4 powerful tips for rebooting your L&D strategy with hybrid learning

The pandemic has fundamentally changed how we work and has accelerated the adoption of online learning.  With more teams now moving to permanent flexible working arrangements, learning & development plans can also be brought in line with a hybrid delivery of training to boost the appeal of employers.

 What is hybrid learning?

While there is no standard approach to hybrid learning, it can be defined as a course where lessons can be attended either remotely or in person. In principle, a learner could take 100% of a lesson in class, while another student could take 100% of the exact same classes over the internet, connecting via apps like Zoom. In most cases, learners will use a mixture of remote and in-class learning, combining the two to fit around their work schedule or other commitments. After all, hybrid learning is all about flexibility, so it makes sense for your team to capitalise on it.

As we run through hybrid learning benefits, we’ll share four unique strategies for streamlining your corporate training delivery through hybrid learning.

Following each step, you should be able to outline a complete strategy for implementing a hybrid-ready L&D programme across your team.


 1. Select the right approach early on

Choosing hybrid learning is more than just selecting a learning format. You also need to think about the type of training you want to incorporate. This could mean deciding how much of the hybrid course you want to split into assignments vs. tests, or how much you want to focus on seminars vs tutorials. No matter the ratio, a personalised study plan should help your learners get the most out of their course. Only with the appropriate mix of content can you then serve up a learning & development programme that can be taken both online and off, whatever the module selected.


 2. Capitalise on asynchronous learning

Asynchronous learning is perhaps one of the most attractive features of hybrid learning. It means that instead of learning according to set schedules (e.g. group seminars) you can learn what you want in your own time and at your own pace. The key benefit of this approach is that staff can adapt their learning to fit around their existing commitments rather than the other way around. In turn, learners are more likely to complete their training programmes. To get the most out of hybrid learning, make sure to stress this benefit. While scheduled tasks have their place, learners should be made aware that assignments and tests can be carried out independently, in their own time.


 3. Make sure your managers are up to speed

As important as making sure you have a learning program that suits everyone, it’s essential to get management involved from the start. This is because, unlike blended learning, hybrid learning strategies often involve more online study than in-class learning as learners seek to capitalise on their ability to take their courses completely online or offline. As a result, you should ensure your team has all the personal support they need where they may be taking their course largely out of office. Also, remember to factor in technical support, another aspect of self-paced learning too often overlooked. And because your staff is likely to create their own hybrid learning environment, it’s a good idea to review any office equipment they might need beforehand.


 4. Rethink your learning methods throughout 

Though it’s tempting to set a learning strategy and forget about it, putting measures in place to review and rethink the learner experience with your staff is a surefire way to succeed with your flexible L&D plans. Any good learning solution should allow you to amend the course outline as required. They should also allow you to switch from hybrid learning altogether if need be, to approaches like blended learning instead. Whatever the specifics of your course, don’t be afraid to update the course delivery.


Ready to implement hybrid learning in your workplace?

As we know hybrid working is clearly here to stay, so HR professionals can feel encouraged to adapt their L&D programmes to offer learning experiences that are as flexible as possible. Through stakeholder meetings and seminars with managers, a hybrid or blended learning approach can be implemented, ensuring that everyone gets the most out of their corporate learning experience. Together with this, team meetings should be held regularly to make sure each employee is getting the most out of the course, and no one is being left behind.

At Busuu we help L&D professionals implement the kind of online language training programme that guarantees success – for employees and businesses alike. Our online language learning platform affords you all the flexibility of self-paced e-learning, while also combining one-to-one lessons from certified teachers. Best of all, you get access to all the reporting and monitoring tools to track employee progress, prove ROI, and demonstrate tangible results to your boardroom. 

Learn more about how we can support you in delivering flexible learning options through online language learning.

Contact us here