Staying ahead of the future of work
Boost your company's performance with proven strategies and cases.
Increased engagement
Quality of communication
Enhance the effectiveness
EXAMPLE 1: FMCG
Large multi-national FMCG Spends approximately $3m per year on technical training. Limited visibility on how this money is spent, minimal apparent ROI from the investment, not meeting compliance and regulatory requirements, limited commitment from those trained to apply what was learned to their workplace.
• increase visibility of what was being learnt, including when and how;
• increase application of what had been learnt to the workplace;
• decrease waste;
• increase quality;
• reduce downtime cause by attending workshops/seminars;
• reduce the overall cost of training;
• increase achievement of compliance and regulatory targets;
• increase commitment to learning across the workforce;
• provide a solution that would allow learners to learn when and where they wanted.
Our action was to design a digital platform that would allow for the delivery, monitoring, control, assessment and reporting of targeted learning and development of users. The system works on any platform (IOS, Android and Windows), can be accessed both on and offline and can be installed on most common 1 handheld devices (phones & tablets).
Reduction in:
- the overall spend;
- staff being off-line whilst on training;
- catch-up workshops;
- workload of training team/supervisors etc;
- absenteeism.
Increase in:
- return on the investment in training;
- sustainable behavioral change;
- attendance;
- visibility;
- line-manager involvement;
- control;
- business impact;
- achievement of regulatory requirements.
EXAMPLE 2: CONSTRUCTION
Large multi-national construction company. The company was in the midst of an M&A with a company that had once been its competitor. Typical issues surrounded the M&A such as staff turn-over, political intervention, IR, media reports, and so on. Looking forward, the company wanted to ensure that post-M&A the ‘new’ workforce would understand and be committed to the organization’s corporate values. As such, the company wanted a platform with which it would be able to enhance the communication processes with employees regarding the M&A activity that was underway. More specifically, to facilitate an understanding of and commit to company Values.
- increase the visibility of people’s effort to learn the values;
- increase commitment to organizational values;
- reduce downtime cause by attending workshops/seminars;
- reduce the overall cost of training;
- provide a solution that would allow learners to learn when and where they wanted without the need for the internet;
- not be based on a roadshow ppt delivery.
Our approach was based on a strategy that would encourage people to want to
understand each of the Company Values through a reward (prizes) based system.
- In order to win prizes, the user (employee) needed to accrue points.
- To obtain points, they needed to successfully complete puzzles, games, and/or assessments focused on one or more of the Company Values.
- To be competitive and so have a chance to win, they would have to understand the meanings behind the various values by reading, watching videos, and listening to presentations about each of the values and then demonstrate commitment to those values. In other words, they needed to
commit to the Company Values!
As a result, a solution to enhance commitment to Company Values was created that:
- did not necessitate .ppt presentation roadshows;
- did not necessitate staff having to be offline to attend presentations about Company Values;
- delivered an increase in commitment to Company Values;
- delivered a reduction in the overall cost of the initiative compared to previous approaches;
- delivered an increase in the overall commitment of employees to Company Values compared to previous approaches.
EXAMPLE 3: FINANCIAL SERVICES
Like many businesses in the financial services sector, XYZ has a legal requirement to provide of ongoing support to Financial Planners (FPs) across its business. Given the multiple locations involved, the ever-changing technical and legal requirements, and the necessity to tailor support to the individual need of an FP this is a difficult task.
- Meeting ongoing professional development (PD) hours as stipulated by the regulator and monitored by the in-house learning & development team.
- Access to Financial Planner tools.
- Easy access to client information that would most likely include email, calendar, and tasking.
- Information regarding performance against agreed targets should be accessed easily.
- The ability to subscribe to industry news feeds.
- Business planning support.
- Access to the organization’s knowledge Centre.
- The ability to study on or offline.
- A Fact-Finding tool.
- Centralized and easily accessible information, tools, and resources that can be accessed via one system.
The task that we set for ourselves was to identify a solution that would facilitate the provision of support services to FPs no matter where they were located and that met with the needs of individual FPs. A solution that would provide vital information to businesses regarding regulatory requirements and the ongoing enhancement of the entire operation of the business.
As part of our research, we met with practising FPs and a large Victorian-based operator to get a better feel for what FPs needed. The discussions were held as a series of brainstorming sessions that facilitated the input of ideas from FPs around their specific need.
As a result of our discussions with XYZ regarding its role in supporting Financial Planners (FPs) across ANZ and other research which has included discussions with operators, we designed a solution that would deliver the following functionality (tiles):
- Professional Development (PD). Information at a glance regarding progress towards required yearly points. Probably displayed as a number using a Red | Amber | Green scale. This would act as a continual reminder for FPs regarding their individual responsibility for ongoing professional development.
- Quick Tools. Direct link to a range of web-based tools.
- CRM. Most likely include email, calendar, and client information.
- Target v Actual. Similar display as PD in that it would provide a numerical indication of performance against target. The status would be displayed as a percentage using a Red | Amber | Green scale.
- News. User-defined news feeds that would appear as banners at the bottom of the screen.
- Bus Planning. Link to personal business planning which would of course link to PD and Targets.
- Knowledge Centre.
- Fact Find.
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PROJECT PHASES - HOW WE WORK
We are here to help
Our experience tells us that projects such as the ones mentioned above typically involve significant organizational and cultural change aspects.
As a consequence, our approach involves detailed planning around the way in which the project will be communicated to stakeholders; how best to achieve sustainable buy-in and high adoption rates of the system.
This of course is in addition to the technical elements of the project.
Projects typically consist of the following phases:
- Scoping
- Analysis
- Design
- Development
- Testing
- Implementation
- Support
WHAT WE CAN DO
We are here to meet your demand and teach the most beneficial way for you.
Our solutions are built around the idea that technology should increase the frequency and quality of communication within a business. Where the effectiveness of communication is increased there is typically increased engagement which in-turn has a positive effect on the bottom line.
We believe that our platform would provide you with the means to enhance your operations across the total business, and so would welcome the opportunity to walk you through our system, and discuss how our solutions might help your business.
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