Globally, the workplace is transitioning to a hybrid model that will continue to have remote teams. Training a hybrid workforce requires a new learning mindset. In this article, I share strategies for workplace learning with a hybrid workforce.
What Is The Hybrid Workplace?
The workplace of the future is hybrid. It implies a blend of in-office and remote employees, some of whom may even rotationally work in an office and remotely. This hybrid model implies that team members are geographically dispersed, even potentially spanning multiple time zones.
This presents a host of challenges, many of which can be resolved with an effective hybrid workplace learning strategy and roadmap.
Truly, the hybrid workplace existed before COVID forced most knowledge workers to engage remotely. The response to the pandemic-triggered remote operations proved that many organizations were ready to face the inherent technical and operational challenges. Now that a hybrid workforce is the recognized reality, many organizations have realized its potential to increase productivity, retain and entice top talent, as well as enhance workflows.
Not only has it become clear that a hybrid workforce can remain competitive in the market, but flexibility has also become one of the most sought-after attributes of employers by top talent. Employees are seeking organizations willing to embrace the hybrid workplace mindset, making it essential for recruiting and maintaining skilled workers. And, most employees are reporting that they’d like to remain virtual or at least go into a hybrid workplace model.
But many organizations are still struggling culturally, trying to adapt workplace learning tactics and mindsets.
What Are The Challenges Of Transitioning To A Hybrid Workplace?
This transition is no longer a technical or operational challenge, but a cultural challenge.
Training professionals need to adapt their techniques to help employees develop the skills and mentality required to successfully navigate the new hybrid workplace environment. This means that there is an added variable to training needs analysis (TNA).
The typical TNA considered things like the number of learners; incumbent knowledge, skills, and abilities (KSAs); and, motivation. But now that the workforce is a hybrid of remote and on-site employees, training solutions will need to adapt.
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