No business has been immune from the impact of the global pandemic. Aside from the instant changes to ways of working needed when COVID-19 hit, the events of 2020 and 2021 proved to be a catalyst for businesses to self-reflect and self-question. As leaders got to grips with managing a dispersed workforce, many began to see and appreciate the benefits of remote and hybrid work models. Many shifted their priorities, adopted new values and challenged the status quo that had restricted positive change in the business world for so long.
Arguably, one of the biggest shifts has been the annihilation of the traditional nine-to-five, desk-based day. In fact, in HR DataHub’s Outlook 2022 report, a cross-sector survey of 125 senior human resources (HR), diversity and inclusion (D&I), reward and people professionals, 98% of respondents said that they would implement a form of hybrid working in 2022. In other words, only 2% of employers said their people must always work from their office, down from 76% who expected the same in 2019.
One thing is abundantly clear: This is a huge cultural shift, and one that has gifted businesses the opportunity to transform. However, hybrid and remote work has also presented challenges, perhaps nowhere more so than in the sphere of learning and development (L&D).
Remote Work Expands L&D Opportunity
On one hand, the rapid switch to doing everything online has opened up a Pandora’s box for L&D. The decentralized make-up of training courses and rapid adoption of technology has made formal and informal accreditations accessible to everyone, everywhere and at any time. In 2022, employers can offer their people more opportunities for growth and development than ever before. And it would seem many are embracing this opportunity.
In fact, companies are using L&D for more than just individual development — they are also using it in a bid to retain the best talent. Developing leaders is quickly becoming one of the highest strategic priorities for HR teams in 2022.
In the “war for talent,” businesses are recognizing that compensation alone is not enough to retain top talent. Creating L&D opportunities for the new hybrid workforce — and remote job seekers — is essential if businesses want to keep and attract the best people.
In addition, COVID-19 proved that it is entirely possible to connect with others remotely, wherever they are in the world. New modes of working helped break down perceptions around geographic restrictions and opened up opportunities to build networks of sponsors and mentors. Not only has this helped to empower and enrich D&I initiatives, but online group networks and informal connection spaces have acted as sanctuaries for many employees — particularly those in minority groups.
And finally, the rapid rollout of online L&D programs has enabled businesses to offer mental health training to more employees. COVID-19 triggered a mental health crisis, which is something organizations have recognized and acted on. Some companies have provided mental health training as a direct result of the pandemic, the majority of which has been delivered by health care professionals and trainers remotely.
Remote L&D Comes With Its Challenges
As well as opportunity, this new hybrid working world also brings challenges to L&D. And these challenges require solutions, which, if not carefully thought out, risk excluding certain workplace demographics.
Online learning may be versatile, but there is no escaping the fact that it is tricky to deliver learning that meets the needs of all individuals. For example, there can often be a risk of leaving certain groups behind, particularly with the rapid integration of new technologies.
Businesses must also consider the demand of different learning perferences, which is especially important when training neurodiverse learners. Neurodiverse people experience, interact with and interpret the world in unique ways. With ever-increasing attention being brought to the challenges facing neurodiverse learners in the workplace, businesses would be naïve to think that all of their employees learn in the same way.
In addition, there are some industries in which online learning is not ideal. Technical training, for instance, often requires demonstration and human interaction — qualities which are difficult to replace with technology.
How To Create an L&D Experience That Meets the Needs of All Employees
- Understand Your Workforce’s Make-up
Without knowing the characteristics that make-up your workforce, it is impossible to build the personalised approach needed for L&D to be genuinely inclusive. This is now a world where fair, diverse and competitive employers thrive. Businesses can utilize their data to share in the success.
- Recognize the Need for Inclusive Learning.
Build a workplace culture that recognizes the value of contributions from people of all ages, sexual orientations, gender identities, ethnicities, races and abilities. Avoid delivering a blanket-approach L&D strategy — expecting all employees to learn in the same way, at the same speed, could not only damage their confidence and trigger feelings of isolation, but it could also decrease productivity. Recognizing that the L&D experience for your employees may not currently be inclusive is the first step to ensuring that no learner is left behind.
- Challenge Perceptions.
Actively challenge negative perceptions about specific demographics in the workplace. For example, the perception that “Older workers don’t know how to use technology.” Perceptions can be damaging. They can restrict opportunity and negatively impact psychological safety in the workplace.
- Check in With Employees.
In a remote working world where we are often not face to face, it can be difficult to spot employees who may be struggling with training. Indeed, employees may also find it harder to speak out about the challenges they are facing. Integrating one-on-one check-ins into your L&D program will help signpost any issues and will give you the insight you need to tailor learning to the individual.
- Embrace the Possibilities of New Technologies.
New technologies like machine learning (ML) and artificial intelligence (AI) have opened new worlds of possibility for highly personalized learning experiences. In fact, they can often work in ways that most humans can’t. This makes new technologies essential if one is to truly deliver on the needs, backgrounds and competencies of different learners, across all industries, at scale.
- Make L&D Hybrid.
Most companies seem to be considering hybrid or partially remote workplaces going forward. Many recognize the value in having a physical hub for their employees. In industries where technical training is prominent, online learning will not suffice. Consider also the restrictions of online learning for new roles like vocational apprenticeships, where one-on-one interaction and on-the-job learning play a major role in development.
A human approach to training will always be a necessity in some industries where technical learning is needed.
By their very nature, online L&D programs come with limitations that will undoubtedly have an impact on employee engagement and participation. However, by understanding the make-up of your workforce and creating inclusive, personalized experiences, you can deliver L&D experiences that empower your remote and hybrid learners.
