5 Things to do Differently
to Scale your Programs
Five Game-changing Strategies with Real-world Examples
Run agile pilots without waiting for perfection
Don’t wait to run a perfect pilot with all the elements finalized. Conduct multiple pilots with varied goals, gathering feedback on elements like content, participant experience & technology challenges. Make real-time adjustments instead of waiting to implement it all in the final program.
Before launching a 3-month learning journey for managers at an IT major, various pilots gathered input from stakeholders like the IT team & HRBPs, refining content & experience in real-time.
Enhance participant experience with adaptable technology
Opt for an integrated, all-in-one platform minimizing the effort for employees to access & navigate program elements. Ensure the platform caters to diverse learning styles & preferences, supports various devices & includes accessibility features – allowing you to cover a wider range of participants.
A leading IT company streamlined access for a first-time manager program through a single sign-on process from their internal portal. Utilizing the Think Talent NEXT platform allowed them to include differently-abled managers.
A leader in the BFSI industry conducted a development centre. Basis employees' proficiency on various competencies, employees were assigned with personalized learning journeys focused specifically on their strengths & development areas.
Hyper-personalize by addressing "What's in it for me?"
Personalize elements such as assessment feedback, development plans & facilitated sessions. If employees don’t clearly understand what’s in it for them — i.e., if the learning content you’re providing doesn’t address a practical pain point they have, they aren’t going to engage.
Utilize data-driven nudges based on user behaviour
Utilize data insights to strategically send timely reminders & personalized content recommendations. Identify peak usage times & preferred devices to nudge users effectively.
In a private bank's development program, data revealed peak content access during employee commutes. Strategic pre-commute email reminders significantly boosted completion rates. The bank revamped the reminder process, tailoring communications based on participant behavior, such as login status & exercise completion. FOMO was also created among participants by showcasing overall completion status.
Foster stakeholder engagement & alignment
Involve HRBPs or business heads early on. By having them participate in pilots or initial batches, they can grasp the program’s value & become advocates when rolling it out to a broader audience. Incorporate their feedback & insights into pre & during program communication materials as well.
For a program covering 12k participants in 3 months, a BFSI company involved regional HRs & HRBPs early on during orientations & in pilots, enabling them to drive completion on the ground in a short period for a large set of participants.
More Resources
The biggest dilemma before learning leaders today is to enable employees to learn quickly, implement that learning rapidly, and adapt constantly to be ready for the future.
The work environment has seen a dramatic shift in the recent past.Understanding its nature and the implications of the ongoing change could add value to organisational development.
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