We are thrilled to introduce our newest, most innovative and wanted product – the Digital Escape Room. It is a Serious Game, that will educate and motivate your employees using entertainment and interactivity.

The rules of the game are very easy: the user is trapped in a room and they can only escape, once they`ve solved all the riddles that await inside. After solving the challenges in one area, they can continue the journey in another room. Within the exciting storyline, several environments with different themes await you and your colleagues.

 

Why is the Digital Escape Room such a great opportunity for your company?

TIME

  • Instead of hours of training, anyone can take and schedule the time that they need for their personal need in order to play the game successfully and to understand the learning content.
  • You do not need an additional appointment for a training.
  • You know exactly how much time is necessary for the successful completion of a game.

 

CONTENT

  • We offer a white label solution – the whole content is adapted to the needs of your company. You give us the content, we turn it into riddles and challenges for you employees
  • The rooms and environment of the game are designed according to your request
  • The number, kind and timeset of riddles is up to you – we discuss what you need and consult you with our ideas
  • Whether you manage a sport team, hotel staff, track drivers or whatever other group– the solution will be adapted to your needs and requests.

 

EMPLOYEE SATISFACTION

  • Through an interactive and unique learning experience, your employees will be more motivated and ready for the journey that you choose for them.
  • Whether you run a large, medium or small business – every employee will have the same opportunity to continuing education and the training will be assessed equally.

 

We are excited to hear about your ideas and can`t wait to get in contact with you!

In recent years, the e-learning tools have become increasingly popular within companies, with the aim of providing employees with individual training tailored to their needs. The effectiveness of the method clearly depends on the type of course that the company chooses to make available to its employees.  

First of all, it is necessary to understand, what the objectives of the course are. Also, e-learning, being part of the ICT (Information Communication Technology) sector, requires companies to have technological resources available and to make sure that every employee has easy access to these courses. Some of the courses may be simply supplementary, i.e. they introduce basic knowledge of one’s duties or company restrictions, while others may present a real training course aimed at forming new working skills.  

Online-learning system is not so different from the traditional one, as there is always an interaction between a “teacher” (programs and software) and “student”, in this case, the employees who want to specialize at best within their workplace. 

 

So how can E-learning be beneficial for your company? 

At the basis of an e-learning course we see the need to respect the hours available to employees who want to undertake training according to their own work rhythms. In addition, there are many other advantages that go in this direction: as mentioned in the previous article, ”What is E-learning?”, there is the possibility for the user to choose their own learning time and pace, the learner is being evaluated accordingly to their knowledge on the topic. The progress of an employee can be then very easily evaluated by the employer or team manager.  

Another advantage is the customisation for each type of competence to be acquired. Our e-learning courses are custom made for companies that want to implement and forward knowledge to their employees, according to their mission and perspective in the work field.  

Moreover, interactivity is the best way to catch one`s attention on any topic. We offer a variety of different kinds of exercises. That ensures, that the learner will not get distracted from the topic and will have to actively take part in the learning process. We have really understood, that learning by playing is not just for children, and the learning path does not end at school education.  

To sum up, there are numerous benefits for your company: first of all, your employees get an excellent training at the workplace, without spending extra money and time (cost of coaches, employee travel, etc.). Secondly, there is an implementation of the acquired skills within the company for each trained employee. Our learning experience is very personal and interactive, which makes the learner even more involved in the process. The manager can evaluate the learning path of each individual according to their results. Last but not least, it is a convenient alternative for all employees involved, giving them the opportunity to organise their study hours in the best possible way. 

 

What is Digital Latam`s role in this?   

The courses developed by our company are well structured and clarified thanks to our 2D and 3D graphics and our presentations. We pay a lot of attention to every detail concerning the course and to every learning objective according to the needs of our clients. 

Digital Latam Service
We are there for our clients to cutomize e-learning program and design it on the basis of their wishes. We also offer soundtracks, video sequences with actors and a various set of exercises.

Careleading 
Under this brand name, we offer e-learning courses on soft skillsmanaging, coaching and team leading. 

Vitrual Work
The Virtual Work Project is a line of online courses , that focus specifially on working from home. We give advice on proper virtual communicationhow to keep team spirit since team members canot see aech other, how to keep track  on results as a manager and many many more. The special aspects of these courses are not only numerous interactive, problem -solving exercises but also interesting tipps and tricks at the end of every course that, once implied in your home office , have a very positive influence on your daily life.  

Work Security
This segnificant new product consist of over 200 e-learning courses and Smart Games, that specifically focus on work safetyhealth care and heath managament in the working environment. This model has been on the spanich market for years and it turned out to be astonishingly successfulThis is an innovative form of educating organisations and their workers in a digital form.

Each course is divided into sections in which topics are explained clearly and efficiently thanks to examples, videos and graphics. Moreover, for each section quizzes and step-by-step tests are proposed to allow employees to interact with the course, reviewing the topics and testing what they have acquired.   

 

Contact us for more information! 

Instructional design

What is a pedagogical concept or instructional design?

Instructional design is a fundamental step in the holistic education process. It is mainly about creating materials or activities according to the learners needs. These needs are physical, digital and electronic. However, we are not just talking about creating materials, but much more about adapting the subject to be learned to the needs, problems and strengths of the learner. This understanding is very important, as it gives the learners clear and simpler instructions.

For this reason, pedagogical design is a complete process, as it represents a combination of psychology, education and communication with the aim of creating curricula.

What does it consist of?

The didactic concept consists of 5 steps with the English abbreviation ADDIE: analysis, design, development, implementation and evaluation.

In the analysis phase the course content, the learner’s reactions to the learning itself, possible resources, problems and influences are taken into account.

Once the analysis is completed, we already have the basis on which we can design our plan. In the design phase of the process, a kind of thumbnail is created about what we want to teach. For example, we can note the goals to be achieved, some ideas for exercises/activities that can be done and elements that are inserted or excerpts of the lesson.

In the development step this thumbnail is to be specified. Aspects such as instructions, teaching materials and lessons to be taught are included here.

In the implementation, the plan, which we earlier have created together with the learners, is implemented and checked for all functions. During this step, we need to check whether the instructions are understood by the target audience and whether the targeted skills and goals have been imparted. Here it can also be checked whether the plan and the materials can also be used in other environments, such as digital.

Finally, we come to the final stage, evaluation. There are two different ways of carrying out this evaluation: continuous respectively creative or summary evaluation. The first evaluation is carried out throughout the whole development process and the second one at the end of the completed course. That way the user can see how much they`ve learned.

What aspects of the student should be taken into account?

We must bear in mind that the main focus is on the learner himself and not the technology. Here, instructional design works as an instrument to achieve the objectives of the educational program.

How does it adapt to digital education or e-learning?

Today, education has gone a step further. A good example of this is the fact that some companies already offer their employees online training to improve their working methods and thus enable them to achieve their goals together.

With regard to the e-learning environment, in particular in the internal training of enterprises, teaching or educational design is an essential component, as it does not only include materials with which to work, but also the creation of whole courses according to specific training and marketing is geared to the satisfaction of consumers. Furthermore, if required, a good education also allows for a new adjustment or realignment of the course as well as a flexible adaptation to the respective user.

In addition, it should be added that in contrast to traditional education, where the main burden is distributed to content and its dissemination, online education becomes increasingly necessary in the educational context and the existence of a kind of “guide”, as tutoring and programming become more important.

How is educational design incorporated into the company?

In the case of a company, instructional design is of particular importance, as we must add it not only to the educational goals, but also to the goals of the company, related to marketing as well as leadership development and other skills required for the proper functioning of the company (problem solving, moderation, patience or teamwork). For this reason, creativity in this environment is very necessary in order to be able to combine educational and business goals.

What role does Digital Latam play?

Digital Latam is a company that specializes in enterprise e-learning and is focused on bringing together these two elements we discussed earlier. The modality of e-learning education offers the benefit of learning at your own pace while achieving specific goals. For this reason, Digital Latam is based on the principles of interaction, accessibility and gamification.

The e-learning methods contain the components of communication, education and creative collaboration in order to involve every learner in a special way. In other words, the learning experience should be enjoyable and productive. The main objective is to put value in

On the other hand, the soft skills of your employees can also be indirectly strengthened, as the development of these courses is a challenge for them and additionally promotes communication with others and strengthens joint problem solving.

E-learning, also called online learning or interactive learning, is the acquisition and study of knowledge that takes place through technologies and electronic media. In simple language, e-learning is defined as an active electronic learning. In general, e-learning takes place via the Internet, where users can access their online learning materials at any time and place. It appears in the form of online courses, online schools or online programmes.

What is the history behind it?

Throughout history, the distance learning process has seen significant changes both in its definition and in its development.

The first teaching methods dates back to 1837 (1837! Sounds absurd, doesn’t it?) in Great Britain, when a gentleman named Isaac Pitman started the first “stenographic correspondence course”. Pitman would mail text on postcards to students, and students would mail their assignments back to him.

The evolution continued and was stimulated also thanks to postal correspondence. The main objective of this new method exactly reflects the need to cut down the cultural differences between the various social classes and all those who were at a disadvantage compared to other families with better possibilities at that time. The very first courses were used for language teaching, later the technical-commercial courses were invented.

With the arrival of television in the 60s, e-learning didactics found their turning point: imagine, that in 1960 in Italy a programme entirely dedicated to illiterates was broadcast! From this moment on, a more concrete idea of teaching was realized, even though it was still difficult for the interlocutor to solve what were the doubts about more or less difficult subjects. There was a course, but it was not possible to interact with the teacher.

With the arrival of computers in the homes of most families (we are at the turn of the 80s and 90s) the third evolution of the distance learning system began. Although at the beginning thanks to VHS, Floppy Disk, CDs and small software there was a considerable change in the learning activity. It is was only shortly after the arrival of internet and audio recordings that could be used in exchanges between tutor and pupil that we begin to talk about E-learning.

So, with web 2.0 we pass from a course in which material and teaching started from a point to the interlocutor with no possibility (or difficulty) of response, now everything has been facilitated by the enormous power of the internet and a better possibility of communication that allows not only the tutor to teach through a web platform, but also allows students to continue their studies as they need not only skills and notions, but also verification and feedback.

Thousands of companies currently rely on online courses for various reasons. E-learning may be executed during working hours, as well as given as an additional task. Some companies have either to many employees and departments to separate them into training groups with one couch, or just don`t have the time and resources to do so.

The advantages of e-learning training.

Thanks to online learning courses, it is much easier to train your employees on a specific topic without wasting working-hours and spending much money on coaches. The advantages of an online course are many among which we identify:

  • Ease of content sharing for those who are at a great distance;
  • The possibility to learn at their own pace of understanding;
  • The possibility of learning according to one’s own time availability for those who work during the day and cannot attend courses during working hours, thanks to the recordings, can afford to follow and study during their free time;
  • The provision of materials that can be consulted online with all updates from the company and the employees to be familiar with the new skills or knowledge to aquire;
  • Lower costs compared to participation in traditional training;
  • Ease of updating content;

Possibility to check the learned content via interactive exercises.

How Digital Latam can help you succeed in your courses ?

Digital Latam is an internationally working group that caters to all those companies that need to create tailor-made training courses for company employees.

The transparency and simplicity of our e-learning courses allows all users to receive a homogeneous, dynamic and interactive teaching method worldwide.

With a wide range of skills in the field of e-learning courses, augmented reality and 2D and 3D animations, we make sure that our courses are not only well-argued in terms of content, but also provide excellent ways of interaction between course and employee.

Our team provides and creates interactive courses suitable for everyone, thanks to the presence of a staff coming from different nationalities and universities, which allows creating harmony within our companyand an active comparison on learning possibilities from many points of view.

What are you waiting for? Contact us!

You will receive all the information you need to activate courses suitable for your company!

How to keep motivation during home office

The events of March and April 2020 with booming worldwide pandemic were a shock to everyone. Services that required personal interactions were prohibited, productions were stopped or slowed down, millions of employees around the world were laid off, many local businesses were force to close down. The International Monetary Fund officially stated, that the world has not seen such drastic economic contraction, even in the times of crisis in 2008 and 2009. Not being able to assure a safe work environment, thousands of companies – and institutions like schools – were forced to provide their employees with necessary equipment and let them work from home.

Home office is not a new or unknown term, but many of those who have been working in a fixed place for years feel like it is. What also needs to be pointed out, not only the subordinates had to rearrange their professional life, but also the supervisors and managers. Both parties were faced with a challenge of staying motivated and reorganizing their work environment.

Working from home is a challenge for both employees and employers. For some individuals being parted from coworkers and supervisors is an unfamiliar and uncomfortable situation. Not only is it harder to separate personal from professional life, but also to find motivation that keeps one on track. It is even more difficult for managers to watch over their subordinates and make sure their productivity stays on the same level when not seeing them in an office.

Therefore, it is crucial for leaders in small-sized businesses to get to know their employees on a more personal level. That is the only way to find out their needs and adapt the task and responsibilities individually. Once they find out by which need a person is driven, they can assign tasks that suit their personality which in the end will best motivate them.

An employee that requires being challenged will not be satisfied with tedious and monotonous tasks and will therefore get demotivated. A worker driven by power is more  likely to leave the company once they don`t feel empowered. As everything seems more depressing and duller during a lockdown, the managers should take extra care of the person who is performing, not the outcome itself.

Importance of teamwork

The key to success in a small sized business is creating a team that functions like a well-oiled machine. individuals tend to feel more powerful and confident while working as one body. Each member of a group adds additional value to various processes like decision-making, coming up with ideas and solutions. Problems can be solved quicker and changes can be adapted more smoothly.

“Employees also feel better about decisions they make themselves, and are more likely to stick to the implementations that they have created for themselves, as opposed to those forced upon them” (West, et al., 1998).

However, a manager must not forget, that a team will not be successful just because its members work together – it has to be properly built. Not only does a team need people with different technical skills an knowledge, but also characteristics and soft skills. Imagine you put three overthinkers that also happen to be introverts in one team – will they ever make a solid desicion?

Digital Latam’s solution

Digital Latam’s leaders believe that the best way of employee/internee motivation is giving them space to self-growth and self-development while indirectly learning about their needs. Team members are free to set their priorities on their own – they are given a task (mostly several tasks at one time, since they are involved in a few projects) and a deadline.

It is their choice whether they deliver the results earlier or on time. They decide the path or way of handling tasks and problems. Managers observe every individual carefully, especially in the first weeks of collaboration. Then, the leaders try to push their subordinates into what they consider is the right direction rather than set strict rules and expectations. An example for that would be giving more responsibilities and power in making decisions for a project.

Once leaders see that an individual gets the hang of the development process and feels comfortable with a project, they give more tasks and shorter deadlines. In this situation the empowered employee feels trusted and needed. They do not want to let their supervisor down, so they’re motivated to give their best. Moreover, Digital Latam’s leaders always give feedback. It can seem obvious and not special at all, but it actually is crucial.

Any form of feedback, whether it is positive or negative, or just a neutral comment gives the employee a feeling of being appreciated. If a person feels that they and their work is acknowledged, they want to show more of their skills in the next tasks or projects. Expressions like” thank you” or “I appreciate your support on this topic” are a key for the employees to want to get to another task, especially for those with high need for affiliation. Even after doing a minor task, one feels appreciated.

Conclusion

Both working and managing a firm from home are big challenges. However, it is the supervisor`s duty to lead and motivate their subordinates. In terms of a small-sized businesses one of the best ways to achieve both is to observe the employees and get to know them on a personal level. Once the managers see individual needs of their subordinates, they can distribute tasks properly and hope for even better results.

Another step in preparing a strong virtual work environment is building trust and showing permanent support and appreciation. Moreover, a key to a successful virtual collaboration is proper communication. Not speaking up about possible problems or obstacles brings chaos and misunderstandings. Employees need to be assured that they can communicate with their managers even about sensitive topics. The deeper the trust between both parties, the better performance can be expected.

Working in a virtual team presents many challenges. When you can’t see your colleagues face toface, and you don’t have the social interactions that build relationships and rapport, it can be difficult to gain mutual trust. If not handled properly, this lack of trust can undermine everything theteam is trying to achieve.

Another big challenge is communication, especially when a remote team includes members from different countries and cultures. It can also be more difficult to capture the visual cues (such as bodylanguage and facial expressions) that make communication flow, even when using video. Also, it may be more difficult to express your opinion, resolve a team conflict, keep being motivated in a virtual team.

The most important soft skills to work effectively in a virtual team are:

  • Active communication and listening: Effective communication is important within a virtual team. Open communication not only helps you avoid misunderstandings, but will also increase your effectiveness. Keep in mind, that texting or writing emails is not the same as talking to someone face to face – make sure your messages are undrestandable, specific and polite.
  • Conflict Resolution: You have to be able to handle conflict within your team in an objective and fair manner. It’s not always about who is right and who is wrong, but about finding the best solution for the whole team and organization.
  • Emotional Intelligence: Sometimes, you may need to raise sensitive issues or topics withyour boss, colleagues or employees. When this happens, think about how you will communicate.
  • Honesty: You must be honest with yourself and your team about any issues that arise.Often, it is best to express concerns when they happen. Be assertive, and learn to manage your emotions.

Virtual Teams at Digital Latam

Since we are an international company with headquarters in Germany and Spain, woking in a virtual team is an every-day normality for us. We hire new team members via online inteviews, couching them via online trainings and achieve our goals while being in a couple of different countries. That makes us trustworthy experts in that field. Moreover, we created numerous courses on this topic.If you have any trouble setting up and managing a virtual team – don’t hesitate to contact us!

Top 5 soft skills

Nowadays, there is a high competition for jobs, so it is essential to stand out from the croud. The resume is the first thing, that an interviewer looks at while choosing a candidate. That means, you CV has to have to catch their attention as quick as possible. We not only recommend showing a good structure and organization of the contents, but also a well-thought content.

Candidates have all kinds of education levels, more or less work experience; but at some point they`re resumes look alike. For that reason you will have to focus on what differentiates you from them.

If you want human resources professionals to consider your application, you should include different types of soft skills in your resume. Unfortunately, the psychological aspects of professional skills have often been underestimated, which has spread the misconception that professionals should only acquire “tangible” knowledge gained through trainings and courses – and completely forget about their personal qualities.

What are the most outstanding soft skills? Here is our top 5 to use on your resume:

Emotional Intelligence: It refers to the ability to identify and manage one’s own emotions as well as those of others. In the workplace, this means that you are rational and even-handed, and can handle the ups and downs without losing control.

Problem solving: No matter what the task is, eventually something always goes wrong and employers want to know that you are capable of finding a quick and effective solution without any stressful reactions. In fact, there are jobs that are essentially consist of problem solving for the company, the customers, or both.

Critical Thinking: Being able to think rationally and reflectively is the foundation of critical thinking. Employers want to hire workers who can think one step ahead. That also means determining the best steps needed in order to avoid any issues and keep being productive and effective.

Flexibility: Many organizations and industries covet employees who are dynamic and adaptable to each situation, or who have the natural ability to use a variety of methods and approaches in different circumstances to obtain the best end result.

Organization: It’s not just about having a tidy desk, but about organizing tasks and projects for your co-workers and yourself, keeping deadlines, the ability to present yourself. If you want to show your organizational skills, having a well-structured resume certainly helps.

How will these skills be evaluated?

After going through a multi-stage selection process, the personal interview is usually the last step before getting the job.

Many recruiters do personality or skills tests and through this tool they observe how you behave and what social skills you have. They may also ask focused questions like:

-Past behaviors: how you have overcome any failures and what your behavior was like.

-Creation of hypothetical scenarios to know what you would do and how you would handle the situation.

-They ask all candidates the same questions so that they can compare the answers and pick the most interesting ones.

Differences in preparing for a virtual interview:

  • Preparation: When you is facing an online interview you probably think that it does not need as much preparation as a face-to-face interview and that it will simply involve a “superficial discussion”… Wrong! An online interview can even exceed a face-to-face interview in time, so you should not underestimate it, but rather dedicate enough time to its preparation: Inquiring about the company in question, reviewing your experience and skills and practicing your answers to possible questions can be a good starting point for doing so.
  • Atmosphere: In a face-to-face interview you are in a “controlled” environment, something that will not happen during the telematic interview, where you are responsible for controlling the situation on your other side of the screen and have to avoid any noise or interruption. Choose a clear and clean place where there are no obstacles behind you that might distract attention. Also, try to choose a place without bright colors, noises or distortions.
  • Voice: During the course of a face-to-face interview, your voice is one of the personal traits by which you will be evaluated, in a telephone interview it will acquire greater importance as it is one of the few external indicators that can be evaluated by your interviewer. To avoid you voice reflecting a certain “emotional tension” or sounding monotonous, weak and/or hesitant, record and listen to yourself before the interview – that way you will be able to correct any alteration in tone.
  • Appearance: While you don’t have to be dressed up from up to bottom, it is always advisable to look professionally. Believe it or not, this factor will be reflected in your voice and attitude!
  • Non-verbal language: Try to adopt an optimal posture even when answering any question in which you feel uncomfortable or stressed out. And of course, smile when appropriate! Both will give you extra energy and dynamism.

How can Digital Latam help you?

Digital Latam has a great deal of experience interviewing candidates virtually: We can instruct you on what qualities to look for and what to expect from candidates, as well as guide you on what job recruiters look for, how to prepare for interviews or teach how to stand out. Do not hesitate to ask us your questions and we will be happy to assist you in the application process. 

Principles to be a good team leadership

As telecommuting is becoming a common practice, team leaders must rethink their management strategies. Virtual teams tend to be culturally diverse and studies show that they have the advantage of being more innovative and able to move quickly out of their comfort zones; but at the same time bringing them together to collaborate can be a challenge.

As globalization increasingly requires people to work across borders, innovation depends more on collaboration and cooperation, making it necessary for organizations to improve communication. This is crucial to the success of virtual teams.

We will now provide you with the precepts to lead a team successfully:

  1. If possible, gather the team physically at the beginning. It may seem paradoxical, but face-to-face communication is still better than the virtual one when it comes to building relationships and fostering trust, which are an essential foundation for effective teamwork. If you are not able to do it, it will not be the end of the world either. You have to help team members get to know each other better, both personally and professionally, as well as to create a shared vision and a set of guiding principles about how the team will work.
  2. Clarify tasks and processes, not just objectives and roles. All new leaders should align their team with goals, roles and responsibilities. However, in virtual teams, coordination is more difficult because people are not located in the same place. Therefore, it is important to pay more attention to the details of task design and the processes that will be used to complete them.
  3. Take advantage of communication technologies. Advances in collaboration technologies are undoubtedly facilitating the creation of virtual teams. However, selecting the “best” technologies does not necessarily mean choosing the newest or most advanced ones. You need to keep in mind that the newest tools are not always the best ones.
  4. Build a team timetable. When some or all members of a team work separately, it is too easy to disconnect from the normal rhythms of working life. One antidote is to be disciplined in creating and applying rhythms to virtual teamwork. This means, for example, having regular meetings, the same day and time each week. It also means setting up and sharing the meeting agenda in advance, having clear agreements on communication protocols, and starting and ending on time.
  5. Establish a shared language. Virtual teams are often intercultural, and this magnifies the communication challenges. However, when teams work on tasks that involve more ambiguity, for example, generating ideas or solving problems, the possibility of divergent interpretations is a real danger. Hence the importance of choosing a language that is common to all and asking them to be specific in what they respond to, so as not to leave ambiguity in the interpretation of responses.
  6. Clarify and follow up on the tasks. When teams work remotely, it is inherently more difficult to do so, because there is no easy way to observe commitment and productivity. As in the previous case, this can be addressed in part by carefully designing tasks and holding regular status meetings. Beyond that, it helps to be explicit in having team members commit to defining intermediate milestones and tracking their progress. A useful tool: a “scorecard” that is visible to all team members at whatever communication tool they are using.
  7. Encourage shared leadership. Defining results and tracking commitments provides a “push” to keep team members focused and productive; shared leadership encourages the members to collaborate actively.

However, with those basic principles alone you will not be able to lead a team, you will also need to work on the following qualities:

  • Open and flexible mindset: important for teams that need to develop a product or complete a project quickly. Be open to different points of views and ideas, take every member`s opinion into consideration while making decisions. All team members should also be open to the creative process.
  • Transparent communication: you must ensure that your communication is clear and unambiguous and that you make sure you not only fully understand your team, but that you understand yourself.
  • Patience: things will take longer, there may be interpersonal irritations and disruptions, people will not always say what they really think, meetings will not always go as planned and you will have to stay positive and focused on achieving your goals. Don’t give up when obstacles and issues come up, but learn from them to avoid them in the future.
  • Focus on results: Of course, all team leaders need to focus on results, but one of the challenges of managing a virtual team is that you cannot see what people are doing or monitor their performance in the same way, so you can only really manage, measure and reward them based on results and consequences.

How can Digital Latam help you lead a successful team?

Our staff at Digital Latam is used to adapting to the digital world, that is why, from the moment a new member joins our team, we teach them the necessary soft skills to be able to function properly as a team, with cohesion. Here we present you the testimony of some of our employees:

“Working in a virtual team has definitely improved my self-management skills. As a project manager, I always have to keep track of the tasks of the whole project team and at the same time keep track of the structure of my own daily work. The lack of personal contact with my colleagues made this a challenge. Only through good time management, communication and discipline could I complete all my tasks well.”

Amelie Stemmer, Project Manager at Digital Latam

“Since joining Digital Latam, I have learned and improved some social skills that are especially important for virtual collaboration. During this time, I have noticed it especially in the aspect of communication. Since communication is mainly based on words and there are no gestures or facial expressions, it is very important to pay attention to the choice of words and phrases to ensure smooth communication. Apart from that, the aspects of organization, active listening and flexibility are also very valuable for a proactive cooperation”.

Sina Küenzlen, Project Manager at Digital Latam

 

If you have any questions or are interested in how our team can help you optimize your team management, please do not hesitate to contact us.

Soft skills

What are soft skills?

Soft skills or interpersonal skills are the set of characteristics that make us stand out as professionals and that are transversal to any professional career. They are skills that are only acquired in daily life and that allow people to successfully integrate into working environments. These transversal competencies include personal attributes, personality traits and communication skills necessary for success in the workplace.

Unlike the hard skills that are learned, soft skills are similar to the emotions or perceptions that allow people to “read” others. They are much harder to learn, at least in a traditional classroom. They are also much more difficult to measure and evaluate.

They are the talents that make us know how to communicate correctly, manage a group of people, solve a conflict between colleagues or know how to motivate and perform an active listening, thus making the professional a point of integration in the company by adding value to it.

Each of these skills go hand in hand with others, such as stress management, motivation, change management, delegation capacity and the ability to interact personally and with the public.

Among other transversal competences we can find

  • Teamwork
  • Negotiation skills
  • Communication skills
  • Decision-making and conflict resolution skills
  • Time management (planning, organization and prioritization of work)
  • The professional’s ability to acquire, process and develop information

The importance of soft skills. Why are they necessary?

Soft skills competences

Most interactions with other people require some level of soft skills. In a company, you may be negotiating to win a new contract, presenting a new idea to your colleagues, networking for a new job, etc.

Moreover, lack of such skills can limit your potential, or even be the downfall of your business. By developing strong leadership, delegation, teamwork and communication skills, you can carry out projects more smoothly, deliver results that satisfy everyone and even positively influence your personal life by improving the way you interact with others.

Outside the office, social skills such as communication are used to create friendship groups and meet potential partners. They are useful in both our professional and personal lives.

Soft skills are starting to become really important in the recruitment process. The study ‘Soft skills 4 talent 2016’, by the company specialized in talent strategy, Manpower Group, in which 3,791 companies from 8 European countries participated, concludes that these skills “are useful to face the competitive challenges presented by the various sectors and markets”. According to the study, the profile of the ideal candidate should be diverse and have skills such as: “problem solving, goal orientation and collaboration”.

How to get them and train them?

The development of soft skills is sometimes an uncomfortable process due to the internal reflection that is necessary before knowing what training is needed. This can be hard, but also rewarding.

You cannot know how to improve soft skills in the workplace until you know wich ones need to be improved. So, before we start, it is important to find out what training for the development of soft skills best suits your personality.

Think about the interpersonal skills you are already good at, and be honest with yourself about the ones that might be useful in some jobs. Often, a combination of self-evaluation and 360-degree feedback is the best way to identify gaps in soft skills.

There is no reason to leave home when you can learn from anywhere. With the help of powerful Learning Management Software, soft skills training courses are accessible, engaging and fun, no matter where the learner is or what device they are using.

eLearning has proven to be one of the most effective options for developing soft skills in the workplace, and has helped countless companies to build busy and dispersed teams. All you need is the right LMS (Learning Management Software).

How can Digital Latam help improve your Soft Skills?

At Digital Latam, an agency specializing in digital learning and training for companies, we have all the specialized means and professionals to help you train your employees so that they can perform the same activities from home without having to leave their homes. We have coaches who can guide and support you during the training of both employees and employers.

Because of the great benefits of an adapted and interactive training, in our agency we defend the learning from a practical point of view where the employees, now students, feel at all times part of the process and participate actively in its adaptation with utilities such as explanatory videos, real situations in movies and a learning platform so that you can see the progress, adapt the level of difficulty and even give feedback through chat. Do not hesitate to contact us and we will solve all your doubts and start this path towards training together.

Remote working rights and obligations

Who is responsible for accidents at while working from home?

Due to technological development and globalization, it is increasingly common for employees to carry out their work from their own homes instead of going to a physical office where they carry out their activities.

Working from home does not exempt those responsible for ensuring the safety and health of their employees. Employers have a duty of caring for all their workers, and need, as far as reasonably possible, to provide a safe working environment free from risk to the physical and mental health of their employees. This includes assessing, controlling and mitigating risks in places other than the normal workplace, such as the worker’s home during the working day. Employers should also remind employees of their duties and obligations under their employment contracts and applicable policies, in particular, those in relation to health and safety.

Although it may be difficult for employers to carry out traditional risk assessments of health and safety in a worker’s home, in the current context, it is crucial to fulfil this responsibility. In the event of an accident, the regulation applied is the same as if one was working in an office. However, for verification purposes, it can lead to conflicts because of the difficulty of carrying out an investigation of the accident, since, apart from being the place of work, it does not lose the status of home and its inviolability.

Nevertheless, it is the responsibility of the worker to present the appropriate evidence of the accident, which places him in the corresponding time and place of work. In reference to this issue, the insurance company may request a proper confirmation such as internet connection records or any other proof deemed necessary.

The employer must also provide the following irrefutable guarantees:

– Voluntary and reversible (if this option was not considered before signing the contract)

– Provide the same rights as in face-to-face work

– A minimum salary, corresponding to their professional group and functions

– Same workload and schedule as at the office.

-Right to disconnect

Who has to guarantee the safety conditions?

As we explained above, the regulatory framework infers that teleworking should not imply a reduction in the guarantees and rights of the worker.

But given that the home is the place of work, the worker himself will be responsible for the adequate maintenance of safety conditions, since he is not under the direct supervision of the employer. However, even with the difficulty of control in this environment, legally it is the employer who is obliged to watch over the safety and health of the workers. In the event of an accident, it would be considered, and this is the case, that he has violated his duty of vigilance and therefore a violation of the worker’s rights has occurred.

Are you violating the duty of vigilance? How can you prevent it?

It may be paradoxical that you are violating the duty of vigilance when the worker has not allowed you access to the home. What you should do in this case is state that you have established in the employee’s contract “the duty to collaborate with the employer and to provide them with access to employee`s home solely and exclusively for the purpose of complying with preventive legal obligations”, indicating that access will be made with due respect for the employee’s privacy, etc. Consequences of such non-compliance for disciplinary purposes also need to be specified in the contract. Given that the inviolability of the home is a constitutional right, little or nothing could be done without prejudice to the consequences it entails.

As this problem is difficult to resolve, in such circumstances it would be appropriate to record that at least an attempt has been made to evaluate the working space.

Thus, by way of summary, we could say that:

-One must guarantee effective protection in terms of health and safety.

-In order to know the risks at work, it should carry out an assessment of the workplace.

-When the place of work and home coincide, that is to say, the personal and working environment, it should respect the worker’s privacy as far as possible.

-Although the worker may deny entry to his or her home, it is also the employee’s duty to collaborate with their employer so that the latter can guarantee their safety.

-If the employee refuses to enter and investigate their home, it is recommended that this be recorded, as well as the impossibility of carrying out the evaluation or review of occupational risks and of complying in general with his or her duty of protection.

How can Digital Latam help you?

Digital Latam can guide and advise on training in safety measures and protocols, as well as in the prevention of occupational hazards. We also offer employers` training and advice on current regulations, safety measures, processes, protocols and cases of action in the event of possible occupational accidents.

Our online training courses are tailor-made – we adapt to your needs. Another advantage that distance training allows is that it does not interfere with work schedules or personal commitments and gives the possibility for everyone to learn at their own pace. Do not hesitate to contact us and we will find a solution for your concerns.