To successfully integrate and train your field teams, it is essential to set up a structured onboarding process, ofinvolve managers proximity anduse adapted digital tools, thus promoting their commitment and operational efficiency.
The integration and training of field teams represent a major challenge for large companies.. These employees, in direct contact with your customers in the field, but often far from the head office, require particular attention. It is their commitment that is at stake!
But how to properly integrate these teams into the company (despite their geographical distance)? What strategies should be put in place to develop the skills of these field teams? And what are the best training practices to ensure their engagement?
In this article, we talk about structured onboarding, the role of managers, the use of new online tools, and a culture of continuous learning. Are you ready? Let's go!
The challenges of integrating field teams
- Why is commitment from day one crucial?
According to a study by Gallup, committed teams increase productivity by 17%. It is therefore crucial to quickly integrate your new employees in the field. For operational teams in direct contact with customers, increased engagement can mean better performance and, as a result, higher customer satisfaction. It is an important strategic choice!
- The specificities of field teams
Operational teams have little interaction with screens, but contribute directly to business growth and must act as ambassadors. Their training must therefore be adapted to their specific needs.
It is impossible, for example, to require synchronous and frequent training at headquarters. The teams on the ground simply don't have time for that.. Likewise, it is difficult to offer online training that is only accessible on a computer, because most of these employees do not have access to a computer at their workplace.
Onboarding best practices for field teams
- A structured onboarding process
You need to plan a well-structured integration program (or “onboarding”) prior to the arrival of new employees in the field. That includes the sending of a complete welcome kit with all the necessary information. It is also important to plan a preliminary phase for integration (or “pre-onboarding”), to prepare the employee for his arrival in the company, even before his first day!
- Initial and continuing training: an essential follow-up!
Your new teams in the field need to acquire basic (and technical) knowledge from the start. Training must then continue throughout the employee's career to ensure optimal adaptation and performance. Present a comprehensive training plan, modules to follow throughout their career in the company, and suggestions for developing their skills.
Develop a culture of continuing education
- Involving managers in training
Managers play a key role in the training of their field teams. They must be involved in the training process, by co-constructing the processes and by explaining the objectives and methods of the company. They are the direct link between your head office and the teams in the field!
- Mobile learning for field teams: an ideal digital tool?
Digital tools offer shared resources that make the parallel training of your field teams easier. The Mobile learning, in particular, suitable for teams in the field, because it allows them to learn on the go. It's important to note that “mobile” doesn't just mean “on mobile.” This means that the content is accessible in a “mobile” way: everywhere, at any time, on any device.
Create a real culture of skills development
- Encouraging peer learning
Encouraging collaborative learning offers numerous advantages. La Pairagogy, which involves allowing new employees to learn alongside experienced colleagues, improves their integration and reinforces team cohesion. This approach is very suitable in the field: new employees can learn technical skills more easily.
- Promote the integration and commitment of employees
The establishment of a community of exchanges and sharing promotes the integration of employees, reinforces their involvement and their sense of belonging to the company. Use collaborative tools to encourage sharing and exchanges between employees in the field and those in the head office.
- Stimulate engagement through training
To maintain interest, use short, fun modules. Gamification and social learning are effective methods for motivating employees and strengthening their engagement. But be careful: continuous supervision and regular follow-ups are essential. Feedback makes it possible to adjust the vocational training and to ensure the constant progress of your teams.
