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R13’s guide for more effective remote training

Training is essential for companies to grow and be successful. With the more recent shift to higher levels of remote working this now includes the need for remote training both for new starters and for existing employees. We thought it would be helpful to put together our top tips for how you can make your remote training more effective.

Prep Beforehand

Before carrying out any training whether it be for a new starter or existing team members, it is always best to prepare what you are going to do and what you want to achieve. It is always worth doing a review of your training, to see what can be improved before starting a new course of training.

Also, if you know that remote training will only be temporary, then plan out what you can achieve remotely and what you want to save for later in person training.

Lay the foundation

Before even beginning training, it can be helpful to lay the foundation of what the training will focus on. This can be done by sending across articles, infographics or videos that provide an overview of the topic. You will want to keep the information you send brief, relevant, easy to assimilate and focusing on the big picture. This will allow your employees to have broad overview of topic before you get into the nitty gritty detail.

When sending content across, it is important to also follow up to see what the employee thought of it.

Understand your employee

Everyone learns differently and so taking a one-size-fits-all approach to training won’t be very effective. Whilst it will take more time it is always better to put in the effort to understand people’s preferred way of learning which will then allow you to tailor your educational efforts.

An easy way to do this is through 1-to-1 conversations or a quick survey. You should focus on questions like:

  • What learning style suits you best?
  • What things do you dislike when doing training?
  • What things make learning easier for you?
  • What one skill would you like to develop?

Sometimes, your employees may not know themselves how they learn best but there are plenty of quick quizzes online that can give them some insight into their learning style. You can find some here:

Make sure you allow employees to learn at their own pace and offer flexibility where possible. Ensure you provide them with time to reflect and work things out on their own, that may take two minutes or even 2 hours but is crucial to learning anything new.

Invest in the right training software

It can be incredibly helpful for your training plan to have good software to run it from. Whilst it is possible to do training using PowerPoints and Skype this may not be the most effective method and so you should take the time to explore other learning options that can help you deliver topics more easily.

You should make sure to ask the following questions:

  • What is our budget?
  • What is the best way to deliver training?
  • How many people need access?
  • What features do we need?
  • How are we going to train our team on using the software?

Webinars These are incredibly useful ways of getting information across to larger groups of people. You’ll want a platform that has the ability to screenshare, remotely access others desktops chat via text, exchanges films or potentially broadcast to a large group of non-interacting viewers.

Potential options could include; Zoom, Join.me, Microsoft Teams, GoToMeeting or Webex

LMS – Learning Management Systems are all-in-one systems that can be used to create, manage, deliver and track all types of training.

BigBlueButton, GoSkills or GoToTraining are good examples of these you can use.

Set goals & objectives

To ensure your trainees are keeping up with the learning and that it is manageable, set goals and objectives they can work towards, you can even add time frames on these to give them something to work towards.

Create conversations

One of the best things about learning and expanding knowledge is that it creates fantastic opportunities for conversations and collaboration. Ensure that you are interacting with your trainees, getting their input, and getting them to contribute to discussions.

For some kind of training, it may be worth getting more experienced members of the team to deliver it or get several members of a department to collaborate on a presentation/webinar, not only reaffirming their knowledge but creating training that incorporate multiple perspectives and ways of tackling different aspects of work. This will then also allow your trainee or new starter to interact with wider team members.

Don’t cram too much in at once

Whilst it is tempting to cover as many topics as possible in a 1-hour slot you have available, it’s not always the best idea if you want people to retain the information and engage properly. Make sure you allow plenty of time to go over each topic, ensuring there is time to ask questions and making sure you explain everything clearly and thoroughly.

Track results and improvements

It is important whilst conducting training to track how your learner is getting on. You can easily create spreadsheets or word documents to track how far they are along and set time times to catch up with then after training sessions to see how they found it and gauge their understanding.

After training

Once you have completed the training make sure you follow up with any resources that can further expand or enhance the learning of the topic you covered. It is also important to provide materials from the training that your team can refer to and use to create their own notes.

Also, ensure that you encourage your team as it can be hard to know remotely whether you have done a job. So, providing praise following training and work carried out after training can give people the confidence boost, they need to continue progressing.

Ask for Feedback

Many employers forget this keep step in the training process but gaining feedback from your employees can be crucial to ensuring success in the future. This could be as simple as quick questionnaire at the end of training, to see what aspects they enjoyed, what improvements could be made or how the training could be delivered better through a different platform. This will then allow you to continuously improve on your training.

Making training a part of your culture

We have found that many employees move on because they seek new learning and development opportunities. So, to ensure you retain your top team members, make sure learning and development becomes a core part of your business, ensuring that you create and promote opportunities for your team to grow and advance in their careers. If you invest in them, they will invest their time and energy into your business.


For more information and support, please contact Rthirteen today at info@rthirteen.co.uk or via phone on 01603 338313.