As a global enterprise, it’s more important than ever to make sure that your L&D efforts are consistent, while still meeting the diverse needs of your business.

With people dispersed across different departments - and, more importantly, across the world - how do you make sure that your learning reaches every individual in the organisation?

We’ve gathered some wisdom from a few of our Global Enterprise customers - so read on to find out how you can make sure your learning is making an impact.
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Krispy Kreme - “Don’t chastise; celebrate”

Krispy Kreme has made a name for itself as one of the biggest doughnut chains in the world. Founded all the way back in 1937 on the strength of one secret, irresistible New Orleans recipe, the doughnut giant now has 1,400 locations across 30 countries. (Thanks, Vernon Rudolph!)

As a food retailer, Krispy Kreme’s top priority is, of course, compliance. It’s so important that their team can confidently deliver the world’s best doughnuts to their thousands of customers across the globe, knowing that they’ve been made with care, love, and safety.

In a webinar with Thrive’s own Helen Marshall, Krispy Kreme’s L&D Partner Alex Bailey explained the idea of “celebrating success” instead of criticising failure.

As anyone who has ever run compliance training will know, it’s a bit of a Catch 22:
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• It is so important that learners complete the training, but;
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• Compliance training is traditionally a dry, boring box-ticking exercise.
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So how do you overcome this challenging combination, and deliver compliance training that actually sticks? More importantly, how do you get your learners to actually complete the training in the first place?

As Alex explained, it’s easy to fall into the trap of "telling people off" who have yet to complete the training, chasing them or publicly calling them out. But as Alex advised, it’s actually much more effective to "flip this idea on its head": Instead of chastising those who haven’t completed their training, publicly celebrate those who have.

This creates a sense of healthy competition and "FOMO", making non-compliant learners truly want to catch up. (Alex caveats this point by saying that of course as L&D professionals, they always privately follow up with anyone who might be struggling in order to support them - nobody gets left behind!)

With this approach and the blended learning program facilitated by their LMS, Krispy Kreme’s compliance score has increased from 60% to 94%.

Frasers Group - “Uplift your Content Champions”

Frasers Group is another global enterprise, with learners dispersed across multiple brands and countries. Encompassing brands like GAME, Sports Direct, Flannels, Jack Wills and of course House of Fraser from which it gets its name, Frasers Group is faced with unique challenges when it comes to rolling out learning across their teams.

Rob Harris (Head of L&D at Frasers Group) explained during this retail webinar that due to their sheer size, they have had to be very strategic about User Generated Content. He explained the idea of uplifting "Content Champions" within the business, who can share their own knowledge on their Learning Platform.

This encourages UGC, while ensuring that the content that is posted is as effective as can be - with Subject Matter Experts behind it.
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DECIEM - “Unite your workforce.”

We obviously know the pitfalls of knowledge silos here at Thrive. (And if you’ve got no idea what that is, check out our full definition here.) But when you disconnect areas of the business from one another, it’s not just knowledge that you’re siphoning.

Allowing everyone to share, communicate and collaborate with one another on one central Learning Platform is instrumental to a feeling of connectedness. This, in turn, makes it easier for departments to share knowledge across the business.

With learners spread out across multiple locations and departments, DECIEM understands the challenges of L&D within global enterprise. Before Thrive, their training and comms were delivered via a mix of classroom learning and email announcements - which made it hard for learners to take in the information and retain it. Since launching Thrive, however, the company’s learning is 50% self-led, with User Generated Content dominating the platform.

The global beauty disruptors utilise Thrive’s communication functionality, encouraging connection between their office and retail teams. They also make use of the broadcast feature to put out regular announcements and news.

Thanks in no small part to this approach, DECIEM’s platform enjoys 95% engagement.

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Sumo Group - “Invitation, not expectation.”

In a webinar on the future of upskilling with Martin Nowak from Thrive, Sumo Group’s Jenny Muhlwa explained her approach to User Generated Content:

“You’re only going to have a small percentage of people who are going to want to create UGC, so don’t be disheartened if you create a great system and people [don’t share.]”

She elaborated by using herself as an example: She doesn’t have a Tik Tok account or YouTube channel, and has never authored any books. Yet, she was sharing her knowledge on a webinar with Thrive - because she had been invited.

Inviting people to share their knowledge, vs. expecting them to post by default makes all the difference. This makes the prospect of sharing appealing, rather than a mandatory assignment that people put little effort into just to tick it off their "To Do" list.

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Nando’s - “Embrace the Tik Tok effect”

“Gen Z’s attention spans are getting shorter!”

How many times have you heard this?

When it comes to learning, it’s always best to work with your learners rather than against them. It would be so helpful if people could sit in a classroom for hours on end and diligently absorb everything you’re trying to teach them. But human beings don’t work like that, and as our ways of taking in information and attention spans shift with the rise of short-form content, L&D leaders need to get on board.

That’s what world-famous chicken aficionados Nando’s did - and they’re seeing great results. They knew that with a 34,000-strong global workforce made up of 14,000 Gen Z employees, they needed to embrace the "Tik Tok feel" in order to effectively engage their younger learners.

That’s why they introduced Thrive Content into their learning strategy. Leaving long, tedious learning in the dust, Thrive Content makes an impact with short, digestible and effective resources that can be completed in 10 minutes or less.

Thanks for reading! We hope you enjoyed these five L&D lessons gathered from Thrive’s Global Enterprise customers. If you’d like to see how Thrive could help you, check out our case studies or book a demo today.

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