Sustaining momentum once you’ve rolled out Allara Global

I’ve had the privilege of seeing many companies roll out our Learning Management System (LMS), but it doesn’t stop once the roll out is complete, the key is to create initial momentum, and ensure long-term engagement.

Outside of educating your team to stay compliant – a critical foundation for any organisation – many of our clients discover an additional and significant benefit, increased employee engagement and upskilling of staff in areas like customer service and leadership. Therefore, I'd like to share some insights on how to foster a productive learning environment.

Beyond the launch: Maintaining engagement and driving results

Launching the tool is just the beginning. The real work lies in nurturing a continuous learning environment. It’s like planting a seed – the initial sprout is exciting, but consistent care is what yields a thriving garden. Here are some key strategies to keep your team engaged and your learning investment thriving post-launch:

1. Consistent communication and reminders: Staying top of mind

In order to ensure your valued eLearning platform is not forgotten, set regular reminders to staff, either during team meetings, on internal messaging or comms sites, or via posters in the staff room.

• Reinforce the value: Communicate the benefits of continuous learning and how the tool contributes to professional development. Share success stories and testimonials from employees who have benefited from training and have progressed their career. This helps create a culture where learning is celebrated.
   
• Strategic reminders: Send out targeted reminders about any new courses recently launched, or if the team is scheduled to do their annual compliance courses, to refresh their knowledge. Find ways to integrate learning reminders into already existing communication channels, such as company newsletters or team meetings.
   
• System training as people move roles: Remember that with changing roles, the reason behind why a system has been rolled out, can get lost. It’s important to keep a formal record of your staff Learning & Development (L&D) program and how you are using eLearning as part of that. Then as roles change, the person accountable for L&D, has a clear understanding as to the business goal, and why you chose to partner with Allara.

2. Fostering a culture of continuous learning: Making learning a habit

True learning isn’t a one-off event; it’s a continuous journey.

• Create learning champions: assign team members from different functions, to become champions of your L&D program, and support a successful launch. These “training champions” will promote training opportunities, encourage skill development, and create a positive learning environment.
   
• Recognise and reward: Acknowledge and celebrate employee achievements in completing courses and developing new skills. Consider incorporating learning metrics into performance reviews and development plans. This shows that learning is valued and contributes to career growth. You could even use Leaderboards within Allara Global, where your staff can compete with each other on their course completions.
   
• Simple incentives: You may choose to create a simple reward program, where following the completion of 5 courses, you will provide a small incentive i.e. movie vouchers, meal vouchers etc.
   
• Managerial involvement: Ensure managers are actively encouraging their teams to continue using the tool. Managers can highlight how specific learning modules relate to current projects or career goals.
   
• Informal on-the-job evaluation:  Use your engaged managers or champions to support the online learning, with practical on-the-job evaluation of a few team members, where the learners are asked to show the managers what they have learnt in practice. This way you can informally reinforce their learning.
   
• Encourage peer learning: Create an emerging leaders group, to encourage those you hope will stay and grow within your business, to feel supported and can learn from other team leaders. You could even consider a mentoring program with existing senior leaders and those new to management.
   

Data analysis and feedback loops: Learning from the learners

Data provides valuable insights into what’s working and what’s not.

• Solicit regular feedback: Conduct surveys, polls, and focus groups to gather feedback from employees. Use this feedback to identify areas for improvement and address learner concerns.
   
• Iterative improvement: Show that feedback is valued by making changes based on the data received. This demonstrates a commitment to continuous improvement and keeps the learning experience relevant.
   

Conclusion

Maintaining post-launch engagement requires a proactive and strategic approach. By focusing on regular content updates, consistent communication, a culture of continuous learning, and data analysis, you can maximise the long-term impact of our bite-sized learning tool.

We are committed to supporting your ongoing success. Please do not hesitate to reach out if you have any questions or require further guidance.