News and Information

The Reality of Going Virtual


 If there’s one thing we’ve all learned over the past year and a half, it’s that we can adapt and we can thrive. Here at Americollect, we faced the same challenges with the pandemic that everyone else has, including how to deal with our new virtual reality in a Ridiculously Nice way. 

With the world taking a turn for the better and life opening up, we’re also looking at how the workforce will be forever changed. After many of us have spent the last year doing everything – including work – from home, we’ve found a routine that has served us well, not only personally, but professionally as well. In fact, a recent survey done by the Harvard Business School shows that over 80-percent of interviewees either don’t want to go back to the office or would prefer a hybrid schedule going forward. 

That’s great for established teammates, but what about new teammates that may never set foot in your office? It might not be just because they don’t want to work in an office. It might be because they don’t live near your headquarters. COVID-19 expanded the talent pool, allowing us to recruit from anywhere in the country since our new virtual reality allowed team members to work from anywhere.  

Our new work reality did bring with it a few hurdles. The transition out of the office created the need to train new remote teammates without missing a beat, making sure they’re ready to join the team quickly and effectively. 

The team here at Americollect did an amazing job of doing just that. Below you’ll find their keys to successfully onboarding and training remote teammates. From creating a plan and using the right tools, to checking in, using the proper building blocks and testing their new knowledge, we’ve got you covered with the information you need to successfully train remote teammates. 

The Perfect Plan 

Before you can begin to even consider remote training, a learning plan needs to be developed. It’s important to develop a syllabus with presentations, resource guides (wiki/share point) and progress tracking. A few other points include: 

  • Learn the “why” before the how – Know why you need to share the information before worrying about how you will share it. 
  • How much learning is technology/software – Every business is different. One company may rely heavily on technology/software, while another needs just a computer. It’s important to know how much technology/software training is required to bring new teammates onboard. 
  • How much learning is industry-based – Deciding early on how much industry knowledge is needed will help dictate how to train this aspect. 
  • Roleplay, roleplay, roleplay – Even if the remote position you’re training for does not interact with clients, we recommend roleplaying in any position. Being able to make scenarios as real as possible is easiest when treating it as real experience. At Americollect, we use a difficulty dial during roleplay. By starting out super easy and straight forward, teammates can understand outcomes and be able to move out of their comfort zone as things get harder. 
  • Training needs to be ongoing – Just when you think training is over, you find that it’s never over. What most people fail to remember is that while training starts with the training team, it doesn’t end because onboarding is over. Training continues with coaches and team leaders to ensure the proper amount of time is invested in new teammates, especially early on. 

Tools of the Training Trade 

Remote training requires more than a classroom or open space. You’ll need the proper tools to get the job done. From video and cameras, to learning management software and more, the right tools make remote training as easy as face-to-face. 

  • Video Training Environment/Cameras – The webcam has revolutionized remote training. Not only can you hear your new teammates, but you can see them too! This helps make things more personable and less like a robotic training session and more like an in-person meeting. 
  • Learning Management Software (LMS) – if your organization has an LMS, utilize it for your learning plan and documenting results. 
  • Training Video Library – There are usually sections of the training process that incorporate videos. A training video library allows you to enhance your knowledge base, not only for new teammate training, but also refresher courses. Often these videos can built into or integrate directly into your LMS. 
  • Quiz Time – Much like the video library, quiz software allows you to test knowledge before moving on to the next area.  

Fitting the Pieces Together 

We’ve all played Tetris or used Legos, and remote training takes a similar approach in that the building blocks need to fit together properly for the win. A well-documented plan creates the best remote learning environment that leads to success for both new teammates and the company. 

Finding the Fun 

Not every quiz needs to be a test of new knowledge. Engagement is just as important to building success. At Americollect, we utilize games like Kahoot to add a little fun and engagement. Not only does this allow us to add some humor to learning, but it also gamifies topics that can be boring to learn! 

That Personal Touch 

Just because your training is remote doesn’t mean you should be. Ensure your trainers are finding time to call out or check in on their new teammates. By keeping them engaged, it shows that they’re not just another number, but an important part of your success.  

At Americollect, team leaders continue to have one-on-ones and touch points with new teammates to build the relationship and make the transition even easier. 

With all the changes that have happened in the past year and a half, one thing is for certain – how we live and work will never be the same. With work from home becoming more of the norm instead of the exception, bringing new teammates onboard is going to change too. Whether fully remote or as part of a hybrid schedule, adapting how we train will be vital to success now and in the future.  


Ridiculously Nice Legal Disclaimer

The content provided in this communication (“Content”) is presented for educational and general reference purposes only. Americollect, Inc and/or AmeriEBO LLC either directly or indirectly through speakers, independent contractors, or employees (collectively referred to as “Americollect”) is providing this Content as a courtesy to be used for informational purposes only. The Contents are not intended to serve as legal or other advice. Americollect does not represent or warrant that the Content is accurate, complete, or current for any specific or particular purpose or application. This information is not intended to be a full and exhaustive explanation of the law in any area, nor should it be used to replace the advice of your own legal counsel. By using the Content in any way, whether or not authorized, the user assumes all risk and hereby releases Americollect from any liability associated with the Content.

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