Walmart has one of the largest distribution networks in the world. It makes millions of products globally. That brings up some hefty safety challenges. To put this in perspective, only a 5% decline in incidents would translate to huge amounts of money in savings. To make this a reality, Walmart One developed a microlearning program which not only kept safety on top of employees’ minds, but also improved employee knowledge and retention with regards to safety practices.
Walmart’s program took the shape of a game title. It was made available to 150 distribution centers and more than 75,000 employees had access to it. At any time throughout a work shift, a worker could visit the platform and spend 3-a few minutes playing a game title that involves answering safety questions. The system tracks their answers and gives them feedback. Therefore, it gives employees the information of where they need improvement and reinforces the knowledge they’ve already mastered.
Walmart saw a voluntary participation rate averaging about 91% and success because of this. The mywalmartone saw a 54% decrease in safety incidents as well as a 15% boost in employee safety knowledge.
Manager Development – It’s been said the top reason employees leave a business is caused by poor relationships with managers. Managers are pivotal in terms of the employee experience. To be more precise, a manager’s style along with their decisions use a significant impact. It’s for that reason that developing managers to learn how to engage and inspire employees is important.
By investing in managers through flexible, self-driven, as well as on-demand training programs, these individuals will learn how to manage employees and invest in them. Check out Pandora for example. The HR department on the company closely tracks two key employee metrics that measure the potency of employee-manager relationships:
My manager really cares about me as a person. I would recommend my manager to others. Based upon this data, Pandora teaches manages the best way to coach, support, and manage their people. The organization creates all of their own content and training tools for managers… all aimed toward promoting Pandora’s values and culture. The classes are required and they are all iakbtc online and on-demand. Each session takes under fifteen minutes to complete.
University Federal Credit Union also utilizes its managers to assist engage with employees in this way. Jaclyn Courage is the Organizational Development Specialist for your company. “The biggest challenge that I see comes from a manager viewpoint; helping our managers to see, that given even their current degree of busyness that we’re not actually asking those to do anything whatsoever along with things they are already doing,” Courage said. “It’s not separate or distinctive from the ongoing conversations that they’re already having. It’s only a more focused conversation.”
Courage further explained managers are developed by and get access to “practical, simple tools they are able to easily apply.” Self-directed and Dynamic Learning – It’s been stated numerous times that we live and operate in Walmartone.com. Why not learn inside it too? Learning management systems can help develop and curate accessible and relevant content employees may use to direct their particular learning and private experience. This can be a far more agile, convenient, dynamic, and relatable tool for employees who definitely are already functioning in a digital world.