Remote Learning in The Post-Pandemic Workplace

The ongoing COVID-19 pandemic has forced corporates to put an indefinite pause on their offline workplaces. Remote work is now in the spotlight. Shortly, this trend will drastically change the way people work. Now, to stress on the fact that quantifiable numbers support our claims, here are some vital stats:

  1. “77 per cent of the workforce wants to continue working from home, at least once a week, after the pandemic.
  2. Over 23-30 per cent of employees will end up working from home multiple days in a week, even by the end of 2021.
  3. Given an option, 99 per cent would choose to work remotely for the rest of their careers.
  4. For 83 per cent of employees, the ability to work remotely, at least in some capacity, is a deciding factor while considering a job offer.
  5. 90 per cent of employees believe that flexibility in their work arrangements helps improve their morale.
  6. Remote workers can be 20-25 per cent more productive than their colleagues who work from offices.
  7. Employees who work remotely at least one day a month are 24 per cent more likely to be productive and happy.
  8. 76 per cent of employees prefer to avoid their office altogether when they need to concentrate on a project.”


So What Does This Mean for the Future of Remote Working?

As you can see, virtual working does not cause a deficiency in performance or negatively impact productivity in any way. Flexibility and the ability to work at one’s own will are factors that motivate employees to put forward their best foot. Now, with this change, traditional, in-person training no longer seems viable. Offline courses offer limited scope, are restrictive, and not to mention, expensive. The model just does not fit the modern, flexible work culture — dominated by the digitally native Millennials and Generation Z.

Additionally, with offices scattered worldwide, remote learning gives corporates the option to train every staff member — irrespective of location. Also referred to as distance learning, remote training enables learners to access knowledge even if they are not in physical proximity. Furthermore, with the advent of technologies like Learning Management Systems, remote learning is effortless to implement.

That being said, your next question is: how to create an impactful remote learning program? Well, we are here to answer just that.

How to Launch an Effective Remote Learning Program in the Post-Pandemic Workplace?

eLearning, AKA virtual learning, remote learning, or online training, offers multiple benefits. But even then, you must be careful while implementing this model — especially when dealing with a modern workforce with varied skillsets. Here are some factors you must keep in mind while deploying remote learning — so that you do away with some of the flaws from this system.

Go Blended

The only element missing in remote learning is physical interaction. In face-to-face training sessions, we have physical interactions between the instructor and learners. There are multiple activities, such as group projects and discussions. So, how do you address this aspect in online training modules? Go for a blended experience, which brings in the best of both worlds. It combines traditional training methods with modern, online techniques. Again, you can go a step ahead and replace face-to-face, in-person learning sessions with webinars and ILT sessions.

Adopting the above measures means your business can reach all of your remote learners, while also delivering an interactive learning experience. Additionally, give your trainees the chance to ask questions and chat with each other. You may again ask your instructors to provide instant feedback and answer queries. As you can see, blended learning is the perfect combination of old and new training techniques.

Make Remote Learning Accessible

Another concern voiced by corporates before launching an eLearning platform is accessibility. For instance, if your employees are out of the office, trainers can feel that they do not have adequate control of their learning schedules. For example, one cannot track the device learning is accessing knowledge from. Usually, the modern learner prefers mobile learning to absorb information on the go, in manageable chunks, at their own pace and place. Therefore, when creating your remote learning strategy, keep this top of mind. Again, you must be aware of the two essential elements of mLearning — the type of LMS used by your company and the responsiveness of the solution.

Mobile-friendly learning needs you to be aware of two aspects. Firstly, check the learning management system your organisation uses. It should be responsive. Usually, you should pick an LMS that works in a browser on a mobile or tablet device or has its iOS app. Again, your content needs to be mobile-friendly as well. When you design your modules using an authoring tool, keep the courses short and digestible. In short, go for micro-learning since it makes training more accessible and learner-friendly.

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Introduce Engagibility

You know that saying in relationships. Out of sight, out of mind. Well, the same adage holds for remote learning as well. When an instructor is not present physically to motivate the learners, it often forces employees to procrastinate or fix their training schedules—in such a case, having the perfect and comprehensive LMS can solve all issues related to remote learning engagement. One of the tried and tested methods to enhance trainee motivation is notifications. For instance, when an employee signs up for an online training program, s/he can get a notification that reminds them to start training. You can then choose to send reminder emails that remind learners of upcoming deadlines, prompting them to finish their courses.

Using Gamified Tools

Inviting employees to enrol in an online training program is not a burdensome task if you know how to do it well. When you introduce gamification, remote learning can be an engaging and enjoyable experience for your remote workers. You can use these tools to give points, level up, earn badges, or compete on a leaderboard to gauge whose learning prowess is the best. Of course, some of the work needs to be done by your organisation’s instructors too. Be it via a Google Hangouts call or on the LMS itself, and trainers require to offer feedback and nurture a remote learning culture through every step of the training.

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Introduce the Social Factor

As already mentioned, eLearning can become a monotonous experience if employees feel that they are isolated. Therefore, it is always a great idea to create a more social learning environment. Then, employees can share their experiences and learn from one another. You can use many tools to make remote training more social. Introduce chatrooms, embed modules with social media channels, and encourage learners to partake in online forums. And one of the best ideas is to introduce a discussion forum in your LMS. With discussion forums, you can make learning a talking point. Your employees can interact with their instructors and other team members, ask questions about training and sharing resources. All this makes learning a more social experience.

Well, that sums it up! If you plan to make remote learning success in the post-pandemic workplace, then follow these simple steps are you are all set!

Corporate Learning Advisor

Anisha Dutta, our Corporate Learning Advisor, holds a bachelor's degree in electrical engineering and did her master's from IIM Udaipur and Purdue University. She loves working on pieces that require deep research and foresight. Apart from that, she is a voracious reader. Movies, music, and tv shows are the next addiction. Otherwise, she also happens to be an avid traveler, a poet, and an animal lover.

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