Covid-19 has made a significant impact in many areas worldwide. Workplace learning was one of the first and hardest-hit industries by the coronavirus pandemic. As more organizations have shifted to remote working, online learning has replaced in-person training.
Since the beginning of the pandemic, learning and development professionals have had to adapt quickly to frequently changing situations. Some of the necessary changes that had to be made in training and development may continue in a post-Covid workplace.
Virtual Training
Now that working remotely is the new normal in our pandemic-hit world, virtual training for remote workers will continue to increase. There are many different models and tools for online learning, so organizations need to experiment and find out what works best for their teams.
Online courses should be short and concise, with modules no longer than 90 minutes. Ask learners to complete activities before the virtual session, so they have more time together for discussion. This model enables you to increase active participation and decrease the amount of time learners passively listen to a facilitator.
Virtual training also needs to incorporate more interactive elements to stay connected with learners:
- More question and answer sessions
- More engaging visual aids
- More videos
- More polls
- More breakout sessions
The most important element of virtual training is to put learners at the heart of the program. Online training will likely continue even after the pandemic is over. So, take the time to think through how your virtual training and development program can be effective long-term.
New Technologies
In a post-pandemic workplace, effectively using technology will be crucial. As you focus on technology, consider these questions:
- Does your organization have collaboration tools that allow you to reach learners virtually?
- How can you effectively incorporate a learning management system (LMS) or a learning content management system (LCMS)?
- Does your technology permit learners to take assessments and receive feedback?
Next, think about your content:
- Does it meet your learning objective?
- Is it interactive?
- Does it ramble needlessly?
Remember that virtual training should always be straightforward and concise to engage learners and hold their attention.
Socially-Distanced Training
Instruction-led training (ILT) has always been the norm for training and development. It may still be possible for some organizations – with some necessary modifications:
- More sessions with smaller class numbers to meet social distancing requirements.
- Instructors need to be more engaging since learners will be spread out in the room.
- Instructors may need to change their position in the classroom and remember not to approach learners.
Final Thoughts
The Covid-19 pandemic has undoubtedly been a catalyst for remote and virtual training and development. Training professionals must now focus on the importance of technical aptitude and speed up their efforts to make learning and development function virtually. The training and development industry is evolving at a fast pace – and we have to be ready and willing to adapt as needed.
Want more information about how to transition your training and development program for remote and virtual learning? Contact us today!