Developing a successful hybrid working L&D model
Benefits, challenges, and strategies
With many companies now adopting hybrid working models, the need for effective learning and integration has never been greater. As remote and in-office employees work together in new ways, it is important to provide them with the tools and resources they need to succeed.
One of the key organizational functions that contributes to the success of a hybrid working model is learning and development (L&D).
In this article, we will explore the benefits of L&D for hybrid teams, the challenges that come with delivering effective learning to remote and in-office employees, and strategies for creating successful learning programs in a hybrid work environment.
Benefits of learning and development for hybrid teams
L&D is a valuable tool for supporting employees in a hybrid work environment. Here are some of the key benefits:
Keeps employees connected
L&D programs can help remote and in-office employees stay connected, aware of, and aligned with company goals. By providing opportunities that are relevant to all employees, companies can ensure that everyone is working toward the same objectives.
Example
A company might offer a virtual onboarding program that includes sessions with managers, colleagues, and key stakeholders from different departments. This helps new employees understand how their role fits into the organization as a whole and builds connections with their new colleagues.
[Navigating today’s business challenges: The importance of L&D in 2023]
Upskilling and reskilling
As job requirements continue to evolve in response to the technical demands of hybrid working (consider how many technologies you have had to learn since the global pandemic), it is important to provide employees with the skills they need to succeed. L&D can help employees stay up to date with the latest trends and technologies and can also provide opportunities for reskilling if job roles change.
Example
A company might offer an eLearning course on a new technology or software tool that is being introduced to the organization. This ensures that everyone is using the same tools and processes which gives a healthy level of cohesion and visibility across the organization.
Employee engagement
L&D programs increase employee engagement and job satisfaction. By investing in their employees’ development, companies can demonstrate to their staff how they are valued and how their careers actually do matter. This is especially important for employees who work more frequently from home/remotely than on site, as they can often feel isolated from the company and the people within it.
Example
A company might offer a leadership development program for high-potential employees. This not only helps those employees develop their skills but also sends a message to the rest of the organization that the company values employee development.
[Hybrid Working Stats Every Professional Should Know in 2023]
Challenges of learning and development for hybrid teams
While L&D is incredibly valuable, there are also challenges that come with delivering effective learning both to remote and on-site employees. Here are some of the key challenges:
Different time zones
When employees are working in different time zones, it can be almost impossible to schedule development sessions that are convenient for everyone.
Example
A company might offer live learning sessions at different times to accommodate employees in different time zones. The company might also record the sessions and make them available on-demand so that employees can access the learning at a time that is more convenient for them.
Learning preferences
Remote and on-site employees may have different learning preferences, which can make it challenging to create learning and development programs that are effective for everyone.
Example
A company might offer a variety of learning options, such as eLearning modules, virtual classrooms, and in-person sessions. This accommodates different learning preferences and allows employees to choose the format that works best for them.
Applying what they have learned
Even if employees participate in learning and development programs, it can be difficult for them to apply what they have learned to their day-to-day work.
To overcome these challenges, it is important to provide flexible learning solutions such as virtual classrooms and eLearning platforms. Ongoing support and feedback can also help employees apply what they have learned on a practical, day-to-day basis.
Example
A company might offer ongoing coaching and support to help employees apply what they have learned to their day-to-day work. This might include check-ins with managers, peer-to-peer feedback, or access to online resources and job aids.
Strategies for successful learning and development in a hybrid work environment
To create a successful learning and development program for a hybrid workforce, it is important to:
Develop clear learning objectives
Before creating any learning and development programs, it is important to identify the skills and knowledge that employees need to succeed in their roles.
Example
A company might identify specific skills that employees need to develop in order to support a new business initiative. The company might then create L&D programs that are focused on those skills and clearly communicate the learning objectives to employees.
Create a culture of continuous learning
Encourage employees to take ownership of their development and create opportunities for ongoing learning.
Example
A company might encourage employees to attend conferences, take online courses, or participate in industry associations. This sends a message that the company values ongoing learning and development and helps employees stay up to speed with the latest trends and best practices.
Involve managers and senior leaders
Managers and senior leaders play an important role in driving engagement and ensuring that employees have the support they need to succeed.
Example
A company might encourage managers to set aside time for regular coaching and feedback sessions with their direct reports. This not only helps employees develop their skills but also reinforces the importance of L&D within the organization as more junior employees see that senior members of the organization take this function seriously.
Provide a variety of learning options
As previously mentioned, to accommodate different learning preferences, it is important to provide a variety of options such as eLearning, virtual classrooms, and in-person sessions.
Example
A company might offer virtual coaching sessions, in-person workshops, and eLearning modules. This allows employees to choose the format that works best for them and ensures that everyone has access to the learning they need.
Measure success
Regularly evaluate the success of the program and adjust as needed.
Example
A company might track metrics such as employee engagement, job satisfaction, and retention rates to evaluate the success of its learning and development program. The company might also collect feedback from employees and managers to identify areas for improvement and adjust as needed.
Conclusion
Learning and development is a valuable tool for supporting employees in a hybrid work environment. By providing opportunities that are relevant to all employees, companies can ensure that everyone is working toward the same objectives. While there are challenges to delivering effective learning to remote and in-office employees, with the right strategies and tools in place, companies can create successful corporate learning programs that drive success and employee engagement.
