:45 second read | Share you ideas on LinkedIn and take the poll here.
That’s not a rhetorical question. Seriously, how are you doing it?
I've been about as pro-remote and pro-flexibility as you can get. Works great with senior staff. And experienced new hires.
But the glaring downside: training younger employees is harder when remote. Out of sight, out of mind. You have to be intentional about it. Plus there’s certain teaching moments you’re just not going to overhear.
And it's not only about training. It’s preference. According to iCIMS, 64% of college seniors want to work in an office some of the week or full time. (here)
I don’t blame them. I remember my apartment from my early 20s…
One solution for the past year has been ‘let’s hire all senior staff.’ Not much of a solution though. It’s not sustainable.
So you tell me. Have you constructed a good remote training process? If so, what is it?
Are you going back to the office to train?
Continuing to hire all experience peeps until someone else figures it out?
Have no idea whatsoever?
Take the poll and sound off on LinkedIn. I’m all ears.
You can follow me on LinkedIn here. Join the discussion on this LinkedIn post (or give it a 👍) here.