Better Hybrid Working and Training
Change, renewal, and rebirth are in the air. Have you noticed that many companies and organizations are attempting to return to “normal?” The truth is that normal is just a setting on the dryer. It certainly doesn’t describe what is happening in our workplaces today. The great pandemic proved that it is possible to work well remotely, keep productivity high, offer useful virtual training, and run decent virtual meetings to bring their teams together. For many organizational leaders, this outcome was a revelation. Some leaders, however, are learning the hard way that demanding a 100% return to the workplace may lead to people leaving their jobs to find organizations that are more flexible.
Now, as we move from virtual working environments to hybrid workplaces, organizations are experimenting to get the right mix of working onsite and working remotely. Should the manager figure it out with their teams? Should we mandate 2 – 3 days in the office per week? Does it make sense to tell people which days they need to be in the office? Can we leave it completely flexible and let people choose when they will show up in person? There might be value in specifying which days to be in the office as a team, for example, to ensure that no one commutes through traffic only to discover they are the only one from their team in the office that day.?
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On top of these hybrid workplace challenges, training teams are trying to figure out how to create hybrid learning experiences well. We have been working with clients to identify, practice, and apply solid techniques for hybrid learning. Is it good enough to conduct an onsite training session with remote participants logged in to observe and, occasionally participate via chat? We don’t think so! Is it ever acceptable to just video the onsite meeting and require remote participants to view the recording later? Heck, no! Let’s pay attention to the quality of our virtual training and hybrid learning experiences, not just settle for fast and easy delivery.