what will change, and how it will impact L&D The Future of remote … · 2020. 6. 11. · Meet the...

PRIVATE AND CONFIDENTIAL – EDCAST 2019 ALL RIGHTS RESERVED

The Future of remote working:what will change, and how it will impact L&D

1

Cindy Pascale and Andrew Rawson, moderated by Anja Deelen

June 10, 2020


EdCast Marketplace

B2B E-commerce platform, offering enterprises and training organisations a one-stop marketplace for all (online) learning program material & courses,

No licence or subscription fee; delivery on demand.

edcastmarketplace.com


Housekeeping

● Question? Please use the chat functionality and we will get to as many as we can at the end of the session.

● The webinar is being recorded, we will send you the slides and the recording once the webinar is finished.

● Duration of the Webinar is 30-45 minutes, depending on the number of questions we receive.

● Stay tuned until the end to hear about the free content offer

Meet the Speakers

Cindy Pascale

CEO and Co-founder of Vado

Andrew Rawson

CLO and Co-founder of Traliant

Anja Deelen

Head of EdCast Marketplace Growth


Agenda

● Which changes related to remote working are we currently seeing?

● Which changes related to remote working are we expecting to see in the future?

● How will these changes impact organizations?

● What actions would we recommend L&D to take in order to mitigate the impact

of these changes, and even benefit from these changes.


Meet the Speaker

Cindy Pascale

CEO and Co-founder of Vado


Current changes related to remote work

Less people in the office

When the pandemic hit, there was a rush to work from home. Expert predict 25 – 30% of employees that previously worked in the office will continue to work from home at least half time.

Compared to pre-pandemic levels, companies are seeing a 2.5 – 3 times increase in e-learning courseware consumption.

Switch from classroom and face to face learning to virtual instructor led or e-learning.

Companies are investing in screen sharing platforms and online collaboration. Turning on cameras on meetings in preferred.

Increase in online learning

consumption

Less IL workshops

More screen sharing, camera on meetings


Changes we expect to see

1. Building managers’ capabilitiesGood leadership skills are foundation, with added knowledge of managing remote teams.

2. Emphasis on knowledge transferMore time dedicated to training on ‘best practices’ and job specific knowledge.


Impact of these changes on organizations

Some employees can continue to work remotely

Increase in trustMore defined

training for remote employees

Create culture for remote employees

Some employees will request to continue working remotely, a detailed examination needs to be held to make a sound decision on who can work from home.

Managers must have trust that employees are working from home, and doing the right thing for customers.

Training for remote employees will have to be more defined, with clear job expectations and responsibilities.

Companies will have to come up with ways to promote company culture for remote employees.


How to benefit from these changes

1. Convert your IL to online, virtual IL or blended learning- Include different modalities, videos, interactions, ways to

display learning content, infographics etc.

2. Build or buy?- Determine which topics you can buy courses for, and topics for

which you need to build courses.

3. Have the best online courses available - Keep an eye on: awards, mobile responsiveness, micro-learning,

relevance etc.

4. Map IL training to online courses- Match learning objectives of your instructor led workshop to

the learning objectives of your e-learning courses

5. Collaboration tools- Use discussion forums offered by your LMS, encourage

discussion

6. Skill employees to work remotely - Provide training to keep employees successful

7. Build managers’ capabilities to manage remote team - Make sure leaders are skilled

8. Opening up opportunities to recruit employees globally- Having them permanently working remotely

9. Build courses to ensure knowledge transfer- Document and train on company knowledge, processes and

procedures


How to benefit from these changes

Meet the Speaker

Andrew Rawson

CLO and Co-founder of Traliant



Remote Working - the Traliant Perspective

● Hiring people with right personality or previous remote

working experience gives a higher success rate.

● Train employees to be productive in remote

environment

○ Minimize distractions, regular check-ins, plan their weekday

● Managers and Supervisors must be willing to Manage by

Objectives

● Have regular short meetings

○ Be on time, be prepared, don’t go over allocated time


Changes we are seeing now

Negative impact on culture of inclusion

Face-to-face communication will cease which might make it difficult for some to express their ideas.

Laws still apply when working remotely

Some employees believe that harassment and discrimination laws along with company policy do not apply in the same way as they did before.

Harassment complaints

Increase in verbal harassment complaints.

Seeking solutions

Organizations with classroom-only training programs are seeking new solutions.


discussion

6. Skills employees to work remotely - Provide training to keep employees successful

7. Build managers’ capabilities to manage remote team - Make sure leader are skilled

8. Where do employees need to live?


procedures


Changes we expect to see

Number of incidents over video or email will increase

Employees might forget to be on their best behaviour when outside office.

Body language will be difficult to see, not allowing colleagues to recognize when someone is uncomfortable.

More difficult to intervene

Virtual communication will make it more challenging for coworkers to intervene when they witness inappropriate behavior.

Less likely to report

Victims of harassment will not be as likely to report as access to HR is not as convenient.


discussion





procedures


● Remote workers by circumstance, not by choice, may be less likely to participate and feel left-out.

● Process towards fostering an environment of diversity and inclusion may slow down without traditional team building activities.

● Reduced visibility into team dynamics by managers and leadership will make it more difficult to unearth un-reported discrimination and harassment issues.

● Remember that simply because a worker is remote, the damage from harassment or discrimination charge is very real.

Impact of these changes


discussion





procedures


Recommended action plans

1. Reevaluate- rethink policies, training, communication, and employee resources for harassment and other

issues.

2. Train managers - train managers to proactively communicate, be on the lookout for misconduct, and take action

early to prevent bigger issues.

3. Provide comprehensive training- Update policies and take into consideration COVID-19 related harassment- Provide clear point of contact for reporting inappropriate behavior - Train on harassment, diversity, inclusion, bystander intervention etc.


discussion





procedures


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what will change, and how it will impact L&D The Future of remote … · 2020. 6. 11. · Meet the...

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