5 Remote Workforce Onboarding Training Challenges
Overcoming challenges leads to great rewards Long-distance workforce motorcycle training is fraught with challenges. Of course, this is no surprise to anyone. Starting a job in a new company or changing roles in your current company is one of the most exciting and stressful times of your career. Remember what it was like? You have […]
Overcoming challenges leads to great rewards
Long-distance workforce motorcycle training is fraught with challenges. Of course, this is no surprise to anyone. Starting a job in a new company or changing roles in your current company is one of the most exciting and stressful times of your career. Remember what it was like? You have a lot of questions and at the same time you don’t know what to ask. There is a lot to do from access to tools and technology to understanding how you fit into the organization. The trend these days is for the keyboard, which is defined as the process by which new employees acquire the skills and knowledge needed to become effective members of an organization.
Whether your organization is switching to a face-to-face virtual keyboard program or developing a virtual experience from scratch, virtual keyboard programs can be associated with both challenges and opportunities. It is worth removing from this first article in our general series on virtual learning, as there are still common misconceptions about virtual learning.
Keyboard training challenges with a remote workforce
Some challenges are obvious, but others you may not have thought of.
One of the challenges of keyboard training with a remote workforce is integrating the new person into the organization. New employees need to connect with real people who can genuinely help throughout the process. Ideally, they need to connect with these individuals as well as integrate a group of new connectors that will serve as a continuous network long after the initial training period. Although more challenging in a virtual environment, making human-to-human contact is not possible and should be made a priority.
If your organization does not already have one, consider developing a system of virtual friends or a more formal counseling program. Use existing collaborative sites to create a space for new partners to post, comment, and ask questions. Recognize that more than 50% of learning is informal, even in a virtual keyboard, and a good virtual keyboard program will provide opportunities for that.
Another challenge with virtual learning and the keyboard in general is engaging with it. When converting from a face-to-face program to a virtual one, your particular expert presenter will be tempted to translate your personal sessions into web sites or worse to record and distribute video. Simple Virtual Instructor-Leadership Training (VILT) can be learner and mentor and is often not the most effective way to bring your content. The video is very effective in small doses and should be mixed with other opportunities for interaction. An active learner absorbs new information rather than passive information, so consider how to keep your learners active. For more on getting involved with your virtual keyboard, be sure to check out our article on Innovative Virtual Learning Design Tips 8 for Contacting Your Remote Groups.
Access to technology and content
The new affiliate is a unique population within an organization – often not yet connected with the resources provided by a full-time employee. What if your organization uses laptops, tablets or smartphones to carry employees through their work when those items are provided during the recruitment process? They are often days or weeks before the job is delivered. Meanwhile, content that should be communicated from orientation is often considered confidential and can only be accessed behind the company’s firewall. What if the internet at your new employee’s home does not match or is shared with others? You can develop the best virtual keyboard experience, but it will be short if your new partners do not have access to it. That accessibility and networking infrastructure factor when designing and housing your keyboard.
Content of high-tech hands
Another challenge of keyboard training with a remote workforce is the provision of high-tech craftsmanship training in effective, virtual techniques. The training that once took place in a laboratory should now be given almost. (Ask the science department of any university about this challenge!) Organizations around the world are struggling to provide such training. If your keyboard program includes advanced technical hands-on training, you will want to explore other possibilities for a successful virtual delivery. Is Virtual Reality (VR) an option for your audience? Is there a local lab where your new partner can come to practice? You need to be creative in order to provide appropriate learning opportunities based on what you are specifically taught.
The ultimate challenge of exploration is the question of sustainability. When you migrate or create your virtual keyboard program from scratch, choose your media carefully. For topics that do not require updating, save the most expensive element for developing high-level e-learning, product-quality video pieces, or custom animation. Content that needs to be constantly revised can provide easy-to-maintain forms. Build a review process for the content of your keyboard and review it regularly. Outdated information and broken links can damage your credibility with new partners.
Keyboard training opportunities with a remote workforce
Maybe you can look at some of the advantages as you navigate the challenges. Giving away your keyboard program brings many new opportunities! Here are our top 5.
Demonstrate company culture
You can use a variety of virtual media and methods to highlight elements that make your organization unique. What about virtual video tours of parts of the organization that new partners rarely see? Or add Town Hall next to your company board to give them a real taste of how things work. Attend a sales call to attendees or attend an online collaboration session to design a new product. You can invite colleagues to introduce you in a way that best reflects your culture – a one-slide biopic or perhaps a silly house movie.
Here is a fun example of a virtual learning experience used by Deloitte that truly demonstrates the company culture. This is a board before the keyboard, but you will get the idea.
Connect to useful resources
One of the saddest things about updating is finding key information that everyone else knows how to access. If your keyboard is virtually virtual, it makes it easy to heal the best resources available in one place. Make a simple list of important links in a webpage, portal (see this sales example), repository, or (if your time and resources are limited) slide or email. Keyboard programs should stimulate existing information whenever possible.
Sending fixed messages
A big advantage of the virtual keyboard is compatibility when sending messages. If you use e-learning or video components, you can be sure that all participants will always receive the same information. When considering media and formats for various elements of your keyboard program, you should think about content that requires consistent content, such as security or policies. They can be developed from fixed models. Yes, creating new e-learning features takes time and effort, but such high quality learning assets can be reused.
Manage cognitive overload
Remember what it felt like to start a new job? Maybe you went through a traditional multi-day face-to-face training program and maybe you just wanted to learn about the job. However, do you remember how overwhelmed it felt at times? There was so much to learn! Another great option with a virtual keyboard is to manage cognitive overload by expanding learning over time. Adults learn best when it’s time to relax and process and integrate after a brief burst of new information. We need recurrence, review, strengthening and feedback to truly internalize new information. Incorporating auto-fast as well as synchronous learning features into your virtual keyboard will give participants more control over how and when they learn.
By the same token, this will reduce the workload of a handful of facilitators within the organization, thereby better distributing the support burden to your new partners.
The best option offered by the virtual keyboard is the ability to personalize and personalize training. Not all new links require the same information. Interactive learning maps or even simple role-based checklists will guide new partners to the information they need for their specific role. Assessments such as simple skill tests or peer observations can be used to determine which parts of the keyboard curriculum are needed for any particular individual. One of the biggest complaints about regular and average keyboard programs is that they provide specific or irrelevant information to the audience; This resistance can be overcome with a highly modulated keyboard program.
Virtual programs not only reduce travel costs and facilitators’ time, but also have many other major benefits that companies can appreciate compared to traditional consulting-led keyboard programs. Yes, they do some work for development and are associated with some inherent challenges, but if the program is well planned, the pros certainly outweigh the disadvantages.
What was once perceived as impossible (the process of directing new workers without stepping on a brick and mortar building) is now the norm. Many organizations do not even have a shared physical workplace!
Take a look at our ongoing series on this important learning trend as it provides new and returning (back-to-back) employees with insights, tips and practical advice on virtual keyboards. Also, be sure to download virtual employee keyboard programs for your remote workforce, to find out why it is essential for organizations to offer fully integrated remote keyboard programs for new hires. Also, get involved with webinar onboarding, reboarding and upgrading: a manager’s guide to stimulating your virtual onboarding programs to learn how to assess and improve your organization’s performance.