Sanitas's challenge
Sanitas' HR department was running an overall plan to strengthen staff commitment to the company, and training had to be one of its main levers. The problem is a familiar one: people drop out of online training (MOOCs are the classic example), and even when they finish, the learning rarely makes it into their daily work.
So HR set clear guidelines: learn by practicing real situations, make the training useful in any role across the customer care office network and the sales network, and give employees the freedom to choose their own path and pace. The idea behind it: get employees to go to the training, not the other way around.
- Stop the drop-outs typical of online training and models such as MOOCs
- Make the skills applicable to any job, whatever the employee's profile
- Let employees choose their own learning path and pace
- Tie training to the company's overall plan to boost staff engagement
The solution
Sanitas chose Game Strategies' game-based learning platform as a key piece of its program. Employees trained with negotiation and time management simulators in video game format: situations close to real life where they have to put their skills into practice and get feedback with tips to improve.
Motivation came from the game itself and from gamification (rankings, badges, levels). Autonomy came from the format: an online platform, nothing to install, accessible from any device with an internet connection. Each person decided when, where and how to train, choosing from a wide catalog of non-technical skills, including the top ten skills identified at the Davos World Economic Forum, such as emotional intelligence, negotiation, problem solving, decision-making, teamwork and customer service.
Sanitas on video
In their own words
With these courses, you realize that the experience was good and that, above all, the learning experience has had a real impact on the employees.
We need to overcome the misconception that elearning is inferior to classroom training, and solutions such as the ones offered by Game Strategies help do that.
I spent ages looking for solutions, but never found anything quite like this or of this quality.
The results
The numbers show a problem solved: only eight out of every 100 participants failed to finish, which is rare in online training. And the learning didn't stay on the screen: in the surveys at the end of each course, 99% said they were applying the new skills in their job.
HR also found a link between that applicability and engagement: staff engagement rose from 81% to 90% as part of the overall plan in which game-based skills training played a critical role. Habits changed too: people in control of their email (Inbox Zero), better communication with employees, less time spent in department meetings and a personal system for managing everyday tasks.
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