1. Make expectations clear from the get-go.
The fear of the unknown can cause a significant amount of distress when staff don’t know what is expected of them, potential ambiguity or apprehension can take over and cause them to disengage. Clear objectives and aims should be made clear at the outset of employee online training.
2. Offer a preview of the Learning material
Staff can feel anxious if they’re unfamiliar with new training materials, so offering an insight into the layout and style of the course is a great training technique, especially for those who may feel unsure navigating new technology. Offering demonstrations or step-by-step guides to navigating new controls and systems can also alleviate the ‘otherness’ of new training platforms for employees.
3. Create a Social platform for employees
Quite often, feeling alone or isolated when faced with new challenges can make the situation feel much more arduous and threatening. Creating a private group or social network for remote employees can help them to communicate their confusion, frustrations and even share online training tips with one another. Building a personal support network is a fabulous de-stressing technique.
4. Let staff take control of their learning
Providing staff with the opportunity to personalise their learning experience is a great catalyst for engagement and relevant training.
Designing their own online training plans by selecting the modules that match their skillset will make staff feel catered for, engaged and empowered.
5. Host a live online training event
Help staff to familiarise themselves with the course content and learning community, along with their tutors by arranging an online training event in advance. This gives trainees the opportunity to ask questions before the course commences and can alleviate pre-emptive concerns and uncertainty.
6. Provide some serious work-related games to staff
Giving staff an air of fun whilst retaining a serious learning theme can help reduce their stress levels and engage in some on-topic entertainment. For example, employers in customer service can provide a service themed game where staff engage in simulated situations dealing with a range of imaginary customers or challenges.
7. Encourage a peer-based mentoring system
If a social networking platform isn’t for you, then a more personal approach may be suitable to provide mutual support and encouragement. Trainees can team up in pairs and catch up weekly to discuss aims, progress and offer solutions. This teamwork approach can make staff feel at ease and less isolated, as they have a peer to turn to.
Providing solutions to work-based stress is a sure fire way to motivate and relax staff. Taking care of stress before it arises can allow a smoother transition into new training systems, heighten staffs’ well-being and optimise the efficiency of your workforce. Going the extra mile to care for staff stress will help them to achieve their goals faster, navigate challenges positively and ultimately benefit your whole organisation.