Sharing Stories: Solving training challenges with stand out mlearning features!

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In our last few blogs we talked about the changes in mobile learning and emergence of new functionality to consider when evaluating different platforms. But how are organizations using this new functionality to solve training challenges in the workplace?

Here are some stories which customers have shared with us, detailing how they used different mlearning features to resolve particular issues they were facing.

  1. Bringing learning in to one place for Onboarding

A Media organization was experiencing attrition and ramp up time challenges with their field based sales team. With eLearning modules and content spread across multiple platforms and inconsistent support by managers, learners were finding it difficult to complete their new hire training.

Features which made a difference:

They used a curriculum builder which linked to existing learning content, platforms and systems. It ensured new hires could access relevant learning content in one place quickly. It also saved the organization time and money as it meant their L&D team didn’t need to invest in new learning materials.

To increase consistency of coaching and support, a Performance Hub was introduced to ensure managers and buddies engaged regularly with new hires through online coaching and feedback. Notifications were provided to let managers know when activities had been completed and which specific activities required review and feedback.

It made learners feel more involved with a sense of belongingness and resulted in a 20% lower attrition and a 30% improvement in ramp up time. Managers also felt more involved and informed with new hire training, allowing them to provide better support.

 

2. Embedding skills training back in the workplace

An Agrochemical organization was faced with the challenge to increase their sales effectiveness. They invested in face to face training but wanted to ensure it would be applied back in the workplace.

Features which made a difference:

For them, as well as the Performance Hub feature, one of the most crucial elements was having a reporting dashboard which highlighted managers who were delivering follow up coaching to their teams via the app and the impact this was having.

This “visibility” increased ownership for both learners and managers, resulting in more coaching conversations and better performance.

 

  1. Communicating product knowledge through channel partners in a fast-paced market

An Automotive distributor was faced with the challenge of keeping their channel partners up to speed with product information. It was difficult to reach the car dealers as they were not directly employed, and also to understand what product information they required to perform better.

Features which made a difference:

The learning content builder made it easy to provide product information in the form of engaging activities using upload forms, quizzes and videos. It also made it very easy to upload, amend and release additional content when required. This meant that even though learners had already begun their training, they could continue receiving new learning content as they progressed, providing a consistent up-to-date curriculum.

This increased engagement and communication with the channel partner as well as the confidence and capability of frontline dealer sales teams.

 

  1. Improving technical capability to increase first time fix rates for engineers

A Telecoms engineering team was faced with the challenge of increasing the percentage of first time fix rates. Busy managers in the division were frequently inconsistent with their coaching as well as feedback which meant that gaps in knowledge weren’t being tackled early on. This undoubtedly affected engineer competence and ultimately performance.

Features which made a difference:

The evidence uploading feature meant that engineers could upload videos and photos of pre-and post-installation which could be reviewed by their manager or trainer.

Once it had been reviewed, the gateway feature ensured learning milestones were achieved and recorded. It meant that learners could only progress in the learning program once they passed the expected level of competence.

Using the inbuilt feedback guide creator, feedback and coaching from managers was kept focused on the areas which would make a difference and most importantly, in a way which the engineers could understand.

This increased the amount and quality of coaching conversations with their field engineers – even when out in the field. Increasing engagement as well as first-time fix rates.

 

We hope that these stories have been useful in prompting ideas in how you could use these features in your organization.  In my next blog I will be looking at ‘The Three Golden Rules for Effective Mobile Learning’ and strategies you can implement to ensure learning is embedded back in the workplace.

If you are experiencing any similar training challenges and would like to discuss these in more detail, please do get in touch, we would love to hear from you.

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