While some companies call their employees back to the office, a hybrid work model remains the most popular option for UK businesses. Currently, 44% of companies utilise a structured hybrid approach, with 38% requiring 2-3 days of in-office work per week.
The benefits of remote work are well-documented. Employees report feeling more productive due to fewer distractions and the absence of a commute, which improves work-life balance. Hybrid work, combining remote and in-office days, allows many to reap these rewards while maintaining vital in-person connections and a robust company culture.
To effectively support a hybrid model, companies must consider how to train, develop and motivate their dispersed workforce. To gather insights on the preferred training methods and motivational factors for hybrid and remote employees, we turned to LinkedIn to ask our audience.
How to effectively train remote workers
When training remote workers, the three most common methods appear to be:
- Synchronous learning: Attending live, online lessons led by a mentor over video call
- Asynchronous learning: Self-led schedule. Often completed within a set timeframe by studying pre-recorded classes and reading material
- Blended learning: A combination of the two. Training material is studied by attending live virtual classes led by a mentor.
So if staff aren’t in the office, how do they prefer to learn?
When we asked our LinkedIn audience their preferred learning method, the least popular methods were asynchronous learning (5%) and synchronous learning (10%).
The two most popular training methods – blended learning and in-person training, were tied; receiving 43% of votes each.
Even in the age of hybrid working, these results suggest that professionals prefer to learn and develop through a balance of mentorship and independent study. With the right training process and resources in place; such as a combination of digital learning materials and regular catch-up calls over video, this is certainly achievable for hybrid and remote workers alike.
How to motivate and engage remote workers?
When staff feel motivated at work, they perform 20% better and are 87% less likely to leave.
When we asked our LinkedIn audience what helps to keep them motivated:
- Over half (53%) felt that trust and autonomy were their highest motivators
- 32% were best motivated by feedback and recognition
- 14% felt their motivation came from clear targets and goals.
These figures support the studies mentioned above, showing that a positive work culture that promotes open communication, trust and recognition is tantamount to employee happiness and retention.
Employee preferences for skill development
Investing in employee skill development is a win-win. It empowers employees to pursue career goals, promoting internal mobility and boosting retention. Once more, we took to LinkedIn to ask our audience how they prefer to develop their professional skills.
Surprisingly, purely online learning (12%) and in-person courses (16%) weren’t the top choices. This suggests a desire for more interactive learning experiences beyond remote or in-office settings.
Mentorship (26%) emerged as a popular option, reflecting a preference for peer interaction and dedicated guidance.
However, the most favoured approach was shadowing (47%). This method, perfectly suited for hybrid models, allows employees to observe colleagues in person, learning by example. Shadowing sessions can be scheduled on designated office days, maximising their effectiveness.
What about employees early in their career?
Further reinforcing the value of in-person interaction, Ryan Jaiswal, Director of Operations at Distinct, posed a question on LinkedIn: “If you were to start your career again in Audit, would you develop / learn as quickly working from home for more than 1 day pay per week?”
Only 18% felt remote or hybrid work wouldn’t have impacted their development.
While 24% believed working remotely one day a week would be manageable, a significant 55% disagreed. Many emphasised the importance of being around experienced professionals, especially early in their careers, for the benefit of ‘quick, over-the-desk conversations.’
Ryan himself underscored this point, stating that while remote work offers time for well-being, “you need to be around the best people to learn and develop.”
This data further supports the market preference for moving to a hybrid model. It allows for the flexibility of remote work while facilitating valuable interactions and fostering a strong learning environment for employees.
Work with Distinct
Is your business looking to motivate and train remote workers? Or, perhaps you’d like to discuss the current preferences of candidates within your market? Our recruitment specialists have an average length of 9.5 years of experience and will be happy to consult with you. Contact us today.
