Remote working, where employees work away from the traditional “office” – at home or in the field for example – is becoming more widespread as both technology and lifestyle considerations reshape the way we do business. 11% of the UK workforce are now “remote,” which equates to 3.5 million workers, and 60% of all new businesses last year were launched from home.

Whatever the reason for working remotely, it can be a lonely place and ensuring these employees are kept motivated, engaged and feel part of a bigger organisation can be a challenge.

5 ways of engaging remote workers

1. Personalised Learning

A personalised service, that can often take a one-to-one approach understands a worker’s career goals and aspirations, and identifies a personalised learning plan for them to follow to help them reach their goals. This happens at the start of the “learning journey” and is designed to fill in the gaps in an employee’s skills-set to enable them to flourish and develop their career. The learning plan is made up of specific e-learning courses that allows employees to fit their learning into their workday, or spare hours between shifts.

2. Learning Support Managers (LSMs)

No matter the age or learning style of an employee, personal contact with their tutor is a key factor in enabling them to maximise their potential by maintaining motivation and commitment. Support staff visit employees at their chosen working location to provide mentoring and support on the courses they are taking, to talk through any issues and help them overcome any difficulties.

Many companies also make use of their internal expertise. Known as e-learning champions, they are now increasingly popular throughout the UK. Companies may assign each office or department with an e-learning champion – for example, a director champion may be in place to engage with managers and an admin champion to answer questions on e-learning and provide support to all those completing their training.

3. Instant Mentoring

Instant mentoring offers remote workers learning support on the courses they are taking via email on a 24/7 basis. It can be frustrating for an employee if they do not understand a learning point, and this barrier can become an issue if it is not dealt with immediately. A timely explanation of the learning point through instant mentoring removes that barrier, and allows the employee to continue their progress through the course. Learners can clarify concepts and seek assurance from their mentor. Not only does this boost confidence, but it also yields more productive remote workers.

4. Social Networking

Reported by some to be a limitation of e-learning, discussion and online interaction with colleagues can now be increased through the use of social media. Interestingly, social media such as blogs, wikis, and chat programmes are all effective options for delivering content, promoting discussion, and facilitating informal learning. As a powerful forum for discussion, social media allows learners to give input when it is convenient to them. In addition, some people may feel more confident ‘speaking out’ or offering opinion online, rather than in a classroom based situation. Discussion therefore does not have time boundaries like it may in a classroom, as this can only last as long as the class time.

5. Technology

E-learning requires hardware to be able to access a course. For some, technology can be a threat, where a lack of computer skills can hold a learner back. Setting up broadband internet access can be tricky – solutions such as the self contained e-learning PC, known as the el-box™, just needs switching on, without any configuration or internet connection necessary.

Ultimately the key to managing and integrating remote workers is to offer ongoing support programmes that add value to their role. An employee, remote or office based, will feel more empowered to work productively for a company that is forward thinking in its approach to development. Furthermore, those that offer an online environment that caters for the employee’s every need will empower staff to learn together and share their experiences.

The key to success lies in ensuring that remote workers feel included and supported.