How To Boost Remote Training Effectiveness
We are looking at some of the easiest ways to improve and boost the effectiveness of your remote training. Let us get started!
Deploy All Training Via An LMS
Any training being deployed must be over a Learning Management System. Why? Because a Learning Management System helps keeps track of the training content and it notifies administrators about who is interacting with the content and how much is the interaction.
A good Learning Management System provides administrators with a bird’s eye view of all that is happening on the LMS, including the engagement metrics of each training program.
An effective training program always starts with high levels of engagement. That does not mean that a training program with high engagement rates equals highly effective training. Rather, it only means that your training is being well-used by learners, and that is how effective training programs start.
What Should The Administrator Or L&D Professional Do Now?
When the engagement levels of any course or module within the course are low, the L&D professional or administrator must try and identify the reasons behind the low engagement rates. Then, form a quick action plan and fix the problem.
Sometimes, learners are stuck somewhere in the training program. Actively reaching out to learners with low engagement rates can unveil that learners are facing some difficulties in understanding the topic, facing some technical problems, or even some external issues beyond the L&D professional’s control. Whatever the problem may be, it is the first step in increasing the effectiveness of remote training.
Deploy Just-In-Time Training [1]
The best way to ensure the effectiveness of your remote training program is by ensuring that the training itself is highly relevant.
Some types of training that are currently relevant:
- Remote working etiquette
- Remote sales etiquette
- Team building and communication
These topics are common to most. However, every organization will have a set of challenges that are unique to them currently, and those topics need to be addressed. It is such relevant topics that are the most effective for users, and increasing your training "effectiveness" should start here.
Design The Course In Microlearning Formats
The old format of deploying hour-long training content with no breaks is outdated. The new way is breaking training into micro-formats for learners to access and consume on their own time. The advantage is that the topics become simpler to understand and micro-formats help the administrator understand the exact module that is troubling the learners.
All major training platforms swear by microlearning. It helps them increase the effectiveness of their training program and monitor the step-by-step progress of learners.
Micro-formats are also easier to plan and execute as compared to straight stretches of content. Some are broken into videos, some are slides, some are assessments, and so on. It allows the developer to build robust training programs without complications.
Follow The Adult Learning Concept
It's the theory about the learning styles of adult learners. It also employs the principles of adult education so that Learning and Development professionals can successfully instill the motivation needed to learn and simplify the learning process for them.
Adult learning is andragogic, the term andragogy refers to adult learning or adult training and development. It is more about experiential learning and project-based learning, as these forms of learning resonate better with adult learners. There are many principles to keep in mind when covering this topic. To learn more, click here.
References:
[1] Just-in-Time Learning at Your Workplace
