Often we talk about burnout and efficiency during the remote work / Covid era, but something we don’t talk about much is the significant increase in training time. It is a hidden cost that should not be ignored as the effects can greatly reduce the effectiveness of our crews.
Put simply – Working remotely increases communication time and transferring information is generally inefficient. Training, is at its core dependent on communication. If we do the napkin math here, it shows that training is going to see slowdown in most instances.
On our shows and what we are seeing around the industry, it can take upwards of 50% more time to get employees in training to competency. In addition to the learning time for the trainee, the people teaching the employees are having to dedicate more time to the effort, tying up team members and managers who could be addressing other issues. The cost here to the production is significant, particularly on new productions where there is large scale onboarding.
Here’s a sample of things we are missing: We do not have the ‘osmosis’ of employees being in the same location, nor are they seeing the cadence and quality of work of their peers in real time. They can’t lean over their neighbor’s desk or drop by a director’s office. No one can lean over their shoulder to explain a shot or a technical element. Strangely enough the ‘water cooler’ moments would also create lots of talk that ultimately solves issues. These all streamline training and reduce the friction that we typically see today.
We have not yet discovered any large scale solutions to apply here – instead we have to target new methods of training and create opportunities to replicate some of the circumstances we had in studio when we were all in one location. Creating online ‘water cooler’ areas where employees can gather, dedicated and more frequent small scale / digestible training sessions, and more tailored training programs can help alleviate some of the issues outlined above, but it’s never going to be as easy as in person training.
What we cannot do is expect training to work at the same speed and effectiveness as we had before we started this remote era. This is something that leaders have to push up the ladder so we get the appropriate support in place. We must evaluate and assign the correct time and resources and not create unrealistic expectations (which creates additional unnecessary stress) with the goal of supporting our teams to do the best work possible.