3 Mistakes to Avoid When Providing Training to Remote Employees

Training remote employees presents distinctive challenges that require thorough consideration and strategic planning.

According to the Pew Research Center, about 22 million employed adults in the US work remotely all the time. This is equal to roughly 14 percent of all adults employed in the US.

USA Today reports that 58 percent of US white-collar workers would like to work remotely for at half a week at least. All this being said, in a time where remote work is increasingly common, effective training is crucial for maintaining productivity and engagement.

According to Forbes, without direct interaction, remote training can leave employees feeling disconnected. The New Statesman adds to this saying that remote work has led to a dip in learning among employees. That means remote employees might not be eager to develop their professional skills.

This article explores a few critical mistakes to avoid, ensuring that your remote training initiatives are both successful and impactful.

#1 Overlooking the Importance of Engagement

Traditional in-office training often relies on face-to-face interaction to keep employees involved, but remote training requires a different approach. Without engagement, the retention of information is minimal, leading to ineffective training and a waste of resources.

Since in-person engagement defeats the purpose of online or remote training, this engagement has to be arranged in other ways. Many workplaces opt for interactive quizzes after training sessions so that employees can engage with the lessons. You might even consider arranging one-on-one video calls between the trainers and the employees.

Whatever approach you take, never overlook the importance of engagement in online training for remote employees.

 

#2 Getting Confused between LMS and eLearning

Another common mistake is getting confused between LMS and eLearning. The LMS vs eLearning debate is an old one. While the terms are often used interchangeably, they refer to different aspects of online education.

A Learning Management System (LMS) is a software application designed to manage and deliver educational courses or training programs. In contrast, eLearning refers specifically to the content or learning experiences delivered via different online platforms.

Selecting the appropriate system depends on distinguishing between a learning management system and an eLearning platform.

According to Bites, LMS platforms are designed to deliver training programs and provide learning materials and tools for tracking progress and performance. They are essential for organizing and administering training but do not necessarily include the content itself. eLearning platforms, however, focus on delivering the learning materials and experiences that employees will engage with.

If your priority is to manage a large number of learners and track their progress, a learning management system is ideal. However, if you need a variety of engaging and interactive learning materials, you might look for an eLearning platform that offers rich content.

Confusing these two can lead to choosing a system that doesn't fully meet your training needs.

#3 Relying on Long-Format Video Content

Relying heavily on long-format video content is another mistake often made in remote employee training. According to WIRED, the younger generation, in particular, is not very fond of lengthy videos. While videos can be an effective medium for conveying information, lengthy videos can lead to disengagement and reduced retention.

Remote employees, often juggling multiple responsibilities and facing numerous distractions, may find it challenging to stay focused on long video sessions.

To address this, it is crucial to break down content into shorter, manageable segments. Microlearning, which involves short, focused learning sessions, can be much more effective. These bite-sized modules allow employees to digest information in smaller chunks, making it easier to retain and apply the knowledge.

Also, incorporating interactive elements within video content, such as quizzes or reflection pauses, can enhance engagement and comprehension.

Frequently Asked Questions (FAQs)

Should you train employees in person for remote jobs?

Training employees in person for remote jobs can be beneficial for initial onboarding and establishing relationships. It allows for direct interaction, immediate feedback, and hands-on experience with tools and processes. However, it's also important to integrate remote training practices to reflect the actual working environment.

Why is it difficult to train remote employees?

Training remote employees is difficult due to challenges like varying time zones, lack of face-to-face interaction, and potential technical issues. Communication can be less effective, and it's harder to gauge understanding and engagement. Ensuring consistent access to resources and maintaining motivation also require additional effort.

Are pre-recorded training sessions good for remote employees?

Yes, pre-recorded training sessions are good for remote employees as they offer flexibility to learn at their own pace and revisit materials as needed. They provide a consistent training message and can be accessed anytime, reducing scheduling conflicts. However, they should be supplemented with interactive sessions for better engagement.

To summarize, providing effective training to remote employees presents unique challenges that require careful planning and execution. Avoiding the common mistakes listed above is crucial. By addressing these issues, organizations can create a remote training program that meets the needs of their employees and enhances their skills and productivity.