When it comes to training today’s hybrid workforce, traditional content formats fizzle. Their limitations in flexibility with UI, design, integrations, and analytics can cause learning and development (L&D) initiatives to fall short of expected goals. Improving worker skills in a hybrid setting depends on rethinking the document status quo. To drive experiential learning, adopt interactive training content technology.
It’s a Hybrid World
The future of the workforce is hybrid.
A hybrid workforce is a blended workforce where some work in the office full time, some people are remote full time, and others are in the office part-time and home part-time. As society begins to open up after the pandemic, hybrid workforces have become the norm. For instance, over half of the workforce intends to be in the office 10 days or less a month, according to a Webex study, while Upwork estimates that 26 percent of workers will be working remotely through 2021. Furthermore, they estimate that 22 percent of the entire workforce will work remotely by 2025. That’s roughly 36.2 million people.
So what does this mean for L&D professionals? That complexity will increase the difficulty of running traditional training programs. L&D professionals need to think outside the 2D box to engage and energize hybrid learning. Employees need interactive, engaging, and consistent learning experiences.
L&D professionals need tools that are easy to use to create training content that’s experiential and easily shared among remote workers. They will need to lose the 2D approach and adopt a multimedia approach, including video, polls, and the ability to choose their own personalized learning journey within the training materials.
While it’s important for employees to have an immersive and engaging experience, it is equally important for L&D professionals to easily manage, create, and distribute training materials. It’s especially important for them to be able to make necessary adjustments as time goes on.
How to Drive Experiential Learning in a Hybrid World
What is experiential learning? Experiential learning describes the ideal process of learning and invites you to understand yourself as a learner. It also empowers you to take charge of your own learning and development.
The experiential learning process supports performance improvement, learning, and development. According to David A. Kolb at The Institute for Experiential Learning, “There are two goals in the experiential learning process. One is to learn the specifics of a particular subject, and the other is to learn about one’s own learning process.”
This can’t be done in an engaging way with old training materials—not in today’s hybrid world. You need to have content that’s flexible and powerful enough to fill gaps and support experiential learning opportunities more effectively. Also, The content is important before, during, and after the overall learning experience.
Interactive content is the best solution for experiential learning. It can support multiple media types (e.g., audio, video, etc.). Additionally, it can be customized with polls, quizzes, or other ways to take action and put the new knowledge into practice.
With people at home, at work, or both, training needs to be more self-driven. In other words, interactivity enables self-driven experiences, increasing overall engagement with materials and more freedom for users to learn in the way that best suits them.
You need more powerful digital content platforms to help even the playing field for dispersed workforces. This will help organizations create better digital-first learning experiences.
The Work World Has Gone Hybrid and Your Content Needs to Evolve to Suit It
The shift to hybrid learning is in full swing. Because of this, L&D professionals are in the process of looking at their old training content systems and finding new ways to maintain productivity and meet future goals. The challenge is to deliver consistent development and training materials for hybrid workforces and make learning experiential for dispersed teams. For success, the learning experience must be built to reach participants through as many senses as possible. With this in mind, improving worker skills and capabilities within hybrid workforces depends on rethinking the document status quo. It also means adopting interactive content technology to drive experiential learning.
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