I was reading the latest WFH research data from the U.S. Survey of Working Arrangements and Attitudes at Stanford earlier this week.

It shows that about 25% of all paid workdays in the US are now done from home, and employer plans have settled at around 1.4 days per week as standard. I’m doing some work on digital working with a client, and it’s clear that hybrid isn’t a transition anymore but the baseline.

Interesting to note that the requests coming into L&D haven’t changed.

“Can we run a workshop?”
“Can we deliver a cohort?”
“Can we put a day on collaboration / feedback / whatever?”

Work has changed, and learning wants to, but the brief stays the same.

The reality now is:

• Time is fragmented
• Teams are distributed
• Context varies by day and location
• Manager influence matters more than ever
• And AI is quietly becoming part of everyday workflow (including learning)

So designing learning around shared time and fixed attention is more problematic.

If learning is going to be useful now, it needs to:

• take less time, not more
• sit inside work, not outside it
• flow through managers, not facilitators
• assume AI is already in the room
• and create small repeated behaviours, not one-off events

The question we need to ask ourselves is:

Does this learning design match how work actually happens here?

If the answer is no, the design isn’t modern, even if the content is.

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#workplacelearning #hybridwork #futureofwork