In the past, a majority of companies had training and development sessions held in classroom settings.

Companies are now realizing the importance of developing online training solutions. The reason being more and more employees are working remotely and from varied locations.

Even though companies are now attempting to develop these skills, it isn’t enough.

Their lack of experience is leading them to make mistakes across the board, something that is not surprising. This article mentions such mistakes in brief and offers solutions to them:

Organizing Training as a Separate Process

Many companies still approach training in a very traditional way. As if it is some information which is to be passed down from trainers to learners gathered together.

There is a rapid pace of technological advancements in the corporate world today. Companies with this kind of approach are likely to find their workforce inadequately trained. 

The solution to this is, you should develop a training program to assist employees in upskilling themselves to meet changing market demands.

And make the learning process easier, so that employees can learn whenever they want. In other words, there is no need to fix a separate time for learning or training.

Unclear Goal-Setting

There would be little motivation for employees to update themselves if they are not informed of the intended learning outcomes.

To achieve this, managers must explain to their team why training is necessary. What skills they will gain by attending training. And the effect such upskilling will have on their ability to perform better.

Thereby producing better outcomes, in their profession which will lead them to extra benefits. When they have answers to all these questions, they will understand their learning path. Which will increase productivity and company value in terms of employees.

Neglecting Trainee Feedback

It’s important to understand that learning is a two-way street. Thus, the feedback from corporate learners is extremely important.

It is important to check the designs of the training modules properly and look for any changes needed. In failing to seek such feedback or failing to pay attention to it, business risks creating training programs that are not as effective as they could be. 

Additionally, corporate employees might begin to feel insignificant if such feedback is not acknowledged. They may also become discouraged.

Using remote training programs requires companies to design them in a way that is open to feedback from corporate learners. This enables them to understand how learners received training sessions.

Whether they found it useful, and if there is anything they could improve about the content or structure of training modules.

Companies can also conduct webinars or meetings where they can discuss these things. They can have direct communication with the team members and employees who are training.

Not Adopting an LMS

While conducting the remote training sessions, several factors can hinder the process.

There are many examples, including difficulties in measuring employee attention, evaluating their retention of knowledge, and problems with effective communication among instructors and corporate learners.

An LMS that is well designed can help fill in such gaps in remote training. Many companies view the adoption of such futuristic technologies with skepticism.

After COVID-19, only those companies who successfully develop, put in place, and incorporate LMS will be able to equip their workers more effectively.

Generally, company management is aware of the above mistakes and ways to resolve them, but they still do not install the use of LMS.

The main issue is their reluctance to adapt and improve. This is a factor that often separates high-performing companies from others.

Several clients using the LMS like Totara for their training and development experiences have made it evident how effective LMS use can help overcome barriers to effective training. 

Using Only Text-Based Training Material

You cannot expect a perfect attention space and focusing capacity from every remote employee of yours.

In such a not-so-ideal situation, using only text-based training material worsens things for your employees and your L&D team as well. Not everyone is very fond of reading long-form content. 

Similarly, not everyone has an ideal environment around them to be able to sit and focus on long paragraphs of information and disseminate it properly.

Such material can thus make the whole experience disengaging and demotivating for the remote employees during their training process. 

So, the best way to avoid this mistake is to create content that is more engaging.

Adding visual elements to the content is a great way to do so. You can add photos, videos, and animations to your content.

You can also break the longer texts into smaller parts according to topics and make them more comprehensible. 

Conclusion

It isn’t as easy as converting your pointers into a PowerPoint and calling it a day.

If you want to maximize the benefits of remote training, communicate the training’s benefits effectively to managers and executives.

Create content that utilizes all the benefits of the digital medium. And ensure the training reflects the unique culture of your company.