CLOs Need to Adapt to the Hybrid Work Culture

If IT was merely a facilitation infrastructure a few years ago, it has now transformed into a cornerstone that enables business and even day-to-day operations continuity, even during unfavorable business environments the pandemic is a case in point. A recent Gartner poll shows that around 48 percent of employees will likely work at least part of the time remotely after COVID-19 versus 30 percent before the pandemic. This brings its own challenges to learning and development in every organization. The chief learning officers (CLO) need to create new strategies to ensure learning and development continuity.

Nevertheless, peer-to-peer learning might take a backseat in the aftermath. Peer-to-peer learning has traditionally allowed employees to work through new concepts and share ideas with their peers working on the same project. The opportunity to teach and be taught by one another has always been an effective way for organizations to grow stronger employees that work together productively. Moreover, encouraging employees to share knowledge improves the skill set of your teams, cultivates a collaborative work environment, and encourages social connections among peers.

CLOs have an added responsibility to compensate for the shortcomings in peer-to-peer learning. Micro learning, gamification, spaced repetition, and mobile learning are a few of the learning and development trends that are currently delivering outstanding results in terms of employee engagement and learning. They need to adapt to the hybrid work culture, which is here to stay. Given the dynamic technology landscape in the business realm, CLOs have a challenging role ahead to play.