Category: Twenty Twenty Partners

Twenty Twenty Partners Discusses Training Remote Employees

In the time since the beginning of the COVID-19 health crisis, several companies that can work remotely have participated in the shift to remote work for safety reasons. While some companies have long since provided remote work opportunities for their employees and already had the framework in place, some that are new to it have found that their infrastructure could use some improvement. To Twenty Twenty Partners, training stands out as a common issue for companies new to remote work, as the difficulties associated with training and onboarding new employees can be easily exacerbated by what we consider benefits of working from home. Here, Twenty Twenty Partners discusses a few tips these companies can utilize to improve their ability to train remotely.

Ensure Employees Are Set Up

While setting employees up with what they need is one of the simplest steps in effective remote training, Twenty Twenty Partners recognizes that it is perhaps the most integral for ensuring their success in the future. A new employee should have a suitable computer for work, logins for essential systems, and access to the technology and software they will need for both training and working independently. It is also a great idea to test out what you are providing for your new employee, as large technical difficulties during early phases of the training process could set them back while simultaneously eating up valuable administrative time to rectify the issue.

Optimize Training for Remote Application

Training that is not properly optimized for those being trained can be a detriment to the learning process. Twenty Twenty Partners recommends optimizing training for remote application to lessen the chances that difficulties come up. One simple way that companies can start is by utilizing the Single Sign-On (SSO) method. The simple action of allowing remote employees to access materials and programs with one unified login lowers the risk of login issues later down the road. Twenty Twenty Partners also recognizes the value of making learning material accessible on laptops, smartphones, and tablets, as it can make training more flexible and aid in the learning process.

Regularly Communicate with Trainees

Joining a team as a remote employee can be isolating if coworkers or administration do not reach out to ensure that everything is copacetic. Employees just starting training are also more susceptible to distractions during periods of decreased motivation. For this reason, Twenty Twenty Partners recommends ensuring that trainees are engaged and kept up to speed during training by utilizing the tools at your disposal to foster connection. Video or voice conferencing and live message systems can be immensely helpful for communicating with a new remote worker and can give them the floor to ask questions if the need arises. The time spent being accessible during the early phases of training ultimately set the foundation for a remote employee to feel empowered to work independently after learning the ropes.

Establish Clear Expectations

Twenty Twenty Partners acknowledges that one of the benefits of correctly facilitated remote work is that administration does not need to micromanage employees to ensure work is completed. To set the framework for the productivity that expected of a new employee, however, those involved in the training process need to establish their expectations very clearly for how the work should be done. Many issues that arise with remote work begin with ambiguity and being straightforward in one’s approach to explaining duties and expectations is a very simple way to avoid tougher discussions down the road. Remember that the discussion does not need to be authoritarian to be effective, and the person responsible for training can discuss goals, work/life balance, and what the new hire needs for support to contribute to the conversation.

Twenty Twenty Partners Discusses the Strategic Planning Process

Twenty Twenty Partners

There is a notable difference between a plan and a business creating a comprehensive strategy through the strategic planning process. The major difference between these two plans is organization and execution; an idea is just an idea if it cannot be carried out. Twenty Twenty Partners, a California-based business specializing in helping other organizations realize their business goals, knows how important the strategic planning process is to companies trying to reach their annual goals. Below, Twenty Twenty Partners will discuss, in detail, each step of the strategic planning process. 


Before building your strategy, it is important to recognize what your organization wants to complete. To understand where your business is today, you must first assess a variety of external perspectives (opportunities and threats), and internal perspective (strengths and weaknesses). Finally, when these perspectives are defined, the assessment phase’s final step is to analyze this data through a SWOT analysis.


Strategic plans are all about moving your organization from point A to point B, or from where you are today to where you want to be in the future. The assessment phase was defining where you are today. This “design” phase should be thought of as marking where your company wants to be in the future. When these future goals are defined, they should be reassessed through four different perspectives. These include the financial perspective, the customer perspective, operational perspective, and our people’s perspective. If you are satisfied with your design after this step, you can move on to the build phase of your strategic planning.


At this phase, we will be building a plan around your corporate goals. Where do you want to be in the next quarter, next year, etc.? All of these goals should be quantifiable or “s.m.a.r.t.” This acronym stands for specific, measurable, attainable, realistic, and time-bound. Once these goals are defined, you can begin creating your annual operating plans. Annual operating plans outline how goals will be met at every level of your organization or what each department, and individual, will have completed by the end of the year.


Now that a comprehensive plan has been made, how do you execute this plan? There are three items that must be organized in order to manage your strategic plan. The first is people; you must make sure that every person in your organization has an individual action plan that allows them to see their responsibilities and be accountable for their tasks. Next, your organization must have a system in place to track and manage operations. You must be able to track what tasks have been completed in order to understand what steps need to be taken next. Finally, monthly or quarterly reviews are essential for an organization’s communication regarding strategic planning.