Encouraging A Hybrid Model Of A Workplace To The Fullest

21st March 2022

One of the huge steps that employees and organizations have taken during the covid period is shifting to the work from home model. The change from a traditional work environment to this model has been a drastic one and that is why there is a new L&D strategy for this work model.

However, given the current scenario, some organizations give privilege to employees to work remotely while others are returning to the office. Companies are mostly encouraging a hybrid work model and that has enhanced the professional development and work-life balance of employees.

WHAT IS A HYBRID MODEL?

The master of arts in education with learning and development has encouraged trainers to plan instructional designs for this type of working environment, i.e., hybrid model. A hybrid model involves an employee working remotely as well as commuting to the office every week. For example, in a week where an employee works for 5 days, he/she can work from home for 3 days, and for the remaining 2 days he/she has to travel to the workplace.

Team members have mentioned that this method in theory and practice has increased the net revenue generation as well as productivity of employees. Remote employees have found a better work-life balance in this hybrid model. According to the new official policy after the pandemic scene, many companies are giving liberty to the employees to choose when they should return to the office.

HYBRID WORKPLACE BEST PRACTICES:

Digital transformation of work requires a meaningful and consistent training session. Such a training session will involve professional and personal development while HRs will have to emphasize using tools and technologies that will keep this hybrid model at a constant pace. A cohesive culture is the need of the hour and employees must be explained the new set of expectations.

There are certain strategies that must be prioritized while boosting up the hybrid model of work.

Encouraging leadership qualities is a vital step that must be taken to ensure a sober hybrid workplace model. Communication and emotional intelligence must be given huge priority because not everyone goes through the same time. Leaders need to be able to communicate in ways that give employees, irrespective of where they are gives a sense of belonging. They need to be able to hold people accountable to outcomes when they can’t simply see them at work and know what they’re doing. Leaders must understand and work with new levels of flexibility and trust.

In-person training must be reduced to some extent because commuting to the office is not possible for all and especially for employees who are posted in some other nation or other states. Training for the learning and development method must be done in in-person mode and e-learning mode. Learning Management System (LMS) is the new approach where employees are having total access to the portal and are quite satisfied with the microlearning process. Thus, online training is providing a flexible work culture to all the employees.

Since a hybrid model is prevailing in organizations, the training department must focus on a separate format of learning and development sessions, i.e., customizing training content for two different groups. This tailored format of training will have a direct impact on their jobs and work-related mindset.

One of the essential facts that should be kept in mind while encouraging the hybrid model is to stay abstain from polarization or biasedness. Personal affection or connection should never be supported at the workplace and employees, especially managers must prohibit any kind of partiality towards any particular employee. Polarization can be certainly reduced by making training a place where people interact and build relationships.

When the training session is cloud-based, it becomes easier for the corporate trainers to track the performance of trainees and evaluate them with accuracy. This way, the training platform does the heavy lifting of managing employee rate of growth and progress and removes the burden of remembering to send out new training material or reminding employees to get done with the training course or learning material.

THE BOTTOM LINE:

A hybrid type of working environment is beneficial for multiple reasons. It helps in cost-cutting, increases productivity, generates more revenue, and also the need to commute to work location is reduced to a great extent. Time management can be easily achieved and people enjoy balancing their personal and professional life to a great extent. A technique that has become quite notable in the L&D method is to figure out what should be the study material or lesson plan and how to amplify employee engagement in that learning session.

This new approach of working that is way different than the traditional work environment requires new skills, like stronger communication abilities, goal-oriented mentality, a go-getter attitude, and flexibility so as to create new needs when it comes to trust and interaction among coworkers. Master of arts in education with learning and development helps corporate trainers to learn such awesome training techniques that uplift employee engagement as well as a concrete learning session.

Written By : Sudeshna Guha Thakurta