The move to remote working has caused organisations and L&D professionals alike to take a step back and look at the bigger picture of the future of L&D and its approach to learning.
With increased demand from employees to continue a flexible working schedule as we emerge from the pandemic, it’s no wonder that hybrid learning – which combines digital and in-person training methods – is quickly becoming the most popular approach to L&D in the new world of work.
To give you a more comprehensive idea of what hybrid learning brings to the table, we discuss the five major benefits of hybrid learning that every HR and L&D professional should know about.
1. Accessible and Inclusive
What makes a hybrid learning approach so useful for modern organisations is that it allows organisations to provide training to all employees, regardless of whether they’re working from home or in the office, in the UK or internationally. On-demand learning also broadens access to employees who may have tight schedules or are in different time zones.
This is vital in a world that’s moving towards a hybrid working approach, where many employees are working remotely full-time while others split time between office and home.
This is particularly important when it comes to team building, as employees who learn together – even if they’re not physically in the same room – are likely to feel they are part of a team with common goals and shared experiences to work from.
2. Flexible and Engaging
When given the opportunity to participate in learning sessions that are tailored to their personal needs – whether that’s in-person or remote, live or on-demand – employees are likely to be more engaged than when training is delivered with a one-size-fits-all approach.
That’s why providing a flexible digital learning experience that employees can access from anywhere should be a top priority for L&D leaders and teams. Implementing a flexible learning schedule and varied methods for how employees can engage with their learning materials, coworkers, and instructors can help .
Keep in mind that hybrid learning is not about replacing classrooms with online and virtual learning. Instead, it’s about using a combination of in-person and digital approaches to tailor training initiatives to the needs of each employee, creating an inclusive environment where employees can feel motivated, engaged, and excited when it comes to their continual professional development.
3. Cost and Time Effective
On any typical day, most of us have one hundred and one tasks to juggle, whether that be work, family, friends, or a plethora of other commitments and responsibilities.
Digital learning options make it easier for employees to fit training into a busy day, reducing the time spent out-of-office or travelling to training venues.
Organisations also have the chance to benefit from reduced training costs, as digital learning removes or reduces the bill for transport, venues, accommodation, and even trainer fees, as many more people can attend a virtual session than a live one.
This positively impacts not only employee satisfaction but the organisations’ bottom line as a result.
4. It’s What Employees Want
Perhaps the most important benefit of hybrid learning is that it’s what employees want – plain and simple.
Unsurprisingly, the demand for hybrid learning is on the rise, and according to LinkedIn’s 2020 Workplace Learning Report, 57% of L&D professionals claim that they spend more time with hybrid learning than they did a few years ago, with 37% claiming they spend less time with in-person training.
LinkedIn also found that 58% of people professionals surveyed want to learn at their own pace, making it clear that employees prefer a flexible approach to learning to match the flexibility of hybrid work.
It’s safe to say that the hybrid approach to L&D is here to stay – now it’s up to forward-thinking people professionals to embrace this modern learning experience and use it to cultivate an engaged, motivated, and highly skilled workforce.
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