4 ways to revamp your training and development programs for the hybrid workplace in 2022

The pandemic has completely transformed the way we work, and this transformation is still underway.

Hybrid workplaces have been on the rise for some time now and, according to the latest Ernst & Young Future Workplace Index survey, are here to stay. According to the survey, 72% of office organizations are currently working in a hybrid environment, while 75% of those surveyed predict that they will no longer have a dominant workplace in the future. It seems that the days when the concept of “work” was intrinsically linked to the office space of a company are definitely over.

Hybrid environments present their own set of opportunities and challenges, opening up more room for mistakes and misunderstandings, but also providing more opportunities for remote talent. To ensure the success of their hybrid work environments, companies must double their training and development programs.

See more : Workplace in Overdrive: 5 High Impact Use Cases for Automation and Machine Learning

Why L&D is a priority for organizations right now

The need to invest in L&D became more evident during the pandemic. Many companies have seen a clear link between increased learning opportunities and improved performance. When McKinsey looked at how companies performed during the pandemic, they found that 49% of top-performing companies and even seeing increased employee job satisfaction had invested in coaching and recognition.

It is clear that remote and hybrid environments can be good for business as long as employees receive the proper training and don’t feel alienated by the lack of shared physical space. And this is where a smartly designed L&D program can make all the difference.

Learning and development programs are indeed essential for the success of hybrid employees. A TalentLMS survey of 1,000 respondents across the United States showed the huge difference that training your workforce remotely can make. Remote employees who receive training from their employer feel more valued by their employer (63%) than those who do not (44%). They also feel happier working from home (73%), more productive (72%), and communicating better with their team (65%) than their untrained peers.

However, managing and training a hybrid workplace comes with its own learning curve. Even if you provided training to your employees in the past, you will likely need to optimize many aspects of it to better serve this new world of work.

Below we present four ways to do this.

How to reorganize your training and development programs for the new world of work

1.Replace obsolete training material

The digital transformation brought on by the pandemic means that many of your existing training materials will not have aged well. From introducing new technologies to agility training, a training and development program that looks current should be no more than 2-3 years old. Times change quickly and employees are no longer so tied to pre-pandemic materials.

Replacing outdated training material is the first step in overhauling your learning and development program. And this is especially essential for entry-level employees entering the workforce in a remote or hybrid work capacity for the first time. Most of these employees are Gen-Zers: motivated and forward-looking. Generation Z considers “spending time in activities that will help them in the future” as very important. You can expect these employees to take their training seriously and to be strongly influenced by it.

2. Use training to fill communication gaps

Interpersonal communication between employees evolves as new models of the workplace are created. Etiquette in the workplace and corporate culture in general are being redefined. No longer tied to a common physical space or even the same daily routines, employees can easily feel disconnected. This is where your learning and development program can become a great equalizer.

Rearranging training to include both hybrid and in-person employees can reduce communication issues. This makes it easier for employers to stay on top of their employees’ day-to-day work, no matter where they are. It also facilitates better inter-departmental understanding and strengthens relationships within the employees themselves.

Keep in mind that some customization will be necessary, depending on the working style of each group. For example, frontline workers will have different training priorities than office workers, and office workers may need a slightly different approach than those working remotely.

3. Focus on distance learning sessions

After a long period of zero physical events due to COVID-19, it is understandable to view in-person training methods such as workshops, seminars, and lectures as a “return to normal.” But while in-person training has proven its benefits, it can be impossible to be successful when half your workforce has different schedules and is in different locations.

Instead, you should consider opting for online training methods. Hybrid employees must have access to all aspects of your training and development programs to thrive. Online training, thanks to the current multimedia capabilities of most LMSs, is quickly becoming a preferred method of consuming content anyway. A new survey by TalentLMS and Workable of 1,200 U.S. tech workers found that when it comes to learning formats, nearly 3 in 4 respondents (71%) have chosen video tutorials.

Of course, focusing on distance learning doesn’t mean neglecting the interpersonal part. To bridge the gap between remote and office workers, you should consider setting up a buddy or mentoring system. Adding elements of gamification to your training and development programs will also highlight the social aspect of training, motivating employees to share and compare their progress.

4. Don’t forget the soft skills training

In this hybrid work environment, soft skills are now more important than ever. As technology evolves rapidly, it is much more important to train your team on the “how” than on the “why”. Employees who have been trained in soft skills such as agility, interpersonal communication and collaboration and giving and receiving feedback will go a long way in realizing their potential, no matter what the future holds. all.

See more : 6 Steps to Effectively Implementing Digital Learning Systems in Your Business

Training and development programs help hybrid employees succeed away from the office

While we are still learning to navigate this new world of work, it is important that we accept everyone’s decision to choose their workplace model. A training and development program that fills possible communication gaps, provides distance learning opportunities and does not overlook the importance of soft skills, will ensure that every employee, whether in person or remotely, is ready to success. And when employees feel their business is preparing them for success, real growth can be achieved.

How do you plan your training and development program for the hybrid work environment? Share with us on Let us know on Facebook, Twitter, and LinkedIn.



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