You already know that remote work has become increasingly common in recent years. According to McKinsey, 35% of respondents reported having the option to work from home five days a week.
This (not so recent) shift toward remote work has also led to a more globally dispersed workforce as companies are no longer limited to hiring employees who live within commuting distance of their physical office locations. While this shift toward remote work has many benefits, it also presents some unique challenges when it comes to training.
With employees spread out across different locations it can be difficult to ensure that everyone receives the same level of training and has access to the same resources. But with the right solutions in place, companies can create a cohesive and productive team, regardless of physical location. So, what are these global workforce solutions when it comes to training and development?
Global Workforce Solutions: Top Practices To Implement
In today’s fast-paced and diverse world, one-size-fits-all solutions no longer cut it. As global workforce solutions become more prevalent, it’s essential to incorporate a variety of delivery modes to meet the unique needs of different learners.
Whether it’s eLearning, virtual instructor-led training (VILT), or in-person sessions, offering multiple delivery modes can increase engagement and improve learning outcomes. By providing a range of delivery modes, you can accommodate different learning preferences and make the learning experience more enjoyable for everyone.
To get the most out of multiple delivery modes, it’s important to consider your learners’ needs as well as your content and budget. You may need to experiment with different delivery modes to see what works best for your organization. However, by embracing variety and being open to new ideas, you can create a dynamic and effective global workforce solution.
Speak their language.
Effective communication is essential for any successful global workforce solution, and language plays a significant role in this. However, simply translating content into different languages is not enough. To truly connect with learners from different cultures, it’s essential to design solutions that are culturally relevant and considerate of language nuances.
When designing solutions for different languages, it’s important to consider not just the words but also the tone, context and cultural references. What may be appropriate in one language or culture may not be in another. Therefore, it’s essential to involve native speakers and cultural experts in the design process to ensure that the content is appropriate and effective.
By designing global workforce solutions that speak their language, you can improve learner engagement, reduce misunderstandings and create a more inclusive learning environment.
Imagine trying to learn something new without knowing what you’re trying to achieve. It can be frustrating, confusing and demotivating. That’s why providing clear learning objectives is essential for all successful global workforce solutions. Learning objectives help learners understand what they are expected to learn, why it’s important and how they will be evaluated.
This clarity can help learners stay motivated and focused as they have a clear understanding of what they need to achieve. Additionally, learning objectives can help trainers and managers track progress and evaluate the effectiveness of the solution. To provide clear learning objectives, it’s essential to be specific, measurable and relevant.
Avoid vague or broad objectives that can lead to confusion or disengagement. Instead, aim for clear and concise statements that are achievable and meaningful.
Don’t waste time: Train when needed.
Time is precious, and in today’s fast-paced business world, waiting for the “right time” to train your global workforce can mean missed opportunities, lost revenue or decreased productivity. Therefore, it’s essential to train when needed, not when it’s convenient.
Whether it’s onboarding new hires, upskilling existing employees or addressing knowledge gaps, providing training when needed can improve performance, increase motivation and foster a culture of learning. Waiting for a specific time can lead to missed opportunities or decreased effectiveness as learners may forget what they have learned or lose motivation.
To provide training when needed, it’s essential to have a flexible and responsive learning solution. This can include on-demand training, VILT, or microlearning modules that can be accessed anytime, anywhere. By being proactive and responsive, you can create a culture of continuous learning that can benefit both your employees and your organization.
With remote work on the rise and employees spread out across the globe, it’s more important than ever to have effective training programs that reach everyone in your organization. So why not try and bring your team together, no matter where they are in the world?
In the end, investing in employee training is not just about checking a box or meeting a requirement — it’s about investing in the success of your business.