Spotlight on Electrolux and Ageas: Preparing for and maintaining impactful learning programs

Driving business outcomes from an investment in learning content requires an engagement strategy that makes learning materials available and accessible to employees. Organizations need to launch and maintain learning programs effectively to ensure they have maximum impact on both employees and the business as a whole. Both Ageas and Electrolux have successfully launched digital learning programs, each taking steps to maintain and sustain engagement.

Electrolux manages organizational learning and knowledge management with formal learning networks, Internet-based knowledge, as well as a company-own education facility. Learner engagement is one of the most important aspects for Electrolux to continuously develop talents.

Therefore, Electrolux offers a plan for a learner engagement campaign that includes four main steps.

Electrolux conducted interviews with employees to ensure the company's learning and development strategy would meet their needs. In doing so, the company was able to connect learning content with the right audience.

Electrolux believes using familiar, consistent branding helps make learning more memorable to create a long-term impact on its employees' behaviors.

Based on external and internal insights, Electrolux discovered that more frequent quarterly learner programs cultivated higher levels of employee engagement than one large campaign launch. Employees were also awarded badges for each completed course, with leader boards to gamify the learning experience and motivate employees to participate.

Electrolux tracked and used metrics from the program to gain deeper insights about its course completion rates. Using a previous campaign as a benchmark, Electrolux found that the success of their new learning strategy exceeded expectations.

Ageas launched its digital learning platform two years ago but has always been conscious not to overwhelm employees with its vast library of learning material available. Ageas adopted a three-pillar strategy to reduce unnecessary noise and guide its people to the right learning content to spur their growth and development.

Key messages were planned each month from business, well-being and learning perspectives. These key messages were conveyed through links and content shared on Ageas's digital platform to ensure messaging was aligned and consistent.

Ageas created its own competency framework to guide learners and help connect them with the most relevant learning materials. One such framework is "Technical Heroes," which consists of nine core competencies that employees see right away on the landing page, each with links to relevant materials. By specifying the key areas of development and making learning material easy to access and navigate, learners are able to focus on what is most relevant to them.

Ageas has integrated its remote onboarding processes into the digital learning platform. Leveraging a combination of suggested learning materials (specific to the job or function of the employee) and live induction sessions has enabled a smoother, more consistent onboarding process.

Investing in the best learning materials is only half of the equation. If learners are not interacting and engaging with the materials, the investment is not accomplishing its purpose. Learning must be at the core of every business decision, and leaders must inspire employees to take charge of their own development journeys. With a collective growth mindset throughout the business, the opportunities for innovation are vast.