across the world, one of the most common dilemmas they have faced recently is
to go or not to go back to the workplace. As organizations are opening up
offices, many are asking their people if they would prefer working from home or
in the office.
And, more often
than not, many are choosing what seems like the most flexible option: hybrid!
With the choice of
getting an experience of the best of both work environments — work-from-home
and in-office — hybrid workplace is proving good for business. Recent
studies have shown that this model is contributing towards boosting revenue
and productivity. However, it is also giving rise to newer challenges for
L&D and HR teams in terms of learning for the workforce.
The need is for the
right strategies that can lead to effective training and development, providing
employees with a great learner experience. Let’s consider some strategies that
can be leveraged by companies to deliver learning and development for hybrid
- Personalizing Content for Learners
One of the first steps towards creating learning for a hybrid is to personalize content for remote versus employees working from the office. With tailored training, you can help each set of employee understand the nuances of their roles better. For instance, training for remote workers may include content woven around how to offer good quality online customer service. Similarly, training and development on workplace fire safety might be relevant only for in-office employees.
Either way, the
key to good learning is always to adapt content in a way that everyone gets relevant
and meaningful training by deciding whether some courses have to be limited to
only one group since they are not applicable to the others.
technologies like AI and ML have made offering a personalized learning
experience to learners a little easier. In fact, personalized learning is now a
basic requirement for modern learners considering everything around them is
offering personalized results: from shopping to movies to food recommendations.
An AI-powered LMS can help learners browse through topics and courses that are
exclusively tailored for their interests, behaviors, and goals.
- Incorporating Learning in The Flow of Work
A LinkedIn study that asked 4,000 plus L&D professionals about how their training programs could be improved found that a major issue was a lack of time among employees. It is this issue that often affects L&D programs. In the absence of time to dedicate to learning, learners face unnecessary stress and, in turn, develop bitterness toward learning programs.
solution to this is to weave learning into the flow of work in order to
consistently engage and motivate employees in their development. The idea
is to create a culture that supports and encourages continuous learning within
the work hours instead of creating modules that require separate time
commitments from employees.
After all, training
shouldn’t be the end for employees; it should be the means to a valuable
learning experience. In pursuance of this goal, it is better to make training on-demand,
accessible and relevant.
- Using Multi Media to Engage Learners
One way of improving
engagement and creating memorable learning experiences is to capture learners’ attention
and encourage them to come back for more.
is critical for the success of any learning initiative and L&D has to put
in its best by offering an eclectic mix of engaging learn tech through live,
interactive sessions combined with pre-recorded ones, in-classroom training
integrated with remote ones, live lectures, quizzes, group assignments,
on-demand videos, presentations, etc.
While videos are not
new in L&D, it is now clear that shorter videos are far more effective than
longer ones. Especially considering the challenges and distractions of a hybrid
work environment, it is good to offer videos that are under a minute for
learners whose attention spans are shorter.
- Gamifying Learning Content
Another way of making
learning interesting is by incorporating gamification in the L&D modules. This
too is hardly a new concept, but its uptake
has increased in the pandemic. By providing achievement badges and
certificates that can be shared on platforms like LinkedIn, gamification spikes
employee motivation levels since they get recognized publicly.
In a hybrid work environment,
gamification can take employee engagement levels to a new high by converting
dull and tedious training content into engaging learning through friendly
competition among colleagues. Besides, it also makes onboarding a fun
experience by rewarding the new joinees for their progress and motivating them
through a certificate on successful onboarding.
The hybrid form of
working definitely calls for more flexibility and agility in L&D
initiatives to address all the challenges that come with it. So, when you are checking
with people if they want to come back to office or continue working from home, you
also need to find the answer to another very pertinent question: is your
L&D all set to cater to a hybrid workforce?