Although virtual events aren’t a new concept, the coronavirus pandemic sparked a remote working boom last year, and a myriad of online conference platforms made their way to market.
With social distancing and home-working measures looking as though they’re here to stay – more businesses will likely be turning to virtual methods to achieve their goals for 2024.
Whilst some events and industries lend themselves to the virtual environment more instinctively than others; almost all in-person events can be brought into the virtual age with modern technology, and a healthy dose of creative thinking.
Throughout 2023 we saw organisers and businesses alike adopting new technologies and combining them with tried and tested techniques, providing their audiences with interactive and engaging experiences – whilst allowing their business to thrive in the process.
Based on our clients’ feedback across last year, our highly interactive approach is what sets MDA apart from our competitors. We deliver experiential digital activities and business simulations alongside premium content, led by industry-leading speakers. Providing a versatility that is unattainable outside of the virtual environment.
We’ve created this handy infographic that details five of the most popular events that we helped organise throughout last year, that we think will shape virtual and hybrid events throughout 2024 and beyond. Read the complete article on our blog here.
MDA Training are experts in providing experiential virtual events for businesses all over the globe. Whether you’re looking to organise a series of workshops or host a range of seminars, don’t hesitate to contact us today.
In today’s evolving professional landscape, remote work has become a significant norm, accelerated further by global events. As organisations embrace this paradigm, the process of integrating new hires has also undergone a transformation. Traditional in-person onboarding has shifted towards a digital approach, requiring meticulous planning and execution to ensure a seamless and engaging experience for new employees. This blog delves into the best practices for remote onboarding, emphasising the use of technology, simulation-based training, and maintaining a strong sense of connection.
Embracing Technology for Seamless Integration
1. Virtual Welcome Packets:
The first step in the journey of onboarding remote employees begins with a warm and informative welcome. Traditional welcome packets, once in physical form, are now evolving into digital versions, providing an engaging introduction to the organisation. In this section, we explore the concept of virtual welcome packets and how they can set the tone for a new employee’s experience in a remote work environment.
1.1 Tailored Content:
Virtual welcome packets should be thoughtfully curated to suit the needs and expectations of new hires. Tailor the content to introduce your organisation’s values, culture, mission, and vision. Consider incorporating personalised messages from key executives or team members to provide a human touch.
1.2 Interactive Multimedia Elements:
Unlike physical welcome packets, digital versions can integrate interactive elements. Utilise multimedia such as videos, interactive infographics, clickable links, and animated presentations to make the welcome packet engaging and visually appealing. A video message from the CEO or a virtual tour of the workspace can offer a glimpse into the company’s identity and working environment.
1.3 In-depth Information:
Provide comprehensive information about the company’s history, organisational structure, teams, and departments. Include details about the company’s journey, major achievements, and notable projects. Make sure to cover the company’s goals and objectives for the future, giving new hires a clear understanding of what to expect and work towards.
1.4 Welcome Letter or Video:
Start the virtual welcome packet with a heartfelt welcome letter or video from the CEO or a senior leader. This personal touch sets a positive tone, making new hires feel valued and appreciated from the very beginning. The message should express excitement about the new hire joining the team and emphasise the importance of their role within the organisation.
1.5 Clear Onboarding Roadmap:
Outline a clear onboarding roadmap within the digital welcome packet. Provide a step-by-step guide of what the new hire can expect during the onboarding process, including training schedules, meetings, and important milestones. This roadmap helps in managing expectations and reducing anxiety associated with the unknown.
1.6 Accessible and Mobile-Friendly:
Ensure that the virtual welcome packet is easily accessible via various devices, including computers, tablets, and smartphones. Optimise the content to be mobile-friendly, allowing new hires to conveniently access and navigate through the packet at their convenience.
1.7 Encourage Engagement:
Incorporate interactive elements within the welcome packet to encourage engagement. Include links to company social media profiles, discussion forums, or platforms where new hires can interact with their peers or ask questions. An engaged new hire is more likely to feel connected to the organisation.
1.8 Personalised Touch:
Endeavour to personalise the welcome packet by tailoring sections to the specific role or department of the new hire. This personalization demonstrates that the organisation values individual contributions and understands the unique needs of its employees.
Virtual welcome packets represent the first digital handshake between an organisation and its new employees. When thoughtfully designed and executed, they set the stage for a successful remote onboarding experience, laying the foundation for a positive and lasting employer-employee relationship.
2. Interactive Onboarding Portals:
In the realm of remote onboarding, an interactive onboarding portal stands as a vital tool for acclimating new hires to the organisation. This digital gateway hosts a treasure trove of resources, training modules, and communication channels that aid in the integration process. Let’s delve into the significance of interactive onboarding portals and how they can optimise the onboarding experience in a remote or hybrid work environment.
2.1 Centralised Hub of Information:
An interactive onboarding portal acts as a centralised repository of essential information, making it easily accessible to new hires. It provides a one-stop shop for all onboarding materials, company policies, procedural guidelines, and other pertinent documents. This centralization streamlines the onboarding process and ensures that new employees have the information they need at their fingertips.
2.2 Intuitive and User-Friendly Design:
Design the portal with a user-centric approach, making it intuitive and easy to navigate. Implement a clear menu structure, search functionality, and a visually appealing layout to enhance user experience. A well-designed interface encourages new hires to explore the portal and engage with the content more effectively.
2.3 Interactive Training Modules:
Incorporate interactive training modules within the portal to engage new hires in a dynamic learning experience. Utilise multimedia, quizzes, interactive videos, and gamification elements to enhance comprehension and retention. Interactive training modules make the onboarding process engaging and enjoyable, encouraging active participation and knowledge acquisition.
2.4 Progress Tracking and Checklists:
Integrate features that allow new hires to track their progress throughout the onboarding journey. Utilise checklists or progress bars to showcase completed tasks and upcoming milestones. This provides a sense of accomplishment and keeps new employees informed about their onboarding status.
2.5 Communication Channels:
Incorporate communication channels such as discussion forums, chat functionalities, or direct messaging within the portal. These channels facilitate interaction and collaboration among new hires, allowing them to connect, seek advice, and share experiences. Engaging in conversations helps build a sense of community, even in a virtual setting.
2.6 Onboarding Timeline and Schedules:
Present a clear onboarding timeline and schedule within the portal. Outline key activities, training sessions, and important meetings to help new hires plan their days effectively. Clarity regarding what to expect and when fosters a sense of structure and reduces uncertainty.
2.7 Integration with HR Systems:
Integrate the onboarding portal with existing HR systems and tools. This seamless integration enables new hires to complete paperwork, submit required documents, and access HR services directly through the portal. Streamlining administrative tasks enhances efficiency and allows new employees to focus on their integration into the organisation.
2.8 Continuous Feedback and Surveys:
Implement mechanisms for gathering continuous feedback from new hires about their onboarding experience. Conduct surveys or feedback forms within the portal to capture insights and suggestions for improvement. Iteratively using this feedback helps optimise the onboarding process and ensures it remains effective and relevant.
Interactive onboarding portals are powerful assets in the remote onboarding toolkit. They not only serve as a comprehensive source of information but also foster engagement, collaboration, and a smooth transition for new hires. By leveraging these portals effectively, organisations can set the stage for a successful onboarding experience, paving the way for new employees to thrive in a virtual work environment.
3. Video Conferencing for Personal Connections:
In an era of remote work and virtual interactions, video conferencing has emerged as a fundamental tool for establishing personal connections within teams. The ability to see and engage with colleagues face-to-face, albeit through a screen, adds a valuable human touch to remote interactions. In this segment, we explore the importance of video conferencing in remote onboarding, and how it can effectively foster personal connections and team cohesion.
3.1 Facilitating Face-to-Face Interactions:
Video conferencing allows for real-time, face-to-face interactions among team members, providing a sense of closeness and immediacy. It bridges the geographical gap, enabling employees from different locations to engage as if they were in the same room. Seeing facial expressions and body language enhances communication and understanding.
3.2 Virtual Introduction Meetings:
Schedule virtual introduction meetings via video conferencing to introduce new hires to their teams and other key stakeholders. This creates a direct and personal connection between the new employee and their colleagues, providing an opportunity for informal conversations and initial relationship building.
3.3 Interactive Onboarding Sessions:
Leverage video conferencing for interactive onboarding sessions. Conduct training, orientation, or workshops using this medium, allowing new hires to actively participate, ask questions, and clarify doubts in real time. Interactive sessions enhance engagement and knowledge retention.
3.4 Team Building and Social Events:
Organise virtual team building and social events using video conferencing. These events could range from virtual lunches to online games or themed gatherings. Such activities promote camaraderie, strengthen relationships, and create a sense of unity among team members, even in a remote setting.
3.5 Regular Check-Ins and One-on-Ones:
Schedule regular video check-ins and one-on-one meetings between new hires and their managers. These sessions provide an opportunity to discuss progress, address concerns, and build a rapport. Personalised attention and focused discussions foster a sense of support and mentorship.
3.6 Cross-Departmental Collaboration:
Encourage cross-departmental collaboration through video conferencing. Arrange meetings that involve members from various teams to discuss projects or initiatives. This practice promotes a holistic understanding of the organisation and encourages collaboration across different functional areas.
3.7 Virtual Coffee Chats:
Initiate virtual coffee chats or casual catch-ups via video conferencing. Encourage team members to connect informally, share experiences, and discuss non-work-related topics. These interactions mimic the spontaneity of office conversations and help in building personal connections.
3.8 Recorded Training and Learning Sessions:
Record training and learning sessions conducted via video conferencing. This allows new hires to revisit and review the content at their own pace, reinforcing their understanding and knowledge. Recorded sessions also benefit employees in different time zones.
Video conferencing has revolutionised the way teams interact and collaborate in the remote work landscape. By utilising this tool effectively in onboarding processes, organisations can create a sense of unity, enhance communication, and foster meaningful personal connections among team members. As technology continues to advance, leveraging video conferencing in creative and innovative ways will undoubtedly play a crucial role in shaping the future of remote work and employee engagement.
4. e-Learning Platforms:
E-learning platforms have become pivotal in modern workforce development, especially in the context of remote onboarding. These platforms offer a structured and flexible approach to learning, allowing new hires to access training materials, acquire essential skills, and familiarise themselves with organisational processes, all within a virtual environment. In this section, we explore the significance of e-learning platforms in remote onboarding and how they contribute to continuous growth within an organisation.
4.1 Accessible Learning Anytime, Anywhere:
One of the key advantages of e-learning platforms is their accessibility. New hires can access training materials and modules from anywhere, at any time, using various devices such as laptops, tablets, or smartphones. This flexibility is especially valuable in a remote work scenario, where employees might be spread across different geographical locations and time zones.
4.2 Customised Learning Paths:
E-learning platforms allow for the creation of customised learning paths tailored to the specific roles and responsibilities of new hires. These paths guide employees through a structured curriculum, ensuring that they acquire the necessary knowledge and skills relevant to their roles. This tailored approach enhances the efficiency and effectiveness of the onboarding process.
4.3 Diverse Learning Resources:
E-learning platforms provide a rich array of learning resources, including videos, interactive modules, quizzes, assessments, webinars, and more. This diverse range of resources accommodates different learning styles and preferences, making the learning experience engaging and effective.
4.4 Interactive and Engaging Content:
Engagement is crucial in the learning process, and e-learning platforms excel in providing interactive and engaging content. Through gamification, simulations, and interactive exercises, these platforms keep learners actively involved, enhancing knowledge retention and application.
4.5 Real-Time Progress Tracking:
E-learning platforms offer features for tracking progress in real time. Managers and supervisors can monitor the progress of new hires, identify areas of improvement, and offer timely guidance and support. This tracking mechanism ensures that onboarding stays on schedule and aligns with organisational objectives.
4.6 Consistency in Training:
Standardising training materials and content across e-learning platforms ensures consistency in the onboarding process. All employees, regardless of location or position, receive the same quality and depth of training, fostering a unified understanding of the organisation’s policies, procedures, and values.
4.7 Cost-Effective Training Solution:
E-learning platforms often prove to be cost-effective solutions compared to traditional in-person training. They reduce expenses related to travel, accommodation, printed materials, and physical infrastructure. This cost-efficiency is particularly beneficial for organisations with a dispersed workforce.
4.8 Integration and Scalability:
E-learning platforms can integrate with existing HR systems, making it easier to manage onboarding processes and track employee progress within a centralised framework. Moreover, these platforms are scalable, accommodating the growth of the organisation and the evolving needs of its workforce.
E-learning platforms serve as catalysts for learning and growth, enabling organisations to seamlessly onboard new hires in remote or hybrid work settings. By leveraging these platforms effectively, organisations can ensure that new employees are equipped with the knowledge, skills, and resources they need to succeed in their roles, thus contributing to a more efficient and productive workforce.
Simulation-Based Training for Practical Learning
1. Simulated Work Scenarios:
Implement simulation-based training to familiarise new hires with their roles and responsibilities. Create simulated scenarios mirroring their day-to-day tasks, enabling hands-on learning in a risk-free environment.
2. Interactive Case Studies:
Present case studies or problem-solving challenges that mimic real-world issues. Encourage new hires to work collaboratively to propose solutions, fostering critical thinking and teamwork.
3. Role-Specific Simulations:
Tailor simulations to specific job roles within the organisation. Whether it’s customer service interactions or project management scenarios, these simulations provide a practical understanding of job expectations.
4. Feedback and Improvement Loop:
Incorporate feedback mechanisms within the simulations to help new hires understand their performance and areas for improvement. Continuous feedback ensures a dynamic learning experience and supports growth.
Fostering a Sense of Connection and Belonging
1. Virtual Buddy System:
Assign a ‘buddy’ or mentor to each new hire, providing guidance and a point of contact for questions. This personalised approach helps new employees integrate into the organisational culture and fosters a sense of belonging.
2. Virtual Team Building Activities:
Organise online team-building activities or workshops to promote interaction and collaboration. These could include virtual escape rooms, online trivia, or themed meetings that encourage participation and teamwork.
3. Regular Check-ins:
Establish a regular cadence of check-ins with managers and HR to gauge the new hire’s progress and address any concerns. Open lines of communication are essential for maintaining a strong sense of connection and support.
4. Celebrating Milestones:
Recognise and celebrate milestones achieved by new hires, such as project completions, successful training modules, or their first month with the organisation. Small gestures of acknowledgment go a long way in building morale and a sense of accomplishment.
What’s Next?
In summary, the transition towards remote and hybrid work setups calls for creative onboarding strategies. Emphasising the use of technology, simulation-based training, and giving priority to fostering connections and engagement are crucial for successful remote onboarding. Adhering to these effective approaches enables organisations to facilitate a smooth integration of new hires into the virtual work landscape, paving the way for a rewarding and enriching professional experience.
Classroom vs. Virtual Training:As the world advances and technology continues to shape various aspects of our lives, it’s no surprise that education and training methods have evolved as well. Traditional classroom training has been the norm for centuries, but with the rise of the internet and digital connectivity, virtual training has gained significant popularity. In this blog, we will explore the differences between classroom and virtual training, the benefits and drawbacks of each approach, and help you make an informed decision to find the right fit for your learning needs.
1. Understanding Classroom Training
Classroom training is the conventional approach to education, where learners physically attend a designated location, such as a school, college, or training centre, to participate in face-to-face sessions with an instructor or facilitator. This method has been tried and tested for generations and has several unique advantages:
1.1. Personal Interaction and Engagement
One of the primary advantages of classroom training is the level of personal interaction it offers. In a traditional classroom setting, learners have the opportunity to engage directly with the instructor and their peers, creating a dynamic learning environment. This face-to-face interaction fosters a sense of connection and community, making the learning process more enjoyable and effective.
In a classroom, learners can ask questions, seek clarifications, and engage in lively discussions with their instructors and classmates. The immediate feedback received from the instructor allows learners to address any misconceptions or doubts promptly, leading to a deeper understanding of the subject matter.
The group dynamics in a classroom also play a vital role in promoting engagement. Learners can collaborate with their peers on group projects, share diverse perspectives, and learn from each other’s experiences. Such social learning opportunities can enhance critical thinking and problem-solving skills, making the learning journey more enriching.
Furthermore, in a classroom environment, instructors can gauge the attentiveness and comprehension of learners through non-verbal cues such as body language and facial expressions. This insight enables them to adjust their teaching methods and pace to cater to the diverse needs of the students effectively.
For learners who thrive on interpersonal interactions and prefer a structured, scheduled learning environment, classroom training can be the ideal choice. The sense of camaraderie and immediate feedback received in the classroom can boost motivation and foster a deeper commitment to the learning process.
1.2. Structured Learning Environment
Classroom training provides learners with a highly structured and organised learning environment. Unlike self-paced online courses, which might lack a strict schedule, classroom training follows a predetermined timetable with fixed sessions and assignments. This structured approach offers several advantages:
Clear Progression: In a classroom setting, learners know exactly what topics will be covered and when. The curriculum is designed to progress logically, building upon foundational concepts before moving on to more advanced ones. This clear path of learning helps students understand the subject matter in a systematic manner.
Consistent Learning Pace: With set class timings and a predefined syllabus, learners can maintain a consistent learning pace. This structure ensures that all students cover the same material within a specific timeframe, reducing the risk of falling behind or skipping essential topics.
Accountability: Classroom training instils a sense of accountability in learners. Regular class attendance and participation become essential, encouraging students to stay on track and actively engage with the course material.
Deadlines and Assignments: In a structured classroom environment, instructors often assign homework, projects, and assignments with specific deadlines. These tasks provide learners with opportunities to apply their knowledge and receive feedback from their teachers, enhancing their understanding of the subject.
Real-time Support: The structured nature of classroom training allows learners to receive immediate support from instructors. If they encounter difficulties or have questions, they can seek clarification during class sessions or through designated office hours.
Discipline and Time Management: Classroom training instils discipline and time management skills in learners. They learn to adhere to schedules, manage their study time effectively, and balance their academic commitments with other aspects of life.
Overall, the structured learning environment of classroom training provides learners with a well-defined framework for their educational journey. It helps them stay focused, organised, and accountable, ensuring they receive a comprehensive education in the subject matter.
1.3. Social Learning and Networking
In a traditional classroom setting, social learning plays a significant role in the overall educational experience. Here are some key benefits:
Collaboration and Peer Interaction: Classroom training provides ample opportunities for learners to interact with their peers. Group discussions, team projects, and collaborative activities foster a sense of camaraderie and teamwork, allowing students to learn from one another’s perspectives and experiences.
Diverse Perspectives: In a classroom, learners come from different backgrounds, cultures, and experiences. This diversity enriches the learning process by exposing students to a wide range of perspectives, ideas, and problem-solving approaches.
Constructive Feedback: Social learning in the classroom allows for immediate feedback from both instructors and peers. Learners can receive constructive criticism and suggestions, which helps them improve their understanding of the subject matter and refine their skills.
Networking Opportunities: Classroom training provides a platform for students to network with their classmates and instructors. These connections can be valuable in the future, as they may lead to professional opportunities, job referrals, or collaboration on future projects.
1.4. Real-Time Hands-On Experience
Real-time hands-on experience is a significant advantage that classroom training offers over virtual training. In a traditional classroom setting, learners have the opportunity to engage in practical, hands-on activities that provide a deeper understanding of the subject matter. Here are some key benefits of real-time hands-on experience in classroom training:
Practical Application: Classroom training allows learners to apply theoretical knowledge in real-time situations. For example, in science or engineering courses, students can conduct experiments in laboratories, gaining practical insights into scientific principles and problem-solving techniques.
Skill Development: Hands-on activities enable learners to develop practical skills relevant to their field of study. Whether it’s mastering software tools, honing technical abilities, or refining artistic talents, the physical presence of instructors allows for immediate guidance and skill refinement.
Immediate Feedback: In a classroom, instructors can observe learners’ hands-on performance and provide instant feedback. This prompt evaluation helps learners correct mistakes, understand concepts better, and build confidence in their abilities.
Interactivity and Engagement: Real-time hands-on experiences promote higher levels of engagement and interactivity. Learners actively participate in activities, making the learning process more dynamic and enjoyable.
Collaborative Learning: Hands-on activities often involve group projects or teamwork. Collaborative learning fosters communication, teamwork, and problem-solving skills, which are valuable in various professional settings.
Hands-On Training for Specialised Fields: Some fields, such as healthcare, culinary arts, and vocational trades, require practical, hands-on training for learners to develop the necessary expertise and competence.
2. Exploring Virtual Training
Virtual training, also known as online learning or e-learning, is a modern approach to education that leverages technology to facilitate learning through digital platforms. Virtual training has witnessed tremendous growth in recent years, and it offers several compelling benefits:
2.1. Flexibility and Convenience
Flexibility and convenience are two compelling advantages of virtual training that have contributed to its widespread popularity. In the digital age, where time is of the essence, virtual training offers learners the freedom to tailor their learning experience according to their individual needs and schedules. Here are the key benefits of flexibility and convenience in virtual training:
Anywhere, Anytime Learning: Virtual training allows learners to access course materials and lectures from anywhere with an internet connection. Whether at home, in the office, or while travelling, students can conveniently continue their education without being tied to a physical location.
Self-Paced Learning: Unlike the fixed schedules of classroom training, virtual training offers self-paced learning opportunities. Learners can progress through the course material at their preferred speed, spending more time on challenging concepts and quickly navigating familiar topics.
Time Management: Virtual training puts the control of time management in the hands of the learners. They can decide when to study, making it easier to balance educational pursuits with work, family commitments, and other activities.
2.2. Cost-Effectiveness
Cost-effectiveness is a compelling advantage of virtual training that makes it a preferred choice for many learners and educational institutions. As the world becomes increasingly digital, virtual training offers a more budget-friendly approach to education compared to traditional classroom-based methods. Let’s explore the key benefits of cost-effectiveness in virtual training:
Reduced Infrastructure Costs: Virtual training eliminates the need for physical classrooms, reducing expenses associated with building maintenance, utilities, and classroom resources like desks, chairs, and whiteboards.
Savings on Commuting and Travel: Learners no longer have to commute to a physical location, which saves both time and money. Eliminating travel expenses, such as transportation fares or fuel costs, contributes to cost-effectiveness.
No Accommodation Expenses: For learners who do not reside near educational institutions, virtual training eliminates the need for relocating or paying for accommodation near the campus, resulting in significant cost savings.
Scalable Solutions: Educational institutions can reach a larger audience without the constraints of physical space. Virtual training platforms allow for scalable solutions, accommodating a higher number of students without incurring proportional infrastructure costs.
Reduced Material Printing Costs: In virtual training, course materials are often provided digitally, reducing the need for printing physical copies. This leads to cost savings on printing and paper expenses.
Global Access without Travel Costs: Virtual training offers learners the opportunity to access courses from institutions worldwide, eliminating the need for international travel for education.
Streamlined Administration: Online learning management systems (LMS) streamline administrative processes, reducing paperwork and administrative overhead, which contributes to cost-effectiveness for educational institutions.
Lower Training Expenses for Corporations: For corporate training, virtual training significantly reduces costs related to organising physical training sessions, including venue rentals and travel allowances for employees attending the training.
Reusable Learning Materials: Virtual training resources can be easily updated and reused for multiple cohorts of learners without incurring additional expenses, making it a cost-efficient long-term investment.
Affordable Course Options: Virtual training often offers diverse course options at various price points, giving learners the flexibility to choose courses that align with their budget and learning objectives.
It’s important to note that while virtual training offers cost-effectiveness, the effectiveness of the training should not be compromised. Quality content, engaging instructional design, and competent instructors remain crucial elements for a successful virtual training program.
2.3. Diverse Learning Resources
Diverse learning resources are a key advantage of virtual training, enriching the educational experience by providing learners with a wide array of multimedia materials and interactive tools. In the digital age, online learning platforms offer an extensive range of resources that cater to different learning styles and preferences. Let’s explore the benefits of diverse learning resources in virtual training:
Multimedia Content: Virtual training platforms often incorporate multimedia elements such as videos, audio recordings, and interactive presentations. These engaging materials make the learning process more dynamic and appealing, capturing learners’ attention and enhancing information retention.
Interactive Quizzes and Assessments: Virtual training allows for interactive quizzes and assessments that test learners’ understanding of the course material. Immediate feedback on quiz results helps learners identify areas for improvement and consolidate their knowledge.
Virtual Labs and Simulations: In fields that require hands-on training, virtual training platforms often include virtual labs and simulations. Learners can practise and experiment in a risk-free environment, gaining practical experience and honing their skills.
E-Books and Digital Texts: Virtual training provides learners with access to e-books and digital texts, making study materials easily searchable and portable. Digital texts also enable learners to highlight and annotate important sections for future reference.
Webinars and Live Sessions: Many virtual training programs include live webinars and interactive sessions with instructors and subject matter experts. These real-time interactions foster engagement and allow learners to ask questions and receive immediate responses.
Discussion Forums and Peer Interaction: Virtual training platforms often include discussion forums where learners can interact with their peers, share ideas, and ask questions. This collaborative learning environment promotes knowledge exchange and community-building.
Podcasts and Audio Lectures: Some virtual training courses offer audio lectures or podcasts that learners can listen to while on the go, maximising learning opportunities during daily commutes or other downtime.
Adaptive Learning: Advanced virtual training platforms may incorporate adaptive learning technologies that personalise the learning experience based on each learner’s progress and areas of strength and weakness.
Downloadable Resources: Learners can download additional resources, such as study guides, supplementary reading materials, and reference documents, enhancing their understanding of the subject matter.
Real-Life Case Studies and Examples: Virtual training often includes real-life case studies and examples, enabling learners to apply theoretical knowledge to practical scenarios, making the learning experience more relevant and applicable.
The diverse learning resources offered by virtual training platforms cater to learners’ individual preferences, learning styles, and pace of learning. Learners have the freedom to explore and engage with a variety of materials, customising their learning journey to maximise comprehension and skill development
3. The Best of Both Worlds: Blended Learning
As we compare classroom and virtual training, it’s essential to acknowledge that neither approach is superior in all scenarios. In fact, blended learning, which combines elements of both classroom and virtual training, has gained popularity for its ability to offer a well-rounded educational experience. Some benefits of blended learning include:
3.1. Tailored Learning Experience
Blended learning allows instructors to customise courses to meet the specific needs of learners. They can use face-to-face sessions for personalised attention and hands-on activities, while virtual components can cater to self-paced learning and reinforcement of concepts.
3.2. Enhanced Engagement and Retention
Studies have shown that incorporating multimedia and interactive elements in training enhances engagement and improves information retention. Blended learning allows for the integration of such elements, resulting in a more effective learning experience.
3.3. Flexibility and Accessibility
Blended learning retains the flexibility of virtual training, making it accessible to learners with different schedules and commitments. Learners can review course materials online and attend physical sessions when feasible.
4. Making the Right Choice
The decision between classroom, virtual, or blended training ultimately depends on various factors. Consider the following when making your choice:
4.1. Learning Objectives and Subject Matter
Certain subjects may require hands-on practice and immediate feedback, making classroom training more suitable. On the other hand, theoretical or knowledge-based courses can be effectively delivered online.
4.2. Personal Learning Style and Preferences
Reflect on your preferred learning style – do you thrive in interactive group settings, or do you prefer self-paced, individual learning? Understanding your learning preferences will guide you toward the most suitable training method.
4.3. Time and Location Constraints
Evaluate your schedule and commitments. If you have time limitations or reside in a remote area, virtual training might be a more practical choice.
4.4. Budget Considerations
Consider your budget for training. Classroom training may involve additional expenses, while virtual training can offer cost-effective alternatives.
What’s Next?
Are you looking to empower your corporate workforce, boost productivity, and drive growth within your organisation? Look no further than MDA Training, your ultimate partner in tailored professional development and corporate training solutions.
At MDA Training, we understand the importance of having a skilled and capable workforce in today’s competitive business landscape. Our comprehensive training programs are designed exclusively for corporates, offering a wide range of courses and workshops to address your specific business needs and challenges.
Why choose MDA Training for your corporate development needs?
Customisable Solutions: We recognise that each corporate entity is unique, and our training programs are fully customizable to align with your organisation’s goals, industry, and employee skill levels.
Expert Trainers: Our trainers are seasoned professionals with extensive experience in various industries. They bring a wealth of practical knowledge and insights to deliver engaging and impactful training sessions.
Practical and Applicable Learning: We focus on providing practical knowledge that your employees can immediately apply to their roles, ensuring a tangible return on your investment in training.
Flexibility: Whether you prefer on-site classroom training or the convenience of virtual learning, we offer flexible training options to suit your corporate schedule and preferences.
Ongoing Support: Our commitment to your corporate success extends beyond the training sessions. We provide post-training support, resources, and follow-up to help reinforce learning and track progress.
Across the world, businesses from various industries have had to change how they work in light of the outbreak of COVID-19. Are you someone who’s had to embrace remote working head-on?
Consequently, workplace training has seen a seismic shift from traditional, in-person classes – to the highly engaging and experiential virtual courses that we here at MDA Training provide.
The industries making the most of experiential virtual training
We work primarily with five key industries; Manufacturing & Engineering, Asset Management, Banking, Insurance and the Service Industry.
Our clients are making the most of our experiential approach to virtual training because of the abundant benefits that online learning provides. Like convenience and efficiency, increased information retention and improved productivity.
With more of us now working from home than ever before, it seems evident that training at home is also here to stay.
While many of us are doubtlessly enjoying the freedom that remote working can offer – some of us may find ourselves easily distracted by our home comforts, our pets, family members, even the fridge!
With this in mind, we’ve put together six easy-to-follow rules to help you stay focussed and make learning from home even easier. Download the flyer: Six Tips to Help You Learn from Home and share with your colleagues or fellow learners!
Develop a Routine
Treat the time where you’re learning from home as if you were going to a physical training session. Start your day as you usually would – set an alarm to wake you up, eat some breakfast, and actually get dressed. Developing a routine provides structure, training your brain to know when it’s time to get work done.
Choose a Dedicated ‘Office’
By choosing one particular room to work from, you’re creating a physical and mental boundary between ‘the office’ and ‘home’. Having a dedicated space to work and study in will allow you to separate work and relaxation, maximising your potential for productivity.
Enforce a ‘no phone’ policy
This might seem a little strict, but there’s a reason why workplaces and training providers request your phone remains out of sight; they’re distracting!
While you’re studying or working at home, put your phone out of sight to remove temptation. It’s also a good idea to turn off notifications from messages and social media on your computer, and close any web pages that aren’t relevant to the task in hand.
Stay Active on a Schedule
Break up your day at set times. Every 45 minutes, get up from your desk and move around. Jump up and down, walk round the room, even walk up and down the stairs a few times. This will activate different parts of your brain and help you to concentrate better in the long run.
You can also save your eyes and alleviate headaches from too much screen-time by sticking to the 20 / 20 / 20 rule; every twenty minutes, look twenty metres away from your screen, for twenty seconds.
Eat, Sleep, Learn, Repeat!
They say you are what you eat – not literally – but choosing healthy snacks and preparing lunches that won’t require an afternoon nap to recover from are two sure-fire ways to stay motivated when you’re learning from home.
Some of us are night owls and others early birds, but we all need 7-8 hours of quality sleep a night, to ensure we wake up feeling refreshed and ready to tackle the day. So keep scrolling in the evening to a minimum, and try building a regular bedtime into your routine.
Plan Your Day
Trying to plan your workload, daily exercise, social schedule and everyday chores all at the same time is never going to make a positive impact on your learning. Instead, plan your day, setting time aside for everything you hope to achieve. This way you’ll be able to focus on one thing at a time whether that’s working, studying or relaxing.
Try our tips if you’re working from home
Our training courses are rooted in experiential learning methods, leveraging digital business simulations in real-world scenarios to ensure that our learners stay engaged from start to finish.
But for those of you who are working from home on a permanent basis, at least for the foreseeable future, these six tips might just help you to optimise your working day and boost overall productivity even further.
If you’d like to discuss any of our sector-specific courses in more detail, and discover how we could help you to develop your skillset even further – don’t hesitate to reach out to the MDA team today.
The world of work is a continuously evolving environment, recently changing faster than ever before. As more organisations adopt a remote working policy, the employees who make up those organisations must adapt to being part of a virtual team.
While there are a host of benefits to working at home for both the employee and the company, it can be difficult for individuals to make those crucial connections with their co-workers when working from home.
They say trust is hard-earned, if so, how do you build trust in a virtual team during these socially distant times?
How to build trust in a virtual team
Team building activities have long been relied on as a means for team members to create bonds of friendship and develop trust between one another.
Team building also promotes creative thinking, improves communication between team members, develops problem-solving skills, and highlights strengths and weaknesses – all of which have a lasting impact on overall productivity.
Given the restrictions in place due to Covid19, the traditional away-days and challenges that companies usually adopt will be difficult to achieve.
We’re here to reassure you that all is most certainly not lost and that virtual or hybrid events provide ample opportunity for teams of all shapes and sizes to build trust between one another.
Online team building has to differ from the activities expected normally, on account of a lack of physical attendance. However, that isn’t to say that virtual versions are any less effective or engaging than in-person activities.
The keys to keeping all stakeholders invested in virtual team building activities are variety and pace. It could be easier for participants to take a backseat or lose interest when they’re used to the pressure of being there in person, so by keeping virtual team building games diverse and relatively fast – you can ensure maximum engagement.
Why leverage virtual team building in your organisation
Virtual team building activities have the same objective as their traditional counterparts; place a group of relative strangers in a compromising situation, so that they have to work together to solve the task.
In doing so, team members learn to rely on each other outside of the context of ‘work’. By working with their co-workers in an informal setting, trust is nurtured, and friendships created.
These relationships can then be relied upon in the workplace, increasing team efficiency and productivity for business leaders, as well as improving job satisfaction for employees.
Feeling like ‘part of the team’ is perhaps more critical now than ever before. With more of us feeling isolated in our everyday lives as well as our working ones – promoting a feeling of inclusivity is an effective way to combat the feelings of loneliness that many of us have suffered from in recent months.
How remote working has changed the traditional ‘corporate’ team
Throughout last year, all manner of businesses were coerced into adopting a remote working policy. Initially out of necessity, as the coronavirus pandemic restrictions put the breaks on the infrastructure in which we all rely on.
But as the year progressed, many companies began reporting impressive statistics relating to productivity and workforce efficacy.
There should be little surprise that employees would prefer to work remotely when both the convenience and financial savings on offer are considered.
How online virtual training differs from traditional in-person training
As more teams are becoming increasingly virtually-based, it seems only natural that workplace training and development would move further online as well.
Here at MDA training, we have leveraged virtual elements within our training for over thirty years. Our experience in traditional in-person events has enabled us to create both hybrid and completely-virtual training courses that can be adapted to suit a wide variety of training requirements.
The difference between in-person and virtual training is simple. The latter is viewed through a screen whilst the other is physically attended.
Compared to traditional methods, the benefits to online learning are plenty and well documented, like convenience and efficiency, increased information retention, and improved productivity.
By taking an experiential approach to the courses that we provide, we create highly immersive experiences for our learners that offer equally as much if not more opportunity to put their learning into practice.
We do this by implementing digital business simulations. These are carefully crafted, sector-specific activities designed to test the main learning objectives of each course purposefully.
We’ve talked at length about the benefits of business simulations on the MDA blog before, whatever your industry or sector – we have a tailored solution to test your employees’ learning.
Through utilising the most up-to-date video conferencing software, combining with expertly crafted content, led by thought-leaders and industry experts – we were able to transform the way hundreds of businesses trained their staff throughout 2020.
Our approach enables teams to build trust within their activities, learn new skills, and apply knowledge to be used in the workplace.
Though the face of business is undergoing massive change, with remote working policies and teams connected only by virtual means – we’re here to prove that this is an opportunity, not an obstacle for your business in 2021.
Despite the distance between us all, we’re confident that our training and team building methods will bring your people together. For more information, get in touch with the MDA team today.
Whether you’re the newest team member joining an exciting new start-up or if you’re an existing employee looking to broaden your skillset – digital business simulations provide a sure-fire way to put your learning to the test.
Over the last 12 months, we worked with leading businesses to design and deliver virtual training solutions that not only solved the issues raised by Covid19 but revolutionised the way they train their employees.
Our courses use a combination of interactive facilitator-led sessions, activities and simulations – offering world-class virtual training programmes for the following sectors:
Our unique approach to virtual training focuses on a highly interactive system, providing learners participating in any of our sector-specific training courses with ample opportunity to put their learning into action.
Five reasons to leverage digital business simulations in virtual staff training
We have documented the benefits and versatility of applying simulations in the virtual environment on our blog before, but here are five of our favourite reasons for leveraging digital business simulations in 2021:
Our virtual business simulations have revolutionised the way hundreds of employees just like you, apply and embed their learning.
To find out more about how MDA can get your career off to a flying start or propel you further through your career journey, get in touch with one of our team today.
If 2024 saw the rise of thevirtual event, then 2024 will be the year that businesses worldwide truly embrace the versatility that they offer.
In the wake of the coronavirus pandemic and the remote working boom – a myriad of online conference platforms made their way to market, putting board meetings, seminars, even workplace training at our fingertips.
In this study – carried out back in August of last year – 500 senior marketers were asked a series of questions to reveal their strategy for events planning in 2024.
Among the study’s findings, 80% of respondents expected to run or participate in hybrid events in 2024, whilst 64% expect to increase their 2024 event marketing budgets compared to 2024.
Though online conference platforms provided us all with the tools needed to continue working as the world battened down the hatches, the sheer range of choice between platforms can be somewhat of a blessing and a curse.
Not to mention that the vast majority of ‘free’ versions don’t provide the necessary level of professionalism that many business owners and events organisers have come to expect in 2024.
By working with a trusted partner and experienced events organiser like MDA Training, you can rest assured that your virtual event will be engaging and run smoothly from start to finish.
Moreover, by utilising our vast experience in both traditional and online events, you’ll be able to leverage the flexibility that hybrid events have to offer.
The virtual event trends to look out for in 2024
By definition, virtual events are anything held online, whether a conference or webinar, live stream or training event – your intended audience will be sat behind their screen.
Instantly expanding your audience from how many seats a typical venue can hold – to how many people worldwide have access to the internet and a screen of some description.
Throughout 2024 we helped organisers and businesses adopt new technologies and combine them with traditional event elements, providing their audiences with interactive and engaging experiences.
Based on our clients’ feedback across last year, our highly interactive approach is what sets MDA apart from our competitors.
We provide experiential digital activities and business simulations alongside premium content, led by industry-leading speakers – to provide a versatility that is unattainable outside of the virtual environment.
Below are five of the most popular events that we helped organise throughout last year, that we believe will shape virtual and hybrid events throughout 2024 and beyond.
Conferences & Webinars
Moving conferences and webinars online allows you to reach a wider audience for your speaker to educate and inform about the topic at hand. Now that group gatherings are limited due to social distancing measures; virtual conferences are the next logical step.
Virtual and hybrid events provide a stage for multiple speakers across your event, while also allowing for important breakout sessions and small group classes through virtual ‘rooms’, where attendees can discuss and consolidate their learning.
During shorter webinars or a talk from a single speaker, the advent of live chat features allows attendees to discuss the topic at hand and even ask questions in real-time – creating a far more immersive experience than a traditional seminar.
We also utilise unique experiential digital activities such as our DigiPark business simulation. Simulation helps break up conference sessions into more manageable sections, encourages networking, reinforces key messages, and compels delegates to learn interactively. Find out more about DigiPark in the learning lab.
Training workshops
Take the success of the millions, if not billions of instructional videos on YouTube and other popular streaming sites as an example here – and you can see how running a hands-on workshop would lend itself particularly well to a virtual environment.
Depending on the knowledge you’re trying to impart, the event’s organisation may need to include a list of materials or tools published beforehand.
But whether you intend to teach woodwork or a coding language – pointing a camera at yourself whilst you wax lyrical about your specialism is just as effective as a traditional workshop.
On top of the ease of production, virtual training workshops allow the organiser to create a series of classes on various topics and promote relevant courses within the content. Increasing the potential audience size and in turn, improving potential revenue.
Taking an experiential approach to training workshops, like providing real-world simulations and activities, also provides a safe environment for applying and embedding learning.
Live streaming & pre-recorded content
Most online conference platforms, like Webex and Zoom, provide live streaming features. When organising your virtual event, including a live stream, is a great way to engage with your audience while promoting a sense of immediacy.
Pre-recorded content enables you to include elements that aren’t possible in live streaming, like video editing features that provide a more professional sheen to your content.
By combining pre-recorded content with live streams throughout your event, you will reap the rewards from both elements – encouraging attendees to stay tuned and not miss the live segments, while grabbing their attention with impressive video edits in-between.
Onboarding & company training
Whether your company is a multinational conglomerate or an aspiring SME on the up and up, training new hires or existing employees can be difficult under normal circumstances, nevermind during a global pandemic.
The benefit to virtual onboarding and online company training is that all of your content is in a central location, easily accessed by anyone, whenever they need it.
Whether that includes training videos, legal documents or questionnaires – all materials can be easily accessed or even amended whenever necessary.
Virtual training also promotes better engagement and productivity, bringing variety and real interactivity to the learning journey. As our online courses are in manageable segments, staff retain bite-sized pieces of information far better than in one long block of traditional in-person training.
Continuing education & qualifications
As with many industries that require their employees to possess up to date qualifications, travel to attend continuing education courses and seminars was at one time commonplace.
Moving such courses online provides a win-win for the employer and the employee – saving money through the absence of travel and recording or streaming the content just once, and then presenting the course in a virtual environment.
Leverage virtual events for your business in 2024
Indeed, virtual events aren’t a new concept, but with social distancing and home-working measures set to stay at least until the springtime – more businesses will likely be turning to virtual methods to achieve their goals for 2024.
There are undoubtedly some events and industries that lend themselves to the virtual environment, but with the introduction of modern technologies and a healthy dose of creative thinking – almost all in-person events can be brought into the virtual age.
With a long list of benefits to taking your event virtual, like cost-savings and increased attendance, better engagement and added revenue streams – our question to you isn’t how you’ll leverage virtual and hybrid events this year, it’s when.
Get in touch with the MDA team to discuss how we can make your dreams of hosting a virtual or hybrid event in 2024 a reality!
Before the COVID-19 pandemic, the banking industry’s traditional business model was already under significant strain, facing real challenges brought on by the rise of internet & open banking.
With consumer demand shifting from the local branches and cashier desks of yesterday to the secure smartphone apps and innovative online products that we expect today – it seems obvious now that a reflection of this shift in training banking staff was inevitable.
In a post-coronavirus world, those challenges are just as prevalent, if not heightened. With customer’s reliance on online banking products being higher than ever, it seems evident that the global social distancing measures driving this demand would also fuel how banks approach staff training.
Why training within the financial sector has had to change
Though the retail banking sector has seen unprecedented change in recent years, statistics from the London Institute of Banking & Finance – reveal that bank or building society branch closures between 1986 and 2014, saw a 51% decline.
So if industry change has been a thirty-year battle, what recent factors are forcing banks to change the way they train?
In 2018, a ruling from the Competition & Markets Authority came into force, a directive which promoted the development and use of innovative online payments.
This legislation enabled fintech firms and challenger banks to bring new services to market, offering more variety and better value than high street banks could provide.
As a consequence, the majority of the services offered on the high street are increasingly considered as redundant, meaning banks have had to adapt and adopt the same technology to compete.
This has meant job losses and branch closures across the country, as the need for cashiers or tellers has become increasingly unnecessary.
A fact backed up by statistics of employment within the banking sector falling by approximately 100,000, between 2001 and 2018.
That said, the industry is by no means a lost cause. Recent projections made in the Mckinsey quarterly suggest that whilst the number of roles have decreased, a skills gap has grown in their absence.
Because the financial sector is at the forefront of digital adoption, the demand for a more skilled workforce is likely to increase dramatically over the next decade.
As automation is more regularly adopted, the need for a workforce that uses basic numeracy and literacy for data input and processing is likely to decline.
Instead, training existing staff to become technology experts, whilst onboarding new professional talent will increase. Additionally, roles that require customer interaction – whether in person or online – will drive the demand for keen social and emotional skills.
Whilst there may be fewer roles in banking than there once were, there is far more diversity in the opportunities that are available – opening up opportunities for banking firms to develop their workforce with quality training.
How digital learning is transforming training within the banking industry
Meeting the demands that rigorous staff training dictates, as well as clearing the hurdles presented by social distancing measures, has posed a significant problem for employers over the last nine or so months.
Alternatives to traditional learning environments have been essential for continued professional development, which is where virtual learning programmes have come to the fore.
This study by Forbes presented findings that employees gained the same amount of learning in 40-60% of the time spent in a physical classroom, whilst virtual training could also boost employee engagement in the workplace by 18%.
Whether your business has existing employees, new hires or graduates that need upskilling – the advantages of experiential learning are threefold. Interactive learning online presents a unique solution to training during the global pandemic; facilitating an inherently safe social distance, mastering your product offering to improve commercial awareness, whilst honing critical ‘soft skills’ from a digital perspective.
Experiential virtual training from MDA uses a combination of videos, live conferencing and frequent communication.
Not only provides the learner with one to one training from industry experts, but it also exposes them to the necessary experience needed to offer customer-centric online banking – an industry focus set to become the industry standard.
Trusted by industry leaders such as Deutsche Bank, Lloyds Banking Group, and Royal Bank of Scotland – MDAs comprehensive banking operations training focuses on the following four areas:
Technology, Infrastructure and Operations
Private Banking
Investment Banking
Corporate and Commercial Banking
Each training programme utilises a combination of experiential learning methods, such as virtual theatre workshops, banking simulations and live, facilitator-led discussions.
Learning is then bolstered through hosting online discussion, interactive PDFs and toolkits – providing an extensive learning experience to drive change in the workplace.
For more information about our virtual products training programmes for the banking sector, contact MDA training today!
Whether through necessity, choice or a combination of the two, companies from all manner of sectors and industries have embraced remote working over the last twelve months. As a result, online conference platforms have exploded onto the scene, revolutionising the way businesses interact with customers and colleagues alike.
So what are online conferences?
Online conferences provide many of the same benefits as their traditional counterparts, often featuring a thought leader in their given industry who speaks in a series of sessions. Where conventional and virtual events differ from one another, however, is their scalability and uniqueness.
Hosting an event or conference would typically involve hiring a space, which immediately limits the capacity of your audience. The physical space, such as a stage or platform, will also dictate how you engage with your intended audience.
Online events take advantage of today’s technology, exciting graphics and engaging displays enable the host to tailor a truly immersive experience – without the expensive outlay of sourcing and hiring a venue.
Conference organisers need to factor in attendance into the planning of their event. Before the coronavirus pandemic, when physical conferences were more commonplace than they have been recently, attendance was often negatively impacted by a multitude of factors.
Whether through poor promotion or organisation of the event, this study carried out in 2016 suggested that cost was the number one reason for attendees choosing to not attend a physical conference, at 72% of the sample.
Whilst 60% listed their work schedule as a deciding factor in skipping the event. The same study also revealed that over 80% of online conference attendees would avoid the conference generally, if it were in a traditional format.
This isn’t to say that a physical event doesn’t have its merits; there are some situations where being there cannot be undervalued enough.
But by combining online conference platforms within the physical space, known as a hybrid event, organisers can provide the best of both worlds.
Choosing the right platform for your company
Since the popularity in virtual conferences has seen such dramatic growth in recent years, choosing between the various platforms available to you can seem daunting.
It goes far beyond just choosing between features like video quality and viewer capacity, for your event to be a resounding success, you need to be able to create an engaging and truly unique experience.
Whether you’re planning a large conference or a series of smaller events, virtual training classes or team business simulations – there are some key features that you’ll need from your chosen conference platform. The most popular and common online conference features being:
Live streaming
Pre-recorded Video
Co-browsing
Instant messaging
VoIP audio conferencing
Platform support
Screen sharing
Ability to go private
File sharing
Whiteboard features
Many streaming services, like Zoom or WebEx, offer the same or similar features as the technology is widely accessible for all business users.
But the platform you choose is just one piece of the puzzle. What really separates one virtual events service from the next is how easily the event is branded, customised and aligned to your company goals.
Setting up an online conference can be as straightforward or as complicated as you want it to be, but if extending your reach, increasing attendance and engagement and generating revenue are priorities to your business – you’ll need a service that is tailored specifically to you.
Online conferencing and virtual events from MDA
We’ve focused on creating a service that is hassle-free, taking the stress out of planning, organising and delivering your online conference or virtual event.
From recruitment fairs to induction days, we’ll provide as much support as you need throughout the whole process.
Whether you need technical support throughout the event, hosting assistance or managing the logistics of a virtual or hybrid event – you decide our level of involvement, leaving you to focus on your priorities.
We’re well versed in all of the popular online conference platforms and can offer you tailored advice as to which platform and technology are best suited to your event.
With over 30 years of experience running both physical and virtual corporate events, MDA is a trusted partner to a range of organisations the world over.
Our tried-and-tested approach to virtual events management offers flexibility and convenience for all of our clients. So whether you’re looking to run team building events or away-days, virtual CPD classes or recruitment conferences in 2024 – you can trust in MDA to ensure your event is a complete success. Get in touch with one of our team to start your virtual journey!
In a year dominated by a pandemic (and the difficult decisions that had to be made by employers), it’s understandable if you’re looking forward to the New Year, and the opportunities it may bring.
And, with an increasing number of companies choosing to stick with remote working, or introduce more flexible working weeks in 2021, then it’s safe to say that the workplace in 2024 is going to look very different when compared to twelve months ago.
By now, your focus will be shifting towards the skills that your workforce is going to need in 2024. After all, you’ll be wanting teams to continue working efficiently after the festive break and well into the New Year. We’ve put together five skills that your employees will need in 2024.
The skills your employees will need in 2024
For employees to thrive in the workplace of 2024, there is going to be an emphasis on the importance of interpersonal (or ”soft”) skills. These skills include:
In 2020, we have seen more companies putting an increased focus on the importance of communication in the workplace; which is understandable, when you consider that teams have to be able to work well together (whether physically or virtually), in order to be successful.
At this point, it’s looking likely that ”normal” life is not going to resume on January 1. Thus, the workforce is going to be looking at working from home for another few months at least. So, with this in mind, it’s surprising to learn that good communication skills are lacking in the workforce.
Communication is crucial. The success of a team is almost entirely dependent on the personal efforts of its members. To work well together (even when apart), then your workforce needs to be able to communicate effectively, to continue working well in the New Year.
Listening
Communicating and listening go hand-in-hand. Not only are they crucial for understanding the wants and needs of clients, but they can help employees better understand their teammates.
Indeed, active listening is far more comfortable in person – you’re less likely to get distracted when talking to someone face-to-face than when you’re on a group call!
When many are living in shared houses, they’re missing out on the training and guidance which they would usually receive from more experienced colleagues. This only reinforces the importance of honing these skills in 2024.
Maintaining a positive attitude at work in 2020 has been difficult. We often underestimate the importance of a positive attitude in the workplace.
But, while those with a positive attitude are more likely to be able to remain hopeful (even when the situation seems hopeless), and always look on the bright side of life, those with a negative attitude are typically more pessimistic, and will always expect the worst.
During trying times, staying positive is all the more critical. You can find the good in any situation if you look closely enough – instead of focussing on the negatives of this working year, concentrate on the positives – there will have been some.
Self-confidence
Everyone – from the fresh-faced graduate to the CEO of the conglomerate – has faced self-doubt at some time in their career. But, nobody ever got any better at something by beating themselves up about it!
As we head towards another few months (at least) of working from home, a lack of self-confidence could hold employees back.
And, like all interpersonal skills, self-confidence can be honed. From presenting work via a virtual meeting to maintaining a good relationship with colleagues, employees will be able to become more confident, while also optimising work output.
Interpersonal skills training offered by MDA Training
Across the working world, every sector has been affected by COVID-19. Businesses have been forced to accelerate their digital transformations, and have, in turn, pivoted towards the latest developments and technologies to see them through the uncertainty caused by the pandemic.
Here at MDA Training, we have been no different. When the world locked down, we helped organisations unlock potential – albeit, virtually.
That’s why we offer a range of interpersonal skills training modules, which can be tweaked and tailored to best suit the needs of your employees.
Through our virtual learning programmes, your employees will learn the skills they need to stay relevant in an increasingly competitive world. Plus, they’ll be honing the ”soft” skills they need to complete their role to the highest standard.
All of our virtual modules are almost entirely experiential, taking your workforce through a range of scenarios and outcomes.
By assisting employees in these safe scenarios, you can rest-assure, knowing they are adequately prepared to take on these situations should they arise in the ”real” world!
To find out more about the importance of interpersonal skills in the workplace of 2024, contact MDA Training today. Happy New Year!
