Majority of L&D professionals believe line managers need specific training for hybrid working

But poll also finds most firms have not increased their learning and development budgets since the start of the pandemic

Luis Alvarez/Getty Images

The majority of L&D leaders believe line managers need specific training on how to manage hybrid teams, a survey has found, although most have reported no increase in budget to support this.

The poll of 500 HR directors and heads of learning and development, conducted by LHH, found 53 per cent believed managing teams remotely was a different skill set to doing so in person, with 54 per cent arguing that all managers needed training on how to do this.

However, 52 per cent of respondents said their L&D budgets have not increased since the start of the pandemic, while more than a quarter (28 per cent) have seen their budgets reduced.

Four ways to build a culture of lifelong learning

How to create a learning culture

Demand for L&D professionals doubles in a year, research reveals

Burak Koyuncu, senior vice president for L&D at LHH UK and Ireland, said line managers needed a range of skills, from being adept at onboarding to having the emotional intelligence to look after the wellbeing of their staff.

“Organisations must support leaders and managers to meet this rapidly escalating list of expectations,” said Koyuncu. “This means investing in the right training and learning and development programmes to ensure all employees can thrive, regardless of where or how they work.”

The research, which was conducted in December 2021, also polled 2,000 workers and found disparities between how staff and managers believed working should be allocated.

Get more HR and employment law news like this delivered straight to your inbox every day – sign up to People Management’s PM Daily newsletter

Almost three-quarters (73 per cent) of employees said an individual’s job role or department was among the most important factors in deciding whether they should be able to work remotely, with the same percentage citing a track record of being able to work from anywhere.

In contrast, more than two-thirds (68 per cent) of L&D professionals said that remote working decisions should be based upon how each individual employee worked best, while 63 per cent said that individuals should take a personality and working assessment test to determine the best arrangement.

The survey also found that a third (35 per cent) of employees were struggling to collaborate in a hybrid environment, while 31 per cent said they had not been asked what training they needed to progress or been given tangible progression objectives since returning to work after the pandemic.