Tip #3: Don’t try to recreate offline, classroom training<\/strong><\/span><\/span><\/span><\/p>\n

Tim Slade, a freelance eLearning designer, says the most common mistake instructors make is to recreate the offline experience. Training on-site is an entirely different story because, first of all, it’s not that static, and second, you don’t have to add interactivity to your training mix — it’s there along with all these people.<\/span><\/span><\/span><\/p>\n

With online learning, to engage remote workers, you need to rethink training activities and content, make the necessary adjustments, move it online, and take advantage of your platform. Also, according to Slade, content must be broken into shorter sessions and avoid exhausting hour-long Webinars. <\/span><\/span><\/span><\/p>\n

Ashley Chiasson, an eLearning developer and long-time remote worker, agrees that chunking learning into smaller pieces is a wise decision. She suggests, “Break each concept down into their smaller parts (or chunks) and teach each chunk until you reach the greater whole so learners can fully learn the concept you are teaching them.”<\/span><\/span><\/span><\/p>\n

Tip #4: Create stories learners can relate to<\/strong><\/span><\/span><\/span><\/p>\n

Learning experience design consultant Christy Tucker knows a lot about stories. As a sci-fi geek and an avid Dungeons and Dragons player, she believes that when people talk about eLearning engagement, they often refer to just clicking buttons. This approach, however, is not sustainable.<\/span><\/span><\/span><\/p>\n

To ensure remote workers are fully engaged in their training, you need to achieve cognitive and emotional engagement. An effective way to do so is to use scenarios.<\/span><\/span><\/span><\/p>\n

Create scenarios with relatable characters employees can see themselves in, and make sure they have the same problems your learners do. Narrate a story, stress problems, and ask your remote employees to solve them so they can keep the story going. <\/span><\/span><\/span><\/p>\n

Based on these characters, you can use quizzes and exercises, discussion, or even real-life simulations, which, according to instructional designer Marina Arshavskiy, are enough to get learners to actively participate.<\/span><\/span><\/span><\/p>\n

Tip #5: Engage remote workers by having them engage with each other<\/strong><\/span><\/span><\/span><\/p>\n

Connie Malamed, a popular figure in the eLearning community, told TalentLMS that learning should be a journey and not a one-time intervention.<\/span><\/span><\/span><\/p>\n

Remote workers need to be exposed to opportunities to practice, get feedback, and discuss problems and challenges with each other. This will promote a concept of unofficial mentoring that will allow people to shine and become self-directed learners. <\/span><\/span><\/span><\/p>\n

And the moment they become self-directed, you will know they’ve become 100 percent engaged.<\/span><\/span><\/span><\/p>\n

The world is changing, and companies (exactly like people) need to adjust. The training industry is gaining momentum, and, as far as online training goes, it’s now or never. <\/span><\/span><\/span><\/p>\n

Follow the tips described above and prove to yourself, your employees, and managers that online training is not only the best alternative for these once-in-a-lifetime events but the best way to go.<\/span><\/span><\/span><\/p>\n