The challenge
For people to have unobstructed access to their learning pathways, enabling them to self-service and build capability through an intuitive learning experience. This was the challenge, a solution was realised that would deliver learning to their diverse team, no matter their location utilising Microsoft 365, SharePoint Online and LinkedIn Learning.
Over six months, we both worked entirely remotely, connecting via Microsoft Teams to manage the project between London and California.
The result? Together we developed the People Manager Learning Platform, a single location for all the organisation’s people manager training resources, and a selection of courses from LinkedIn.
Key for our client was a solution that they were able to provide to their people and say, ‘Here is some of the skills and knowledge that is going to make your work more effective’.
They also had the challenge of a very geographically dispersed workforce and management team, so needed to find a tech solution that enabled managers to access information when and where they needed it.
The solution
The solution was One Learning Hub that provides users with an optimised user experience, easily allowing them to explore the different learning pathways and courses whilst also providing them with tailored learning plans through an interactive Capability Assessment tool. People Managers now have to access learning material, helping them to understand more their responsibilities and growing their capabilities. The platform is developed in Microsoft 365, SharePoint Online with an integration to LinkedIn Learning for the core learning content.
When it came to launching, the team wanted a way to make it impactful and authentic. As well as a briefing call for managers on the key aspects, an all-encompassing comms campaign was key to engaging everyone right from the start.
The actual campaign consisted of various different parts, launch emails that went out from the Chief People Officer to all people managers globally, and blogs from executive members referencing tools and particular features – even the CFO got involved with a blog as the team geared up for launch.
A key part of this is the self-assessment tool. We developed over 100 pieces of content, whether it’s a learning guide or a template or a toolkit. However, this amount of content could easily be overwhelming for someone who doesn’t know where to start. The tool means they can answer just 10 questions, and the system provides recommended learning.
The solution is needs specific, rather than role specific, allowing our team the freedom to choose your own areas of learning based on your level of experience on a given topic.
The results
One Learning Hub has been a success in the organisation with 1000s of daily users. Users have immediately adopted the solution, commenting on the quality of the content and the exceptional user experience. From a business perspective, it has progressed the capability offering to their teams. As a valuable resource, it has advanced the capability offering for their teams, whether on-site, on the go, or working from home.
The reaction has been universal too, whether it is from the executive team, people managers in the business or HR team members - it has all been very positive.
People love the site, the quality of the content and the user experience. From a business perspective, it has progressed the capability offering to their teams.
People have been continuing to engage with the platform during the Covid-19 pandemic too, as the workforce is temporarily away from their normal sites.
Our client has been running one or two hour Microsoft Teams sessions, where topics involve different management capabilities. Team members have engaged with the platform and have begun suggesting topics too, for example a recent topic involved adjusting to remote working.
Particularly during a time of flux and change the platform has allowed our client to give people the opportunity to reskill in different areas – areas they may not necessarily be focusing on, or an area they want to build.
