7 Ways HR Leaders Can Adapt Their L&D for the Hybrid Working Era

1. eLearning

In the hybrid workplace, eLearning facilitates a flexible environment where learners can access a range of digital programmes online and offline, allowing them to learn anytime, anywhere. It’s also a cost-effective solution for businesses, as it removes the logistical challenges of event management and venue hire. According to IFP research, eLearning is the most popular learning method HR leaders are using in their Learning Management Systems to deliver training programs.

However, eLearning does lack a human touch. In hybrid environments, offering a combination of digital and in-person learning can help companies strike the right balance.

This way, employees have the freedom to adjust their learning to their own needs, without missing out on formative experiences and opportunities to work alongside and learn from seniors and more experienced peers.

2. Ensure L&D solutions are engaging and interactive

When learners aren’t always attending in-person training sessions, it’s crucial that L&D solutions in the hybrid workplace are highly engaging and filled with interactive activities.

There are plenty of ways to make learning sessions fun and diverse. Aim to involve employees across various online and offline channels, and ensure content is delivered in different formats to keep things interesting.

Keep employees engaged with regular touchpoints in the form of quizzes, polls and gamified content. Live sessions can be kept interesting with slides and presentations, images, videos and infographics.

Learn more: 5 Ways You Can Use Gamification to Create Awesome Learning Experiences

3. Develop an agile workforce

Developing an agile workforce means equipping employees with the skills they need to solve problems as they arise with the knowledge and tools they have. Characteristics that define an agile workforce include being goal-driven, open to new technologies and good at adapting to change.

When adapting L&D to the hybrid workforce the content of learning materials must align with skills that’ll prove useful in the new environment, such as remote team management. Preparing employees with the skills they need to succeed in an agile environment from the beginning will prevent issues from arising down the line.

4. Support social learning and collaboration

Feelings of isolation can become an issue with hybrid and remote workers. It’s important for HR departments to find ways to facilitate collaboration and socialization in a workplace that’s not always colocated.

Learning becomes a challenge when coworkers can no longer chat, share information or ask questions. Be sure to offer channels of communication to keep employees connected and make learning a social activity. This can help foster a sense of camaraderie and improve overall employee satisfaction, as 63% agree that having friends makes work more enjoyable.

5. Encourage regular check-ins and feedback

A key consideration for HR managers when it comes to L&D in a hybrid workplace is to ensure that employees are still getting the attention and feedback they need. Even if these meetings have to take place over a video call, it’s important to make certain that workers feel supported in their learning endeavours.

Holding regular one-on-one meetings is a great way for HR leaders to offer guidance, give feedback and allow employees to raise any concerns they may have. It’s also a chance for managers to make themselves aware of employees’ professional development goals and to gauge where they’re at in their training.

Be sure not to let distance prevent you from offering hybrid employees the support they need to succeed.

6. Make training available offline

Don’t take it for granted that employees will always have a stable internet connection. Often, if they’re working in the field or travel a lot, attending synchronous training sessions can be challenging and employees might miss out or fall behind on valuable learning opportunities.

To mitigate this issue, invest in a training platform that employees can access online or offline. This affords them greater flexibility to learn and complete activities no matter where they are. Offering a platform that can be accessed on a mobile device is also a good idea so employees can tune in on the go.

7. Be flexible

The hybrid work model is built around flexibility, so your company’s L&D strategies must be in alignment with this characteristic.

Opt for solutions such as cloud-based eLearning platforms that empower employees with the flexibility to learn even when they’re not in the office - courses are stored in the cloud and updated and saved automatically. This way, communication and collaboration is simplified as employees don’t have to toggle between different applications, which can become stressful.

Above all, be open to their diverse needs and ensure you facilitate an open dialogue that allows them to speak up if current L&D strategies aren’t working for them.

Further Reading

• Diagnosing the Talent Gap: What is it (and How Can HR Solve it)?
• 4 Blended Learning Models All L&D Managers Need to Start Using
• 5 Reasons HR Managers Shouldn't Ignore the Soft Skills Gap