![]() “You have to tie it into what’s going on in the business,” Formosa said. And then the managers began to watch the other courses available at, and become ardent supporters. That caused managers in the pilot to have high initial usage of. Good news for Formosa was that because Just Eat was adopting these new management practices, there was an acute need for managers to learn new soft skills. They focused on making content as relevant as possible.Ī big key to getting people using eLearning is to recommend courses that are highly relevant to them. “Once you get them on our side, it makes it way easier for us to go out with a big bang.” 2. “Once you get managers bought in with it, it cascades down to the rest of their teams,” Formosa said. Then, if the pilot was successful, it would make it much easier to get all employees adopting eLearning right away. Second, Formosa knew that managers started using the product, they’d set the example for their team and would be more likely to recommend courses to their employees. Hence, there were many skills managers needed to learn, which courses could teach. She did this for a few reasons.įirst off, Just Eat was implementing company-wide management protocols: for example, regular one-on-one meetings between managers and their direct reports. Just Eat piloted with a great group to pilot with – managers.įormosa bought 250 licenses of at the beginning of 2016 specifically for her managers. How did Just Eat do it? How were they able to inspire such high adoption of, and the benefits that come with it? Additionally, it has freed up time for Just Eat Global Head of Talent Development Tania Formosa to focus on the development that's most essential for the business. Just Eat can now accommodate most training needs via immediately for a fraction of the cost of an in-person training, so all employees can learn at their own speed. Since, their usage of has been phenomenal – 34 percent of Just Eat employees used last month alone, and averaged 18 minutes a session when they did log in.īeyond that, the business has benefited. After a successful pilot of, the company rolled out the eLearning solution to all employees in March. Two years later, that’s exactly what they’ve got. ![]() To continue to stay ahead, the business needed a learning solution that could keep pace. When the L&D team could accommodate those needs via an in-person training, it was expensive and many employees wanted the training right away, instead of having to wait for a course. That was leading to requests from employees piling in to Just Eat’s learning and development department for a variety of needs. Thanks to the company’s phenomenal growth, Just Eat was hiring new people and existing people were moving up the organization. And that was starting to become a problem a problem many organizations would love to have. Two years ago, Just Eat – a global tech company that seeks to connect customers with the restaurants they love – had no eLearning solution for their 2,500 employees. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |