1、MAKING HYBRID LEARNING WORKBEST PRACTICES FOR TRAININGA DISPERSED WORKFORCE2Making Hybrid Learning Work|2022Introduction3 Ways to Maximize Hybrid Learning Effectiveness Yishan Chan|National Australia BankHybrid Learning Challenges and Solutions|Get Real-time Feedback Andrew L.Brewer,M.S.|Instruction

2、al Technologist|Northwest Area Health Education Center at Wake Forest School of MedicineA Modern Approach to Hybrid Onboarding Danielle Murdaugh|Associate Editor|Training Industry,Inc.Hybrid Learning Challenges and Solutions|Divide and Conquer Amanda Van Der Heiden|Chief Learning Solutions Consultan

3、t and Coach|Global Talent Development Solutions 5 Ways to Become an Effective Hybrid Workplace Leader Danielle Wallace,CTDP|Chief Learning Strategist|Beyond the SkyHybrid Learning Challenges and Solutions|Leverage Coaching Support Kelly Rider|Chief Learning and Talent Officer,People Team|PTCPlugged

4、In:How Learning Technologies Can Support Hybrid and Remote Workers Hasti Mehta|Senior Learning Specialist|HubSpot Meghan Castillo|Learning Experience Design Team Lead|HubSpotHybrid Learning Challenges and Solutions|The Power of Pull Lisa Meece|Learning and Development Manager|STANLEY SecurityIs VR t

5、he Answer to Your Hybrid Training Challenges?Sophie Thompson|Chief Executive Officer|VirtualSpeechHybrid Learning Challenges and Solutions|Focus on Employee Engagement Lisa Hutcherson,CPTM,SHRM-CP|Senior Vice President,Director of Human Capital Strategies|First Federal BankDEI in a Hybrid Work Envir

6、onment:Tips and Best Practices DeLisa Stringer,CPTM|Senior Program and Training Manager|DPR ConstructionAdditional Resources34783262731CONTENT3Making Hybrid Learning Work|2022INTRODUCTIONMaking Hybrid Learning Work The world of work is evolving at a rapid pace from shifting to a remote wo

7、rk environment to leveraging technology to enhance existing business processes.The way we work and learn has changed in the past few years,requiring organizations to develop more innovative learning solutions to prepare employees for changes in their role.Hybrid learning has emerged as a viable opti

8、on to train and develop a dispersed workforce but has proved challenging.Facilitating a hybrid learning program,where learners are both remote and in the physical classroom,is logistically difficult.Facilitators need new skills to engage dispersed learners in the learning process,while leveraging te

9、chnology and tools to create an environment conducive for learning for all participants.This includes having clear audio and visuals,engaging and relevant content,and interactive discussions among learners.These are just a few of the challenges facing learning leaders as they develop and deliver hyb

10、rid learning programs.Hybrid work seems to be here to stay,so learning leaders must be prepared to execute effective hybrid learning programs moving forward.Through that lens,we curated a collection of best practices to help training professionals develop engaging hybrid and remote programs that con

11、nect dispersed learners across the organization.While theres no one-size-fits-all approach to hybrid learning,these tips can provide insights and guidance as you build your learning programs.Within this e-book,youll find articles that appeared on TrainingI that share actionable tips on optimizing le

12、arner engagement,evaluating learning effectiveness,creating equitable and inclusive learning,and the implementation of learning technologies and tools to reach hybrid and remote learners.You will also find real solutions to hybrid learning challenges from learning leaders like you.We hope this conte

13、nt will spark inspiration as you navigate the future of work and strive to meet the evolving needs of your workforce.Making Hybrid Learning Work|20224In a hybrid workplace,employees will need flexibility in being able to learn in the office or remotely at home,and learn through a variety of formats

14、that are easy to use learning formally together,as well as asynchronously at their own pace.This learning and development(L&D)model is known as hybrid learning,which combines digital and face-to-face learning,in person and remote,live and synchronous.When designing a hybrid learning program,its impo

15、rtant to select the most relevant learning activities and resources that prepare the audience for real-life tasks.The value delivered from hybrid learning is achieved when individuals can demonstrate they have the knowledge or skills required to achieve the desired business outcome.While the coronav

16、irus pandemic has accelerated digital-led approaches to employee engagement,people are more engaged when there is active communication.Live interactions are better than broadcasts for collaboration and providing support.This is another important consideration when determining how content is delivere

17、d,so that time spent online is balanced between engagement and self-discovery.Creating a learning community centered around the hybrid learning program encourages knowledge sharing,enabling individuals to access a support network or seek guidance from a facilitator on the activities if needed.Addres

18、sing these design considerations requires leadership buy-in on the advantages of hybrid learning,and timely access to subject matter experts who can work with you to develop practical learning resources and provide ongoing support.If you encounter challenges in these areas,here are three tips to bui

19、ld a case for change,demonstrate value and improve the effectiveness of hybrid learning.TIP 1:FOCUS ON TARGETED,RELATED NETWORKSOne way to incrementally build a case for change is to evaluate the job functions in your organizations job architecture framework.Assess the job functions that are going t

20、hrough significant change in terms of skill sets required and how hybrid learning solutions can help reskill employees.3 Ways to Maximize Hybrid Learning EffectivenessBy Yishan Chan,who works for the National Australia Bank(NAB)and has a passion for leveraging modern learning approaches to help empl

21、oyees adapt their skills in a rapidly changing work landscape.Making Hybrid Learning Work|202253 Ways to Maximize Hybrid Learning EffectivenessTimelines for onboarding programs relating to these job functions can help create urgency and commitment for leadership support.Trial different approaches an

22、d seek feedback from stakeholders and subject matter experts who are invested in successfully onboarding new employees.To gain buy-in for hybrid learning,identify multiple related job functions and roles where you can demonstrate benefits,such as improved collaboration and innovation across these ro

23、les to achieve a common goal.Establishing change agents across related parts of an organizational network where they can reinforce one another increases the willingness to learn from one another,explore new ideas and foster innovation.By demonstrating improvements in cross-team outcomes enabled by h

24、ybrid learning,this will help you gain support in the expansion of hybrid learning solutions across your organization.TIP 2:BUILD CONTENT HEROES IN TEAMSThe subject matter experts(SMEs)needed to create performance support resources are likely to be time poor and need support with translating their t

25、echnical and domain knowledge into learning resources.The combination of these factors may create a dependency on project-based resources to maintain the learning resources.To counteract this,look for team members who are adept in skills such as digital communication,sense-making,continuous improvem

26、ent and change management,who can continue collaborating with SMEs to improve the program.Engage these team members up front so that they have an opportunity to develop relationships with the necessary stakeholders and build confidence in contributing their skills toward developing and improving hyb

27、rid learning solutions.These team members are an integral part of your change agent network to sustain a continuous learning culture,as they will be key translators of new information into value-adding resources that benefit the wider team.“Assess how hybrid learning solutions can help reskill emplo

28、yees.”Making Hybrid Learning Work|20226TIP 3:WEAR THE LENS OF A PROFESSIONAL BEGINNERIn a work environment where team members have varying levels of experience and learning preferences,it can be challenging to determine which type of performance support resources will achieve the greatest value.Befo

29、re generating ideas,its important to understand what problems your learners are facing,and how they are likely to ask questions in relation to the topic.What might your learners need to unlearn and relearn?At which step of their workflow will they realize the need for more learning to improve their

30、performance?What would motivate them to share their knowledge and enhance learning resources on the topic?Taking a human-centered approach to designing hybrid learning solutions will help not only with prioritizing ideas based on value add,but also with understanding how to tailor the training deliv

31、ery approach so that different personas can easily find relevant answers to their questions in the flow of work.IN CONCLUSIONThe success of a hybrid learning model is as much about building learning engagement as it is about strategic change management.Applying an Agile approach to delivering value

32、ensures not only that learner engagement is at the center of decision-making,but also that training achieves business results,faster.3 Ways to Maximize Hybrid Learning Effectiveness“What might your learners need to unlearn and relearn?”Customize your free subscription to receive related content.Maki

33、ng Hybrid Learning Work|20227Hybrid Learning Challenges and SolutionsFrom Learning Leaders Like YouAndrew L.Brewer,M.S.Instructional Technologist Northwest Area Health Education Center at Wake Forest School of MedicineGet Real-time FeedbackCHALLENGEDuring online sessions,there were issues that we we

34、re not aware of until days after the activity.We needed a more immediate way to receive learner feedback,instead of waiting for the course evaluation.Getting feedback immediately following an activity allows us to promptly address any issues and resolve them prior to future events.SOLUTIONOur team d

35、eveloped a post-event feedback form that provides participants with a quick way to rate the activity and submit any concerns related to their experience,such as any issues accessing the activity or regarding the quality of content,presenters and/or delivery.We used a post-event landing page to enabl

36、e learners to take the survey,allowing them to further engage and provide commentary on the live event,beyond what they may feel comfortable typing in the chat or questions and answers(Q&A).This evaluation is not the same as the course/activity evaluation,rather a quick way to strike while the iron

37、is hot to promote and collect immediate feedback from participants,with the option to be anonymous.These evaluations have been vital to gauging the quality of our programming and responding quickly to any concerns.Making Hybrid Learning Work|20228With the shift to hybrid work,gone are the days of 10

38、0%employer observation.For many organizations,managing a dispersed workforce can pose as a challenge especially when onboarding new employees.Onboarding new hires in person allows employers to have a more hands-on approach with learning and development(L&D)opportunities and gauge new team members sk

39、ills levels.However,with a hybrid work environment,it can be difficult for learning leaders to target specific skills gaps in new hires and track performance goals.Hybrid onboarding may rely on modalities like video chat,PowerPoint or email to deliver training and orientation.Though convenient,these

40、 modalities fail to instill a team connectedness and the confidence new hires need to successfully perform their job.Without social support,new team members will lack the confidence and support to do their job,thus reducing productivity and possibly even retention.To effectively train new hires in a

41、 dispersed environment and foster a culture of connectivity,learning leaders should turn to these practices.DEVELOP A NEW APPROACH TO HYBRID LEARNINGLearning in a hybrid work environment is different than learning in person,so training should not be identical.Learning leaders should identify unique

42、strategies,tailored to job roles and functions,to onboard hybrid employees,instead of using a one-size-fits-all approach.“The big mistake employers make is trying to take what they did in person and do the exact same thing online or hybrid,”says Dr.Katie Brown,the founder and chief executive officer

43、 of EnGen,a language upskilling platform that helps organizations train limited English-speaking workers.“They think we have to put everything online and do exactly what we did face to face only with Zoom.”When designing hybrid onboarding,many employers rely on slides,synchronous video and prerecord

44、ed lectures to deliver training.While these are great modes of learning,they are not sufficient to creating an effective onboarding experience.A Modern Approach to Hybrid OnboardingBy Danielle Murdaugh,an associate editor at Training Industry.Making Hybrid Learning Work|20229“Forward-thinking employ

45、ers are thinking about the tools we use for remote work and remote collaboration and leveraging those tools,”Dr.Brown explains.Bharani Rajakumar,the chief executive officer of TRANSFR Inc.,a virtual training company that provides immersive learning experiences,says,“Training is a critical part of th

46、e onboarding process.When you bring on a new team member,if you invest heavily in that training that team member will feel welcomed,like they belong and like they know what theyre supposed to do and their purpose thats where technology can help.”At TRANSFR,learning leaders work with subject matter e

47、xperts(SMEs)to create videos that utilize virtual reality(VR)and augmented reality(AR)to provide a much more interactive and memorable experience.For instance,the training uses a digital coach who talks the learner through the simulation and works to improve their performance.“I think theres just so

48、 much opportunity to use technology to scale up the ability to have everyone learn from your SMEs,”Rajakumar shares.TRANSFR also implemented a buddy system to give new employees a seasoned team member to help them adjust to their new role and use as a source for questions,and even to attend meetings

49、 with them.When it comes to designing an onboarding process fit for todays world of work,learning leaders should leverage knowledge from SMEs,as well as practice forward-thinking to develop innovative methodologies.REPLACE EMPLOYER OBSERVATION WITH GOAL-BASED TRACKINGMany employers still feel uncomf

50、ortable managing a dispersed work environment especially when it comes to onboarding.Working in person allows the employer to visually observe what skills the new hire has and what skills they may need.However,when the team is dispersed,it can be challenging to track performance level.A Modern Appro

51、ach to Hybrid Onboarding“Learning in a hybrid work environment is different than learning in person,so training should not be identical.”Making Hybrid Learning Work|202210That is why a lot of learning leaders are using a goal-based approach to track employee performance and productivity.Dr.Brown say

52、s,“I think its much better to manage people to goals than it is to manage them to arbitrary constructs,like the amount of time they sit in an office.A leader of a team thats working in a distributed workplace should manage them based on outcomes.”Leaders can feel more comfortable managing and onboar

53、ding a dispersed workforce by remolding their approach to measuring performance through goals.At the start of onboarding,learning leaders can give new hires a 30/60/90-day roadmap with set performance goals.Managers can track how well their employees are settling into their role and skills level thr

54、ough their goal achievement.Rajakumar says that TRANSFR focuses on outcomes and holds its people accountable to the goals they set.For example,each quarter they have company-wide meetings where they ask their people to share their individual goals and compare them to their current performance.“So,it

55、s more about people choosing how they want to contribute,”he said.When their people report back on goals achieved,it becomes clear who is meeting performance goals,and who may need either a new way to contribute or a learning opportunity.By using goals,rather than visual observation,leaders can bett

56、er manage and track their hybrid teams productivity.FOSTER TEAM CONNECTIVITY WITH SOCIAL SUPPORTHybrid work models can mean different work hours and schedules for employees,creating a social barrier.Team connectivity is vital for collaboration and the organizations growth.This is why fostering conne

57、ctedness during onboarding is such a critical part in not only an employees career cycle,but the organizations life cycle.“When youre trying to build a work culture and youre completely at a distance,a sense of community is the most important part for success,so what Ive seen successful employers do

58、 is find ways to build a community at a distance,”Dr.Brown says.EnGens workforce is completely distributed,and the company hired and onboarded each employee remotely during the pandemic.However,Dr.Brown says that the company has a close-knit culture because leaders go out of their way to instill sup

59、port.A Modern Approach to Hybrid OnboardingMaking Hybrid Learning Work|202211For example,every Thursday afternoon EnGen has a meeting where everyone shares what they did that week,any highlights and anything they struggled with.They use that meeting to build a culture that promotes cohesiveness and

60、open communication.They also have monthly team building activities where theyll play games,like virtual escape rooms or trivia to strengthen team connections.The company also uses a collaboration tool to keep the team connected and informed on birthday announcements,work anniversaries,new hires and

61、so on.Dr.Brown explains that having a communication channel ensures that everyone feels comfortable communicating,despite not being together in person.When it comes to how social support can help with onboarding,Rajakumar says,“An effective onboarding process helps by removing a ton of anxiety.”With

62、 TRANSFRs buddy system,it allows their employees to have someone to go to and can give them a source for questions that pop up during the workday.Once a week,the team at TRANSFR schedules a company campfire where they celebrate birthdays,welcome new people to the company and give shout outs to other

63、 team members.“It helps with building that team-oriented culture of collaboration,”Rajakumar says.Every month,the company also sends pulse surveys to their people requesting feedback on what is going well and what can be improved.Rajakumar says that this helps new employees feel valued at the compan

64、y and like a contributing member.When designing hybrid onboarding,it is important to take a new approach,rather than rely on traditional methodologies.By using forward-thinking and new insights,learning leaders can give new hires an effective and engaging experience and get them excited about contri

65、buting to the companys future success.A Modern Approach to Hybrid OnboardingCustomize your free subscription to receive related content.“Hybrid work models can mean different work hours and schedules for employees,creating a social barrier.”Making Hybrid Learning Work|202212Amanda Van Der Heiden Chi

66、ef Learning Solutions Consultant and Coach Global Talent Development SolutionsHybrid Learning Challenges and SolutionsFrom Learning Leaders Like YouDivide and ConquerCHALLENGEWe recently consulted for a client who needed to revamp their onboarding practices for DAY1 training(which consisted of 10-50

67、 person cohorts weekly).Historically,this training was conducted on-site.When the COVID-19 pandemic hit,they simply transferred the program to a virtual platform.Recently,due to regulatory requirements,part of their population was required to be on-site and the rest were remote.Through assessment an

68、d analysis,we determined the main purpose of the DAY1 program was to create excitement,engagement,build comradery and culture from DAY1.It was also necessary to ensure all compliance paperwork,technology requirements and housekeeping items were completed.Therefore,how could we create all of that whi

69、le some people were on-site and others were at their computers at home?SOLUTIONThe client chose to have two facilitators support the program,one who was primarily focused on the on-site employees and one who was focused on the virtual learners.Some sessions of the day were designed to split the grou

70、p into on-site or virtual,while other sessions were purposely developed for virtual/on-site pairs to work together as a team.This inclusive creative variety not only broke up the day but created bonds for people inside the classroom and out.Making Hybrid Learning Work|202213Companies around the worl

71、d are turning to hybrid teams to manage the current employee demand that started with the COVID-19 pandemic.Hybrid teams are built using a combination of in-office employees and remote workers.As you might guess,this combination comes with many unique challenges.Employees became used to working in a

72、 flexible environment,and many are demanding that it continue.As a result,its trickier to retain top talent because many employees prefer to work from home.Compounding this challenge is the fact that there are different needs that remote vs.in-person employees have,and they are often at odds with ea

73、ch other.The result is that leading hybrid teams is becoming more complex.Leaders are tasked with creating a collaborative,cohesive culture that merges remote workers with in-office teams while maintaining consistently high performance.Leaders are often caught in the middle of these two volatile fac

74、tors and struggle to find common ground.Managing a hybrid workforce effectively requires a unique skill set.Leaders must follow several steps to merge all these elements and ultimately create an environment that works for everyone.1.SET CLEAR POLICIES AND GOALS TOGETHERAmbiguity is a common issue wi

75、th hybrid teams.All team members need to understand the role they play and their responsibilities to avoid confusion and disengagement.Examples of this role clarity includes accurate job descriptions,hiring procedures,onboarding processes and defining the organizational culture.The foundation of tea

76、m collaboration is built on clarity.Companies lacking in this area will have employees who are stressed or feeling anxious,and that leads to potential conflict.The team can hold a meeting to establish their overall hybrid working expectations once policies have been developed and posted.For example,

77、what instances warrant in-person meetings,when team meetings are scheduled and what format hybrid team meetings will be in(e.g.,a video meeting for everyone,including those in the office).5 Ways to Become an Effective Hybrid Workplace LeaderBy Danielle Wallace,CTDP,the chief learning strategist at B

78、eyond the Sky,a provider of custom learning solutions.Making Hybrid Learning Work|202214Leaders should serve as facilitators so the whole team can communicate their thoughts and assemble goals collaboratively.As a leader,youll need to ensure the final expectations are clear in hybrid teams working n

79、orms and it is essential to compromise.2.CREATE INTERPERSONAL TIME WITH THE TEAMAnother common challenge with hybrid teams is building interpersonal relationships.In-house teams have higher levels of comradery amongst themselves than they have with anyone working remotely.Thats not necessarily flawe

80、d,but there are several ways to promote cohesive relations among all employees and avoid future silos of“in-office”versus“remote.”For starters,schedule regular video conferences with the entire team.Have group calls where the team can discuss certain job-related tasks.Furthermore,allow and encourage

81、 non-job-related discussion through virtual coffees,small talk before calls,enterprise collaboration tools and social-focused team meetings.When you or any in-office team member needs to have a tough conversation with a remote member of the team,dont do so through text chats.Call them for these conv

82、ersations.Its hard to convey tone through text messages,so the conversation can easily be taken out of context.3.EACH MEMBER SHOULD HAVE A UNIQUE HYBRID WORK PLANEveryone is different,and as a result,brings a unique set of skills to the team.There isnt a single approach that works for everyone.Your

83、job as a leader is to identify each persons strengths and then identify the challenges they are likely to face.Set every member of your team up for success.Ask these questions to prevent challenging situations.Is the task suited for remote work,or would it be better to assign it to an in-person empl

84、oyee?What support might the employee need to start and complete the task?What is their line of support in case of questions?5 Ways to Become an Effective Hybrid Workplace Leader“As a leader,youll need to ensure the final expectations are clear in hybrid teams working norms.”Making Hybrid Learning Wo

85、rk|202215There will always be obstacles to overcome,so your job is to equip everyone with the right tools to help navigate those stumbling blocks.4.DONT MICROMANAGE TEAM MEMBERSWhile there are certain managerial styles that can transition flawlessly in a remote environment,micromanaging is not one o

86、f them.At the beginning of the pandemic,some companies tried implementing tracking software,but it created more problems than it solved.Give your in-office employees and remote workers enough breathing room to do their job.Micromanaging their every move results in a toxic work environment because th

87、ey feel they cant be trusted to do the job that they were hired to do.Remote workers already feel as if they are under scrutiny for not working in the office,so its unnecessary to compound this feeling by micromanaging them.Many companies learned this lesson the hard way and lost key employees.Once

88、your team understands their responsibilities,track results through open communication and regular updates.These can be addressed directly if there are problems.5.BUILD A SYSTEM OF TRUST AMONG YOUR HYBRID TEAMOne of the greatest challenges of building a hybrid team is fostering the trust of both in-o

89、ffice teams and remote workers.Remote workers often feel as if their in-office colleagues have more trust.Leaders must take the appropriate steps to ensure every member of the team is equally important.Leading a hybrid team comes down to building trust with all team members.At the onset of the pande

90、mic,many leaders were afraid their employees were not being productive from home.Effective leaders overcame this initial fear by providing clear expectations to avoid ambiguity,providing support and focusing on results not the time spent.A great leader instills trust in the team.They create a system

91、 of accountability that ensures the job is done correctly and efficiently.Address the issue if you feel efficiency is sliding because of the at-home conditions of a remote member of the team.However,the key is to build a strong foundation that provides direction to everyone on the team.5 Ways to Bec

92、ome an Effective Hybrid Workplace LeaderMaking Hybrid Learning Work|202216FINAL THOUGHTSThis current work environment has brought about questions that have left many companies struggling for answers.Many employees say they prefer working remotely but dont consider that its creating a disconnect that

93、 is dampening motivation.Surveys reveal that 46%of employees have considered leaving their current employer.The pitfalls of a hybrid workforce contribute to this situation.Its up to leaders to find innovative solutions to make hybrid teams happy and productive as this model is more complicated than

94、a fully remote team.There are unprecedented issues that will put it to the test.Pay close attention to your team members and continue to find ways to address their unique position.Your team will flourish and thank you.5 Ways to Become an Effective Hybrid Workplace Leader“Once your team understands t

95、heir responsibilities,track results through open communication.”Customize your free subscription to receive related content.Making Hybrid Learning Work|202217CHALLENGEAt PTC,the majority of training was delivered in person by human resources business partners(HRBPs)and organizational development.As

96、we shifted to a remote and hybrid work environment,many of the learning and development(L&D)offerings were moved to virtual delivery yet managers still craved a higher-touch experience.SOLUTIONTo provide support for our managers with their development with personalized feedback,we invested in an ext

97、ernal coaching provider to work with.These coaches are available on demand and are supporting our managers with conflict resolution,goal setting,career development and more.Within a hybrid and virtual environment,many managers found themselves without their community or support system from a physica

98、l environment.In providing virtual 1:1 coaching,our managers can connect live with professionals who can provide feedback and help set actionable goals.Following these sessions,92%of managers said they learned a new skill or strategy they can apply.Bringing in outside coaching has been a highlight o

99、f our learning strategy to bridge the gap of connection in a hybrid/virtual environment.Kelly Rider Chief Learning and Talent Officer,People Team PTCHybrid Learning Challenges and SolutionsFrom Learning Leaders Like YouLeverage Coaching SupportMaking Hybrid Learning Work|202218The past two years hav

100、e propelled hybrid and remote work to the forefront,and its clear that they are here to stay.The flexibility,autonomy,and equitable opportunities that remote and hybrid work provide will only continue to separate companies that offer these benefits from those that try to return to“the way it was.”Le

101、arning technologies,although often overlooked and underutilized,have the ability to define how successfully a company can adapt to this new,but inevitable future.In response to this new future,one of the best benefits employers can offer include flexible hours and the ability to work remotely.In som

102、e cases,this has included creating options for longer-term remote work,which has led to increased productivity,lower environmental impact,better employee branding and lower turnover.Now that the world is entering a new phase of the pandemic armed with additional information and experience,some worke

103、rs find themselves in a hybrid work situation where they have the flexibility to work from home and in the office as needed.With remote,hybrid and office workers in mind,how do we solve for the blend of these situations while providing an equitable experience?A major way to solve for this hybrid way

104、 of working is through learning technologies.THE POWER OF TECHWhile learning technologies were never intended to replace in-person interactions,they have had a significant impact on remote and hybrid workers onboarding to a new company,growing their career and developing relationships across the bus

105、iness.Weve come to a point where learning technology has the ability to make or break a companys future as we move to a hybrid work environment because its impact is no longer constrained to the onboarding or professional development portions of an employees tenure,but learning technology now has th

106、e potential to impact all parts of the employee experience.Lets take a deeper dive into how learning technologies affect a remote or hybrid workers experience across three core areas:onboarding,continuous skills development and company culture.Plugged In:How Learning Technologies Can Support Hybrid

107、and Remote WorkersBy Hasti Mehta,a senior learning specialist at HubSpot,and Meghan Castillo,a learning experience design team lead at HubSpot.Making Hybrid Learning Work|202219ONBOARDINGGone are the days when companies were able to fly employees out for a week-long onboarding experience at an offic

108、e location.Not only does this require a new hire to leave their home and responsibilities,but it has a negative impact on the environment and is quite costly.It is well known that onboarding is a critical part of an employees initiation into a company and culture.A Society for Human Resources Manage

109、ment(SHRM)article claims that 69%of employees are more likely to stay with a company if they have a great onboarding experience.Its imperative that we use technology effectively to provide an exceptional onboarding experience and help employees onboard where they will work from long-term.Doing so is

110、 more inclusive of those who are disabled,neurodiverse,parents,caretakers or those experiencing mental health conditions.It helps employees gain first-hand experience on how the company approaches remote work while enabling real connections.To support a remote and hybrid onboarding experience,techno

111、logy solutions must include increased accessibility functionality to be equitable.Accessibility can mean many things when referring to learning technologies.Basic accessibility functionality that all systems should have include Section 508 compliance,support for screen readers,and closed captioning

112、for videos.With hybrid workers needing increased flexibility,especially in these times of uncertainty,it is important to broaden our definition of accessibility to allow for technology that can be consumed on-demand.For this reason,it is important to leverage learning technologies that can host eLea

113、rning and other multimedia content,and that allow for asynchronous communication and collaboration.CONTINUING SKILLS DEVELOPMENT AND CAREER GROWTHCareer growth opportunities have taken on a new level of importance when it comes to attracting and retaining talent compared to years past.Professional d

114、evelopment sets learners up for success,enables personal and professional growth,and leads to 15%higher engagement and 34%higher retention rates than organizations that do not offer these opportunities.With a more distributed workforce,it is important for employers to provide technology solutions op

115、tions that can reduce barriers to information,increase growth opportunities and foster connectedness.Overall,learning technology plays a major role in hosting,facilitating,nudging and bringing awareness and an aspect of localization to professional development opportunities.Plugged In:How Learning T

116、echnologies Can Support Hybrid and Remote WorkersMaking Hybrid Learning Work|202220Lets take a tech enablement platform,for instance,which can elevate awareness and increase sign-ups for professional development opportunities and includes the ability to host content,live events,and filter learning o

117、pportunities by topic,date,or region.Its important to consider technology that can aid in pairing employees with one another for more formalized mentorship opportunities,create cohort experiences or enable informal social connection,all of which assist in bridging the gap between the hybrid workforc

118、e.COMPANY CULTUREAlthough learning technology isnt the first solution that comes to mind when trying to improve or build company culture,if onboarding and continued skills development solutions are in place,they become the building blocks to enabling a culture that is inclusive of everyone,regardles

119、s of tenure,role or location.Technologies that offer some aspect of social learning can be instrumental in helping to not only enable remote and hybrid employees to feel included but to aid in building a culture of learning by democratizing it.As industries become more global in nature and the workf

120、orce expands to include new generations that place higher importance on organizational values and flexibility,it is important to provide opportunities and resources that can be accessed anywhere in the world.There are ways to leverage synchronous and asynchronous video or broadcasting technologies(i

121、.e.,for company meetings,“executive ask-me-anythings,”external speakers,etc.)to better communicate the mission and vision of the company,allowing employees to create a direct connection between the work they do and the impact on the company thus fostering a feeling of connectedness and driving home

122、the point that the companys success is tied to the individuals success.Opportunities to grow with one another,not just within the context of work but to grow as individuals on a personal level(through meditation,journaling seminars,sharing experiences,and other non-traditional connections)can increa

123、se feelings of inclusion because employees are able to bring their full selves to work.This,in turn,increases employee happiness and improves overall culture.After all,HubSpots 2022 Hybrid Work Report found that“culture thrives when its tied to employee experience,not location.”Plugged In:How Learni

124、ng Technologies Can Support Hybrid and Remote Workers“Weve come to a point where learning technology has the ability to make or break a companys future as we embrace hybrid work.”Making Hybrid Learning Work|202221ADVICE FOR BEGINNERSWe caution you to start with a true understanding of the opportunit

125、y youre aiming to solve rather than beginning to plan your tech offerings based on the features of the technology or testimonials from others.As Donald H.Taylor proposed in“Learning Technologies in the Workplace,”“Too often,learning technology implementations fail because they start with Planning,ra

126、ther than Understanding,then jump to Implementation skipping over the need to Test first.By leaping straight into the intricacies of the implementation itself,and ignoring the need for scoping,the L&D team fails to understand the precise business needs,and the people who may support or impede the im

127、plementation.”Furthermore,ease of use and connectivity from one technology to another can make or break adoption and the benefits technology brings.Take the time to fully understand your unique business needs,those of your learners,and what is currently lacking before making a purchase.And be intent

128、ional with the creation of communication guidelines and expectations as these are critical to success in a hybrid world which lacks the context previously obtained in the workplace.CONCLUSIONAs the world continues to find itself in the thick of a major reckoning of what it means to be a good employe

129、r and a good employee,L&D can become a major player in transforming the corporate landscape by implementing technology that allows for the experiences and connections that happen in person to occur asynchronously.The bottom line is that companies want the same level of productivity,connectedness and

130、 engagement that the in-office experience brings but they need to meet employees where they are now:Thats the key to attracting and retaining great talent.Plugged In:How Learning Technologies Can Support Hybrid and Remote WorkersCustomize your free subscription to receive related content.“It is impo

131、rtant to provide opportunities and resources that can be accessed anywhere in the world.”Making Hybrid Learning Work|202222CHALLENGEIn 2020,our team and learners were struggling to focus among all the regular distractions,plus unprecedented uncertainty and change wrought by the COVID-19 pandemic.We

132、knew our people had new things to learn,many of which they(and we)were figuring out as we went.When business partners pushed us to make learning mandatory,we pushed back.What was needed,we insisted,was an opportunity for learners to access information that was of interest to them.SOLUTIONWe built a

133、searchable toolkit and focused on adding performance aids to it.We invited our learners to share their approaches to new pandemic-related problems,either through tool creation or through Zoom sessions designed with little lead time.We focused on making information available and allowing our learners

134、 to pull what they thought would help them,instead of us trying to decide and mandate what our learners needed.Trusting our content to be used because it was useful rather than because it was required worked.Our team(1.3 FTE)was able to deliver 3,000 learner hours(live and asynchronous)in less than

135、six months.Leadership cited our content as a positive factor in the teams impressive results.Lisa Meece Learning and Development Manager STANLEY SecurityHybrid Learning Challenges and SolutionsFrom Learning Leaders Like YouThe Power of PullMaking Hybrid Learning Work|202223Before the COVID-19 pandem

136、ic,no one could have imagined how quickly and drastically the world would shift to remote working.Now that were emerging in the post-COVID era,many workplaces are offering flexible working solutions,from entirely remote working to hybrid working,or choosing to be in the office full-time.With this ne

137、w approach to the workplace,comes a need for a new approach to train the modern workforce,too.This article will address the key challenges faced with hybrid training in particular,where some of the workforce is working remotely and others are together in person.COLLABORATIONOne of the biggest challe

138、nges of hybrid work is that the workforce can be very geographically dispersed,making it difficult to generate the sense of connection and collaboration required for effective learning to take place.One solution is to meet in virtual reality(VR).This has been proven to replicate the feeling of conne

139、ction and presence similar to being physically present with someone else.Some companies hold weekly meetings in VR to facilitate the feeling of bringing everyone together.This can be translated into training as well,so that everyone can be in the same virtual environment and interact in real-time wi

140、th each other.Here are three ways in which VR can facilitate collaboration:Role-play exercises where one person acts as the client,while the other person tries to sell them the companys product or service.In VR,participants can easily switch roles and therefore viewpoint,and more easily take on the

141、different roles through virtual embodiment.This makes the role play exercise as close to the real situation as possible and enables learners to psychologically adjust to being“in the clients shoes.”Is VR the Answer to Your Hybrid Training Challenges?By Sophie Thompson,the chief executive officer of

142、VirtualSpeech,an award-winning soft skills training platform that blends eLearning with practice exercises in virtual reality and online simulations.Making Hybrid Learning Work|202224 Virtual classroom learning where a physical classroom is replicated in VR.This enables people to meet from around th

143、e world and be immersed in a virtual learning environment together with the same facilitator.Stanford University has used this method to teach an entire module in VR for the first time.Technical skills training can be taught collaboratively in VR as well,bringing a hybrid workforce into the same vir

144、tual space.Even surgeons are using VR to practice operating on patients virtually as part of their training.ENGAGEMENTIt can be challenging for training facilitators to manage a hybrid workforce and keep all learners engaged because best practices for delivery vary between face to face and remote le

145、arning.This is where VR can provide an interactive,experiential learning approach for everyone.PwC research found that VR enables people to actively learn through experience,allowing them to complete training up to four times faster than classroom training.In addition,learners are four times more fo

146、cused during training in VR than their eLearning peers,and 1.5 times more focused than their classroom colleagues,the research found.Some VR scenarios can even replicate the exact same physical office environment that learners are familiar with.For example,a company-specific meeting room or training

147、 facility could be replicated so that managers can realistically practice giving feedback to their colleagues for their annual review.MAINTAINING QUALITY AT SCALEHybrid training means that organizations need to ensure that the quality of learning and opportunities for learning are equal for staff bo

148、th in the office and those working remotely.The benefit of VR learning is that self-paced learning exercises can provide standardized,interactive and high-quality learning material,regardless of where the learning takes place.Is VR the Answer to Your Hybrid Training Challenges?“One of the biggest ch

149、allenges of hybrid work is that the workforce can be very geographically dispersed.”Making Hybrid Learning Work|202225Key training topics like diversity,equity and inclusion(DEI),leadership communication and sexual harassment prevention can be developed in VR with an online simulation option too,and

150、 then issued to employees across the globe.This provides the organization with the security that everyone in the company has undergone the same quality-assured learning experience,without sourcing numerous facilitators for each region.MEASURING IMPACTMeasuring the impact or behavior change of traini

151、ng with a hybrid workforce brings its own challenges,but by using VR to provide a standardized learning experience,companies can provide personalized feedback and impact for each individual learner.A significant amount of real-time performance data can be collected in VR,which can be analyzed to ide

152、ntify skills gaps and areas for improvement,helping to bring a more quantitative approach to learning and improvement.For example,someone undergoing public speaking training in VR can get real-time feedback on their eye contact,how quickly they were speaking,if they were speaking loudly enough,and m

153、ore.This quantitative data for soft skills is difficult to obtain otherwise in solely in-person or online training settings.CONCLUSIONAs with any technology,there are a range of factors to consider before diving in headfirst.All learning and learning methods should start from a place of being soluti

154、on-led and goal-focused for the best learning outcomes and cost efficiency.Effective training extends beyond technology and research has shown the behavioral change of VR learning is more effective in the long-term than traditional classroom or purely online learning.Is VR the Answer to Your Hybrid

155、Training Challenges?Customize your free subscription to receive related content.“Hybrid training means that organizations need to ensure that learning opportunities are equal for all.”Making Hybrid Learning Work|202226Lisa Hutcherson,CPTM,SHRM-CPSenior Vice President,Director of Human Capital Strate

156、gies First Federal BankHybrid Learning Challenges and SolutionsFrom Learning Leaders Like YouFocus on Employee EngagementCHALLENGEOur hybrid learning challenge was employee engagement.During training,employees would multitask on their cell phones and check emails while on camera.Also,managers were n

157、ot protecting a learners time to“be here now”for the training session.Learners would have to excuse themselves to take care of customers in between learning.SOLUTION Trainings are planned well in advance to give managers time to schedule for protected time coverage.We used several engagement techniq

158、ues through Zoom:whiteboard,chat,polling,break-out sessions,role-playing in breakout sessions as well in the general session,reactions and open-ended questions where students are called on to share or read from the slides.We also include time for attendees to practice what they have learned as well

159、as increase engagement with these best practices:Beach ball toss:We send everyone a beach ball.When the facilitator calls a learners name and throws the ball at the screen,the learner does something with their beach ball,then responds to the question or conversation.Box of treats:We send a goodie bo

160、x of snacks for the learner to enjoy during breaks.We will also award points through our internal reward and recognition portal for the learner to buy lunch if training is during lunchtime.Recognize training completion:We celebrate completion of workshops through our internal reward and recognition

161、portal.Outline expectations before class:We gain manager approval for attendance so they can reinforce expectations and we conduct a pre-course and post-course debrief with the learners manager.Making Hybrid Learning Work|202227In the last three to five years the business case for diversity,equity a

162、nd inclusion(DEI),accessibility and justice has become stronger than ever before.We know that research shows organizations that have positively embedded diversity and inclusion have stronger performance over time.However,an organizations ability to adapt and reimagine workplace engagement for all,fo

163、llowed by bold action,are viable predictors of sustaining strong performance.DEI plays a critical role in business recovery and resilience and now more than ever,organizations have an important decision to make to ensure that DEI work remains a core part of doing business.As we embark upon what we h

164、ope to be a downturn in a global crisis,its time to reaffirm our commitments to DEI work and shift conversations beyond the realm of representation within the organization to what is our strategy for how we will bring in,encourage,engage,advocate for and lift up people from all walks of life in a hy

165、brid environment.Fostering DEI itself is a challenge but how do organizations maintain momentum and increase impact within an evolving hybrid work environment?Consider these tips to get started.REAFFIRM COMMITMENTS TO DEI AND INTERSECTIONAL PRIORITIESClear communication that seeks to emphasize the p

166、urpose,reach and action to advance diverse talent,reskill the workforce and enhance the economy at large increases morale,and boosts creativity and innovation.Organizations are constantly hiring talent and expanding into new markets,which means the commitment to DEI and the employee experience shoul

167、d stay at the forefront.The vision,followed by bold action,should be communicated constantly.STRUCTURE GROWTH AND LEARNING OPPORTUNITIES INTO THE FLOW OF WORKLearning and development(L&D)helps to develop competencies and skills that,when done well,will improve the companys bottom line.From organizat

168、ion to organization,this shows up in different ways.Most commonly,it shows up in a DEI in a Hybrid Work Environment:Tips and Best PracticesBy DeLisa Stringer,CPTM,a senior program and training manager at DPR Construction.Making Hybrid Learning Work|202228companys brand and reputation,talent pipeline

169、,productivity,optimization and future marketplace opportunities.On a fundamental level,organizations exist to provide a service,maintain a competitive advantage and/or make a profit.L&D is essential to supporting their efforts.With the rise of remote and hybrid work,learners time zones and geographi

170、es are less relevant now than ever before.To meet learners needs and drive behavior change,which is necessary to support business needs,L&D professionals need to partner with stakeholders to develop,manage and scale solutions that are structured into the flow of work.What does learning in the flow o

171、f work look like?Consider this example:Lets say a member on your team has been promoted to the sales team.However,this employee has little experience with technical skills like negotiation and account management.In this situation,its important to ask critical questions to ensure that learning adapts

172、 to the current environment.For example:What training is accessible in the moment of need?How is training accessed?What technology is used and how does it play a role in the experience?Does training take neurodiversity into account given the individuals needs?How can the learning translate into a si

173、tuational experience on the job?Another potential way to structure learning in the flow of work is to tie continuous learning experiences to a professional development plan(PDP).This builds in accountability,measures motivation over time and incorporates an assessment its also psychologically satisf

174、ying to see your progress.You can take it one step further by building diverse representation into cohort-based learning experiences.After all,people learn from the personal experiences of others in a more fruitful way.Asking these questions will help your organization identify whether or not its op

175、timize L&D for learners of diverse backgrounds.DEI in a Hybrid Work Environment:Tips and Best Practices“DEI plays a critical role in business recovery and resilience.”Making Hybrid Learning Work|202229MEASURE AND EVALUATE INCLUSIONTheres a difference between diversity metrics and inclusion metrics.I

176、n todays business environment,it is simply not enough to measure diversity for representation alone.Organizations should also invest in measuring inclusion an indicator of uniqueness and belongingness.While remaining diverse matters,organizations should pay greater attention to inclusion and establi

177、sh how to measure it.This goes above and beyond measuring the impact of a single program or portfolio of programs.Measuring and evaluating inclusion calls for a broader approach.Why?Remote and hybrid work while flexible,convenient and able to improve talent pipeline may erode inclusion.Research show

178、s that more than 68%of organizations will shift to a hybrid work model.So,its imperative to look at inclusion in the context of hybrid work.How are your DEI efforts measuring up in a hybrid work(and learning)environment?Are your organizations strategies,processes and methods as effective as they cou

179、ld be given the way we work today?Paying close attention to these questions will highlight if your overarching DEI strategy is working and whether or not people truly feel included.To measure inclusion in your hybrid work context,consider the following questions:How does a hybrid environment shape t

180、he path of career opportunities and promotions for employees?Does spending more time on site lead to more promotions and advancements?Does your organization reward,promote or advance employees for effort more than for results?Is there a perception of bias against workplace flexibility and productivi

181、ty?Do employees feel more psychologically safe working remotely,in person or in a hybrid model?Your diversity data may show that you have a spectrum of intersectionality,but how engaged are your diverse employees?What is their motivation level for being involved in organizational events and groups,b

182、eyond their day-to-day responsibilities?DEI in a Hybrid Work Environment:Tips and Best PracticesMaking Hybrid Learning Work|202230RETAINING DIVERSE TALENTIt not effective to invest in hiring a diverse pool of candidates for the sake of hiring,if those employees are exiting the company as soon as the

183、y join due to gaps in what the organization says it stands for in relation to employees lived experience.Thus,its imperative to dig into the experiences people are having across the organization to better understand where the challenges are in terms of engaging and retaining diverse talent for the l

184、ong-term.DEI in a Hybrid Work Environment:Tips and Best PracticesCustomize your free subscription to receive related content.“Its imperative to dig into the experiences people are having across the organization to better understand where the challenges are in terms of engaging and retaining diverse

185、talent for the long-term.”31Making Hybrid Learning Work|2022Developing hybrid and remote learning solutions is challenging.Check out these additional resources from TrainingI:Hybrid Learning Is Here.Are You Ready?This episode of The Business of Learning,the Training Industry podcast,explores hybrid

186、learning challenges and solutions,how training can connect hybrid teams and how to ensure an equitable hybrid learning experience.Managing Remote Learning Certificate This research-based certificate program will address common challenges with managing remote learning programs and share best practice

187、s to develop,deliver and measure successful remote learning programs that drive business outcomes.3 Hybrid Learning Challenges and Solutions This infographic shares three hybrid learning challenges and solutions in a bite-sized format.This graphic can serve as an overview for best practices to consi

188、der when deliver training to connect a dispersed workforce.Giving Feedback in a Remote Workplace This episode of The Business of Learning,the Training Industry podcast,explore the challenges leaders may face when giving feedback to remote employees and the skills they need to deliver effective and meaningful guidance.ADDITIONAL RESOURCES