Optimising L&D for Hybrid Work: Boosting Productivity and Employee Growth

Though it previously existed for years as a personal work aspiration, a niche company benefit or possible via some forms of freelance work, it was not until 2020 that hybrid work came into the mainstream as a viable structure in an increasingly digital age. In this article we’ll look at some hybrid work L&D strategies and provide five tips that you can implement immediately.

While a typewriter could not have had a shared screen in a time before the internet, modern technology and a willingness to test new ideas has now made it possible for productivity to be maintained and work-life balance increased for a huge number of jobs. This is before you even mention everyday fuel-cost savings and time-efficiency benefits, arising from only needing to commute to the office less than five times per week. Though any remote-to-office work ratio needs to be flexible to specific industry needs and role output requirements, the widespread use of hybrid work has proven that even if one size does not fit all, with current digital technology hybrid is nonetheless an exciting workplace innovation.

What this means in practice, is rising collective momentum towards testing what hybrid work solutions match the digital advances of the last thirty years. In the discussion of how people work though, it is impossible to not give a thought to how people learn. With millions needing to study university degrees or school remotely for varying periods of time, it can be appreciated that not all learning has to be in-person. Furthermore, workplace L&D for years has used anything from videos to interactive quizzes in providing employees the crucial skills they need for their jobs in varied formats. So, with hybrid work being far more popular than it was five years ago and with a wealth of digital training options available, how can businesses embrace hybrid work with optimal L&D and more importantly, why should they?

The benefits of hybrid and what it means for L&D

When considering the pros and cons of hybrid work, ultimately there is a growing consensus that those working remotely for part of the week are just as productive as those that are in the office full-time, and resignation rates among hybrid workers are 33% lower. When looking at how working some two days per week at home can maintain productivity and boost retention rates, it is a win-win for employees and employers. This is while a more refreshed workforce produces the same output, all while reducing potential business brain-drain. Wasn’t this an article about L&D though? By taking this notion of hybrid work maintaining productivity and extending it to L&D, this innovative work structure goes hand-in-hand with optimising skill development in an age of digital learning. Many companies are now implementing a hybrid working L&D strategy both to boost productivity and retain people.

Digital learning (or blended learning), has long been proven to be a viable option in employee training. This is from how it accounts for individual logistics and schedules for an employee, while being highly-cost effective. After all, if commute costs to work are being reduced for an employee by some 40% in a hybrid week, employers can cost-cut by making digital learning content a focus of training, making learning readily accessible no matter the time and place throughout a workday. Furthermore, this is before you even mention how such flexibility can foster continuous learning in a hybrid week. After all, if a well-presented animation video on leadership strategy for promotion onboarding can be watched from any screen, then why not utilise the hybrid benefits of higher staff retention by allowing employees to watch such content from any place?

Hybrid and L&D, the classroom and office side of the work-from-home coin

With resignation rates lower and productivity maintained within hybrid work, you might be thinking that any classroom L&D is a thing of the past via the means of digital learning. However, in the same way that being in the office for some three days a week can make staff relationship-building stronger and account for the workflow preferences of those that find they can focus more within an office environment, exclusively digital learning is not the only way forward for optimising training through L&D.

Though already a solid framework for productivity, the benefits of hybrid work can be enhanced through the use of AI. With AI having the potential to increase productivity and communication efficiency drastically, more time can therefore be delegated to effective L&D within a workday, in particular via blended learning. With working locations fluctuating from the home to office, perhaps also a café here and there, the tried and tested Rotation Model of blended learning seems almost made with hybrid in mind. With such a model offering rotating schedules, efficiency and of course flexibility, L&D can be a valuable part of professional development in a hybrid context. From said context, the sweet spot between the office and home in work can be effectively utilised for optimal engagement, while respecting the nuanced schedule commitments of employees.

This is before you even mention the cost-cutting benefits that a blended learning approach to L&D has, while still best utilising the workspace via in-person lessons or group activities. With such an approach to development being highly effective, to ignore blended learning when discussing hybrid work is to ignore what could very well be the most effective means of L&D for your business. This is in a current world of new ideas revolutionising work as we know it.

What can you do now to enhance hybrid working for your people?

Here are some key recommendations to consider:

Embrace hybrid learning models: Develop a blended learning approach that combines digital and in-person training to align with hybrid work schedules.
Optimise digital learning content: Create or curate high-quality digital learning materials (e.g., video tutorials, interactive quizzes) that employees can access from any location.
Leverage AI for efficiency: Explore AI tools to streamline communication and increase productivity, freeing up more time for L&D activities.
Focus on continuous learning: Design L&D programs that encourage ongoing skill development, taking advantage of the flexibility offered by hybrid work.
Monitor and measure effectiveness: Regularly assess the impact of hybrid L&D initiatives on employee productivity, engagement, and retention rates.

About Lawford Knight

At Lawford Knight, we specialise in workplace learning ranging from digital to classroom and blended. We understand and implement change, while carefully considering solutions to make a decisive positive difference to behaviour in your company, no matter the location. Contact us now to kick off your hybrid working L&D strategy.