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From the Research—Well-Crafted Hybrid Training Boosts Efficiency and Culture in Hybrid Workplaces

From the Research—Well-Crafted Hybrid Training Boosts Efficiency and Culture in Hybrid Workplaces
The Future of Hybrid Work
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The Future of Hybrid Work

Hybrid work is here to stay. Now more than ever, it’s critical for organizations to address the unique challenges it presents. Just look at the latest statistics:

  • Nationally, the percentage of fully remote workers and those working hybrid has largely stabilized since 2022.
  • More than 25% of all labor hours are delivered remotely.
  • More than 40% of the workforce operates in a hybrid work environment.
  • Research shows that the optimal hybrid work schedule is between 2-3 remote days per week.
  • The most successful organizations will be the ones that implement hybrid work effectively.

Many employees (and most corporate leaders) agree that the most successful organizations will be the ones that can implement hybrid work effectively to help preserve corporate culture and promote collaboration. What is the solution to achieve implementation? Robust workforce training tailored for the hybrid environment.

More and more companies are operating in a hybrid work environment and struggling with its many challenges. For example, one Fortune 100 organization contracted InSync to help with its initiative to integrate global associates from multiple sites into cohesive learning cohorts. Representatives from California, New York, and Toronto, or Bangalore, Sydney, and Shanghai, would form learning cohorts while remaining in their respective cities.

InSync helped by effectively managing the transition to a virtual training model, overcoming the hurdles presented by having employees in multiple remote locations. InSync then managed the ongoing program, enabling the company to unlock the significant potential in their associates while ensuring valuable business outcomes.

InSync Training's latest research, spearheaded by Director of Research Dr. Charles Dye, shows how well-designed hybrid training like this can improve efficiency and build company culture in hybrid environments. The study, “How to Engage Learners and Produce Real Outcomes,” provides evidence and strategies for organizations navigating the complexities of modern hybrid workplaces.

Download the full report

Central to the research findings is the profound impact of well-designed hybrid training on both work practices and organizational culture. Key insights explore

  • Improving Hybrid Worker Productivity: Well-designed hybrid training is shown to improve how employees work in hybrid settings. This training approach equips employees with the skills and mindset necessary for effective collaboration and productivity, regardless of their physical location.
  • Engaging Younger Employees: Successful hybrid delivery provides opportunities for early-in-career learners to interact with senior colleagues and ask meaningful questions in a safe environment.
  • Cultivating Company Culture: The research highlights that hybrid training, when executed thoughtfully, can actively foster and reinforce company culture. Doing so is especially crucial in hybrid environments where maintaining a unified organizational ethos can be challenging.

Additional findings of the research emphasize that

  • Over three-quarters of instructional deliveries do not address the needs of both remote and in-person learners, leading to diminished training utility and relevance.
  • Failure to design the learning experience specifically for the hybrid environment results in a significant increase in learner attrition and a significant decrease in learner engagement measures.
  • Enhanced collaboration skills and useful workplace techniques develop through well-structured hybrid training sessions.

This research builds on Dr. Dye’s earlier research and development of the innovative cognitive model of learner engagement which has since been operationalized as the InQuire Engagement Framework™. This model pinpoints emotional, intellectual, and environmental responses as key to maintaining learner engagement and reducing the financial and cultural costs of attrition. If done correctly, hybrid training models work just as well if not better than in-person models.

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Meaning for Organizations

Implementing hybrid training allows organizations to cater to the diverse learning needs of their workforce, providing a more personalized and engaging learning experience. Hybrid training enables organizations to scale their training programs more effectively, reaching a wider audience while reducing costs associated with travel and accommodation. Additionally, it promotes a culture of continuous learning and development, empowering employees to take ownership of their professional growth. By embracing hybrid training, organizations can enhance employee performance, increase retention, and stay competitive in a rapidly evolving business landscape.

How You Can Apply the Research

To begin to apply this research in your own organization, consider designing training with hybrid learners in mind. Steps include the following:

  • Choosing instructional and assessment strategies that permit active participation by all learners
  • Designing active learning for the hybrid environment and promoting remote/in-person collaboration in small groups
  • Designing collaborative activities for all learners during the session and providing collaboration opportunities modeling the same expectations and behaviors post-delivery
  • Designing debriefs and summary sessions where all learners can contribute based on their individual (in-person or remote) experience
  • Developing materials and resources accessible for all learners

Outcomes

When we learn in a hybrid environment, we learn how to work in a hybrid environment. In addition to the expected outcomes of any instructional program (specific learning objectives such as new knowledge or development of a new skill), the data suggest that learners in successful hybrid instructional experiences emerge with some insights that can positively influence hybrid work at an organization. Hybrid learners tend to promote and adopt the same techniques and approaches in their own work, and they learn that these tools can offer an effective tool in conveying culture and building interpersonal relationships for hybrid and remote workers with their in-office colleagues.

BookTo download the full research report and eBook, visit https://www.insynctraining.com/hybrid-research.

We’ll examine the research and corresponding applications for employees and organizations on our upcoming webinar “Learner Engagement in the Hybrid Workplace” on March 28, 2024.

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