A year into the pandemic and many of the dramatic hybrid working shifts we’ve seen in the ways we work are developing into longer-term learning and development strategies.
Moves to remote working, learning online, virtual teams and collaboration may have been an acceleration of otherwise longer-term workplace innovations, or maybe their sudden adoption shone a light on some mis-held beliefs around productivity and efficient ways of hybrid working. Whatever the case, like any good catalyst, the pandemic it seems, lit a fire beneath business digitalisation and the question of where people work, and when.
So what does this mean for learning and development? We take a look at the implications and how to take a more empathic approach while adopting a hybrid working model.
Logistics of hybrid learning
Think about your environment and ensure that any rooms used for in-room subgroups are equipped with decent microphones and cameras so that you can see everyone. Design your activities to be flexible for both virtual and in-person settings, this way you can tailor it for employees attending in person and the ones dialling in from at home.
Bring creativity to the table/screen
Have fun with buddy work and pair up delegates in different locations. Set the challenge of communicating outside of the current set-up, support problem solving and digital skills that are added value. Research activities work well here, just make sure that the teams attending in-person have the opportunity to mix and work with their team members who are joining virtually.
Be creative! You now have access to various environments and an opportunity to make your training look and feel different. Embrace two versions of communications, instructions, materials and exercises. Bring virtual best practice into the in-person world. Visuals, graphics, well design slides and minimal text all still work well to overcome cognitive overload and work well to anchor key learning points.
Communication is key
Contact people in advance to let them know where people are going to be and whether they need to bring anything with them. Don’t be afraid to be directive on this, as people will make assumptions. Share information, examples, joining instructions and videos of the benefit and flexibility it offers. Be clear on how delegates will watch videos and access sound.
Also, use this as an opportunity to educate team members around the hybrid working approach and the impact of the business getting it right so that it can continue, long into the future.
Be empathetic when following up
Consider how difficult some people may be finding the new ways of hybrid working as well as the learning and development aspect. Be sure to reach out to individuals to see if there’s anything they feel could be improved for future sessions.
Don’t be afraid to send out feedback surveys, just remember to edit your feedback forms to be applicable to the environment or context. This will help you see whether team members are favouring one location/environment over the other.
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