Method 1: Select an exchange platform.
1. If possible, let them come to the office for on-site training. Even employees from different places, you can let them come to the company for field training. This is usually the fastest and most effective training method for remote employees who live near offices or branches. But if they live far away, this method is not so convenient.
2. Arrange telephone conference for personalized training. Telephone and video conferencing provide face-to-face training methods, which can effectively explain the details of the work. Moreover, weekly communication can also help you grasp the work progress of employees and give them enough work flexibility. Teleconference is most suitable for remote employees engaged in enterprise strategy and marketing, because it allows both parties to discuss plans and ideas freely.
If you and your employees are in different time zones, you must choose a time that is convenient for both parties. .
There are some great video conferencing software, including Skype, Zoom and Slack.
3. Answer questions quickly with the help of instant messaging service. For companies that need collaboration or frequent communication between employees, instant messaging tools are the best choice. It enables employees to communicate and communicate in real time. If remote employees encounter any problems during training, they can use this tool to contact you so as to solve the problems quickly. In addition, instant messaging tools can make it easier for you to send feedback and messages to them at work.
Some great free services can also be used for enterprise management, such as Skype, Google+Hangouts and Spark.
If the working hours of remote employees are different from those of other team members, then instant messaging tools may not be the best choice.
4. If employees work according to their own arrangements, they can communicate by email. If remote employees have different working hours, live in different time zones, or have their own work schedules, email is a good choice. You can easily send notes, training materials, links and attachments by email. Make sure employees know how long they should reply to emails.
Method 2: Make effective training materials.
1, write employee training manual. Prepare a manual for employees to refer to when they encounter problems. Distribute the manual to employees by email, or put it on a cloud disk to share with you. The manual should include the following contents: main job responsibilities
The company's best practice cases
How to use software, network interface or other equipment to complete the task?
How to contact management
2. Explain in detail how to complete the task. Try to predict any problems that employees may encounter, and then write these details into the manual. This can help employees know what to do faster. For example, don't just say "submit after you finish your work." Instead, it said in detail: "After the work is completed, click the' Submit' button to send. The page will refresh and then return to the home page.
Be sure to include some detailed questions, such as how to report the working hours, where to submit the work, or who to contact if you have any questions.
3. Set quotas and expectations for each task. Besides telling employees how to do something, make sure they understand all the rules, quotas or guidelines. For example, how much work do they have to finish in a week? Should Takuwa communicate with you once? When should I submit my job? For example, you can say, "We want you to answer five calls an hour" or "You need to check your email at least once an hour between 9 am and 5 pm".
4. Teaching videos and images combined with software or equipment. If employees need to use any special programs or equipment, in addition to written instructions, they should also provide clear image instructions so that employees can clearly know how to use these programs or equipment. If you are using a computer platform, you can use a screen capture program to record photos or videos on the screen to demonstrate each step in the process.
Charts may be particularly useful for employees who need to install special equipment or software.
Large companies can start network-based training programs. If you have many remote employees, you might as well hire a company to design an online training module to help you complete some training automatically. These companies will work with you to create personalized platforms with video and interactive tools. These training or recruitment consulting companies may publish advertisements.
Although this method may be expensive, it can actually save you a lot of time if you need to train employees frequently.
Method 3: Supervise employees.
1. Set performance indicators for employees. Create a task plan for employees and set specific goals for them to complete within a specified time. This will help to give some guidance to remote employees and motivate them to improve their work efficiency faster. For example, you can say, "You should learn how to use calling software in the first week. And in the first month, your sales must reach at least 10000 yuan. "
2. Provide specific feedback on the tasks just taken over. Give constructive feedback to each task after 2-3 weeks or after they are familiar with the work. These feedbacks help employees apply the guidance to their work practice and understand the specific expectations of the company for their work. For example, you can say, "These pictures are well designed, but I think we should stick to a color scheme to better adapt to our company's brand. We prefer to use smaller fonts. "
The first task of an employee should be a small task to be completed in a short time. For example, you can ask them to write a paper or make a spreadsheet on the first day. In this way, they can get feedback quickly.
3. Ask employees for feedback to understand the problem. Encourage employees to come to you with any questions. After the training, ask them for their real feedback on the training process. This will help you explain the process clearly to remote employees in the future. If an employee comes to you with questions, try to answer them. If you think the answer can be found in the training manual, then refer the staff to the relevant content.
If the new employee doesn't ask you any questions, you can take the initiative to send a message to understand the situation, such as "I want to follow up on your situation." How is the training going? Do you have any questions? "
If you like, you can use anonymous feedback to let employees speak freely. You can prepare a feedback form through the online survey website.
4. Communicate with remote employees regularly. Always keep in touch with remote employees during and after training. Let them know the company's dynamics. Newsletters, webinars or weekly conference calls can keep them up to date. Remote employees may feel isolated or irrelevant to important company decisions, news or events. To help these employees, you can encourage them to contact or cooperate with other members of the team and the company through social media, instant messaging or video chat.