prefer it to working from the office.
Encouraging breaks during live sessions or setting realistic timelines for course completion can go a long way in preventing these employees from feeling overburdened.
Again, incorporating social elements into training can help combat feelings of isolation and disconnection. This could include virtual coffee breaks, team-building exercises, or group projects that encourage interaction beyond the learning material itself.
Also offer training modules on stress management, work-life balance, and related mental health topics.
Conclusion
Mastering the art of remote training brings benefits beyond the context of remote learning itself. Having a robust strategy and comprehensive, effective online learning materials – that are scalable throughout your organization, convenient for employees, and cost-effective – what’s not to like about that? Once you have these materials in place, they can benefit all employees – remote, on-site, or hybrid.
Of course, there are challenges involved such as the risk of disengagement, but with thoughtful planning, organizations can craft highly impactful programs that bridge the gap between in-house and remote training.
A few considerations we discussed above were using the right technology, facilitating social interaction, and using tactics that support self-regulated learning. Maintaining regular, open communication is also important, as is taking mental health into account.
How Can Kurricula Help?
At Kurricula, we can assist with your internal training in various ways, from providing Instructional Design to full service, bespoke eLearning solutions. Feel free to reach out to learn more, or visit our website here:
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