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on the job training in hybrid model

Top 5 OJT Strategies to Improve Upskilling in Your Hybrid Work Culture

The in-office culture was drowning due to the wild tides of the pandemic. Bringing remote workers back to the office was a cumbersome task for several companies. In many cases, employees preferred quitting rather than giving up work from home. 

As per research, 31% of Americans, 22% of Latin Americans, 15% of Europeans, 21% of Australians, and 16% of Asians want to work from home five days a week or more. Unfortunately, a 100% remote workforce feasible option for many companies. To accommodate their employees needs, and their business needs of an in-office workforce, these companies have adopted a hybrid work environment.

hybrid work model

What is a hybrid work environment?

The hybrid work environment offers more flexibility, allowing employees to split their time between working in the office and remotely. The right balance of these two models can lead to a happy and healthy working environment. For example, employees can work three days a week from office and three days from home or their preferred remote location.

Renowned companies like Uber and Spotify have hopped on the hybrid working bandwagon to give their employees flexibility.  

flexibility at work

Importance of upskilling and reskilling in a hybrid work environment

Continuous skill development is crucial to prepare the hybrid workforce to become future-ready for confidently responding to the changing business environment. Real-time upskilling and reskilling will help expand skill sets and make the hybrid workforce more agile to address challenges. Skill development isn’t something that is done and ticked; it is a continuous process. This on-the-job training (OJT) needs to be planned and structured by the L&D team to manage it successfully in hybrid work environment. 

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Continuous skill development is crucial to prepare the hybrid workforce to become future-ready for confidently responding to the changing business environment. Real-time upskilling and reskilling will help expand skill sets and make the hybrid workforce more agile to address challenges. Skill development isn’t something that is done and ticked; it is a continuous process. Skill development needs to be planned and structured by the L&D team to manage it successfully in hybrid work environment. 

5 OJT Strategies to improve upskilling in your hybrid work environment

on-the-job training in a hybrid work culture

Below are a 5 OJT strategies you can implement to provide enhanced upskilling opportunities in your hybrid work environment.

1. Gamification – Get more interactive 

In most virtual learning sessions, the employees are either yawning or scrolling through their Instagram feed with their cameras turned off. A strong stimulus is essential to rekindle the vital spark of attentive learning. Gamification is a great technique to make on-the-job training successful in a hybrid work atmosphere. 

Whether it is compliance training or a live session on new products or technology updates, Gamification has the power to attract and hold the interest of a hybrid workforce. For instance, Disprz, a complete skilling suite’s Gameinar, enables L&D to make the learning sessions interactive and engaging with its wide gamut of features like a roulette wheel, breakout room, text wall, and sticky notes. Whether the employees are working from home or office, they can connect on the gameinar platform; it is an effective way to bring the distributed workforce on a single platform. Besides, the L&D can take real-time feedback to improve on-the-job training through quizzes and polls. 

Moreover, its leaderboards feature strikes healthy competition in a hybrid work environment and motivates employees to enroll and complete maximum courses to achieve more points and badges. Displaying the achievement to others is a great incentive that encourages higher enrolment and completion rates. 

2. Blended learning – Combine classroom and online training

Organizations have merged virtual and physical working to offer more convenience through a hybrid work model. Why don’t we apply the same strategy while facilitating corporate learning?  Blending classroom and online learning can help balance on-the-job training in a hybrid atmosphere.

For instance, before commencing the classroom sessions, the L&D team can share the necessary resources or outline through a digital learning platform along with the invitation for the session. The employees will have a clear picture of what they will be learning in the classroom sessions. Moreover, post the classroom session, the L&D can send a quiz to understand how much information the employees have aborted from the learning sessions. They can even share documents and presentation decks that employees can refer to in their time of need. 

3. Drip journey – Create a learning path by merging various learning formats

Employees get overwhelmed when they are overloaded with information that’s not streamlined. For instance, a sales rep is provided resources on various products, sales scripts, latest policies, updated government norms, new technologies, etc. He is clueless about what to pick first and how to complete everything on his plate, along with managing his routine work. 

Employees need a clear direction while working in a hybrid environment, or they will wander in the wilderness like a lost sheep. A drip journey is an effective strategy for offering continuous on-the-job training in a hybrid workplace. The L&D head or trainer can create a systematic learning pathway by scheduling specific courses on specific days. For instance, an L&D head can create a four-days learning pathway for a sales representative.  

  • First day – Blog on how to manage a sales cycle 
  • Second day – Flashcard on new product updates
  • Third day – Webinar on how to manage reluctant buyers 
  • Fourth day – Video on various use cases to close a deal 

This was just an example; the drip journey can be 15 to 30 days long as per the learning requirement, and more than one task can be added in a day. So employees will have clarity on what they have to learn each day. Regardless of their location, they can easily enroll, complete their daily courses and learn on the job seamlessly. The drip journey can also be used to onboard the new hires. So, a 30-60-90 day onboarding drip journey can be created to get the new employee up-to-speed quickly and amplify time to productivity. 

4. Social learning – Create a space for collaborative learning

Either through a tap on the shoulder or while swinging by someone’s desk, knowledge is shared frequently at the workplace. There is always a learning opportunity in such socializing moments, which the employees miss out on while working remotely for half of the week. 

Creating a collaborative space where employees can learn from each other is imperative to ensure on-the-job training in a hybrid workspace. Social learning opens the door to communication. Through a social wall on a learning platform, employees can share relevant resources, brainstorm new ideas, address various queries, share achievements and contribute to each other’s knowledge growth. 

5. Micro learning – Capture attention with knowledge nuggets 

Working in a hybrid model has its own set of challenges. One of the most pressing issues is lack of time. However, microlearning gives an opportunity to provide on-demand learning in a busy work environment. 

Most learning platforms offer mobile learning solutions that can be leveraged for sharing knowledge nuggets. The bite-sized content has the magnetic potential to attract learners. Moreover, presenting it in a compelling flashcard on mobile can increase the engagement rate. The versatility of microlearning captures interest. Developing precise content based on use cases can help deliver an immersive learning experience to the hybrid workforce. Microlearning supports the workforce in the hour of need. They can instantly learn and apply what they’ve learned to work. Moreover, microlearning can be used to provide a summary of a long training session or even share a synopsis for the upcoming session. 

6. Role-based skilling – Identify and benchmark skills for each role

In a traditional organizational structure, businesses would focus on hiring “Skilled” professionals, put them in a role, and assume they would deliver optimum performance using their expertise and experience. 

In today’s hybrid work environment, assumptions lead to disastrous outcomes. In the era of fast-changing skills, companies cannot rely on the skills highlighted in a resume to enter an organization. It is important to react quickly and keep an eye on the changing skills. Each role is different; hence identifying and benchmarking the trending skills for each role is crucial. A powerful skilling solution like Disprz enables L&D to identify and drive the skills they should focus on for boosting performance and reaching organizational goals. 

7. Personalized learning – Leverage AI to customize training based on different skill level 

Personalization is the key to making on-job training successful in a hybrid work environment. Burnout is one of the emerging issues in hybrid work culture. Employees feel stuck in the same position without any sign of growth. Providing learning that doesn’t align with individual aspiration lead to more anxiety. Hence assessing employee skill gaps and understanding their learning requirement and aspirations is essential to driving a personalized learning experience in hybrid work culture. AI-powered tools like LXP can help create a personalized journey for the hybrid workforce. Based on the skills and interests of the employees, the AI recommends the latest and most relevant content to the employee to constantly learn and advance in their careers.  

Conclusion

On-the-job training helps create seamlessness in a hybrid work environment. However, it is crucial to back it up with the right technology. A modern skilling suite can help drive impactful learning experiences in a hybrid workplace. 

Disprz LXP skilling suite provides the perfect platform that empowers companies to make available a host of digital content, in-house content, and micro-gigs to make skilling all the more holistic in a hybrid workplace. Through periodic assessments and feedback, managers can assess current skill levels and guide the employees on the right path.  Features that surge adoption like leaderboard, social learning, and nuggets that support multi-lingual learning makes Disprz more than just a learning app – a collaboration, engagement, and business-led skilling tool.  

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