Have you ever started in a new training company where you have been given a caseload of learners with a huge geographical reach?
I know how difficult it is when a trainer leaves, these learners have to be reallocated to another trainer in the short term if the trainer is to be replaced, or in the long term if there is not to be a replacement.
So if you have a large geographical spread, are your caseload numbers reduced? It may be that is not possible.
Virtual learning using Zoom or Team only goes so far as there are assessment methods that do not lend themselves to remote contact.
However, it's important to work with the line manager to ensure that all of the learners get the best experience, ensuring that the trainer's well-being is not put at risk
And this is the crux of the matter. The line manager becomes the co-partner and mentor of the trainer, not the performance manager. The line manager needs to look at the rest of the team to ensure the issue becomes the whole team issue and not just handed over to one trainer, particularly a new trainer.
It's important that geographical spread is as small as possible for all trainers, that all trainers understand their position in the team.
Then all trainers can arrange meetings with a selection of learners in a particular area, ensuring there is adaptability for the few, not trying to arrange meetings with a vast amount of learners meaning that the learner's needs cannot be taken into account.
Let me know if this has happened to you and the consequences of your actions