88% of the organizations, worldwide, made it mandatory or encouraged their workforces to work from home after COVID-19 (Gartner) and two years down the line, remote working, or at best hybrid working is the reality organizations need to accept. They must focus on building end-to-end digital capability to bring operational excellence and online learning is a huge part of this change.

While shifting to remote learning, it is critical to understand the workforce’s psyche, provide motivation and ease of access to promote adoption of learning in the online mode. 75% of organizations have shifted their corporate training to cloud-based learning management platforms (LinkedIn Learning 2021), but it is not enough to have an online platform that delivers learning. The crucial part is to provide a seamless experience to your workforces where your enterprise LMS or learning management system gives your workforces a path, a purpose, and peers. Bringing all these three components together will surely drive higher adoption of learning for your remote workers resulting in greater business success.

Zoom fatigue, digital overdose, burnout are not just trendy terms that dominated the conversation on the human capital domain since 2020. These are issues that the workforces are actually facing, leading to serious loss of productivity. Multiple research organizations have identified a lack of socialization as a major hindrance to learning. Therefore, remote learning is much more than a virtual classroom and online material. According to experts at McKinsey, remote learning will require “fundamental rethinking of the learning experience to enable collaborative, interactive social-learning experiences for groups of learners.”

3 Tips to create a successful remote learning environment with an Enterprise LMS?

Tip 1: Provide a Collaborative Learning Experience 

It is one of the most popular theories of corporate learning and rightly so. 70% of all learning for an workforce happens through social interactions at the workplace. It can be through peers, through mentors, or managers but these unstructured interactions have the most impact on a learner, teaching them about the organization’s culture, products, processes, values, and more. Work-from-home has taken away these water-cooler-talks where colleagues would humanly bond and uplift each other by sharing knowledge and experiences. A social interaction platform in the learning management system will be instrumental in bringing back the same experience for your dispersed workforce. With social media-like features of sharing, commenting, liking each other’s posts workforces will feel connected with their colleagues and simultaneously learn from each other.

Removed from the continuity of time and space of the office environment, the virtual team meets can feel incongruous to the workforces with no actual purpose. In an LMS these meetings can be set as a chain of activity with proper agenda setting, speaker identification, participation scoring, etc. making the workforces feel like a part of a greater process than individuals and isolated contributors with no actual purpose.

Tip 2: Link Individual Performance with Learning 

One of the principles of the adult learning theory of Andragogy says that ‘adults learn best when the training solves an immediate problem.’ Linking the workforces' training to their performance can drive high adoption as it will help them understand the direct implication of the learning efforts. In a remote set up it is all the more important because the workforces are removed from the office environment, and it can be very challenging to find the motivation to do better. The online learning platform should be able to show the workforce the direct effect of the learning on their performance.

For example, if the learning management system can be linked with the customer relationship management system which captures data related to customer calls, then the LMS can gather performance data of each individual customer service agent and trigger learning based on their performance. The organization gets finer customer service agents, and the agents receive precise training along with intrinsic motivation to learn more to perform better.

Tip 3: Equip Employees with Self Directed Learning 

There has been much discussion around how autonomy in learning gives exceptional results. An L&D strategy that takes the learner’s choice into account is bound to drive higher learning adoption as the learner is made to feel like an insider who has a choice. The concept of Push Vs. Pull in learning comes true here, as the learning content is not pushed to the learner, but they are pulling the content they would like to consume. Online learning is the perfect space and remote learning is the right reason to provide your workforces with the ability to choose their learning path and journey. We say this because according to LinkedIn Learning Report 2020, with the onset of the pandemic professionals invested 53% more time in upskilling themselves.

An enterprise LMS with AI-enabled programmable channels can curate content based on a learner’s choice. It enables the workforce to find content that is relevant to their job role, designation, experience, interest, etc., and helps them to choose a path that will equip them to achieve their career goals.

Finally, as learning solution providers we have realized, human beings thrive on the idea of having a purpose, choosing their own path, and being surrounded by like-minded peers. At Tenneo (formerly G-Cube LMS), our aim is to provide the same simulations and environment through technology. With 21 years of domain experience, we have developed award-winning learning technology solutions designed to enable dispersed workforces to deliver the best business results and collaborate without hiccups. Reach out to us to know more about our Enterprise LMS and other products.