Your team is struggling to stay engaged during remote training. How can you keep them motivated?

Just like an in-person training, there are many tools available in a remote training sessions such as Polls, Questions, Chats, Virtual Breakout rooms, Ambient Music sharing etc. It is important as a trainer you have mastered the use of these tools. When you are creating the plan for training session, remember to incorporate these integrative elements too. Also inform the audience how to interact with you if they need a clarification or need a break. E.g. using Chat features. And honor these commitments. It is very beneficial to have the trainees video feeds on, so that you can assess if some on them are getting distracted.

Embracing interactivity is key to keeping remote training engaging. Consider incorporating real-time collaboration tools into your sessions. This could be as simple as using a virtual whiteboard for brainstorming or shared documents for collaborative note-taking. Encourage open dialogue and active participation - this not only keeps the session dynamic but also makes team members feel valued. Remember, a motivated team is an engaged team. Let’s turn our remote training sessions into interactive, collaborative, and engaging experiences that inspire and motivate our teams to learn and grow together.

Here's how I re-energize my team: - Emoji Power! Use likes, hearts, etc. to gauge understanding & encourage real-time reactions to questions. - Comment & Win! Reward active participation with points for comments (export & rank with Excel!). More comments = more rewards! - Act as a Livestreamer! Make training interactive by calling out participants, recognizing top commenters & engaging everyone throughout.

Interaktive Energizer nutzen, bei denen ggf auch mal aufgestanden werden muss, z.B. alle schnappen sich den ersten blauen Gegenstand den sie sehen. Kleingruppen nutzen um die Interaktion zu erhöhen und die Teilnehmenden ins Arbeiten zu bringen. Moderationstechniken nutzen, die alle einbinden, nicht immer die gleichen Menschen, also zum Beispiel Meinungen reihum einholen. Ausreichende Pausen einplanen.

-Polling and Quizzes: Use tools like Kahoot, Mentimeter, or Google Forms to conduct live polls and quizzes to keep the sessions interactive. -Breakout Rooms: Utilize breakout rooms in platforms like Zoom to facilitate small group discussions and activities. -Collaborative Platforms: Implement collaborative platforms like Miro, Trello, or Padlet for group projects and brainstorming sessions.

Flexible scheduling can be a game-changer in remote training. Offering sessions at different times or recording them for later viewing can accommodate various time zones and work schedules. This autonomy in choosing when to participate can lead to increased engagement and reduced stress. Let’s empower our teams by giving them the flexibility they need to balance work and learning effectively.

Flexible scheduling is great and is probably the best thing about remote work. In addition to offering different times and recording sessions, I have used transcribing tools, shared checklists and chats, and provided copies of documents like powerpoint presentations for reviewing later. Remote work is great, but there are still some interruptions just like in the office (network outages, deliveries, family emergencies, etc. The more opportunities that can be provided for learning will help everyone in the training.

Clear and achievable goals provide direction and purpose to keep the team motivated during remote training. Start by defining specific training objectives that align with their roles and professional growth. Break these goals into manageable milestones, celebrating each achievement to boost morale. Use interactive elements such as quizzes and group discussions to make the training engaging and track progress. Provide regular feedback and recognition for efforts and improvements. Setting and communicating clear goals create a sense of purpose and progress, keeping THE team motivated and engaged throughout the remote training sessions.

In the spirit of being accountable, I believe the ownership of the engagement level of a training session lies with those responsible for facilitating it. If the professionals attending the session are “forced” to attend or listen in at their convenience just to check a box, they aren’t necessarily engaged. In order to absorb content and apply it, an attendee has to be engaged and motivated to apply what they’ve learned. The way you engage people is by understanding the needs of your firm, your needs as a trainer, and the motivations of those you are putting the session(s) on for. All of those must align with good and open communication across all channels. Otherwise, prioritize evolving content and a consistent feedback loop from all.

-Multimedia Integration: Incorporate videos, infographics, and animations to make the content more visually appealing. -Real-World Examples: Use case studies and real-world examples to make the content relatable and practical. -Guest Speakers: Invite guest speakers or industry experts to share insights and experiences.

One technique I often use is to start your remote sessions with a quick virtual round table. Ask everyone to share something, a story related to the topic, a small win from their week, or a challenge they're facing. This not only breaks the ice but gives you real-time insights into what's their minds. You can then weave these personal details into your training examples. For instance, if someone mentions struggling with time management, that can be a springboard for discussing how the current training topic could help with prioritization. This shows you're listening and helps them see the direct relevance of the training to their daily work lives.

Round Tables are a great tool. Any connection to the material that you can make is extremely helpful. Scenarios directly related to their work are great, but I've found that a lot of people will tune out the more they hear about 'their job'. I try to add examples from previous sessions especially if I have one that resonated. If I know that 'Penny's Pumpkins Partnership' got a good reaction in a previous session, then I'll rework an example involving Penny's Pumpkins Partnership Purchasing Plan or Penny's Pumpkins Partnership Profit Sharing Plan. It can seem lazy, but as any sitcom will teach you a great callback can be very effective to the audience.

In my experience, to keep your team motivated during remote training, incorporating continuous feedback creates an interactive and responsive learning environment. Soliciting real-time input through polls, quizzes, and open discussions ensures everyone feels heard and involved which provides immediate, constructive feedback on their progress and contributions, highlighting strengths and areas for improvement. Encourage peer feedback to foster a collaborative atmosphere. Regularly check in with individuals to address any concerns or challenges they face. By maintaining a continuous feedback loop keep the training dynamic and personalized, enhancing engagement and motivation.

I've used a group training chat where people can add questions, examples, and hypothetical scenarios. At the beginning, it tends to just be myself or a senior that is answering the questions. As time goes on, everyone will start to add their responses, suggestions, and answers to the various items. I have found this is a great way to improve employee engagement. The one cautionary point is to immediately stop any incorrect answers very quickly and respectfully. I try to monitor it and if I see something beyond what has been covered, I will immediately shut it down with a comment like 'don't worry about this scenario, it will be covered in an upcoming training session'.