Companies are opening offices, and many are asking their employees to choose between working at home and in the office. The most popular choice seems to be hybrid, which seems to offer the greatest flexibility. By providing the flexibility of working from home and in an office, hybrid workplaces are proving beneficial to businesses.
It has been found that this model helps boost revenue and productivity. L&D and HR teams, yet, are facing new challenges when it comes to learning for workers. And you can address this challenge by using an LMS like Docebo, Litmos, Blackboard, Bridge Training.
To learn and develop, we need strategies that lead to effective training and development, which results in an excellent learning experience. This article discusses some strategies that companies can use to offer blended learning.
To create hybrid learning, it’s necessary to create content that is tailored for both remote and office-based employees. Customized training helps employees better understand the importance of their roles. For instance, you can train remote workers in the art of providing good online customer service. Similarly, fire safety training may only be necessary for in-office employees. To ensure good learning, it is always important to customize content so that everyone receives relevant and useful training by determining if certain courses can be given to one group only since they are not relevant to other groups.
AI and machine learning have made it easier to customize learners’ learning experiences. personalized Learning has become a necessity for modern learners since everything they do is modified according to their preferences: shopping, watching movies, eating food based on their tastes. With the help of an AI-driven LMS, learners can find topics and courses tailored to their preferences, behaviors, and goals.
Incorporating learning in work
According to a LinkedIn survey of more than 4,000 learning and development professionals, a big issue with employee training programs is a lack of time. Employee training programs are compromised by this problem. Learning becomes stressful when they don’t have time to devote to learning. As a result, they grow bitter towards the educational system.
A solution to this problem is to integrate learning into the daily routines of employees to motivate them to learn. The idea is to establish a culture of continuous learning that happens during work hours instead of requiring employees to commit to a separate time.
Training should not be the end; rather, use it as a vehicle for learning. You can achieve this goal by making training relevant, accessible, and on-demand.
It is important to capture learners’ attention when creating memorable learning experiences and motivate them to return. An effective learning program relies on the engagement of learners. To be effective, L&D must offer a wide variety of engaging technologies. They can use both live interactions as well as recorded sessions, online training combined with classroom instruction, webinars, group assignments, videos, presentations, etc. Videos in learning and development are not new. But short videos are far more effective than long videos. Because hybrid workplaces present challenges and distractions, a video that is less than 2 minutes is ideal for learners who have shorter attention spans.
Gamifying Learning Content
Gamification in learning and development can also make learning more interesting. Neither one of these concepts is new, but the pandemic has accelerated its uptake. Providing employee achievement badges and certificates through social networks such as LinkedIn, gamification boosts motivation since employees are socially recognized for their achievements.
When used in a hybrid workplace, gamification can create a new level of employee engagement through friendly competition that turns dull training content into something fun. Additionally, it ensures a fun onboarding process by rewarding new employees with certificates after completing the onboarding process.
In a hybrid workplace, you will need to be more creative and flexible when planning your learning and development initiatives. So, as you ask people whether they want to continue working from home or return to the office, another important question is: Does your L&D plan take into account both workforce? The answer to this question will become clear when you have most, not all, of the above features at hand.