By Shannon Karaka, Country Leader & Head of Expansion, AUNZ, Deel
Businesses with remote teams have become more commonplace as Aussie business leaders increasingly adopt a global approach to hiring. In fact, Deel’s H2 Global Hiring Report found Australia is the APAC country with the most organisations hiring overseas remote workers. So as employees spend less time in the office, how can business and talent leaders ensure people have access to high-quality learning and development (L&D) opportunities? Here are three key considerations:
1. Identify the learning styles and goals of your remote team
Before getting stuck in and designing training modules and courses, it is essential to first understand your team’s various learning styles and development goals. And what better way to do this than by asking your team directly? Sending out a survey to get this valuable information and scheduling some time to run through the answers is an important way to show that the development opportunities are valued. Aim to reconduct these surveys and catch-ups at least every six months to ensure the employee finds value in their L&D activities.
Trial and error is a must here, as employees invariably have different preferences regarding how they engage with workplace training, so try increasing the diversity of virtual training tools, such as interactive tools, information sharing, gamification or Q&A style training sessions.
Many business leaders have also found success by providing employees with a budget to pursue learning opportunities in addition to those offered internally. Such additional training is an excellent way for people to pick courses that align with their professional interests.
2. Make learning from home engaging and accessible
Many surveys have found that remote work is here to stay, with some employees going so far as to say that they would leave their jobs if remote work were no longer an option. But just because employees may prefer remote work, this does not mean that they don’t need social interaction. This is why L&D programs should focus on fostering collaboration.
While it’s not always possible to coordinate learning sessions where everyone can be present, especially when time zones or schedules differ, designing self-led learning modules which combine synchronous and asynchronous learning methods can help to ensure that all employees feel supported and capable of completing the training.
Accessibility is also vital. This can include creating online and offline virtual learning materials so that internet access does not inhibit learning, and mobile-friendly learning programs so that employees can access training from any device. Many businesses have found that short, engaging sessions are more easily digestible and likely to be stimulating. This style allows remote learners to efficiently complete training, stay engaged and feel motivated to make more time for learning.
3. Create a culture of continuous learning
We never stop learning, so creating a culture where upskilling is celebrated will help keep remote workers engaged and excited to progress in their careers.
Start by using internal channels to communicate training opportunities and encourage everyone to get involved. This may sound obvious, but often it will take multiple attempts to get everyone on board, so persistence is vital. Getting team leaders to share their own learning experiences or insights from a recent course they have completed is a great way to instil a culture of continuous learning.
Another incentive is to implement rewards for learning and development accomplishments. In doing so, ensure they are accessible and equal for all members of your global team.
Finally, create a virtual library where all remote employees can access the learning and development training modules and all relevant materials and resources.
Globally dispersed, remotely based teams are becoming the norm in the next era of work. And with these changes comes the need to evolve how learning and development activities are effectively delivered. By tailoring training to the preference of individual employees, making learning equally accessible and creating an environment where development is celebrated, business leaders will ensure teams stay motivated, engaged and happy.
