Why Hybrid Learning is the Future of Corporate Training

Why Hybrid Learning is the Future of Corporate Training

If you are from Generation X, just like me, you probably miss face-to-face conversations with your colleagues. We know how easy it was for us to walk up to a team member or a manager and ask for help without realizing that this privilege would soon be gone. Remember the times you shooed away a chatty office friend who came to graze at your desk for a round of mid-noon bonding, because you were busy on a call? That’s wasn’t very long ago. Despite our valiant efforts at adapting to the new situation, we still ping our office friends or boss on IM and crib every time an opportunity presents itself.

Now, think of Generation Z, who are joining the workforce in increasing numbers. No, they won’t pat us for our adaptability (real and imagined), they’ve grown up in a digitally endowed world, remember? They have schmoozed with technology for working, collaborating, and learning. And they are changing our workplace and the learning environment.

This pandemic has impacted the traditional work and educational set-up permanently. It has compelled educationists to explore hybrid learning models and their applications in schools and colleges. Remote learning and online classes are the new normal. Similarly, in a multigenerational workforce, as Generation Z becomes dominant, offices have to organize the modern workplace to attract this generation of talent, train them and ensure productivity. But our experience with blended learning tells us it’s not that difficult, right?! Not quite.

Hybrid is not just about pushing the learning resources on a virtual platform. While both are convenient, efficient, and cost-effective forms of customized training solutions, the difference is subtle and important.

Hybrid Model and Blended Learning Model – Similarities 

• Involve both in-person and virtual learners
• Use icebreakers, knowledge checks, polls to engage learners
• Use a flexible approach with synchronous and asynchronous learning opportunities
• Use online and offline time for collaborative activities, presentations, Q&A, and brainstorming sessions
• Facilitate conversations
• Collect feedback

Hybrid Model and Blended Learning Model – Differences

1. Instruction modality – A blended learning model seeks to combine both offline and online learning; the hybrid learning model strikes a balance between online and offline instruction
2. Online material – In a blending learning model, the online material complements the in-person training session; whereas, in a hybrid learning model, the online material replaces physical communication
3. Additional resources – Resources enrich the teaching-learning sessions in a blended learning model; whereas, resources drive the teaching-learning sessions in the hybrid learning model.

Why Should We Adopt a Hybrid Learning Model?

Building a flexible work environment might just become more and more important for organizations because the digital natives will demand greater control over their work settings. After months of remote working and the eventual evidence of greater productivity and efficiency, employers will probably need to support working from home with the intermittent return to the office to provide one-to-one support to the teams as and when required. Today, customized training solutions and implementation of the hybrid model is all the more important for the evolution, well-being, and sustenance of the workforce.

How Do We Implement a Hybrid Learning Model for a Multigenerational Workforce?

We have to determine which part of the training can be best served through in-person sessions. For example, feedback can happen face-to-face or through audio/video conferencing. We have to adapt techniques to ensure that all employees and leaders share the same vision for the future. Both employer and employee can enable the implementation of the hybrid model.

Tasks for the Employer

1. Review your organizational values and culture
2. Redesign your office space
3. Ensure information security
4. Solicit and acknowledge employee feedback
5. Integrate the virtual and real employees
6. Recognize the need for improving mental health
7. Assign mentors
8. Introduce employee self-care practices
9. Allocate time, resources, and buffers for tackling technology speed bumps/glitches

Tasks for the Employee

1. Request manager check-ins to discuss concerns
2. Stay involved in routine office tasks
3. Offer support to expedite matters
4. Develop your ability to communicate effectively
5. Reach out to avoid a feeling of disconnect and discontentment
6. Establish a dedicated workspace at home and ensure health and safety standards
7. Suggest face-to-face meetings or catch-ups to feel more involved or informed
8. Request digital training for development and closing skill gaps
9. Attend informal and social catch-ups to avoid feeling isolated

How Do We Lead Generation Z in a Hybrid Environment?

According to Forbes, agility is a critical skill set for leaders in this endless cycle of virtual meetings and economic challenges. This is the time to prioritize people over processes and customers over contracts. Specific strategies for mentoring Generation Z could include:

• Recognize their accomplishments to promote competitiveness
• Encourage emotional investment in learning
• Break larger tasks into manageable pieces
• Offer financial incentives

Conclusion

We were fortunate to have our leaders sitting in the adjoining bay when we entered the workforce. Our leaders groomed us, allayed our fears and anxieties. They sensed our cognitive readiness, social and emotional IQ and held up a roadmap to help us navigate the corridors of the corporate learning jungle. Generation Z needs to see those leadership traits virtually. As mentors and colleagues of Generation Z, we need to put in the extra effort to connect with them because these are the formative years of their corporate life. They need us to guide them through this highly disruptive and VUCA-driven business environment.

This is the time to set up a hybrid workspace for a hybrid workforce. This is the time to make training smarter.

We hope you found this article interesting and helpful. Please feel free to share your feedback at marketing@mpsinteractive.com or explore our VR Learning Solutions.

– By Rukmini Chaudhary, Director – Instructional Design at MPS Interactive