They need to know what’s in it for them. -Be curious, ask them what their expectations are. -Reassure them, by sharing the purpose of the training. A classic problem in training is that the manager will send people for training without explaining why.

If we have a resistance from a remote participant, as a trainer, we should not get irritated or frustrated. We should keep our calm & try to handle it professionally. We can communicate in a friendly manner or we can call them separately as well & understand their concerns. If we deal with their difficulties well, certainly there would be a positive response from them towards the content. If needed, we can also customise the content for their better understanding & satisfaction.

Understand the Resistance 1. Conduct surveys or hold informal discussions to understand why trainees are resistant. Common concerns might include irrelevance of the content, lack of applicability to their role, or feeling overwhelmed. 2. Openly recognize their concerns during the training and explain how the content addresses real-world challenges they might face. Show Value Early 1. Start each session by stating the learning objectives and how the content ties directly to their work. 2. Offer practical tips or tools in the early stages that trainees can immediately apply to their roles, demonstrating the relevance of the training.

Live group training can be an option where self-paced individual training is getting little response. Leveraging technologies like Teams and Zoom to offer a live group training session, even just as an introduction to the training, can provide several benefits: - It gives the trainer or manager opportunity to personally connect with remote employees and express the importance of the training. They can show appreciation, set expectations, and clearly state the ‘why’ behind the training. - It establishes a team culture and exposes remote workers to the perspectives of their teammates. - It facilitates additional learning through group discussion, team exercises, and Q & A better than individual digital training modules.

To overcome the skepticism of remote trainees and get them more engaged with the training content, I would: - offer a training that is content relevant - by using interactive programs - provide clear benefits - show support - use the success stories for them to be inspired This will help reduce skepticism and increase engagement from remote trainees.

1️⃣ Personnalisez : Adaptez le contenu à leurs besoins concrets pour qu'ils y voient un intérêt direct. 2️⃣ Rendez interactif : Intégrez quiz, cas pratiques et discussions pour dynamiser l’apprentissage. 3️⃣ Assurez un suivi : Offrez un soutien régulier avec des retours personnalisés et des échanges individuels. Clé de succès : Combinez écoute active, contenu pratique et interaction engageante pour transformer leur scepticisme en motivation et confiance.

Cuando los aprendices remotos se muestran escépticos hacia los contenidos de capacitación, es esencial adaptar las estrategias para superar su resistencia y fomentar el compromiso. Algunas ideas clave podrían ser estas: Mostrar la relevancia práctica Fomentar una comunidad de aprendizaje Programar encuentros sincrónicos ajustados a la agenda del aprendiz Gamificar el aprendizaje Incorporar testimonios o casos de éxito Evaluar constantemente las barreras percibidas Facilitar el acceso y la flexibilidad Proporcionar apoyo continuo Exitos!

To overcome remote trainees' resistance to training content: 1️⃣ Clarify Value: Explain how the training benefits their growth and job performance. 2️⃣ Engage with Interactivity: Use quizzes, discussions, and real-life scenarios to keep things dynamic. 3️⃣ Provide Support: Offer regular feedback and one-on-one mentorship. 4️⃣ Gamify Learning: Add points, challenges, and leaderboards to make training fun. 5️⃣ Use Microlearning: Break content into smaller, manageable chunks. 6️⃣ Incorporate Peer Learning: Foster collaboration through group activities or knowledge sharing. By personalizing the content and offering interactive, supportive experiences, you can better engage remote trainees. What strategies have worked for you?

It can be helpful to engage trainees BEFORE the content is presented. This can be done by sending out pre-training information about not only what will be learned but also how the training might be useful. It can also be useful to start the training with a short activity that helps trainees focus their attention on the topics to be addressed before any training materials are presented.

Para superar o ceticismo dos trainees remotos, é essencial alinhar o treinamento às necessidades reais deles, promover interatividade e mostrar como o conteúdo é aplicável no dia a dia. Incentive feedback contínuo e ofereça suporte para engajá-los de forma consistente, segue 3 formas que acredito ser importante para alcançar o objetivo! 1. Personalize o conteúdo para atender às necessidades específicas dos trainees. 2. Engaje com métodos interativos e dinâmicos. 3. Demonstre a aplicabilidade prática e os resultados do treinamento.