So you got your learning platform — great! Now, things will be a smooth ride, and all your learning initiatives will be met easily! Right..?
Well, no matter how great your platform is, there will always be things to consider and act on to make your employee training and learning work well. After all, it is still the humans working with the platform that decide if it will become a success or not. So, what does it actually take to make your digital training and your learning platform successful?
We asked Hilde Rotbakken Sønnichsen, Chief HR Officer & Vinnie Finderup, Senior HR Business Partner at Uhrenholt, for their best tips on how to make their learning platform a success and what to be aware of before implementing a new learning platform.
| Who is Uhrenholt? Uhrenholt is a global, family-owned, food solutions provider, with about 250 employees. They are mostly known for their iconic brands, such as Emborg, Friendship, and Amigo. They whip up a delightful blend of dairy delights for a wide-ranging clientele across retail, wholesale, and food service in over 120 countries. |
Here comes their tips on How to Make Your Digital Training and Learning Platform a Success👇
1. Plan and Scope Thoroughly
Consider and be aware of all stakeholders and involve them early on.
"There were a lot of details and a lot of stakeholders that we had to talk with, and that might have been the factors for why it was a bigger project than we first thought." - Vinnie
"We had to involve a lot of other people. And especially the people knowing about our products when we developed the product training program. We were so dependent on those people." - Hilde
2. Start with Content That is Relevant for Most
Consider what training can impact most of your employees in your organization.
"We would recommend others to start with something company-specific and relevant. For example, for us, we want everyone to have a certain knowledge of our products, no matter where you are in the world. So, we started with the product training that we built with Learningbank because that was something that everyone should know." - Hilde
3. Keep the Training Short and Relevant
Even 20 minutes can be considered long in many cases. Aim for 5-10 min learning-bits that are easier to fit into a busy day.
"We have learned that if we make the training sessions short and relevant, then it has the greatest success!" - Vinnie
2. Use Digital Learning as a Foundation & Complement
Make sure your digital learning supports and goes hand-in-hand with your face-to-face training.
"We will still continue to have classroom training, but the e-learning is the "add-on".
- Vinnie
“The basic things will be through e-learning. But of course, we still have to have the personal touch, the relation building, and things like that. It's really a dream for HR to know that when people join us, they get the same basic knowledge no matter where in the world they are placed. " - Hilde
4. Promote Your Digital Training Initiative
For your digital training to be successful, it's not enough to create it. You need to make your employees aware that it exists.
"We had a big launch at the head office with goodie bags and cupcakes. And we also sent goodie bags to the other regions." - Hilde
But, most likely, you will need to remind your employees about the training as well. Most of us are really busy, and without reminders, the training might fall between the chairs. Send targeted reminders to employees via email or other communication channels to encourage participation in digital training.
"We have to remind them some too. I write to the manager, or they get a reminder by email." - Vinnie
We hope these tips will be useful, and if you want to read more about the Uhrenholt case, you can have a look here.