Remote Worker Training Courses

Remote Worker Training Courses

Fully Interactive via Remote Delivery

Remote Workers, a Slow Revolution About to Speed Up?

Remote Worker Training Courses are Essential for Employees Well-being.

Are we on the cusp  a significant increase in pace? The current problem the world’s business community faces with the emergence of the Coronavirus will undoubtedly speed up this process. Organisations are actively sending staff home to work and asking them to re-consider all travel arrangements. But as with any change, there will be many people that will struggle. Remote worker training courses help support employees.

Remote workers will struggle with the following as all are harder if not conducted in a face to face setting:

  • Building relationships
  • Feeling more alone, less ‘team’ orientated
  • Negotiation
  • Communication – e-mail & conference call
  • On the job training
  • Motivations/Distractions. 
Remote Training Courses

Organisations must have a clear strategy to support their staff. Staff will require guidance to adapt ensuring that they develop heightened empathy and emotional intelligence to plug the gap that a lack of face to face contact will create.

All our Remote Worker Training Courses are fully tailorable. The content and the duration can be interchanged to suit a specific audience.

Leadership’s Track Remote Training is Fully Interactive with a trainer and over Webex/GotoMeeting/Skype.

Remote Worker at Home
Feeling More Alone Less 'Team' Orientated

Contact Us to find out how Remote Worker Training Courses can help your employees.

Sessions Available:

Keeping Motivated – 1 Hour Session £150

  • The importance of planning & where to work
  • Goal setting – professional AND personal
  • When to stop working
  • Giving & receiving feedback

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Managing your Workload – 1 Hour Session £150

  • Having clear objectives & deadlines
  • Setting regular reviews
  • Splitting your day – Time Management

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Building Relationships – 1 Hour Session £150

  • Available communication methods
  • Avoiding misunderstandings
  • Using empathy to set the tone

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Negotiation – 1 Hour Session £150

  • How remote negotiation differs – positives & negatives
  • Using technology
  • Dialling up your emotional intelligence
  • Agreeing follow ups

Conference Calls – 1 Hour Session £150

  • Diarising
  • The agenda & minutes
  • Being early or late
  • Small talk – putting people at ease
  • Attendance recording
  • Chairing and dealing with interruptions/encouraging discussion
  • Silence whilst people think is ok!

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Coaching your Team – 1 Hour Session £150

  • Continuing to coach
  • Diarising regular sessions AND un-diarised
  • Structure
  • Active listening
  • Agreeing actions/follow ups

Fully Interactive Training with a Trainer. From £50 - £150 per Session/Module

Choose from 8 Modules, From £50 - £150 each Session/Module

Workplace Counselling Offered by our Partners:

LIBERTY COUNSELLING SERVICES 

Workplace Counselling – 1 Hour One on One £50 

Skype  – whatsapp- Phone Counselling

  • Bereavement
  • Depression/Anxiety
  • Low Self Esteem
  • Divorce
  • Anger Management

Models of Counselling Used:

  • Psycho-dynamic
  • Humanistic
  • Cognitive Behaviour Therapy (CBT)
  • Solution focused Brief Therapy (SFBT)

The process of counselling can help you challenge or make sense of your individual life circumstances and support you in making life changes or to accept current circumstances, should you not feel that change is the best way forward.

"Determine your priorities and focus on them"

Eileen McDargh

 

As with all the training that Leadership-Track delivers, we highly recommend measuring training so the change in behaviour and ROI can is tracked. We are able to put together a bespoke measurement solution for any or all of the above remote training sessions depending on your organisation’s specific KPIs. For example we would be able to track the volume and quality of the 1:1s if we were to deliver the Coaching your Team module.

Tips for Remote Workers

Businesses looking to implement remote working should:

• Ensure they have the suitable technology in place, including data security measures and confidentiality procedures.

Amend/update employment contracts as required and generate a remote working policy to help set boundaries, manage expectations and support the organisation’s culture.

• Consider whether their remote workers should complete a health and safety assessment for their chosen location, as employers continue to have some responsibility for employees’ work environments, even outside the office.

• Update their employer’s liability insurance policy to cover remote working.

• Check international employment laws & payroll laws.

• Be educated about inadvertent disclosure when working in public spaces, and the implications of taking work abroad and therefore unintentionally transferring confidential data across borders.

• Treat remote workers and onsite workers the same. If not, this could put the firm in breach of discrimination laws and leave remote workers feeling isolated.

• Not to expect remote workers to be constantly logged in. Remote working culture risks blurring the line between work life and home life and could breach employees’ rights under working time laws.

• Provide personal development training & support to help workers transition and manage their new working practices.

More Information on Home Working is available on ACAS website

Remote working has been on the increase in recent years and whilst widespread is still not the norm. There are of course many manual/retail/service/care jobs that simply cannot be done remotely however there are thousands of office blocks full of people at their desks typing furiously and speaking on the phone when they cold be at home.

By all accounts it is a slow revolution when considering the pace of technology and that there are plenty of office jobs that only require a half decent internet connection and mobile reception – both of which have been around for coming up to 20 years. Despite this, research from the US shows that by 2015 only 37% of people ‘occasionally’ worked remotely. It appears that this trend is rising, as by 2016, 43% of people ‘occasionally’ worked remotely and in the UK this year it is finally expected to hit 50%.

The "Home Office"

One particular issue that is too often over-looked is that many people do not have a dedicated home office, and if they do already, then there is a chance that their partner may already be using it if they are a remote worker!

The percentage of households with 2 dedicated home offices is very small. Senior management, in many cases are older with larger salaries and larger houses often forget the plight of say a family with 2 children in a standard 3 bedroom house with a kitchen/diner and a lounge.

The kitchen fast becomes the ‘office’, and if the other partner is remote working then the lounge also becomes a ‘home office’. Not much room left for the kids, the dog or the cat!

There isn’t of course much an organisation can do to solve this issue – unless they pay for a new house or an extension of course – however the organisation can of course ensure it is understanding and ask how/if it can support in any way. The result is that remote workers may therefore end up making the local coffee shop the local office with all the background noise that comes with it.

Many house builders today are carving out small home office space and being very innovative however considering 84% of the UK housing stock was built pre-1990 most homes would need to convert a room allocated for another use to provide a dedicated home office.