While training for remote workers is a must in certain industries, it’s also a way of meeting the rising popularity of mobile learning. Here are a few ways to ensure your organization provides great learning experiences for this growing group.
Remote working has been one of the most notable workforce trends of recent years. For field workers, salespeople, and many other types of employees, working and learning remotely is integral to their jobs.
The landscape is also changing for employee cohorts who traditionally spend all their time in one company office. In one survey, 70% of professionals in the United States were found to spend at least one day a week working remotely, with more than half doing so for at least half of the week.
And more people are embracing nontraditional work environments. According to Gallup’s State of the American Workforce, 37% of employees say they would change jobs in order to have the ability to work where they want at least part of the time.
But when it comes to productivity and learning, a balance of remote and face-to-face time still produces the best outcomes.
Researchers at Towards Maturity echo this, suggesting that a blended learning approach is an ideal way for learning teams to bridge the gap between face-to-face training and other forms of learning.
So, how can organizations provide training for remote workers more easily? Let’s explore a few fundamental ways to reach remote workers and ensure their learning is effective.
Single sign-on (SSO) has become an everyday part of online navigation and management, with Google and other sites using it to give people access to all of their cloud-based applications with one log-in per user.
More than two-thirds of high-achieving organizations use SSO to make their learning administration more automated. And there’s been a steady and significant rise in the number of organizations using SSO in recent years.
Put simply, SSO helps reduce barriers to accessing learning. And when combined with mobile systems, SSO gives remote workers the flexibility to access learning wherever they are.
A good example of this is CERN, the world’s largest physics lab, which implemented SSO when it replaced its internally developed learning management system (LMS). This move provided a large and dispersed learning audience with straightforward access to multiple systems while maintaining stringent security protocols.
Technology makes it easy for teams to collaborate wherever they are, but compelling video learning can be particularly important for learners working outside the traditional face-to-face environment.
Four out of five organizations now use video learning to capture and share internal practices and improve their learning programs. It’s a highly effective way of creating a permanent resource that team members working anywhere can access whenever they need to.
User-generated content is also proving an increasingly popular way for employees to share knowledge and receive feedback from their colleagues. By using a webcam or recording device, learners working remotely can communicate their experiences and swap ideas instantly.
One situation in which this can be highly useful is in an external sales meeting. For example, employees who are able to quickly access short video resources prior to a sales pitch are more likely to make a successful product demonstration.
As we’ve touched on, the ability to learn anytime, anywhere is critical to remote worker engagement and performance.
We know that mobile devices break down barriers to learning and give employees more freedom as learners. However, this creates the challenge of deploying mobile learning effectively to a variety of devices.
Imagine a learning audience made up of airline pilots. For these learners, critical training must be accessible via mobile devices—not just laptops.
By embracing the idea of asynchronous and mobile learning and investing in a learning ecosystem that can deliver training at the moment of need and in a format that meets your learners where they are, your organization can reap the benefits of an engaged and skilled workforce.
What’s more, the learning needs of your remote workers can serve as a proxy for the need of learners across your extended enterprise.
The same mindset, technologies, and platforms that serve your remote workers can also help you build powerful learning relationships with partners, suppliers, and customers.
A version of this post appeared originally on The PeopleFluent Edge.
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