Remote training is changing the face of workplace enhancement.

The business world changes. Whether driven by technology, like our smartphones, or corporate disruption, we thought we knew what change looked like. Then came a global pandemic and workplaces found themselves experiencing rapid, often innovative adaptation.

One such change is the work-from-home/remote work trend. As much as 71% of the workforce was working from home.

Now, as much of the world opens up again to travel and interaction, employee expectation has shifted. Employees often seek jobs with at least partial-work-from-home options, survey respondents even admitting to accepting less money if it means the flexibility of remote work.

Fortunately, remote training technology has also advanced. In some cases, remote or online learning may be more effective than in-person training.

Here are some of the top remote training tips and practices to maximize eLearning for your team.

Take a Mobile-first Approach to Remote Training

Distance learning takes 3 main routes:

1. Classroom-style, but remote - much of the online learning environment switched over to group, instructor-led training on an online platform (like Zoom) instead of in a classroom or workshop.

2. Online, self-led instruction - with pre-recorded videos and digital lessons, lots of training programs use several applications or one cohesive platform to guide students through the material.

3. Mobile device training - since cell phones go anywhere, even when the internet does not work, mobile training (or mLearning) takes eLearning anywhere.

Most likely, option 1 will return to in-person instruction soon.

Option 2 and 3 continue to grow exponentially.

Whatever approach a remote training practice chooses, the best learning occurs when the material is not adapted to suit the platform but rather built from the ground up to thrive at a distance.

Done well, mobile-first training means true accessibility.

Take a Goal-Oriented Approach

A goal-oriented approach to mobile learning builds a course of study around the end result. Course-creators ask not just, “What do we want learners to know?” but also, “How will knowledge be demonstrated?”

Digital tools help.

Statistical course monitoring, such as user progress data, provides managers or learning supervisors a window into course effectiveness. Intuitively we know, if a course of study is interesting and useful, students will be more likely to complete the work.

A good follow-up program with peer reporting, apprenticeship, or mentorship also helps turn remote course knowledge gained into real-world action or change.

Stick to Bite-sized Remote Training Pieces

The average attention span is not so long.

There’s only so much a person can absorb before taking a break.

More importantly, breaks in learning absorption time can be used to put new knowledge into practice. Expecting immediate practice of new knowledge further enforces accountability--if you can’t do what you just learned, you need the opportunity to revisit that material.

A short lesson each day, followed by time for practice and reflection, does more to make a remote training program effective.

Arist Knows Remote

At Arist, our platform was built from the ground up for remote learning success.

By combining our state-of-the-art learning platform with a deep functional knowledge of what it takes to make remote training successful, we help companies of every size succeed with distance training.

Contact us to get started.