Increasing employee retention among distributed teams through skills-based training and strong company influencers
The ability to work remotely is considered an essential part of work-life balance with 77 percent of workers expecting companies to offer the option to work outside of the office.
Arguably, the top 2020 HR trend is hiring distributed teams. Wework defines distributed teams as teams that “are composed of employees who work remotely from all around the world rather than being centralized at a single physical headquarters. That means that your head of operations or engineering could be based in New York but her team members live and work in London, Nashville, Detroit, Kansas City, and San Francisco”. While the overhyped Wework naturally have an interest in promoting this trend as they capitalize on it directly, the trend has transcended the tech industry¹.
According to Fuze, providing the ability to work remotely is considered an essential part of work-life balance with 77 percent of workers expecting companies to offer the option to work outside of the office².
The Top 10 fields for remote working are³:
Information Technology – 29.2 percent
Marketing – 24.5 percent
Business Administration and Management – 4.7 percent
Mobile App Development – 4.5 percent
Shopping – 3.9 percent
Other – 3.5 percent
Education and Training – 3.3 percent
Arts – 3.3 percent
Human Services – 3.2 percent
Correction and Security – 2.9 percent
So how do we best manage, inspire and retain this new type of workforce?
Education and training is key to employee retention and happiness
Today, companies’ ability to provide employees with incredible learning experiences is closely linked to employee retention. LinkedIn’s 2018 Workforce Learning Report revealed that a whopping 93% of employees would stay at a company longer if it invested in their careers.
But historically, so much of our learning has been organized through physical networks, where we are socialized to learn together and are inspired by other people. When working in a distributed team, you miss out on a lot of the fresh perspectives a team member or classmate can offer if you don’t create digital spaces that have the same objective.
We have observed a strong commonality among those of our clients who are most successful in working with distributed teams. They all pinpoint a group of people who will be the learning role models at their company. These influencers help define a culture that values life-long learning.
At CanopyLAB we have observed a strong commonality among those of our clients who are most successful in working with distributed teams. They all pinpoint a group of people who will be the learning role models at their company. These influencers help define a culture that values life-long learning. They use our influencer feature to identify company role models and earmark a specific amount of time for training for all of their employees. The role models showcase the importance of learning and actively share their progress and activities through CanopyLABs social network functions.
Do you earmark a set amount of time for training at your company? Who are your training influencers? We would love to hear from you about your experience!