Case Study: Best Learning Technologies Project 2018 (UK commercial Sector)

by | Apr 29, 2019 | Articles, Case Studies, Featured, General, Resources

Learning with MABLE

In 2018, 93% of learning practitioners wanted to increase employee engagement with learning, but only 27% were successful. With less than a third meeting this goal, it is important to explore how an exemplar organisation turned their learning strategy on its head to achieve just that. Mitchells and Butlers’ partnership with Kineo created a learning environment where everyone felt supported, included and welcome. Establishing an engaging social learning platform, helped Mitchells and Butlers’ become the Learning Technologies award winner for Best Learning Technologies Project for the UK commercial sector. So how did they do it? 

Like many organisations with an ambitious L&D team, Mitchells and Butlers wanted to have a digital platform that allowed for the quicker implementation of changes, was mobile responsive, and adapted to their needs. But their former LMS was far from achieving that. Making a bold move, Mitchells and Butlers, with support from Kineo, scrapped the previous technology to start afresh. Drawing on insight the organisation already had into its flourishing social network (on tools like WhatsApp and Facebook), Kineo centralised social learning as the leading force behind the new learning solution. With 48% of organisations believing their culture does not support social learning, and only 23% of L&D practitioners believing they have the skills to facilitate social learning, this was a big step for the development of learning technologies. 

With this new technology, Mitchells and Butlers wanted their learning to:  

  • Pull learners in and facilitate collaboration  
  • Be available whenever and wherever learners needed it 
  • Be interactive, spontaneous and intuitive 
  • Promote learning at the point of need, be bite-size and provide performance support 

These goals were not unreasonable and certainly not uncommon within the industry. Over 90% of learning professionals want to improve access to support at the point of need, but only 23% are achieving this.

Partnering with Kineo and Totara Learning to push boundaries of work place learning, made Mitchells and Butlers’ learning solution one of the first of its kind. They established a seamless and interactive learner experience which lay the foundations for a truly impactful and engaging learning strategy. The design of the new technology tapped in to the social nature of their learning demographic by putting social learning at the centre of Mitchells and Butlers Learning Environment (MABLE). MABLE is personified on the platform as a sassy little old lady that loves to work out and push herself. The comedic persona of the caricature as a motivator/gym instructor has engaged individuals at all levels of the organisation and made even compulsory courses more interesting to learners. 

Through the creative use of MABLE’s persona and elements of gamification (the collection of badges and points), Mitchells and Butlers has developed a learning environment that is fun. Often ‘fun’ learning is not a priority for L&D practitioners, yet secondary research has highlighted how learners recall information more easily when tutors add jokes and humour related to the topic at hand.

Employees enter through Totara Social and are met with the latest feed of activities and a clear invitation to get involved. Individuals receive personalised learning, relevant to them, and due to the mobile nature, are able to access the platform whenever they want. With 94% of learners wanting to learn at their own pace, this is certainly a step in the right direction for establishing engaged learners.  

Interestingly, when learners undertake new courses, they are also added to relevant forums so they can get the support they need from people going through the same learning. In previous Towards Maturity research, we have highlighted the impact support has on the successful application of learning in the workplace. This could then be one attribute that contributed to the success of Mitchells and Butlers new learning solution. 

The learning impact:  

  • Learners are re-taking compliance training and receiving higher scores  
  • Within the first month, there were over 20,000 logins and 15,000 points issues 
  • Within the first year, there were 434,389 course completions, 232,667 minutes of videos watched and 19,749 connections made  
  • Access via mobile devices and tablets is at 40% 
  • Learners are consuming bit-sized information and stay on MABLE for 8 minutes  
  • People are asking for more training, ways to earn higher scores and are engaging with L&D in a way like never before 

The business impact:  

  • Meaningful cost savings due to the digitalisation of training and content design and system administration being in-house 
  • Compliance rates have reached 89% 
  • Saw minimal disruption to business in 2017/18 even after a norovirus incident was impacting the industry 
  • Food quality scores increased by 5%, and significantly higher in locations with higher learning engagement levels  

The learning and business impact Mitchells and Butlers received as a result of Kineo’s pioneering learning solution is evident. This organisation focused on increasing engagement and through the adoption of a new social learning technology, did just that. If they can turn their strategy around and increase engagement, that means you can to, just don’t be afraid to innovate!  

Top tips for increasing engagement: 

  1. Don’t be afraid of fun – learning solutions do not have to be bland even if it is for compliance related courses. Mitchells and Butlers used MABLE and her persona to do that, but however you decide to go ahead, do not undervalue the impact of funIt may just help you turn things around
  2. Get out of your comfort zone – 24% of L&D professionals are unwilling to facilitate social learning, although 94% want to increase self-directed learning. Humans are social in nature and it could be a missed opportunity if you are afraid to try and embrace it. Clearly social learning has made a big impact on both engagement and the nature of learners as self-directed
  3. Embrace technology – with 53% of learning still being conducted solely through face-to-face mediums, we have evidence to highlight the value learning technologies can add to the success of learning. Although specific technologies (e.g. LMS) do not specifically correlate to business impact, how they are used most certainly do. We are now in a digital era and we need to keep up.

 

This case study was first published in Learning Technologies Awards 2019 e-magazine.

Compare your L&D strategy with the Towards Maturity Learning Health Check

Compare your L&D strategy

Review your L&D strategy to discover your strengths and opportunities for improvement with the Towards Maturity Learning Health Check.

Featured content

The Great Training Robbery

The Great Training Robbery

According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

La Vie en Rose, does seeing ‘life in pink’ matter?

La Vie en Rose, does seeing ‘life in pink’ matter?

Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

Featured

The Great Training Robbery

The Great Training Robbery

According to research published by Harvard Business School (HBS), organisations across the globe are experiencing ‘The Great Training Robbery’ because the correct conditions and culture for learning are not in place. People are not ready and willing to change, and ultimately learn.

La Vie en Rose, does seeing ‘life in pink’ matter?

La Vie en Rose, does seeing ‘life in pink’ matter?

Learning can be defined in many ways, but most psychologists would agree that it is a relatively permanent change in behaviour that results from experience. The three major types of learning described by behavioural psychology are; classical conditioning, operant conditioning and observational learning. In order for learning to stick and becomes the new normal, all three types require self-driven will. Therefore, how people view the world through their lens matters.

Our Supporters also influence Towards Maturity's Health Check and research, providing insights on future trends and practices that should be investigated.

Pin It on Pinterest