As the world turns back to physical offices and facilities, companies are facing an interesting challenge. Many workers would rather work from home than in an office. It’s no surprise that many people would quit their jobs if they weren’t permitted to work remotely at least part-time as a result of expanded remote work choices.
FlexJobs interviewed 2,100 individuals in March and April of 2021 and discovered that 60% of women and 52 percent of males would leave their job if they weren’t allowed to continue working remotely at least part-time. Also, 69% of males and 80% of females said that remote work alternatives are among their top choices when looking for a new position.
It’s no surprise that smarter, more forward-thinking businesses are adopting a mixed work style that satisfies the demands of both groups.
Hybrid is here to stay.
This evolution in the workplace has highlighted the strategic value of L&D. Today’s training managers must create a superior learning and development approach that is tailored for both remote or in-office employees, while also considering how they will tackle today’s most pressing L&D problems around engagement with an eye on the future.
One solution is through hybrid training strategies.
In this blog post, we’ll look at several components that are crucial in creating an effective hybrid training plan, as well as provide businesses with suggestions and concepts for incorporating these into their current and future L&D plans.
Digital Learning Platforms:
Digital learning platforms are an essential part of an effective hybrid training strategy. They act as a central repository for all learning content and the capabilities needed to create innovative learning experiences at scale. This means they provide the infrastructure to support rich collaboration with learners and facilitate interactions between employees even if they work in different work environments. One such advanced digital learning platform is Learnsure LXP, which provides a deep, immersive, and engaging learning experience with multiple mentors to facilitate group training sessions.
Learning in the flow of work:
Learning has to be pervasive, seamlessly integrated into employee workflows for it to have a real impact on performance and productivity. It’s no longer about what employees can learn in their spare time, but rather about how they can get the support and information they need when working on a task.
Organizations should focus on user experience and make learning accessible to employees whenever and wherever it is required through mobile-first digital learning platforms like Learnsure LXP. Learnsure LXP has a unique microlearning feature that allows employees to learn in short, snackable bursts that fit into their work schedules.
Learning through collaboration means that members are active participants when they are involved in a collective experience that stimulates their minds. This type of setting promotes active participation and sharing of ideas, fostering a more informal and social atmosphere. It can also mean that the group can achieve more results than they would have by working alone. Learning from others can have a variety of benefits for both those involved and the organization as a whole since they are better able to comprehend each other’s viewpoints and profit from one another’s mistakes.
Along with the growth of technology in today’s day and age, companies should adapt to different ways employees learn. This is where learning flexibility comes in. It is allowing employees to take control of their learning experience in the company when they see fit. Learning flexibility allows your employees to learn at their own pace and in the space that works best for them. It benefits both new and experienced staff members because they can train better when they have more interest in the subject. Additionally, employees are more likely to complete their training on time rather than push it off until they have more time available.
Online learning community:
We live in a world where we can communicate and socialize with friends and strangers at the tip of our fingers. Learning is no exception: nowadays, we have the necessary tools to transpose social learning in the digital environment and leverage it in hybrid training. One way to do this is by creating an online learning community. Here, trainees can share insights, thoughts, and recommendations while instructors can guide them and offer feedback to optimize the training process.
When individuals learn new ideas, techniques, or abilities through direct engagement with their environment, this is known as experience-based learning. The three essentials of experiential learning are Learning by Doing, Learning by Reflection, Learning by Action. Learning through doing engages both our conscious and subconscious minds. When something becomes familiar to us, it seems simple. Learning by doing makes what was once complex now seem effortless due to the subconscious mind directing it. Learning through reflection helps us understand how we learn, which is critical to setting goals and increasing learning effectiveness. Learning by Action occurs when we put what we have learned into practice.
An automation strategy for learning and development allows you to make better use of company resources, especially when it comes to instructors. This is why even large companies are adopting automation. Learning and development professionals can use automation tools to conduct knowledge transfer or share common or repetitive tasks. For instance, employee onboarding can be carried out without human intervention. Using automation for training also allows you to make better use of the time of training learners who are already strapped for time, resulting in more learning & development hours and helping to speed up the learning & development process.
With the hike of technology in today’s day and age, companies should adapt to different ways employees learn. This is where learning flexibility comes in. It is allowing employees to take control of their learning experience in the company when they see fit. Learning flexibility allows your employees to learn at their own pace and in the space that works best for them. It benefits both new and experienced staff members because they can train better when they have more interest in the subject. Additionally, employees are more likely to complete their training on time rather than push it off until they have more time available.
Keep in mind that without a culture of continuous learning, your company may get stuck and just tread water with no advancement. Learning and training must become part of an organization’s culture for employees to continually improve their knowledge and skills throughout their careers.
Hence, it is important to incorporate continuous learning to make hybrid training effective.