How to Train Remote Employees

Remote employees can offer many great benefits for your business. Training these employees, however, may present some unique challenges. If your employees live far away from your place of business, make sure that you have set up a consistent and reliable communication platform. Send them well-crafted training materials so that they can teach themselves how to do the job. Consistent supervision and feedback can help get them onboard quickly and effectively.

EditSteps

EditChoosing a Communication Platform

1. Ask them to come into the office for training if possible. Even if the employee is remote, you may be able to bring them in for training. This is usually the fastest and most effective training option for remote employees who live close to an office or branch. If they live far away, however, it may not be possible.^[1]
   
2. Set up conference calls for personalized training. Phone calls and video conferences provide a personal touch to training and can help clarify important details for the job. Weekly chats will allow you to monitor the employee’s progress while still giving them flexibility to do their job.^[2]
   
   • Conference calls work best for remote employees who are involved in strategy and marketing for a business, as it allows you to discuss plans and ideas with them freely.
   • If you and the employee are in different time zones, make sure that you choose a time that is convenient for both of you.
   • Some great video conferencing software includes Skype, Zoom, or Slack.
3. Use an instant messaging service to answer questions quickly. For companies that require collaboration or frequent communication between employees, instant messaging can be the most convenient option. This allows employees to talk and communicate in real time.^[3]
   
   • If your remote employee has any questions during training, they can reach out to you using the platform and get a quick response. Furthermore, instant messaging will allow you to send them quick feedback and messages regarding their work.
   • Some great free services that you can use for your business include Skype, Google+ Hangouts, and Spark.
   • Instant messaging may not be the best choice if your remote employee is working at different hours than the rest of the team.
4. Send emails if the employee works on their own schedule. Email is a great option if the remote employee is working different hours, lives in a different time zone, or sets their own schedule. Send notes, training materials, links, and attachments easily over email.^[4]
   
   • Make sure that the employee understands how quickly they should respond to emails.

EditCreating Effective Training Materials

1. Write a training manual or handbook for the employee. Having a document available to the employees allows them to refer to it whenever they have a question. Email this manual to the employee or post it on a shared cloud-based storage system. You should include:^[5]
   
   • The primary responsibilities of the job
   • The best practices for your company
   • How to complete tasks using software, online interfaces, or other equipment
   • How to contact management
2. Specify how to complete tasks in detail. Try to anticipate any problems or questions the employee might have and include these details in your manual. Specific details help the employee understand what to do more quickly.^[6]
   
   • For example, don’t just say “Submit your work when you are done.” Instead write, “Click the button that says ‘Submit’ to send in your work when it is finished. This will refresh the page and take you back to the main portal.”
   • Make sure to cover details like how to report hours, where to submit work, or who to contact if something goes wrong.
3. Establish quotas and expectations for each task. In addition to telling your employees how to do something, make sure they understand any rules, quotas, or guidelines they will be expected to follow. How much are they expected to do a week? How often should they communicate with you? When should they submit their work by?^[7]
   
   • For example, you might say, “We expect you to take 5 calls an hour” or “We need you to check your email at least once an hour between 9 am and 5 pm.”
4. Incorporate instructional videos and images for software or equipment. If there are any special programs or equipment that the employee has to use, provide clear visual instructions showing them how to use it in addition to written instructions.^[8]
   
   • If you’re working with a computer platform, use a screenshot program to take pictures or videos of the screen demonstrating each step in the process.
   • Diagrams and graphics may be useful for employees who need to install special equipment or software.
5. Invest in a web-based training program for large companies. If you have many remote employees, you may want to hire a company to design an online training module to help automate part of the training process. These companies will work with you to create a personalized platform using videos and interactive tools.^[9]
   
   • These companies may advertise themselves as training or recruitment consultants.
   • While this can be a more expensive option, it will save you significant time if you have to frequently train employees.

EditSupervising the Employee

1. Give the employee benchmarks to reach. Create a timeline of tasks for the employee, and set specific goals for them to reach by a certain time. This helps give your remote employees some direction and encourages them to become productive more quickly.^[10]
   
   • For example, you might say, “We want you to learn how to use our calling software by the end of the first week. By the end of the first month, you should be making at least $10,000 in sales.”
2. Provide specific feedback on the first several tasks. Give constructive feedback on each task for the first 2-3 weeks or until they have mastered the different parts of their job. This type of feedback can help employees learn the guidelines and expectations for the type of work they are doing.^[11]
   
   • For example, you might say, “Your design on these images is really good, but I think you need to stick with 1 color scheme to fit our company’s brand better. We prefer smaller font too.”
   • Their first task should be something small with a quick deadline. For example, you might ask for a short article or a spreadsheet by the end of the first day. This will let you give them feedback quickly.
3. Ask for feedback and questions from the employee. Encourage the employee to come to you with any questions that they might have. When training is over, ask them for honest feedback about the process. This can help you clarify the process for future remote employees.^[12]
   
   • If the employee comes to you with a question, answer the question as best as you can. If you feel as though the answer could be found in the training manual, refer the employee to the specific section.
   • If the new employee doesn't reach out to you with any questions, you might send a friendly message saying something like, "I just want to check in. How is training going? Do you have any questions?"
   • If you want, keep feedback anonymous so that the employee feels as though they can be honest. Use an online survey website to set up a feedback form.
4. Communicate regularly with all remote employees. Both during and after training, stay in touch with your remote employees. Let them know what news is going on in the company. Newsletters, webinars, or even weekly conference calls can keep them in the loop.^[13]
   
   • Remote employees might feel isolated or left out of important company decisions, news, or events. To help support these employees, encourage them to reach out or collaborate with other members of the team and company through social media, instant messaging, or video chats.

EditSources and Citations

__
Cite error: <ref> tags exist, but no <references/> tag was found

from How to of the Day https://ift.tt/2KhTIYu
via IFTTT