I launched this company during the pandemic.

I launched this company during the pandemic.

From day 1, I designed it to be remote.

As the company grew, I brought on more and more new team members.

Our onboarding process was thorough, with detailed SOPs and training videos.

The feedback we received for those first 2 weeks was positive.

However, as we continued to grow, I noticed something was off.

Team members were making mistakes and forgetting procedures.

Some even seemed disengaged.

Initially, I blamed these issues on the individuals.

I thought we had made poor hiring decisions.

We let people go and hired new ones.

But the same problems persisted.

With time and experience, the real issue became apparent.

It wasn’t the team members.

It was our approach to ongoing training.

Our initial onboarding was great.

But in a remote environment, we couldn’t rely on the same kind of organic learning that happens in an office.

Last year’s revenue was flat.

We’re poised for growth again this year with a fresh approach.

We’re introducing two key initiatives: Weekly Skill-Focused Calls and Screen Sharing for Shadowing.

We’re beginning to hold weekly calls tailored to specific skills and job areas.

The training calls are addressing different topics based on our team’s needs.

We’re also implementing a system where team members share screens and shadow each other.

Team members receive real-time feedback, and managers demonstrate tasks.

These changes require more time and effort from our management team.

The investment is worth it.

Our people are the heart of our business.

Their growth and development are crucial.

Are you a remote worker facing challenges?

A manager struggling with your team?

Or both?

The problem might not be with the team member or your capabilities as a worker.

Sometimes, it’s about the approach and the system.

Continuous learning and adaptation are essential.

If encountering similar issues, consider rethinking your approach to leading remotely.

The only thing worse than training your employees and them leaving is not training them and having them stay.