Tag Archives: fuel online

Creating Effective Remote Onboarding in a Post-Pandemic World

With the recent COVID-19 pandemic, many companies have adopted a fully or hybrid remote approach to working. With an established workforce, this is a manageable transition, however, organisations will need to think about how they effectively onboard future employees.

The dramatic shift away from established office working, to the majority of workforces now working from home, has revealed significant benefits that have led to many organisations making the change a permanent one.  Employers are realising that they can significantly reduce overhead costs and are no longer geographically limited in their hiring choices. Many businesses are also adopting a hybrid approach to capitalise on work-from-home advantages and mitigating the disadvantages. The hot desk is ready to make a comeback as businesses offer smaller, flexible office spaces for team members to drop in one or two days a week. However, the need for effective onboarding is more essential than ever. Organisations need to ensure that they are able to onboard future employees seamlessly.

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Identify important information

Whether you’re an experienced onboarder or just starting out, the first step is to identify the content that new employees need to know to get started. Don’t give in to the temptation to try communicate everything at once. That approach will overwhelm your onboarding programme and will likely leave you with a new employee who has struggled to retain the basic and most important information they need to function in their role. The best approach is to determine two or three learning objectives. This can be done by refining the information to cover what your new employee needs to be able to do in their role. Potential learning objectives may be:

  • Apply company values to their work
  • Identify and use appropriate tools for completing tasks
  • Follow company policies

Clear learning objectives will help you to carefully review all potential content and evaluate the value of each piece to identify what content is truly relevant to your onboarding programme and what is better placed elsewhere. These will help you to order your content into what is most urgent, informing your content creation roadmap.

Create your content

All training content needs to be informed by your onboarding learning objectives. If you have existing onboarding material that needs to be converted, it is useful to bear in mind that no content is unusable; all existing legacy content can be adjusted to suit delivery through an online training methodology, organisations just need to understand how to utilize what currently exists. An experienced online training service provider, like FUEL, is more than capable of ensuring that all existing content is revised and utilized so no skills knowledge is lost during the implementation phase. FUEL excels at successfully converting existing training content into engaging, online training modules for maximum return on investment. We offer a full-service production service, from script to screen. Our ‘Presenter to camera’ methodology provides a vital transitional link for learners moving from classroom-based learning to online training. Our green-screen studio is equipped with state-of-the-art camera and lighting equipment and we offer a range of production packages to meet both your learning objectives and your budget.

Assign training leaders

Assigning a Training Leader to a new employee, will ensure that they get the support and motivation that they require when making the shift to working online. For many employees who are used to having the support of colleagues in the office environment, the shift to working remotely will be challenging.

A training leader will be able to monitor the progress of learners through their modules and can offer regular check-ins with those who are struggling to adapt to the new way of working. The most unique challenge of all virtual activity, including training staff to work online, is social isolation. Check-ins help remote workers feel a sense of community. If those workers are left ignored for too long, it could potentially impact employee health and wellness and be a drag on productivity.

Deliver Successful Training with FUEL

The COVID-19 pandemic has altered traditional workplace dynamics, and we now witness the “New Normal” of remote operations. While the percentage of organisations with remote workforces may diminish over time, it is clear that working remotely will continue to be an integral part of organisations in the future. This includes organisations who need to train their teams; organisations who have traditionally had an onsite or trainer-led approach to their employee training will have experienced a significant impact. With the training landscape continuing to evolve in favour of online training solutions, it is clear that Learning and Development teams will need to adjust their strategies in order to deliver seamless training results.

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Onboarding

The onboarding phase of employee development is perhaps one of the most challenging process faced by an organisations Learning and Development team. There is a need to constantly ensure that new team members have been onboarded in such a way that they are immediately exposed to the company culture, this has become particularly important in remote workforces. The process of a smooth onboarding cannot be overstated – it is not only essential for the easy handover of employees, but also to ensure that the work culture is handed over with a clear idea of how to use the training platform sustainably. The least challenging way to effectively onboard new employees is through a simple, easy-to-use Learner Management System (LMS). FUEL’s unique LMS has been developed to ensure that all users are constantly engaged in a dynamic, yet cost-effective manner and are continually assessed against their roles and given the required training at the right time in accordance with their learning pathways. The LMS is created in line with an organisations corporate identity, and enables managers to administer users and track learners progress.

Change management

Effective change management plays a vital role in the success of online training implementation. Large businesses that are looking to revise their employee development strategy, often have a defined Learning and Development team, with well-established budgets and training strategies in place. However, with the majority of the world’s workforce now working remotely, and the rise in online training and technological advancement, the accepted traditional training practices are becoming archaic, costly and unsafe in comparison to the efficiency of online training. The biggest challenge to businesses in this situation, is the effective integration of online training into an environment used to traditional training methods. Weaning the work culture onto new methodologies requires diligence and guidance from a trusted online training service provider.

Content

As with the integration of online training into a workplace culture that is set in traditional training patterns, content becomes a challenge. All training content needs to be revised to suit the new training strategy and adjusted to suit the online training methodology. No content is unusable; all existing legacy content can be adjusted to suit delivery through an online training methodology, organisations just need to understand how to utilize what currently exists. An experienced online training service provider, like FUEL, is more than capable of ensuring that all existing content is revised and utilized so no skills knowledge is lost during the implementation phase. FUEL excels at successfully converting existing training content into engaging, online training modules for maximum return on investment. We offer a full-service production service, from script to screen. Our ‘Presenter to camera’ methodology provides a vital transitional link for learners moving from classroom-based learning to online training. Our green-screen studio is equipped with state-of-the-art camera and lighting equipment and we offer a range of production packages to meet both your learning objectives and your budget.

Support

I order to ensure the success of your new online training platform, support is vital. Your Learning and Development team is the first area of support; encouraging employees to engage with the training content and explaining its value. Employees are eager to engage with training content once they realise the value is what is offered. Without the support of the Learning and Development team, and organisations online training platform runs the risk of failing before it has the chance to fully integrate into their work culture.

It is also essential to bear in mind that for many employees, this may be their first time interacting with an online training platform. Having easily-accessible technological assistance available to employees with help to guarantee the successful adoption of the online training platform into your work culture. FUEL’s Customer Support department is dedicated to ensuring that our users are supported in their learning endeavours quickly and efficiently, and that service levels are met and exceeded. Our Support Centre makes regular inbound and outbound calls to all your training sites to provide general information and training. Our team takes great pride in the role we play in educating the thousands of users we support and will continue to find ways in which to improve our service to our end users.

Learner engagement

The organisations Learning and Development team is a strong influencer when it comes to ensuring employee engagement with training. Making the LMS the go-to platform when any sort of training or workplace assistance is required will contribute to the success of your training strategy.  The LMS needs to be treated as only one part of a whole – it cannot stand alone as an island where occasional training is done. Employees need to think of it as their resource whenever they feel they need some assistance in learning how to complete a work-related task, or job.

There are plenty of opportunities and challenges facing businesses that are looking at revising their employee development strategy. Ensuring that you work with a trusted online training service provider will ensure the successful implementation of an online training academy into your business.

Creating e-Learning for English Second-Language Learners

This article has been contributed by FUEL, a member of ADESSA.

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At FUEL, we specialise in creating engaging e-Learning lessons for English second-language learners. Most of our learners speak English as their second language. This means that we have to be especially sensitive to their ability to understand the language. This includes every element of the e-Learning experience, from the writing of the narrative all the way through to the user interface design. In this article, we are going to share some of our most valued guidelines for creating awesome e-Learning lessons for our English second-language learners

Use the simplest language possible

Language use not only includes the words you use but also how you structure your sentences. We follow a basic rule: if you can think of a shorter word or sentence than what is being used – use it. If there is a simpler way of saying something, then say it that way.

If we’re using more technical terminology or jargon in your lesson, we use a specific example to illustrate exactly what you mean. Sometimes, we use a glossary section where we define these terms and explain what they are used for.

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Make navigation easy

There is nothing more frustrating than not knowing where to tap or click or how to continue with a lesson. For this reason, the navigation and user interface need to be as simple as it is instructive. Don’t leave anything up to chance. If there is the slightest chance of confusion, fix it.

Here, we think about what we want the learner to do at every step of the journey. When describing an action, we use a verb that the learner will relate to. For example, if we need our learners to select something to enter an answer, we make the wording for the relevant field something along the lines of: ‘Enter answer’. On top of this, we give the button a distinct colour that just screams action, like green or red.

Don’t introduce any elements that are distracting – ever. Here, we believe that our only goal is to help our learner understand something. If there is anything that distracts the learner’s attention from what matters – remove it.

Don’t only tell the learner – show them

We don’t expect our learners to rely on textual or verbal explanations only. We believe that the best way to explain how to do something is to show it. That’s why we love using video, and lots of simple images and easy-to-understand animations, for our learners.

Video can bridge gaps in language and ensure that if the learner doesn’t understand the wording, they can fall back onto the visuals. It’s simple, if you’re discussing an object, show it. If you’re trying to explain a difficult process, use flow charts and infographics to represent it visually.

These are just some of the guidelines that we use every day to ensure that any lessons we create are well positioned to ensure our learners keep learning. The bottom line is that for any e-Learning solution to be successful, it has to be based on knowing our learners. That’s why we strongly believe that every lesson begins with the question: ‘Who is my learner?’

Creating Effective Remote Onboarding in a Post-Pandemic World

This article is contributed by Fuel Online, a valued member of ADESSA.

With the recent COVID-19 pandemic, many companies have adopted a fully or hybrid remote approach to working. With an established workforce, this is a manageable transition, however, organisations will need to think about how they effectively onboard future employees.

The dramatic shift away from established office working, to the majority of workforces now working from home, has revealed significant benefits that have led to many organisations making the change a permanent one.  Employers are realising that they can significantly reduce overhead costs and are no longer geographically limited in their hiring choices. Many businesses are also adopting a hybrid approach to capitalise on work-from-home advantages and mitigating the disadvantages. The hot desk is ready to make a comeback as businesses offer smaller, flexible office spaces for team members to drop in one or two days a week. However, the need for effective onboarding is more essential than ever. Organisations need to ensure that they can onboard future employees seamlessly.

Fuel 1
Identify important information

Whether you’re an experienced onboarder or just starting out, the first step is to identify the content that new employees need to know to get started. Don’t give in to the temptation to try communicate everything at once. That approach will overwhelm your onboarding programme and will likely leave you with a new employee who has struggled to retain the basic and most important information they need to function in their role. The best approach is to determine two or three learning objectives. This can be done by refining the information to cover what your new employee needs to be able to do in their role. Potential learning objectives may be:

  • Apply company values to their work
  • Identify and use appropriate tools for completing tasks
  • Follow company policies

Clear learning objectives will help you to carefully review all potential content and evaluate the value of each piece to identify what content is truly relevant to your onboarding programme and what is better placed elsewhere. These will help you to order your content into what is most urgent, informing your content creation roadmap.

Create your content

All training content needs to be informed by your onboarding learning objectives. If you have existing onboarding material that needs to be converted, it is useful to bear in mind that no content is unusable; all existing legacy content can be adjusted to suit delivery through an online training methodology, organisations just need to understand how to utilize what currently exists. An experienced online training service provider, like FUEL, is more than capable of ensuring that all existing content is revised and utilized so no skills knowledge is lost during the implementation phase. FUEL excels at successfully converting existing training content into engaging, online training modules for maximum return on investment. We offer a full-service production service, from script to screen. Our ‘Presenter to camera methodology provides a vital transitional link for learners moving from classroom-based learning to online training. Our green-screen studio is equipped with state-of-the-art camera and lighting equipment and we offer a range of production packages to meet both your learning objectives and your budget.

Assign training leaders

Assigning a Training Leader to a new employee, will ensure that they get the support and motivation that they require when making the shift to working online. For many employees who are used to having the support of colleagues in the office environment, the shift to working remotely will be challenging.

A training leader will be able to monitor the progress of learners through their modules and can offer regular check-ins with those who are struggling to adapt to the new way of working. The most unique challenge of all virtual activity, including training staff to work online, is social isolation. Check-ins help remote workers feel a sense of community. If those workers are left ignored for too long, it could potentially impact employee health and wellness and be a drag on productivity.

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Be Prepared for the Next Level of Lockdown with FUEL

Take control of your training with Aranzi and FUEL’s FREE COVID-19 training! Make sure your company is prepared for the end of lockdown with our invaluable training solution, brought to you by FUEL Aranzi. Everything you could want in a Learning Management System whilst maintaining complete flexibility.

With the proposed phase-in of companies based on risk level, FUEL can help you to prepare your staff for the ‘new normal’. Need assistance with hygiene safety training? No problem! FUEL’s Aranzi Learning Management System (LMS) powers training for today’s innovative organisation. With the capacity to scale to hundreds of users no matter their location, straight forward reporting functionality, and an easy-to-use, customisable interface, Aranzi offers a streamlined solution to your training needs.

Our 16-part COVID-19 curriculum, covers everything learners need to know about COVID-19, from what it is, how it is spread, how to protect yourself and your family, to who in our population is at higher risk of severe infection. We look at how learners can boost their immune systems and which items in their houses are most likely to harvest the virus that could infect them. Helping employees to understand COVID-19 will ensure they can do their part to help prevent the spread of the disease through our country. Controlling the spread is vital to helping our economy and population survive this pandemic.

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FUEL COVID-19 Curriculum

Module 1: Introduction to COVID-19

Module 2: What is COVID-19

Module 3: Can COVID-19 Be Transmitted Through Food

Module 4: How Long Can COVID-19 Live on Surfaces

Module 5: Strengthen Your Immune System Naturally

Module 6:  Protect Your Family Against COVID-19

Module 7: Pregnancy and Breastfeeding With COVID-19

Module 8: Children and COVID-19

Module 9: Talking to Your Children About COVID-19

Module 10: Protecting Your Children from COVID-19

Module 11: Protecting Your Home

Module 12: The Dirtiest Items in Your Home

Module 13: COVID-19 Symptoms

Module 14: When Should You Be Tested?

Module 15: Are You at Risk for Severe Infection?

Module 16: What to Do if You Get COVID-19