Do you have a learning solution in place for the hybrid workplace? Are you prepared with the systems, support, structures and learning experiences you will need to equitably meet the needs of both in-person and remotely working employees, all while keeping your teams connected?
The new hybrid work environment will create challenges for even the best prepared organizations. To be ready for the workplace of the future, you will need a vision of how your organization will collaborate and move forward. Your solution must work to keep all on the same proverbial page – and include a hybrid learning ecosystem to support your vision.
Here are some of the issues that must be taken into consideration as we redesign the new hybrid work environment and the learning solutions we’ll need to respond effectively to rapid change in the workplace.
Challenges of the Hybrid Working Model
- Environment. If your employees can work any time or location, you must take that into account when developing your workplace processes. It simply won’t work to mandate in-person or even video conferencing as your sole training solution, for example. Formal training is useful, but a rigid education program could be a liability in an open environment.
- Communication. In a hybrid workplace, consistent messaging and collaboration will require thoughtful planning and structure to be successful. It’s too easy to misunderstand in a virtual environment when physical cues are often missing. Social interactions are critical to convey messaging, so in their absence collaboration and brainstorming may also suffer.
- Focus. Were you more or less productive during the pandemic? This answer will vary, of course, based on an individual’s temperament, work style, workspace conditions, and role and function within an organization. While some remote workers feel more productive in a quiet, distraction-free environment in a home office or dedicated workspace, others may struggle to stay focused and feel more disconnected from the workplace due to lack of opportunities to brainstorm, collaborate, and share information socially.
- Wellness. Does remote work contribute to a greater challenge to mental health due to isolation, or does it promote wellness by allowing the flexibility to take measures that will improve both mental and physical well being? Both answers are valid responses.
- Culture. Do your remote employees feel connected to the company, and to their teams? Without the cues of in-office meetings, events, and immersion in the social landscape, the culture and internal branding of your organization is diluted and less effective without intentional cultivation.
- Unconscious Bias. On-site employees might be privileged over those working remotely due to a lack of face time. The informal social networking of working in proximity with others is an easy relationship builder. And even if management isn’t biased, that perception may exist if remote employees feel disconnected from their teams.
The Hybrid Learning Ecosystem Model
So, what is the solution? In short, organizations should plan to create a hybrid learning ecosystem for the workplace. It must be customized to meet your needs, based on your unique operations, goals and circumstances.
A learning ecosystem puts a network of learning systems and processes in place that facilitate, encourage, and reinforce performance goals within your organization. Simply put, it blends formal training with informal and experiential learning embedded in the workflow. It encourages consistent learning, offers support, and improves performance through a growth and development mindset. It meets the needs of your workforce by offering a learning solution that makes sense for the learners of today, who expect to be able to access digital, look-it-up as you go resources.
Learning should be social, contextual, and readily available. On-demand learning allows employees to access the tools they need to solve problems in real time on the job, which aids with performance and memory retention.
To create a hybrid learning ecosystem, we recommend considering the following during your design process.
FACETS of a Successful Hybrid Learning Ecosystem
- Flexibility
- Accessibility
- Connectedness
- Equity
- Team Leadership
- Scalability
Each of these areas must be incorporated in the design of your hybrid learning ecosystem in order to encourage successful outcomes and organizational transformation.
A pre-development self-assessment of your current processes and organizational needs will also be vital in the design and development of your learning processes. We recommend gathering information ahead of time, using these items as a checklist to determine your areas of need. From there, a roadmap can be built to create a hybrid learning solution customized to your organization.
In our upcoming webinar, hosted by eLearning Industry and presented by AllenComm, we’ll provide additional resources and a toolkit to help with self-assessment, roadmap, development and design. We’ll cover the FACETS more in-depth, so that you have the knowledge you need to begin the process to build an effective, engaging hybrid learning ecosystem that works for your employees. Join our webinar here.
For more information, you may also reach out to us directly to speak to our team of experts.
About Us:
At AllenComm, we design, develop and deploy training-based content for large learning audiences using accessible innovation. Our people, technology and services work to help organizations scale their training content and help L&D departments make an impact to gain the recognition they deserve. We can help with innovative, scalable, impactful solutions for your organization.
