Category Archives: Employee-Training

How To Enhance Virtual Learning With The Help Of Social Learning

A virtual environment is a medium of learning where learners go through courses, study materials and learning aids through an online medium. It can be browser-based or a virtual training session through Zoom. Virtual learning offers activities, interactions, and resources within a course structure and provides different levels of assessment. Given this context, learners can access learning materials through peer-to-peer collaboration networks such as forums. As social learning is a continuous process of learning from other people within and outside the organization, it can be integrated into virtual learning through various means.

At the present virtual learning also happens through social technologies like blogs, wikis, discussion forums, messaging tools, conferencing tools, subject-matter directories, and videos. Organizations are increasingly using social learning in their training methodologies for improved learning retention, increased learner engagement, and reduced training costs.

The 70:20:10 Learning Framework

In traditional classroom training, most learners recall only 10% of what they have learned after 72 hours. Such lack of knowledge retention can harm the business of your organization. For example, a salesperson may face trouble recalling the knowledge learned at the appropriate time the next week, which could cost them a sale.

As per this methodology, about 70% of learning happens through on-the-job training and practical experiences, 20% through interaction with peers and colleagues, and just 10% in a traditional, instructor-led classroom training environment.

Why Social Learning?

Social learning helps employees with enhanced retention of knowledge, which is the primary goal of any training program. Social learning encourages learning in a working environment and allows learners to apply their knowledge to work. They can learn from peers, senior employees, or experts within the organizations. People learn from real-life scenarios/examples and by direct experiences. Research studies also indicate that social learning methods deliver a better ROI (almost 75:1 ratio) when compared to traditional classroom training.

Here are a few strategies on how to enhance virtual learning with the help of social learning.

Enhance Learner Engagement

A virtual learning environment allows you to manage the learning activities by using various means such as an LMS for learner administrations, learning platforms, and virtual instructor sessions. In social learning, employees can either start or take part in a discussion, training or coach others as and when a situation arises. This type of freedom to engage in their learning will directly impact increased engagement in their work.

As part of social learning, provide a network of mentors and peers, where information is created and distributed easily to employees. Thus, employees can obtain more practical knowledge and make better decisions through increased engagement with others.

Collaborate Proactively With Learners

Communication and collaboration among the participants with emails, chat, wikis, blogs, etc., are other key components of a virtual learning environment. Social learning is collaborative in its approach, happens in real-time, and has a direct relation to an employee’s work. Learning can happen anytime, anywhere, and by using any device. Organizations that support social learning need to have learning environments that foster conversation, discussion, and collaboration between learners across the organization.

Social learning involves knowledge sharing in a joint effort between peers, and between peers and facilitators. It promotes high-level thinking, good relationships, oral and written communication, self-management, responsibility, and leadership skills.

Encourage Peer Learning

Peer learning is a great way in which learners learn from each other. Participants connected can observe and learn from others, helping each other in the virtual session. Learners can directly learn from seniors and experts who have been in similar situations. In peer learning, learners receive more time for individualized learning, and interactions between employees promote active learning.

Learners get a chance to reinforce their learning by instructing others. Also, learners feel more comfortable and open when interacting with their peers. For companies, peer learning is a financially efficient alternative to hiring trainers or instructors. Research studies indicate that peer learning activities yield more benefits to the organization, such as enhanced team-building spirit, more supportive relationships, greater psychological well-being, and improved communication skills. Thus, organizations should encourage peer learning to achieve greater productivity.

Add Simulations And Gamification Elements

Simulations and gamification help facilitators turn their virtual learning into a more interactive experience. Simulations can turn virtual learning sessions into more interesting and fun learning sessions. Mock trials and digital simulations are great ways to enhance a virtual learning session and engage the participants more.

Gamification involves turning an activity into a competitive game for the learners. You can take learning concepts, assignments, and activities and convert them into interesting games. The facilitator can announce badges and rewards for winners and create that unique spark that attracts the learners’ interest. Gamification and simulations allow learners to observe real-life scenarios and examples.

By Suresh Kumar DN, CEO at Tesseract Learning

Why Your Sales Team Needs To Be Mobile Ready?

Mobile apps have been seen to increase sales team productivity and efficiency over the years.  Sales reps should consider your clients’ schedules. The faster your clients can get the information, the better it will reflect on you and your company. In this scenario, it’s critical to leverage mobile sales enablement within your sales team.  One option for sales teams is to use a mobile learning system.

A mobile learning system is an application that can be accessed from any device at any time to help with the sales process. When face-to-face relationship management is not possible, these tools and sales app solutions house customer information and relevant, up-to-date content to engage prospects, allowing for accessible, fast, and convenient communication. Following are the reasons why sales teams need a mobile learning system:

  • It’s accessible, fast, and flexible

Whether your sales reps are connected or not, they can complete their work from any location at any time. Up-to-date marketing collateral also makes it simple to share content with the entire team in real-time. A Mobile learning system functions as a central “hub,” allowing quick and flexible access to all marketing content and CRM data. Sales and marketing executives, as well as sales reps, can input and syndicate content with great ease and flexibility from a single source that serves as an information repository.

  • Generate Sales Pipeline

Customer inquiries and concerns do not always occur during normal business hours, and schedules or locations may preclude sales professionals from meeting in person. Mobile sales enablement tools enable marketing and sales leaders to provide excellent management, allowing them to keep buyer conversations going while supplementing or even substituting live meetings and phone calls. Buyers can use mobile learning software with a mobile platform app to reach out with questions, and reps can respond instantly, whenever and wherever they want.

  • Increased efficiency

Your clients’ days are just as hectic as yours. The faster your clients can access the information, the better it reflects on you and your company. A mobile learning system will save time for both your clients and the sales team.  Your customers can access complete information at the touch of a button and for further doubts; they can contact the sales team. It saves your team time as they don’t have to answer trivial inconveniences, hence increasing their productivity. 

  • Data is easily accessible

One of the best practices of this system is that it collects information about orders, products, and clients. This information allows you to learn which products are the most popular when certain orders are most common, and so on. Having up-to-date information helps increase order efficiency and reveals your clients’ purchasing habits. This allows you to suggest more relevant products and expect the client’s next move, which increases trust between the client and sales rep.

  • Increases customer engagement

Mobile sales enablement provides one-on-one interactions with clients which establish trust and dependability. This strengthens the business relationship and speeds up the sales process. Clients can see orders being placed in front of them and make changes based on their requirements with immediate results. Involving the client in the process of selecting products and placing orders is the most effective way to build closeness and trust.

Conclusion

Sales representatives must be prepared for face-to-face interactions with customers, as well as the process that occurs before a lead is passed on to Sales, as well as the follow-up process. Mobile Sales Enablement helps sales reps get up to speed faster by delivering content that reinforces training directly from their mobile device. Mobile learning systems provide a unique customer experience. Mobile Sales Enablement raises the bar for the sales rep/customer relationship by providing real-time access to the right information to advance the sale process. Staying ahead of the competition necessitates the adoption of new technologies, and when it comes to customer engagement.

5 Ways to Elevate Your Sales Rep Training & Onboarding

The onboarding phase, in general, is the preparation and integration of a new team member in the organization.

Sales representatives are taken on board through best practices such as revising and attending guidance sessions, and preparation elements to accommodate new salespersons more closely to their environment and responsibilities. According to research by Glassdoor, organizations with good onboarding programs increase new employee retention by 82% and efficiency by more than 70%.

Ways to Maximize Efficiency During the Training and Onboarding Process

  1. Have a Standard Process

According to Harvard Business Review, 22% of companies have no formal onboarding programs. A standardized program can help to have a clear image in your mind that is intended to be long-term. Questions such as, “What basic tasks would each recruit complete in the first week?”,“What training courses do they complete in the first month?”, and ”What do they expect to do in the first quarter?” need to be answered through the program. Therefore, analyze the current onboarding program (or the one you plan to introduce if your company does not yet have one) and define unique events that a new sales rep should go through, and make them the norm for all hires.

  1. Document it

According to a study Human Capital Institute, 58% of company onboarding programs are focused on procedures and paperwork. It’s always a good idea to have some tools and reference guides on hand so they can update their memory on the fly. Creating sales processes and intelligence documents will save the new reps a lot of time and effort during their first couple of months on the job. Of course, you should provide your new reps with a comprehensive set of phone scripts and email templates that they can use right away; these scripts should cover the majority of the touchpoints in a standard sales cycle. Most good reps will later tailor these to suit their style, but supplying them with these tools upfront allows them to get up and start running much faster.

  1. Set attainable goals and milestones for new hire

Consider the following scenario: you’ve just landed your dream job, but during the onboarding process, you find that the job goals are unclear and you’re unsure what is expected of you. When new employees enter the organization, they must understand the goals for which they are responsible. Provide them with insights into the company’s principles, priorities, and long-term goals. When you approach the sales onboarding program with a target in mind, you will be able to remain focused on providing workers with the right insights to keep them motivated and efficient. This approach will also help increase employee retention

Check-in every week 

According to a study done by Enboarder, 72 percent of employees, one-on-one time with the boss are the most critical aspect of any onboarding program. Nothing is more motivating for new reps than understanding that you, the boss, care for them and want them to succeed. A weekly five-minute phone call from you will do wonders for a new employee’s morale and effort. Simply get in touch: Inquire how he or she is doing and whether there is something you can do to assist.

  1. Practice makes perfect

The stereotypical cliché hasn’t stopped being real, at least yet. The sales method, like any other part of life, can be mastered with repeated practice. This is particularly true for sales representatives since they learn at a faster and faster pace with repeated practice. As a result, ensure that the program contains a sufficient number of real-world practice scenarios.

Anything that has the new hires doing what they’re learning (while they’re learning it, not months later when they’ve forgotten it) will boost sales training stickiness and rep trust.

Conclusion

These five tips will increase the chances of your sales reps’ success, retention rate, and increase sales. Having an effective sales onboarding program is critical not just for the new sales reps, but also for the entire company. It may appear to be a lengthy and laborious procedure — and it is, but when done right, it will yield profits that are several times over. Standardization also decreases the amount of time put into daily tasks, and so, having a solid onboarding program in place will be beneficial for all organizations.

On-boarding for a Job Role STACK

Unless you have been living under a rock through the last decade, you have heard of tech stacks. A tech stack is the set of underlying elements of a software application. These are the frameworks, languages, and software products that everything else is built on. Every developer who joins a tech team needs to learn his stack.

Similarly, I believe that every business role has a stack. A stack that has to be mastered by anybody looking to do that role.

Skills

Skills are what we all need to know how to do in order to our job effectively. There are two broad categories of skills – Soft Skills and Functional Skills. In the context of this framework, the “Skills” being referred to are Functional Skills only. Every role demands certain core functional skills, that are essential for the employee to function in that job.

Good examples of these are Javascript expertise for a ReactJS developer, Negotiation and Presentation Skills for a salesperson and Accounting Skills for a credit analyst. While such skills can be trained for, true expertise comes only from experience. This is why expertise in such core skills is typically evaluated during the recruitment process itself. And once in the job, organizations trust employees to progressively get better the longer they perform the role.

In the context of role on-boarding, there is very little that can be done in a short duration program to build up these core skills. Instead, what is recommended are skill assessments and quick refreshers. Essentially, just show them a mirror and jog their memory.

Don’t spend inordinate amounts of time (not more than 10%) on skill training during on-boarding.

Tools

Can you imagine a carpenter without a saw or a blacksmith without a hammer? A skill is useless without the tools that go along with it. Similarly, every job role typically requires an employee to use a set of software and hardware tools and systems to perform their jobs.

Good examples of these are IDEs for developers, Canva and Amplayfy for content marketers and Microsoft PowerPoint for salespersons. Apart from industry-specific tools like these, most companies also have their own company-specific ERP, CRM, LMS, HRMS, etc. that the employees need to familiarise themselves with.

In the context of role on-boarding, expertise on industry-specific tools is akin to having the core skills. It is not recommended that any industry-specific tool training be undertaken during the on-boarding program. Instead, it is recommended to focus on providing primers for company-specific tools. Most people are hesitant to learn new systems, and the on-boarding program is the best place to manage this trepidation through these introductions to the tools. Giving them access to manuals or help videos in a repository format will encourage deeper self-training at a later date.

Spend more time on training on tools (about 15%) over training on skills during on-boarding.

Attitudes

Attitudes are a mixed bag of soft skills, beliefs and habits that are required for working in a role. These dictate how well you can work or interact with others to form relationships, create trust and dependability, and lead teams.

Good examples of these are leadership abilities in team leaders, assertiveness in analysts and persuasiveness in salespersons. Beyond the role requirements, all companies have a clear set of values, principles and guidelines that they look to inculcate in their workplace. Every employee must learn, internalise and display these attitudes to fit into the company culture.

In the context of role on-boarding, such attitudes need to be communicated right up front. These are best done through meet and greets, icebreakers, evangelical sessions and value discussions with the employee. Given that these require significant face-to-face interactions, it is perhaps the most expensive part of an on-boarding program in terms of time and effort and might seem to have a lower direct benefit in role on-boarding.

However, attitudes are critical in integrating a new hire into the company on the whole, and deserve significant resource allocation (about 20%) during on-boarding.

Customers

Customers are the only purpose for existence of any business activity. Customers can be internal or external, depending on the nature of the job role. But in all cases, knowing about and understanding customers is critical to performing the job well. Such customer education is unique to role on-boarding, differing from organisational induction in its application.

Good examples of these could range from retailers for front-line FMCG sales, website visitors for SaaS inside sales teams and company employees for an HR team. A stakeholder mapping exercise would be a good starting point for identifying the customer for a role.

In the context of role on-boarding, the difficult question is determining the best approach for the customer familiarisation exercise. In the case of institutional sales, it could be one-on-one meetings with the clients and account planning exercises. In the case of B2C sales, it might be participating in surveys, focus groups and interviews. Attending reviews and meetings might be a good way to familiarise the employee with internal customers.

Customer familiarisation during on-boarding requires significant time expenditure (about 25%), but reduces the need for on-the-job training in the long term.

Knowledge

Knowledge required for a job role spans a matrix of Industry-Company-Employee and Information-Concepts-Expectations. This has been explored in great detail in the ICE Cube induction framework I and II which are linked here and here.

Good examples of knowledge needs are company background, regulations, company policies, business concepts, etc. A larger part of required knowledge are job role specific knowledge of concepts, processes, products, expectations etc.

In the context of role on-boarding, the knowledge requirement takes up the largest chunk of time. It is recommended that to the extent possible, the knowledge sections should be administered through e-learning and not instructor-led training. The knowledge content should be structured as a combination of course-ware and reference learning centers, with a focus on on-demand learning and personalization. Try and find ready learning resources on LinkedIn, Coursera, Udemy, etc. before starting to create your own learning resources.

Knowledge training forms the base of the entire role on-boarding program (about 30%) and needs to be planned smartly to manage time, cost and effectiveness.

* * *

The Job Role STACK approach integrates really well with competency mapping and organizational development. Ideally, we typically recommend getting veterans of each job role in the organization to define the STACK and its constituents. Post that, taking the common elements of multiple Job Role STACKs into a common company induction program becomes easier. The remaining STACK components then move into a relatively shorter role on-boarding exercise that finally gets integrated with on-the-job training and coaching.

Do let us know your opinions on job role stacks and whether you see them being applicable in your businesses. And if you are looking for an easy to use tool to create interactive content for such programs, do consider giving Amplayfy a spin…

P.S. This was first published on LinkedIn – Click here to see the original post

6 tips to integrate micro learning in your courses for rapid learning

Micro-Learning can be defined as a skill-based approach in education as well as training that delivers the information in small, ‘bite-sized’ chunks. This is useful as the learners can quickly assimilate the knowledge that they need to perform a particular task without having to spend long hours learning about it. Thus, it creates an opportunity for the learners to engage with the content exactly at the moment they need it.

In recent years, Micro-learning has supplemented and in many cases, even replaced the traditional method of learning which was time-consuming and primarily focused on theory. Microlearning, on the other hand, focuses more on the application and is largely self-driven, thus, producing effective and measurable results.

This is why many training programs are now utilizing the micro-learning principles to generate rapid learning and make the process engaging and successful.

Let us look at the 6 tips to integrate micro-learning in your courses for rapid learning:

1) Gamifying Learning Content-

Learner engagement is one of the most important aspects of any training program. Without effective engagement, content retention or recollection is not possible. Micro-learning principles can be utilized to create a game-based learning scenario that is interactive and interesting. Gamifying the learning content makes it visually appealing and engaging which can help the learners better understand and remember it. Incorporating gaming mechanics like compelling narratives, characters, badges, etc proves to be useful in making the entire learning process fun and effective.

2) Using Interactive Training Tools-

Using micro-learning principles in creating Interactive training tools like simulations and scenarios can effectively and rapidly teach a particular skill-set. Simulation, in particular, can be really helpful in creating a virtual situation where the learners can apply the knowledge they have gained to solve a problem or achieve a certain goal. Thus, focusing on the content application instead of theory can help increase its intake and retention. A time-based decision-making scenario is also helpful in testing the learner’s capability in handling work pressure. Thus micro-learning principles offer a unique experience in a training program that may not be possible by following the traditional way.

3) Creating Instructional Videos and Podcasts-

Instructional videos can be a great way to give information as they are engaging and brief. Micro-learning can be used to create short videos about a particular product or developing a needed skill-set, which can then be shared across a variety of platforms like the company’s website and Youtube. This is convenient as the learners can access it whenever required.

Similarly, educational podcasts make it easier for the learners to gain information from the comfort of their own house or while traveling, without taking up too much of their time during work hours. It makes the process more learner-centric as they have control over their learning and can easily set their own pace for receiving the necessary information.

4) Writing Blog Posts-

Micro-learning principles can be used to create something as simple as a blog post which can keep the learners informed about various topics. Blogs don’t take much time to read, and a large chunk of information can be easily condensed in the form of points which the learners can easily remember. Blog posts can also be easily accessible from any device and can be published on various platforms which makes it handy for the learners to read them as and when required.

5) Creating Self-Assessment Tools-

One of the most effective ways of using micro-learning principles is by creating self-assessment tools which can include online quizzes, questionnaires, puzzles, case studies, etc. They provide an excellent opportunity to gauge the level of the learner and quantify their progress and understanding. Instant feedback that is given, helps the learners in identifying knowledge gaps which they can then rectify. As the evaluation is quick, the learning also progresses at a rapid pace. Self-assessment tools are also helpful in judging the effectiveness of a training program as they test the learner’s understanding and retention of the content.

6) Using Multimedia Resources-

Micro-learning makes it easier to condense information into various multimedia resources to provide a variety in learning and make the process interesting and enjoyable. Online slideshows and presentations are a great way to deliver information in a few minutes as the learners can easily absorb the content. Micro-learning is also used to create infographics that provide a comprehensive overview of the subject in a way that the learners can quickly understand and recollect.

Thus, integrating microlearning into the regular courses is a great way to boost the productivity of the training program and generate rapid learning and better content engagement, involvement, and retention.

4 Micro-Learning Strategies For Employee- Engagement

Micro-learning is a skill-based approach to learning that delivers information in small ‘bite-sized’ chunks. In today’s modern economy which greatly prioritizes speed, this is especially effective in generating greater knowledge absorption and better content retention. In recent years, micro-learning, with its emphasis on application and self-learning, has supplemented the traditional methodology which was time-consuming and primarily focused on theory. This transition has improved the learners engagement with the program and has produced effective and measurable results.

Employee engagement is an essential aspect of any learning program. In today’s fast-paced world, it has become difficult to focus on lengthy content for a long period of time. Micro-learning strategies, here, prove useful in delivering the relevant content at the required time in a quick and easy manner, using technology channels that are favoured by the employees.

Let us look at 4 Micro-learning strategies for employee-engagement :

1) Gamifying Learning Content-

Micro-learning strategies can be used to create gamified, scenario-based learning content which is not only visually appealing, but also interactive and engaging. Employee engagement is essential for the success of any training program because without effective engagement, content retention or recollection is not possible. Gamifying the learning content with compelling narratives and characters makes it interesting for the learners and hence they can better understand and remember it. Incorporating gaming mechanics like badges, awards,points and leaderboards can also bring out healthy competition among colleagues and peers, making the entire training process more engaging and effective.

2) Utilizing Multimedia Resources-

Utilizing multimedia resources can be a great way to enliven a technical or lengthy content. Micro-learning principles can be used to effectively condense information into various multimedia platforms like slide-shows and infographics which provides a variety in the learning experience. Online slide-shows and presentations can effectively deliver information in a short period of time and in a manner that the employees can easily absorb and understand.

Similarly, infographics are a great learning tool as they provide an overview of the content in a visually appealing manner with the help of texts and graphics. They are an ideal reference material and can easily cater to the short-attention span of the learners, thus, creating better content engagement and retention.

3) Creating Instructional Videos and Podcasts-

Micro-learning videos are one of the most effective ways to engage the employees as they do not require any expensive set-ups and are highly flexible in terms of time and place and can be shared across a variety of platforms like the company’s website and Youtube. They are tailored to deliver a specific set of information and hence are not only brief but also relevant. Videos create an immersive learning experience and hence are effective in employee engagement and retention ability.

Similarly, micro-learning strategies can be used in developing educational podcasts that can deliver information to the learners that can be easily assessed anywhere, without taking up too much of their time, especially during work hours. This makes the process more learner-centric as the employees have control over their learning and can set their own pace for receiving the required information.

4) Creating Blog Posts and Interactive eBooks-

Blog posts are an effective way of providing information in an engaging manner as they do not take much time to read and a large chunk of information can be condensed in the form of bullet points that make it easier for the employees to recollect and remember. They are also easily accessible from any device and can be published in various platforms which makes it handy for the employees to access them as and when required. 

Interactive ebooks with their appealing visuals and user-friendly navigation is another great micro-learning strategy to enhance employee engagement. They can also be made compatible with various formats like pdf, epub, etc., and across various platforms and devices which makes for a very convenient learning experience. These ebooks can also be complemented by worksheets, checklists, quick tips and other interactive exercises that make the training program more immersive and engaging. 

Thus, micro-learning strategies can be employed to deliver content that is appealing, concise and highly interactive. It is ,therefore, an effective way to engage the employees in their training programs which in turn can positively impact the overall progress and productivity of the organisation.

Why is it important for the HR’s to upgrade their Induction programme in 2021?

The induction programme of an organization is an important process of introducing a new employee to the working environment, rules and regulations, company policies, job responsibilities and other such essential information. It forms a part of an organization’s knowledge management process and helps the new member become integrated into the team and the company’s business. It has proven to improve employee retention, build the company’s reputation and increase overall productivity of the employees.

However, the current pandemic situation has proven to be both, challenging and enlightening with regards to the typical recruiting process. With  new emerging technologies and more people opting for a digital workspace, it becomes imperative that the onboarding process be accordingly upgraded, to the changing times and scenarios. Here are some reasons why it is important to upgrade the Induction programme in 2021:

Remote Working:

Telecommuting has become the new reality for business corporations. In the current pandemic situation, the entire recruiting process is completely online. Hence, it is essential that the onboarding process also be similarly upgraded. The upgraded Induction programme should have information about work from home policies, provision for online introduction and interactions,  and should also provide technology training and support for those who require it. A mobile workforce changes the dynamics of an organisation, in the sense that it becomes more impersonal, in comparison to a face-to-face interaction. It is therefore important that the digital training process is able to make new recruits feel welcome and included in the company. 

Networking Systems :

Technology has become an integral part of business and with the introduction of new tools, services and upgrades, it is important to train the new recruits to become more digitally aware and utilize these tools for better collaboration and communication, especially during these challenging times. 

Basic training on the new networking systems like Skype for business, Sharepoint, Google Meet and emerging technologies like Office 365 should also be incorporated to the regular induction process. This would enable the new members to communicate and be in touch with the organization and also provide a great platform for them to get to know their colleagues and develop a great working relationship with them.

Introduction of Learning Management Systems :

Induction is no longer simply a text based training programme. Many corporations are now opting for a gamified learning approach when it comes to introducing the new employees to the company history, structure and policies. Using a learning management system (LMS) for the recruiting process helps the new member learn about the business culture, standard business procedure, compliance policy etc in a more interactive and engaging manner. LMS can be used to design courses for enhancing the employee’s skill or to introduce them to a new software or technology. It can also be used by the Learning and Development team for testing and assessing an employee’s performance. It can thus help to evaluate the success of a training programme and see if the trainee’s have managed to retain the information after training.

Innovation (Creativity over Formality) : 

Many organizations are going the creative and personal route over the completely formal onboarding process. Induction forms the first introduction of the organization and its tone and the methodology used goes a long way in creating a great impression on the new recruits. Therefore, some companies prefer a more innovative approach, rather than the traditional approach while welcoming their new employees. This may include-

Gifting: 

This is a great personal way to make an employee feel welcome. Some companies give their new recruits a pen and a notebook with the company logo and others even give out gift coupons.

Activity based programme:

Some organizations arrange an activity programme where the new member can interact and get to know their colleagues. Activities like sharing a funny story, engaging in some fun games go a long way in breaking the ice and building great working relationships among people.

Buddy system:

Most new recruits often feel intimidated and unsure about their roles and responsibilities when they first join an organization. Induction usually takes care of this by giving them the information in print, but some companies have introduced the buddy system to supplement this process. The buddy system involves assigning a buddy to the new member, who would be responsible for introducing them to the other team members, helping them get accustomed to the company role and answer any queries that they have. Many corporations have reported great success in implementing this method during their onboarding process.  

Thus, upgrading the induction process according to the changes and emerging trends, helps in creating a friendly and dynamic workplace which in turn enables the employees to grow and develop and achieve greater results for the organization

The 7 Advantages of Remote Working

People have always been drawn to the idea of a flexible workspace that provides them with professional and personal control over their career and life in general. While some corporate organizations were hesitant and sceptical about the concept of a productive remote working scenario, the current pandemic situation has forced many to re-evaluate their opinion.

The last couple of months have highlighted the fact that working from home is not only a great alternative to the routine office set-up, but also benefits both, the employee and the business organization. 

Highlighted below are the seven main advantages of remote working :

Increased Productivity

Many corporate companies are of the opinion that working from home can result in their employees becoming lazy and unproductive, but factually, the opposite is true. 

Distance work gives people the freedom to select their own workspace. They can choose to work in comfortable clothes, relax on a comfortable chair or even have their laptop stationed on the kitchen counter. This familiar and ergonomic workspace helps in reducing stress, thereby increasing productivity and performance. 

Moreover, people do not have to expend their time and energy in daily commuting to their offices. Not having to travel long-distance or suffer traffic congestion reduces the anxiety of being late or wasting too much time. People doing remote work are often, more inclined to start their work early or even extend their work hours due to not having to travel to their workplace.

Independence of Location

A flexible workspace allows people to continue working despite a change in their location without having to change their company or start over in a new organization. 

It also provides access to a broader range of employment opportunities that are not limited by geographical location. People can thus, avoid moving to a major metropolitan area with a high cost of living simply to have a career that they desire. 

Companies will also not lose their employees if they re-locate and can thus enjoy a greater degree of employee retention in their organization. 

Reduction of Expenses

Telecommuting can be a great way to save money and reduce expenses. Having a remote job instantly reduces the cost of petrol, vehicle maintenance, professional attire, daily meals etc. It also benefits the companies and allows them to save money as it decreases the cost of real estate and technology.

Inclusion of People

Digital workspace is not limited by geographical location and hence, it allows companies to hire people from different places. This enables greater diversity in the work environment as employees belonging to different culture, language, race, religion, etc., all come together and enhance the social dynamics of the organisation.

Moreover, it also provides an excellent work opportunity for people with disabilities and others who cannot work an on-site job, to follow their career goals without having to worry about external factors like work commute, etc.

Better work-life balance 

Telecommuting makes it easier for people to balance their career and family life. It reduces stress, gives time for recreational activities and improves personal relationships. In addition, the interaction between the employee and the employer is greatly enhanced without all the distractions and politics that come with an on-site job. 

Working remotely also encourages people to live a healthier life by eating well, having time to exercise and not being stressed or over-burdened by external factors.

Flexible Timings

Many remote jobs come with flexible timings where people can start and end their day as they desire, as long as the work schedule is not compromised. This factor is desirable to people as it allows them to take an active part in their family and still maintain their career. It allows them to balance time for their children’s school activities, family functions, medical appointments etc. Thus, an off-site workspace can lead to a more fulfilled and satisfying life.

Environmental Impact

Telecommuting not only benefits people on an individual level but it also proves advantageous to the world at large. When many people choose to work from their homes, it positively impacts the environment by reducing the emissions of greenhouse gases and saving oil resources. Reducing travel also helps in reducing pollution and carbon emissions which greatly affects the climate. 

Moreover, distance work negates the use of too much paper, air-conditioner, lighting etc in a corporate set-up which in turn can leave a positive impact on our globe.

 Although the current on-going pandemic situation has been the catalyst for people turning to a digital workspace, many are realizing its multifarious advantages. It is thus, safe to say that this  is one trend that isn’t going to slow down anytime soon