The Ultimate Guide On How To Train Remote Employees

Working remotely is hardly a new concept. We're four years into the work-from-home era, and it looks like remote work is here to stay, with nearly 45% of people working from home up from 30% pre-pandemic. With this being a new norm, companies had to quickly adapt and adjust to find a way to train remote employees.

You think it wouldn't get easier, but for some reason it hasn't.

Training a dispersed workforce comes with unique challenges. To address these hurdles effectively, companies must implement strategies that cater to remote environments while delivering high-impact learning experiences.

Why Is Remote Workforce Training Important?

94% of employees will likely stay longer with a company if given a chance to grow. After all, most employees want to have a chance at getting a higher position. 

Training for remote workers is especially essential in today’s increasingly decentralized work environment. With employees working from various locations, training ensures they remain aligned, productive, and empowered to perform their roles effectively.

Let’s break down several benefits of training remote teams:

1. Aligns Employees with Company Goals

Remote employees are not as exposed to company culture and objectives as in-office staff. 

One would think this is a minor issue, but knowledge of a company’s core goals and values shapes your work. This is especially important for marketing and sales teams.

Training bridges this gap by:

• Ensuring all employees understand the company’s vision, mission, and goals.

• Reinforcing consistent values and behaviors across a geographically dispersed team.

Example: A virtual onboarding program introduces new hires to the company’s core values and strategic priorities, helping them feel integrated from day one.

2. Enhances Productivity and Efficiency

As the adage goes, “Prevention is better than cure.”  This can also refer to the quality of work.

Proper training equips employees with the skills and knowledge they need to excel in their roles. This reduces time spent troubleshooting or learning on the job. There will also be fewer mistakes, saving your company from additional costs.

Example: A customer service team learns how to use a cloud-based ticketing system, resulting in faster response times and improved service delivery.

3. Reduces Isolation and Fosters Engagement

Remote work can lead to feelings of isolation and even depression, which may impact morale and productivity. Training programs foster connection by:

• Encouraging interaction between in-house and other remote employees during live sessions or group activities.

• Creating opportunities for team collaboration and shared learning experiences.

Example: A virtual team-building workshop coupled with skills training helps employees build relationships while learning new strategies.

4. Supports Technological Adaptation

Remote employees don’t have a tech support crew to ask for help from. They also have to rely on themselves to troubleshoot should problems with these digital tools arise. Training ensures they can:

• Use remote work software effectively.

• Adapt to new technologies introduced by the company.

Example: A training session on project management software helps team members track tasks and deadlines efficiently, reducing errors and miscommunication.

5. Improves Retention and Job Satisfaction

It can be quite demoralizing for employees to feel invisible in their workplace, that they are simply a cog in the machine. Employees who receive proper training feel valued and supported, significantly boosting retention rates. 

Training programs:

• Show that the company is invested in employees' growth and success.

• Provide career development opportunities, increasing job satisfaction.

Example: Offering leadership development training for remote employees motivates them to stay and grow within the company.

6. Ensures Consistency Across Teams

A distributed workforce can oftentimes have a problem with consistency in processes and practice. This results in varied qualities of work, potentially affecting the company’s credibility.

Training helps:

• Standardize workflows and best practices.

• Align team members with uniform policies and procedures.

  
  

Example: A global sales team receives standardized training on the company’s CRM software, ensuring uniformity in data entry and client management.

7. Increases Scalability

Training one or three employees may be easy, but can you maintain that quality as the company grows?

Successfully training a few remote employees means being exposed to several training methods. This results in easier acclimation to various learning styles and speeds.

A well-trained workforce can handle increasing responsibilities as the company grows. 

• Reduces the time needed to onboard new team members.

• Prepares employees to take on more complex tasks.

Example: A growing company trains remote team leads to manage larger teams, allowing for seamless expansion.

Challenges of Remote Worker Training

Remote training has its unique challenges, most of which are rooted in geographical barriers.

1. Communication Gaps

Without face-to-face interaction, nuances can get lost in translation due to blurred screens, network interruptions, and the like. This can lead to messaging delays and even miscommunication.

Example: A remote worker might misinterpret instructions in a chat message due to a lack of context.

2. Engagement Issues

Remote employees may struggle to stay motivated and engaged during virtual training sessions. They may get distracted by personal matters or the long lecture-style format of the training may bore them.

Example: A webinar that runs for two hours without interactive elements may lose the attention of participants halfway through.

3. Technical Barriers

Remote training depends on digital platforms, but not all employees may have the same level of access or familiarity with technology. 

In some cases, remote workers may experience network interruptions or software tools. Others may still be unfamiliar with new tools and may, therefore, struggle during the training.

Example: A remote employee faces difficulty accessing a training session due to platform compatibility issues on their device.

4. Time Zone Differences

For global teams, scheduling live training sessions accommodating everyone can be challenging. Employees in certain time zones may need to join sessions early in the morning or late at night, and some employees may be unable to attend live sessions altogether.

Example: A training session scheduled at 3 PM EST might require employees in Asia to participate during their late evening hours.

Best Practices For Training Remote Employees

1. Invest in the Right Tools and Platforms

When it comes to training remote employees, having the right tools can make a difference. One of the best ways to train remote employees is by choosing user-friendly tools that facilitate seamless communication, collaboration, and learning. Think about it—tools that are intuitive and easy to use let your team focus on learning and collaborating instead of troubleshooting tech problems.

Popular options include:

• Learning Management Systems (LMS) platforms like TalentLMS or Docebo can be used to deliver structured training programs.

• Communication Tools like Zoom, Microsoft Teams, or Slack for real-time interaction.

• AI course builders like Arist Creator, provide optimal training courses for your remote team and are free to try. 

2. Personalize Training Programs

91% of employees prefer a personalized training experience because it feels more relevant to their roles and career growth. It’s important for trainers to understand their remote employees’ needs, skills, and preferences before subjecting them to training. 

Tailor your training materials to the specific needs of your remote team by doing the following: 

• Start with Surveys: Use surveys or feedback forms to identify employees' skill levels, learning preferences, and professional goals.

• Design Role-Specific Modules: Create training programs tailored to the unique responsibilities and career paths of each employee.

• Leverage Adaptive Learning Platforms: Use tools, such as Arist, that adjust content based on an employee's progress, allowing personalized pacing and targeted skill development.

• Empower Employee Ownership: Encourage employees to take charge of their learning, making the process more engaging and meaningful.

• Align Training with Personal and Professional Goals: When training addresses individual goals and needs, it fosters greater motivation, confidence, and loyalty.

• Benefits for Companies: Personalized training leads to higher retention rates, increased workforce commitment, and overall organizational success.

3. Incorporate Microlearning

Microlearning is a game-changer for remote training, offering employees easily digestible, focused content that fits into their busy schedules. Instead of overwhelming your team with lengthy sessions, break down training into bite-sized chunks that are simple to absorb and apply. This method caters to modern attention spans and allows employees to learn on their own time without feeling burdened.

Here’s how microlearning works:

• Short Sessions: Think five-minute videos, quick how-to guides, or single-page infographics. These are ideal for explaining product updates or demonstrating specific tasks.

• On-the-Go Learning: Employees can access training anytime, anywhere, whether on their lunch break or between meetings.

  
  

Arist does this best. By embedding the learning in the flow of work paradigm, Arist enables employees to pick up new skills without stepping away from their day-to-day tasks. This integration makes training feel like a natural part of the workday, boosting engagement and retention.

4. Leverage Interactive Content

Interactive training is one of the most effective ways to keep employees engaged and actively learning. By using dynamic and collaborative methods, you can turn remote training sessions into memorable, hands-on experiences. 

Here’s how you can engage employees with interactive and collaborative training methods:

• Quizzes and Polls: Add quick quizzes to reinforce key concepts or polls to gauge understanding and preferences. These tools not only test knowledge but also encourage active participation.

• Gamified Elements: Incorporate gamification into your training with leaderboards, badges, or rewards. Friendly competition can motivate employees and make learning enjoyable.

• Breakout Rooms: Use breakout rooms during virtual meetings for peer-to-peer learning. These smaller groups encourage discussions, role-playing scenarios, or team problem-solving, helping employees learn from each other.

This approach leads to better engagement, higher retention, and more meaningful results.

5. Schedule Regular Check-Ins and Feedback Sessions

Consistent and regular follow-ups is key to effective employee training. This ensures everyone stays on track and any roadblocks are addressed promptly.

• Think about organizing one-on-one check-ins with managers. These sessions can be invaluable for personalized feedback and guidance.

• Group discussions are another great way to reinforce shared learning experiences and promote team synergy.

Now, let’s talk frequency. According to research by Cognology, the sweet spot for giving feedback is monthly. Apparently, more frequent feedback can lead to something known as feedback overload—basically, too much of a good thing. 

In their study, professionals who received detailed feedback monthly significantly outperformed those who got less frequent feedback. We’re talking about a 46% improvement in their key performance measures compared to the control group. Impressive, right?

So, if you’re looking to boost performance and keep your team motivated, consider adopting a monthly feedback routine. It strikes the perfect balance between regular check-ins and giving employees the space to grow and apply their learnings without feeling overwhelmed.

6. Balance Live and Asynchronous Training

People have different schedules, time zones, and learning styles, so a one-size-fits-all approach isn’t ideal. Mixing real-time sessions with on-demand content gives your team the best of both worlds.

The magic happens when you combine both approaches. Use live training for team-focused activities and quick feedback, and lean on asynchronous content for deeper, self-guided learning. It’s all about meeting your team where they are and giving them the tools they need to grow—on their own terms.

7. Provide On-the-Job Training Opportunities

On-the-job training lets employees jump right into the action. When employees can immediately put what they’ve learned into practice, it sticks better and feels more relevant.

• One way to do this is by assigning projects tied to their training. For example, say someone just went through customer service training. Why not have them try handling a few customer queries with supervision or redesigning part of the feedback process? It’s a great way to connect the dots between learning and doing.

• Pairing employees with mentors is another win-win. Mentors can guide new hires through real-world tasks, share tips, and even pass along insider know-how that you won’t find in any handbook. Plus, it’s a great way to build relationships and make newcomers feel supported.

And here’s a key piece—let them try, even if they stumble a bit. Assign tasks that are challenging enough to keep them growing but not so overwhelming that they feel lost. Mistakes? Totally fine! That’s where some of the best learning happens.

In the end, it’s all about creating an environment where employees feel confident to apply what they’re learning, try new things, and grow into their roles.

Adjusting To A New Norm

Training remote employees requires a thoughtful and adaptable approach. It can be challenging, but the results of a successful training program can net you great benefits.

By leveraging technology, personalizing learning experiences, and fostering engagement, companies can empower their remote teams to thrive. 

As remote work continues to evolve, so should your training strategies—ensuring that every employee, no matter where they are, feels equipped, valued, and ready to contribute to your organization’s success.