While training for remote and hybrid work skills has some overlap with traditional skills development, remote work training has some clear distinctions:

• Emphasizes async-first work practices. In both format and content, generic skills training typically emphasizes synchronous communication, but remote work training shifts the focus to async-first best practices such as: written communication, documentation, and flexible time management. Teams that are committed to remote and hybrid work must shift toward async-first work and reserve sync time for relationship building and decision-making.

• Equips employees to respond to shifting workplace dynamics. Leaders and individual contributors who are prepared with the skills to quickly adapt to flexible working models will achieve faster results without getting burned out. It will take years for traditional training to catch up to addressing the knowledge and practices necessary for successful remote work, leaving employees behind and disengaged.

• Prevents inequity on hybrid teams. Remote team members may experience exclusion, isolation, and inequity as their hybrid teams grow. Remote work training—specifically virtual leadership training—builds the behaviors and practices to address distance bias and other challenges.

Learn more in our Guide to Buying Remote Work Training.