Best Practices for L&D Managers to Effectively Train Remote Employees

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The in-person mode of working has been compromised for quite some time now, and remote work culture has taken full control. Work from home has increased in both – acceptance and practicality because of the pandemic outbreak and it’s a privilege that several sectors don’t have.

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However, employee training, fresher onboarding, etc., can become a bit pale due to the lack of in-person interactions. A recent report published by LinkedIn informs that 94% of employees would always prefer a company that values learning and development. Read ahead as we discuss how you can train your remote workforce the right way in the remote work culture.

Tips for L&D Managers to Train Remote Employees

1. Set Expectations

Goals are influential. If you set them right from the start, the difference in the effort from the employees would be there to see. Driven learners are always ready to go the extra mile as long as they know what’s expected of them and what’s the path they need to travel.

You can align the same for them by setting the L&D expectations. This also gives them a gist of how goal-oriented teams work, and the experience would help them tackle stiff situations when they work on project deliverables.

2. Keep it Centralized and Engaging

L&D Managers must understand the importance of keeping the remote training centralized. The trainers should try to not sway away from the topic as much as they can to keep the trainer-learner connection intact.

Engagement is not a new concept when it comes to learning. However, it’s paramount to craft engaging learning material and keep the learning calls lively to ensure the remote employee training goes as planned.

3. Mix the Formats

Remote training can become too monotonous too quickly if you keep on serving the same content. Therefore, leverage diversified training material that has:

  • Audio files
  • Explainer videos
  • PPTs
  • E-books
  • Webinars

and other formats that you can utilize for training your remote workforce. This increases engagement and also improves knowledge retention.

4. Less is More

Piling heaps of reference links and PDFs alongside hours of video content won’t do your training campaign any good. You should break the study material into multiple sessions and foster a blended solution that gives the learners enough time to process the information.

The content should be curated, optimized, and evaluated multiple times to ensure only the relevant information is shared with the remote employees. “Less is more” when the “less” is of top-notch quality.

5. Take Frequent Feedback

Remote training can deviate from the intended path despite your best efforts. The best way to control it is by taking frequent feedback from your newly hired virtual workforce. You can ask them about the remote training sessions via various channels that include:

  • Confidential surveys
  • Open-ended discussions on how to make things better
  • A rating scheme for each training session
  • Weekly polls to fathom what the learners really want

SpringPeople is your virtual tech buddy to take care of all your corporate L&D training requirements. Our specialist trainers are experts from esteemed tech organizations like RedHat and VMware. Get in touch with us today to know more!

About Samarth Sawan

Samarth Sawan

Samarth Sawan is Director Strategic Partnerships at SpringPeople. Samarth is a Learning and Development expert with over 15 years of corporate experience in varied sectors. He was a part of SAP India where he was instrumental in planning, forecasting the need of SAP certified resources in the ecosystem and executed the learning path for customer success.

Posts by Samarth Sawan

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