How should employers provide upskilling and training to remote workers?

Remote working has changed how workers and employers approach learning, development and career progression. But this is not a bad thing, just something to adapt to.

It’s no secret that employers who emphasise upskilling and reskilling for their staff tend to be better, more attractive companies to work for. But what happens when some of these staff are working remotely? In recent times, remote working has arguably become as big a draw for workers as career progression opportunities. Companies offering neither or only one are potentially losing out on ambitious people who will go elsewhere.

But the logistical questions around facilitating learning and development schemes for remote workers remain – or do they? SiliconRepublic.com asked some of the larger employers in Ireland about how they have been dealing with providing career development opportunities for their remote employees. While some of the companies we spoke to admitted that it took a little bit of trial and error to keep everyone happy, it is possible to cater to remote workers and ensure they can progress in their careers.

Experimentation for best implementation

“The transition from remote to hybrid working has involved a certain amount of experimentation to determine what delivers the best impact,” said Torunn Dahl, Deloitte’s head of talent, learning and inclusion. “From a formal learning perspective, we are very deliberate in selecting whether a programme should be delivered in person or remotely. We tend to avoid hybrid as it has proven to be an inferior experience for everyone involved.”

Instead, Deloitte typically delivers a lot of its remote learning programmes via its new Career and Growth online platform. “Our people can identify learning opportunities that match their career aspirations. They can also find out more about how to recognise the experiences and build relationships that will support them in progressing their career,” said Dahl of the service.

“However, most learning and upskilling happens in our day-to-day roles and interactions with colleagues and clients, rather than through formal programmes,” she said. To ensure the company’s remote and hybrid staff can benefit, Deloitte has invested more in “bringing people and teams together to support them in building the connections that will help them learn”.

“We have also invested significantly in our built environment to create spaces that are attractive and conducive to in-person collaboration,” Dahl added.