5 Ways to Successfully Train a Hybrid Workforce

The workplace evolved at a rapid pace during and after the pandemic, unlike anything we’ve seen before. As more companies reopen their offices, HR executives are left asking: how can we train a hybrid workforce? Moving forward, it’s crucial that training adapts and HR teams lead with creative thought. Through reinvigorated training methods, an emphasis on well-being and increased flexibility, HR professionals can lead with confidence to ensure that their team is on the right path to success. Empowering all employees with the right tools and resources will allow for a seamless transition into the workplace. And adjusting training methods to support a hybrid workforce format will help employees continue to be engaged and stay motivated. Let’s discuss a few examples.

Reinvigorate Ways to Train

Employee engagement is one of the most challenging parts of revising a learning and development program. In having a mix of employees at home and in the office, it can be a challenge to bring everyone together. Modifying your training to captivate employee attention and engagement can boost long-term interest. How can you tailor your training to do so? If training videos are a vital component of your training, consider your employees’ attention span and intrigue. It’s important for training videos to be more casual, so attention does not slip. Monotonous videos simply will no longer do. Instead, consider a combination of virtual round-table sessions along with pre-recorded webinars, in addition to self-guided content for a well-rounded training experience.

Select a Mode of Training

To have synchronous or asynchronous training sessions: why not both? There are several pros and cons to deploying both modes within your training program, but a combination can have lasting benefits for your employees.

Synchronous training can be highly effective when covering information and content that the team needs collectively. While this mode can be done in-person or hybrid, each employee can benefit from hearing the same questions and answers and other peer feedback.

Alternatively, asynchronous training can be just as effective in different ways. This mode of training allows employees to learn at their own time and pace. Asynchronous training can also enable employees to independently dive into content and have the opportunity to reflect on information as needed.

Navigate Better Interactions

Work environments now exist virtually everywhere. From employees working in the office, home and anywhere in-between, it can be challenging to group employees and new hires together for onboarding and continuing education. How can we bridge this gap?

Zoom and other connectivity platforms within your organization’s tech stack can bridge better interactions in training. All users can learn within the same sessions and engagement is effectively streamlined. Interaction and engagement can be bulked up by using engaging quizzes, polls and creative videos.

Highlight Well-Being

The pandemic brought unique opportunities to improve work culture–– namely mental wellness. This time frame highlighted the importance of having balance and strong well-being to combat burnout and virtual fatigue. Both HR professionals and managers should consider frequent check-ins for both seasoned employees and new hires to support them and mitigate burnout.

Work is evolving faster than ever before, and the need to incorporate wellness early on in training has never been greater. Leaders and HR professionals should consider having wellness training as a part of the onboarding process or re-training to inspire healthy workplace practices like mindfulness and setting balanced work-life boundaries. Incorporating mental health initiatives into training early can help employees be more productive and establish healthier work habits.

Set Achievable Goals that Result in Strong Results

We all know that goals are critical to every successful training plan. Leaders want success, but are the goals being set achievable? With any revised training program, you’ll want to adapt and make attainable changes if necessary. Changes may happen along the way, but that isn’t a sign of failure with your program. Revisions within your training plan will only strengthen training for the future. Start with smaller goals and continue asking employees and managers for feedback to assess what’s working with the updated training plan. Ask managers what they wish to see with their teams and ask employees what knowledge they hope to learn from revised or hybridized training.

Evaluating results based on accessible goals and group feedback will result in decisive outcomes. It may not happen immediately, but working towards concrete objectives will forge a solid pathway towards success.


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