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Looking for some examples of how a Learning Management System can help you achieve your business goals?
If you’re brand new to the wide world of Learning Management Systems (LMS’s) and have no idea where to start, you also might not be fully aware of how exactly these programs can even be used. We’re here to shed some light on the possibilities that await you, with our list of examples detailing how our customers use Thrive.
At Thrive, we’re lucky enough to work with a huge range of customer-focused retail brands - from skincare disruptor DECIEM to home improvement giant Homebase - and through our continued conversations with these customers, we’re able to glean the main problems (and solutions!) familiar to the industry.
One of the reasons why Thrive is loved by retail customers the world over is because of its sleek and intuitive mobile app. Retail teams simply can’t have their learning relegated to one computer in an uninviting, windowless back office - they need something as agile as them, that they can access quickly from the shop floor.
So with that in mind, let’s explore some of the practical applications of Thrive for the retail industry:
Skincare and beauty disruptor DECIEM burst onto the scene in 2013 with one simple objective: to create ingredient-forward skincare that strips away the unnecessary frills, making buying a Niacinamide serum as straightforward and affordable as buying a packet of paracetamol.
With Thrive’s help, DECIEM replaced their exclusively in-person training with a blended learning programme dominated by an engaging digital presence. Their focuses are on communication, user generated content (UGC) and social learning. Nicola Kilner (CEO of DECIEM) is a big believer in the power of social learning, so how are they using Thrive to achieve this?
Social learning and UGC: Instead of sticking to “the way things have always been done” (something we’re also firmly against at Thrive), DECIEM has embraced a social-first approach in their learning strategy. They’re not precious about where their learning material comes from; after all, with the rise of skincare advice on TikTok, why create something new when there’s already such a wealth of existing content out there? This has led to a productive, engaging learning culture where everybody feels empowered to share.
In the words of Nicola Kilner:
“The line between work and home life is becoming more and more blurred with working from home, and with such a social platform people’s feelings of positivity, belonging and engagement have gone through the roof more than we ever could have anticipated.”
When you think of DIY and home improvement, the chances are Homebase is the first place that comes to mind. Known throughout the country for their affordable home and garden products, the retail giant has been going from strength to strength - thanks in no small part to the emphasis they place on their 5,600-strong team’s professional development.
So, how exactly is the team at Homebase using Thrive? The main use case is on-the-job learning, so let’s explore deeper.
On-the-job learning: As we mentioned at the top of this section, an easy and accessible mobile app is a must-have when it comes to a learning strategy for retail teams - and that’s something Homebase has been taking full advantage of.
Homebase’s L&D team knew it was non-negotiable for their learning platform to work perfectly on mobile, a must-have for their majority deskless workforce. They loved that it put the power back in the hands of their learners, and took training out of the manager’s office.
In this respect, Thrive has been - in the words of the Homebase team members - a “game changer.” An immeasurable amount of time is saved by team members being able to take the information on the go and access it from their pockets in two simple clicks. Plus, managers can finally check individual learner analytics and data within the platform - something their previous LMS was sorely lacking.
Thanks to Homebase’s continuous collection of customer feedback, it’s easy to quantify the success of their learning platform. Every time a customer shops with Homebase, there is a link to complete a satisfaction survey on the back of the receipt.
What the data has revealed since the launch of Thrive has been eye-opening.
The stores that have more team members trained to the ‘expert’ level within Thrive consistently gain 35% higher satisfaction scores than those who don’t.
This clearly communicated to the Homebase team that the more knowledgeable the customer service teams are, the higher the rating the customer tends to give for that visit. Not only does this knowledge increase customer satisfaction, but it even increases the average customer spend.
With female empowerment at the core of their mission, Ann Summers has cornered the market on affordable lingerie and adult toys since they first opened their doors in 1970. Alongside this female-led, customer-focused brand runs a powerful L&D strategy headed up by L&D Partner Becky West.
They've taken Thrive's capabilities and run with them, proving that a purposeful digital learning strategy directly leads to business success. They have multiple use cases for Thrive, but we’re going to solely focus on how they’ve used the platform to prove ROI.
Demonstrating value with Thrive Impact: After being embedded with the Learning Management System for over a year, Becky West could see the link between high engagement on Thrive and impressive sales numbers. But crucially, she had no data to back this up.
That’s when she enlisted the help of Thrive Impact: Thrive’s data, campaigns and project team tasked with evidencing real business success. Armed with years of experience in Data and Analytics, the Thrive Impact team visited Ann Summers’ head office for an on-site workshop. After analysing the existing metrics and data, the decision was made to undertake a blended learning experiment.
The aim was simple: develop high performing teams who can deliver outstanding customer experiences. Ann Summers knew that their stakeholders would be compelled by an increase in strike rates for their Buzz Fresh and Hosiery lines, so they set out to demonstrate that their learning and development strategy could support them in achieving just that.
For the experiment, Ann Summers stores were split into four regions, with Region 2 (The Test Group) receiving a slightly higher target than the others. All other regions were under the umbrella of The Control Group.
While the Test Group received a blended learning approach comprising workshops, webinars and learning pathways, the Control Group only received the learning pathways. As the Ann Summers team was able to provide sales data for all regions, the Thrive Impact team could directly track the impact that the blended learning approach had had on the Test Group - and, hopefully prove that Learning and Development was the key to their success.
The success of the experiment was easy to see and quantify. All regions (both those with the blended learning approach, and those with just the learning pathways) saw a year-on-year increase for both product lines. Most importantly, the Test Group who were undergoing the blended learning approach outperformed all other groups in the experiment for the Buzz Fresh line, and came in second place for the Hosiery lines.
By doing this experiment, Ann Summers were able to measure a 10% increase in revenue with Region 2 making £3,617 (over 36%) of that revenue - undeniably proving their impact.
Award-winning games development company Sumo Group has offices all over the world, with thousands of employees working in dispersed teams. With their presence spread across the globe, their learning platform needed to unite their people and make them all feel a part of the same brand. With that in mind, Sumo Group has taken Thrive’s communication capabilities to the next level.
Communication and engagement: Sumo Group’s learning platform, named DOJO, has seen their employee engagement, communication and collaboration skyrocket.
The people at Sumo have used Thrive to deliver a range of creative learning initiatives to drive employee engagement. One campaign that was particularly popular was their DOJO Dukebox, a Spotify playlist embedded in Thrive with a weekly theme that learners can add songs to. This really brought their teams together and enabled their people to collaborate in social activities when working remotely, helping DOJO become not just the go-to place for learning, but the go-to social space for their people to connect.
Within the first 30 days, 89% of Sumo's people logged in and contributed 414 pieces of user-generated content, and since launch, 89% of the content on DOJO has been user-generated, with a 95% engagement rate.
Recognised globally for their kitchen cupboard mainstays, Princes is a food and drink manufacturer boasting a product portfolio of over 350 brands. From their extremely popular tuna, to Napolina chopped tomatoes and Branston beans, the culinary giants play a starring role in pantries the world over. Similarly to the Sumo Group example, Princes' people work all over the world (from the UK, to Poland, to Mauritius, to Italy and the Netherlands) so uniting their teams is at the top of the priority list.
Bringing people together: One of Princes’ main objectives when launching Thrive was to make sure that everyone felt truly a part of the brand, no matter what they do or where they’re based. With the help of Thrive’s suite of features, they’ve managed to do just that.
Using Thrive’s Broadcast feature, Princes holds a bi-weekly event called Food for Thought.
During this company-wide event, people from all over the business are brought together virtually to discuss the various projects, business initiatives and ideas that are helping to keep Princes at the forefront of their industry.
From sustainability efforts in Mauritius to European packaging methods, knowledge is shared with absolutely everyone in the company - so no matter their department, people feel connected to every facet of the operation.
This regular event has helped to encourage the sense of knowledge-sharing and collaboration that Adele Spencer (Head of L&D) and Steven Park (Digital Learning Manager) had hoped for when embarking on the launch of a new platform. It’s made even better with the Thrive Mobile App. For factory operatives and other deskless employees, regularly interacting with Princes’ content and branding via the app helps them to feel connected to the business, instead of simply doing their job in a vacuum.
We’re no stranger to a fast pace at Thrive; in fact, it’s an essential part of who we are. We’re always innovating, experimenting and testing out what works. That means putting our foot on the gas sometimes, and so we recognise and understand this need in customers as well.
That’s why we’ve included ourselves in this section on fast-paced businesses, to demonstrate how we’re “drinking our own champagne” and using our platform to fast-track new starters.
Huel is nutritionally complete food that focuses on health and convenience for their customers whilst having minimal impact on animals and the environment. In 2021 Huel was named the 7th fastest growing UK company on The Sunday Times Fast Track 100, with annual sales rising by over 130%.
With Huel’s “speedboat not oil tanker” approach to working, speed of implementation was important to them when choosing a supplier. They saw a perfect fit in an exciting company that would grow as they do. Just like that, Thrive partnered up with Vicki Bacon (People Manager) and her team to create Huel Learn.
Huel Learn was the answer to scale their onboarding experience, and get new “Hueligans” up to speed quickly whilst maintaining the quality and consistency of training. Vicki and team built a world-class onboarding pathway on Thrive, full of content that instantly makes new starters feel part of the team, wherever they might be working. This has saved time for their people across the board.
Our tagline is “Learning that makes an impact” and we like to think that our impact as an employer matches that.
We officially started out in the heady days of 2019 with a handful of employees, but as we’ve expanded, so has our workforce. We’re now at 160+ employees and counting, with new starters joining all the time. We’ve recently shaken up our onboarding programme, capitalising on our own functionality to create an experience that new starters will love: the Discover Thrive pathway.
This efficient, engaging pathway features live calls with the head of every Thrive department to allow new starters a full, holistic view of the company - all spread throughout their workflow to get them up to speed quickly.
Still wondering what an LMS like Thrive could do for your business? Check out our full list of features here, or book a demo to learn more.
Explore what impact Thrive could make for your team and your learners today.
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Looking for some examples of how a Learning Management System can help you achieve your business goals?
If you’re brand new to the wide world of Learning Management Systems (LMS’s) and have no idea where to start, you also might not be fully aware of how exactly these programs can even be used. We’re here to shed some light on the possibilities that await you, with our list of examples detailing how our customers use Thrive.
At Thrive, we’re lucky enough to work with a huge range of customer-focused retail brands - from skincare disruptor DECIEM to home improvement giant Homebase - and through our continued conversations with these customers, we’re able to glean the main problems (and solutions!) familiar to the industry.
One of the reasons why Thrive is loved by retail customers the world over is because of its sleek and intuitive mobile app. Retail teams simply can’t have their learning relegated to one computer in an uninviting, windowless back office - they need something as agile as them, that they can access quickly from the shop floor.
So with that in mind, let’s explore some of the practical applications of Thrive for the retail industry:
Skincare and beauty disruptor DECIEM burst onto the scene in 2013 with one simple objective: to create ingredient-forward skincare that strips away the unnecessary frills, making buying a Niacinamide serum as straightforward and affordable as buying a packet of paracetamol.
With Thrive’s help, DECIEM replaced their exclusively in-person training with a blended learning programme dominated by an engaging digital presence. Their focuses are on communication, user generated content (UGC) and social learning. Nicola Kilner (CEO of DECIEM) is a big believer in the power of social learning, so how are they using Thrive to achieve this?
Social learning and UGC: Instead of sticking to “the way things have always been done” (something we’re also firmly against at Thrive), DECIEM has embraced a social-first approach in their learning strategy. They’re not precious about where their learning material comes from; after all, with the rise of skincare advice on TikTok, why create something new when there’s already such a wealth of existing content out there? This has led to a productive, engaging learning culture where everybody feels empowered to share.
In the words of Nicola Kilner:
“The line between work and home life is becoming more and more blurred with working from home, and with such a social platform people’s feelings of positivity, belonging and engagement have gone through the roof more than we ever could have anticipated.”
When you think of DIY and home improvement, the chances are Homebase is the first place that comes to mind. Known throughout the country for their affordable home and garden products, the retail giant has been going from strength to strength - thanks in no small part to the emphasis they place on their 5,600-strong team’s professional development.
So, how exactly is the team at Homebase using Thrive? The main use case is on-the-job learning, so let’s explore deeper.
On-the-job learning: As we mentioned at the top of this section, an easy and accessible mobile app is a must-have when it comes to a learning strategy for retail teams - and that’s something Homebase has been taking full advantage of.
Homebase’s L&D team knew it was non-negotiable for their learning platform to work perfectly on mobile, a must-have for their majority deskless workforce. They loved that it put the power back in the hands of their learners, and took training out of the manager’s office.
In this respect, Thrive has been - in the words of the Homebase team members - a “game changer.” An immeasurable amount of time is saved by team members being able to take the information on the go and access it from their pockets in two simple clicks. Plus, managers can finally check individual learner analytics and data within the platform - something their previous LMS was sorely lacking.
Thanks to Homebase’s continuous collection of customer feedback, it’s easy to quantify the success of their learning platform. Every time a customer shops with Homebase, there is a link to complete a satisfaction survey on the back of the receipt.
What the data has revealed since the launch of Thrive has been eye-opening.
The stores that have more team members trained to the ‘expert’ level within Thrive consistently gain 35% higher satisfaction scores than those who don’t.
This clearly communicated to the Homebase team that the more knowledgeable the customer service teams are, the higher the rating the customer tends to give for that visit. Not only does this knowledge increase customer satisfaction, but it even increases the average customer spend.
With female empowerment at the core of their mission, Ann Summers has cornered the market on affordable lingerie and adult toys since they first opened their doors in 1970. Alongside this female-led, customer-focused brand runs a powerful L&D strategy headed up by L&D Partner Becky West.
They've taken Thrive's capabilities and run with them, proving that a purposeful digital learning strategy directly leads to business success. They have multiple use cases for Thrive, but we’re going to solely focus on how they’ve used the platform to prove ROI.
Demonstrating value with Thrive Impact: After being embedded with the Learning Management System for over a year, Becky West could see the link between high engagement on Thrive and impressive sales numbers. But crucially, she had no data to back this up.
That’s when she enlisted the help of Thrive Impact: Thrive’s data, campaigns and project team tasked with evidencing real business success. Armed with years of experience in Data and Analytics, the Thrive Impact team visited Ann Summers’ head office for an on-site workshop. After analysing the existing metrics and data, the decision was made to undertake a blended learning experiment.
The aim was simple: develop high performing teams who can deliver outstanding customer experiences. Ann Summers knew that their stakeholders would be compelled by an increase in strike rates for their Buzz Fresh and Hosiery lines, so they set out to demonstrate that their learning and development strategy could support them in achieving just that.
For the experiment, Ann Summers stores were split into four regions, with Region 2 (The Test Group) receiving a slightly higher target than the others. All other regions were under the umbrella of The Control Group.
While the Test Group received a blended learning approach comprising workshops, webinars and learning pathways, the Control Group only received the learning pathways. As the Ann Summers team was able to provide sales data for all regions, the Thrive Impact team could directly track the impact that the blended learning approach had had on the Test Group - and, hopefully prove that Learning and Development was the key to their success.
The success of the experiment was easy to see and quantify. All regions (both those with the blended learning approach, and those with just the learning pathways) saw a year-on-year increase for both product lines. Most importantly, the Test Group who were undergoing the blended learning approach outperformed all other groups in the experiment for the Buzz Fresh line, and came in second place for the Hosiery lines.
By doing this experiment, Ann Summers were able to measure a 10% increase in revenue with Region 2 making £3,617 (over 36%) of that revenue - undeniably proving their impact.
Award-winning games development company Sumo Group has offices all over the world, with thousands of employees working in dispersed teams. With their presence spread across the globe, their learning platform needed to unite their people and make them all feel a part of the same brand. With that in mind, Sumo Group has taken Thrive’s communication capabilities to the next level.
Communication and engagement: Sumo Group’s learning platform, named DOJO, has seen their employee engagement, communication and collaboration skyrocket.
The people at Sumo have used Thrive to deliver a range of creative learning initiatives to drive employee engagement. One campaign that was particularly popular was their DOJO Dukebox, a Spotify playlist embedded in Thrive with a weekly theme that learners can add songs to. This really brought their teams together and enabled their people to collaborate in social activities when working remotely, helping DOJO become not just the go-to place for learning, but the go-to social space for their people to connect.
Within the first 30 days, 89% of Sumo's people logged in and contributed 414 pieces of user-generated content, and since launch, 89% of the content on DOJO has been user-generated, with a 95% engagement rate.
Recognised globally for their kitchen cupboard mainstays, Princes is a food and drink manufacturer boasting a product portfolio of over 350 brands. From their extremely popular tuna, to Napolina chopped tomatoes and Branston beans, the culinary giants play a starring role in pantries the world over. Similarly to the Sumo Group example, Princes' people work all over the world (from the UK, to Poland, to Mauritius, to Italy and the Netherlands) so uniting their teams is at the top of the priority list.
Bringing people together: One of Princes’ main objectives when launching Thrive was to make sure that everyone felt truly a part of the brand, no matter what they do or where they’re based. With the help of Thrive’s suite of features, they’ve managed to do just that.
Using Thrive’s Broadcast feature, Princes holds a bi-weekly event called Food for Thought.
During this company-wide event, people from all over the business are brought together virtually to discuss the various projects, business initiatives and ideas that are helping to keep Princes at the forefront of their industry.
From sustainability efforts in Mauritius to European packaging methods, knowledge is shared with absolutely everyone in the company - so no matter their department, people feel connected to every facet of the operation.
This regular event has helped to encourage the sense of knowledge-sharing and collaboration that Adele Spencer (Head of L&D) and Steven Park (Digital Learning Manager) had hoped for when embarking on the launch of a new platform. It’s made even better with the Thrive Mobile App. For factory operatives and other deskless employees, regularly interacting with Princes’ content and branding via the app helps them to feel connected to the business, instead of simply doing their job in a vacuum.
We’re no stranger to a fast pace at Thrive; in fact, it’s an essential part of who we are. We’re always innovating, experimenting and testing out what works. That means putting our foot on the gas sometimes, and so we recognise and understand this need in customers as well.
That’s why we’ve included ourselves in this section on fast-paced businesses, to demonstrate how we’re “drinking our own champagne” and using our platform to fast-track new starters.
Huel is nutritionally complete food that focuses on health and convenience for their customers whilst having minimal impact on animals and the environment. In 2021 Huel was named the 7th fastest growing UK company on The Sunday Times Fast Track 100, with annual sales rising by over 130%.
With Huel’s “speedboat not oil tanker” approach to working, speed of implementation was important to them when choosing a supplier. They saw a perfect fit in an exciting company that would grow as they do. Just like that, Thrive partnered up with Vicki Bacon (People Manager) and her team to create Huel Learn.
Huel Learn was the answer to scale their onboarding experience, and get new “Hueligans” up to speed quickly whilst maintaining the quality and consistency of training. Vicki and team built a world-class onboarding pathway on Thrive, full of content that instantly makes new starters feel part of the team, wherever they might be working. This has saved time for their people across the board.
Our tagline is “Learning that makes an impact” and we like to think that our impact as an employer matches that.
We officially started out in the heady days of 2019 with a handful of employees, but as we’ve expanded, so has our workforce. We’re now at 160+ employees and counting, with new starters joining all the time. We’ve recently shaken up our onboarding programme, capitalising on our own functionality to create an experience that new starters will love: the Discover Thrive pathway.
This efficient, engaging pathway features live calls with the head of every Thrive department to allow new starters a full, holistic view of the company - all spread throughout their workflow to get them up to speed quickly.
Still wondering what an LMS like Thrive could do for your business? Check out our full list of features here, or book a demo to learn more.
Explore what impact Thrive could make for your team and your learners today.
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