When 23-year-old Rita Nair joined ABC Ltd, an accounting firm, as a junior sales rep, she was excited and self-motivated to learn the ropes of the game. Six months passed, with no on-the-job training or guidance, Nair’s productivity soon began to dim.
There was no sense of direction in her work. She still wasn’t acquainted with the industry norms and the company’s initiatives. Soon after, Nair quit her job.
She then joined VSB Pvt Ltd. During the first three weeks at the company, she underwent a fun and a highly informative onboarding program that helped her to gauge the company’s strategies and fully understand the industry nature.
As she was supposed to learn a specific accounting tool to do her job, she was provided a 3-month training workshop to learn and use it. It has been more than one year since she joined and Nair states that every day is a learning ground for her.
The fact that VSB Pvt. Ltd ensured she learned every day and offered multiple training sessions to support her work only convinced Nair to stay engaged and motivated. That is the power of training and development programs for the distributed workforce.
What does distributed workforce?
It means exactly what it reads. It means a company’s (Tata) employees across sectors (logistics – DIESL), divisions (marketing) and geographical locations (New Delhi). Imagine what a big challenge it is to bring all the employees on the same scale in terms of background knowledge, technical expertise and project management.
Importance of T&D programs in a corporate set up
1. It increases employee retention rate
Over 25% of employees leave their job because they don’t have a proper understanding of their job profile and have zero on-the-job training. In an age and time, where everyone wants to live a happy and productive life, a lousy job is like a kick to the stomach. No one wants to join a company where there is no sense of direction!
On the other hand, companies who do put emphasis on training and development have seen an increase in 26% more revenue per employee. Yes, that’s right – T&D programs are an investment for any company. If an employee is trained, engaged and assessed on a regular basis, he or she will obviously be happy to be a part of that company.
2. Ensured product and service quality
With the help of training programs, it is possible for employees to address and improve their weaknesses. With consistent on-the-job training programs, an employee can easily align efforts with that of company’s policies and procedures; thus, standardization comes into the picture. With continuous T&D efforts, the company is able to formalize the work processes and refine them over them.
3. Increased happiness quotient and productivity
When the employees are well acquainted with the process, they know what they are doing and their performance is evaluated on a continuous basis – they strive to do a better job. They immerse themselves in the company culture, stay engaged and in turn, do a better job.
How microlearning helps distributed workforce
Traditional training costs money. From buying licenses for a software to renting out a space to train – it is not a cheap move for the company. But microlearning brings down the cost considerably. The only costs involved in the modern day learning practices are the initial course development and some periodic maintenance costs.
2. Addresses each employee’s learning needs
Every person learns differently. Some take 5 days to grasp a concept, while others take only 5 hours. Some like to read, some like to watch and learn. Microlearning modules can be presented in different media – written text, podcasts, and videos.
3. Offers instant assessment and feedback
Oust, a mobile-first gamified solution, creates mLearning modules for organizations wherein, it asks the users (read: employees) to give 2-min quizzes comprising 5 questions. This assessment solution allows the companies to analyze the performance of its employees. And since it happens on a daily basis, the employees get well acquainted with work-related procedures and practices.
4. Available in multiple regional languages
Accenture offices, for instance, are spread across the world. However, how an Indian Accenture employee consumes information is different from how an American employee would. Microlearning bridges this gap not only between countries but also within the country itself. Cross-cultural and regional aspects must also be kept in mind to create and execute effective training solutions.
Oust did it for Zimmber, an on-demand home services startup! It digitized their training programs and create 2-min short videos and assessment modules in Hindi! Zimmber reported a completion rate of 82% from its employees within 24 hours of launching a course! Read the complete story here.
5. Allows convenient updates of the eLearning updates
A company can create microlearning modules to notify its employees of new software or project processes. If complex concepts are broken into shorter and more fun learning modules, employees will have a blast consuming them and produce better results in the long-run.
Points for companies to keep in mind while training a distributed workforce:
- Set a goal. What do you expect to achieve in the next six months of implementing training solutions? 20% increase in retention rate?
- Understand the issues and then try to resolve them. Without proper research, it won’t be possible to create the learning modules.
- Gather a knowledge base that is required to create those training modules.
- Experiment with multiple digital media such as social media, blogs, podcasts and video tutorials. Knowledge can be consumed from multiple ways.
Over to you
Oust has been doing excellent work with a string of companies to digitize their training programs and help them to execute training schemes that can be easily assessed and produce cost-effective results.