LMS Software and Remote Work: Empowering Distributed Teams

Remote workers may struggle to access resources efficiently. Establishing a central repository for all learning materials, including courses, training modules, documents, videos, and other resources, simplifies access for these workers. Employees can easily locate and engage with the relevant learning content through this hub.

An LMS plays a pivotal role in modern organizations, serving as a central hub for training materials and resources. This consolidation streamlines employee learning, providing easy access to up-to-date information, courses, and reference materials, eliminating the need for scattered folders or physical manuals.

Steps to transform your LMS into the ultimate learning hub:

• Import all of your required training content
• Link to all external resources
• Start and seed group discussions
• Present regular webinars, ideally on topics requested by your employees
• Visualize learner profiles and their successes
• Set up a catalog of additional training content
• Reward learners for their participation using badges, learning points or certificates

Find out more about our learner experience options.

In the current global and remote work environment, teams are located in different places and speak different languages. Ensuring equal access to training materials and resources is crucial.

An LMS bridges the geographical gap, offering an even playing field for all employees, no matter their location. This promotes consistent knowledge sharing and fosters inclusivity among remote teams, leading to improved performance and organizational success.

Strategies for nurturing geographically diverse teams:

• Schedule webinars at times that work for all team members or a separate webinar for different time zone block
• Translate your learning hub interface into your employees' chosen languages
• Allow employees to filter content by their chosen language
• Send notifications in the employee's chosen language
• Seek feedback from employees from each region

Remote employees engage with content differently. Some attend sessions in real-time, while others prefer recorded versions. Content may be differ based on the employee's job role, seniority, language, and location. To address these differences, onboarding must be flexible and personalized.

With an LMS, remote employees can be enrolled into learning paths tailored for remote employees, and aligned with their roles, skills, and career objectives. This flexibility supports self-directed learning, empowering team members to enhance their skills and acquire knowledge independently.

Crafting customized learning plans for your employees:

• Identify regional-specific content, and assign them accordingly.
• Set the onboarding learning path to accommodate regional-specific versions of content.
• Set the onboarding learning path to accommodate different dates/times for events (both in-person or virtual).
• Enrol remote workers in training content specific to working remotely.
• Incorporate assignments with recorded submissions.
• Incorporate collaboration activities into your learning path.

Find out more about our learning paths.

Remote workers often struggle to connect with their team due to physical distance, potentially leading to isolation and hindering their integration and commitment. To address this, companies should actively foster remote employees' sense of belonging through virtual team building, video meetings, and open communication channels, ensuring their engagement and value in the team's success.

LMS platforms often have social features like discussion boards and quizzes that promote interaction among remote team members, recreating the sense of community from physical offices.

Methods to foster team bonding and collaboration:

• Build and seed focused discussion groups in online communities.
• Implement a mentorship program.
• Schedule virtual coffee breaks.
• Incorporate training activities that require team collaboration
• Collect feedback.
• Match the employee to a mentor.
• Schedule optional virtual social gatherings.
• Set-up team-specific gamification (i.e., leaderboards and treasure hunts).
• Implement employee recognition program.

Find out more about our communication and collaboration tools.

Effective onboarding can be trickier without daily in-person contact. While providing managers with a dashboard for tracking is a valuable tool, guiding and mentoring these remote employees demands a more comprehensive approach to monitoring and support. Managers need to track how well the new employee is fitting in with the team, and whether they understand the company's culture and values.

Monitoring the onboarding progress of remote workers:

• Enable a dashboard for managers.
• Give managers visibility over employee feedback.
• Integrate managers into the training content grading.
• Schedule one-on-one video check-in sessions into the onboarding plan.
• Include milestone goals into the onboarding plan.

Find out more about our reporting and dashboards.

As organizations evolve, it's important to keep employees informed about developments, including new product offerings, service expansions, or updated tools and procedures. However, this is only on part. But this is just the beginning. As the organization grows, employees must continuously improve their skills through ongoing professional development, which is a fundamental part of the organization's values.

Ways to enhance continuous professional development:

• Notify new employees of the expectation for continued professional development during their onboarding.
• Schedule regular webinars.
• Apply for certified credits (CEU) by the appropriate agencies.
• Promote new training through notifications.
• Visualize their continued training on the learning hub home page.

Find out more about our continuing education credits options.