On 21 June, in the afternoon, the OneLife HR and Digital managers, with the continued presence of Nicola Doherty from LinkedIn and Alizée Del Mastro from Lynda.com, presented the workings of the tool proposed by Lynda.com in full detail to the members of the executive committee, managers and beta-testers.

For Nicola Doherty, whose mission was to ensure that staff may benefit from the full capacity of the e-learning platform, “Lynda.com meets the needs of Millenials, always on the lookout for new skills and training”. She added: “in many companies the new generations justifiably complain of the lack of training. Lynda.com’s interest is as follows: staff will not need to spend hours on training. The idea is really to maximise the few minutes spent in order to refine one’s professional skills”.

Communicating, encouraging and sharing

The Regional Sales Manager also explained that the success of this training programme depends on the commitment of staff. This must be communicated, therefore: via newsletters, via the creation of an intra-company club or simply by creating and sharing a playlist of training which potentially corresponds to the various members of a team or to all the employees of OneLife. “Speak about it over lunch, initiate a discussion, create habits” Nicola Doherty recommends. The possibilities of communication within a team, and even for all the staff, are many: posters, sharing experiences or gamification techniques recompensed for the most assiduous employees. She added: “This tool will enable you to create real champions in your team, in your company. They share their successes and thus transmit their motivation to their staff. Why and how they use the platform? What is their favourite training? What is felt about their daily work and their missions? Share your figures! It is how you are going to promote the tool which will make it successful.” The training, if integrated into the performance evaluation process, will also enable the next stages of a career to be determined: leadership, management, but also more technical solutions, which must not be neglected. Nicola insists also on the importance of feedback and user experience: to managers, company management, but also to the LinkedIn and Lynda.com teams. “This feedback must be constructive and will enable all stakeholders to enhance the efficiency of the platform” the LinkedIn employee stressed.

Alizée Del Mastro went further: “Managers, create a learning path within your team! The training available on the Lynda.com platform enables your knowledge to be refreshed and updated. This is a crucial point in a company in the midst of transformation”. The videos are displayed according to their popularity, recommended and tagged: the Lynda.com algorithm thus proposes the training that most closely matches your profile. On the technical side, managers play the role of administrator on the platform, enabling them to assign training to their staff and to ensure that they have been followed, while adding personalised documents and messages. The aim is therefore to encourage the members of one’s team but also to align their skills so that they can complement each other. Lastly, reports can be produced: connection frequency, content viewed, devices used and much, much more. “It is important to monitor staff habits when this type of training plan is initiated. The manager must observe, understand and adjust, if necessary. Hence the great importance of feedback” Alizée explains. And as Nicola stresses, the purpose of these reports is to facilitate both the life of managers and of the staff who undertake the training.

A flexible e-learning platform

The beta-testers then shared their experience after several weeks of testing. For  Nathalie de Kerchove of the Compliance & Risk department, “the strength of this e-learning platform lies in a great choice of training and it is very easy to access”. She also highlighted the flexibility of the solution proposed by Lynda.com: it is not necessary to spend hours or days on training  Jérôme Lejeune of the Customer Services department drew the same conclusion: “The division into chapters is very practical, as is the possibility of pausing the training and videos that you have started”.

Lastly  Laurence Parison, Chief Human Resources Officer, concluded by highlighting the importance of following your own training, and not only those imposed by the managers: “The mandatory training may be undertaken during working time, but everyone is responsible for developing their skills. Hence the great benefit of subscribing to solutions such as Lynda.com. So we can speak of a win-win situation for the employee and for the employer”.