Beyond the Office: How to Build Real-Time Connections Through Virtual Learning and Development

If you’re in the corporate world, you know the discussion around return to office is a big one right now. With new announcements seemingly each week around a different organization enacting a return-to-office mandate, it’s a hard trend to ignore. 64% of companies say they’ve already mandated a return to office, with those who haven’t issued a mandate yet planning on increasing the number of days in office by next year. But as companies strive to bring employees back to the physical office, they’re also confronting some challenges.

Many workers, having adapted to remote or hybrid setups, are understandably reluctant to give up the flexibility that became a fixture in their professional lives, with 42% of office workers saying they would take a 10% pay cut to have the flexibility to work remotely. But for organizations, there are benefits to having employees gather in a shared space—especially in achieving real-time collaboration, spontaneous networking, and a sense of connectedness that can drive innovation and productivity.

This brings us to the dilemma for learning and development leaders. The return-to-office push raises a critical question: If you can’t bring employees back to the office, or if employees are resistant to it, how do you bring back live, interactive learning and training experiences that offer a similar experience?
With proper infrastructure and the right learning and development strategy, companies can recreate and even enhance the collaborative environment they seek, without mandating a full-time return to office. Let’s explore these factors in more detail, first examining whether the person-to-person connection is truly only possible in the office, then looking at how integrating effective virtual training can help organizations reach their goals and overcome this modern workplace dilemma.

Is in-person connection only possible in person?

Real-time connection has long been considered one of the greatest advantages of the physical office environment. This type of connection can enable collaborative problem-solving, spontaneous networking, and opportunities to build and reinforce relationships. However, the return-to-office dilemma extends beyond day-to-day work—it’s also about enabling employees with meaningful training and development that’s effective and engaging.

For companies focused on reigniting a sense of real-time connection, the question becomes whether there’s an alternative to a blanket return-to-office mandate. Is there a solution that keeps employees happy and preserves the flexibility they value while also creating learning opportunities that facilitate live collaboration and networking?

Through synchronous virtual learning platforms, it’s possible for companies to achieve this reality. By replicating the dynamics of in-person learning, these platforms offer immersive, interactive experiences that allow for immediate feedback, group breakouts, and networking, all without requiring employees to give up the flexibility they’ve come to value, and at times expect.

It’s important to remember that while virtual training offers a promising path toward achieving meaningful connection, the type of virtual approach matters. Relying on asynchronous training—as many organizations have historically done—can deepen the gaps that companies are seeking to bridge.

What not to do: Why asynchronous training compounds the problem

Asynchronous training, where employees complete learning modules on their own time absent of a live classroom environment, has its advantages, specifically when it comes to offering convenience. But relying on this method alone can inadvertently hinder the collaborative and engaging environment companies are aiming to restore. Without live interaction, the opportunities for spontaneous discussion, immediate feedback, and genuine connection between peers—and between participants and instructors—are diminished. This is because asynchronous learning lacks the urgency and interactivity needed to create strong relationships and drive collaborative problem-solving.

In this environment, the focus on individual completion rather than interactive experiences isolates employees, creating a sense of detachment from their colleagues and the course material. This disconnect means that asynchronous training alone is insufficient for organizations seeking the benefits of in-person collaboration and networking.

Now that we understand what doesn't work, let’s focus on the key tactics for achieving in-person benefits in virtual learning environments.

The four key strategies of an effective virtual learning and development infrastructure

To successfully unlock the benefits of in-person connection in a virtual learning environment, companies need a robust and intentional approach to their learning and development infrastructure. Keep these four strategies in mind as you’re building your own synchronous online learning program:

• Build compelling programs centered around human interaction. The best virtual learning programs position human interaction at the center, designing content and activities that encourage engagement and collaboration. Prioritize live, interactive sessions over solitary learning experiences so participants can connect, exchange ideas, solve problems together, and build rapport amongst themselves and with the instructor.
• Align organizational goals to training outcomes and learning paths. Effective virtual training should be directly linked to the organization’s broader goals. By aligning training outcomes to goals, companies ensure employees see the relevance of their learning. Define clear learning paths that reflect organizational priorities, such as skills needed to master certain areas of the business or to progress in leadership development.
• Train facilitators to encourage connections and dynamic interaction. Skilled facilitators are an essential part of creating an engaging and interactive learning experience. In virtual sessions, instructors must go beyond presenting content—they should actively engage participants, asking thought-provoking questions that encourage dynamic discussions. Train facilitators to use live polling, collaborative whiteboarding, and group breakout rooms to make sessions more dynamic and help employees feel connected to each other and to their learning.
• Choose the right tools to enable networking, feedback, and discussions. The technology used in virtual learning can make or break the experience. Select tools that support video conferencing with breakout room capabilities, interactive chat, whiteboarding, and instant feedback features to maintain a sense of immediacy and connection. Tools that also allow for structured networking, brainstorming, and ongoing discussions create avenues for interaction that go beyond the individual session and enable continuous learning and collaboration.

Connecting beyond office walls

Real-time connection and networking are no longer bound to physical office spaces. By embracing a thoughtfully designed virtual learning infrastructure, organizations can provide the collaborative and engaging experiences employees seek without requiring a return to in-person environments. The solution to the return-to-office dilemma doesn’t have to be a one or the other situation. A strong learning and development strategy enables companies to meet the need for meaningful connections while navigating the challenges of a distributed workforce, supporting employee engagement and organizational growth.

To learn how Class can help you build an impactful virtual learning program that powers an engaging and interactive environment, speak with a Class expert today.