Now we have a clearer understanding of the three main types of launches for learning, we need to look further into the decision-making process.
What factors should you consider when launching new learning in the workplace?
- Size of your organisation
One of the main considerations when launching any new learning initiative is the size of your organisation. This will impact many things from budgets to communication. It’s also worth considering the geographical locations as well.
For example if your organisation has 30 branches nation-wide, with the right tech, a campaign-based launch can work really effectively to keep everyone engaged. However, if you’re working with a much smaller organisation where the majority of employees interact with each other, a passive launch may be more suitable
- Technical requirements of launch
If you are launching an LMS for example, or migrating over to a mobile-led learning strategy, the technical requirements will be much greater than if you are simply launching a new health & safety training campaign.
For many highly technical implementations, a staggered approach is often used – and for good reason. This allows you to conduct testing of all sorts from usability to engagement levels on a smaller group, to ensure the best possible experience is rolled out to the entire organisation. It can also aid the technical and IT teams in charge of implementation.
Another vital consideration is the timescale you have to launch and implement your new learning initiative. If you have several months for example, a campaign-based approach can do a lot to drum up excitement and intrigue. Campaign-based launches are often highly creative endeavours. At Learning Technologies 2019, L&D consultants and representatives from organisations including Aviva, The Entertainer, and Channel 4 spoke of the power of collaboration and creativity in LMS and learning launches.
However, if timescales are short, a campaign-based approach may not be suitable. A staggered or passive approach may be better suited for tight deadlines. It is also worth considering that while the ‘pull don’t push’ philosophy of a passive launch can work extremely well in the long run and can generate fantastic completion rates and savings over the course of a year or two, it may not be the approach to take is fast uptake in engagement is expected.
- Digital literacy of your workforce
Especially when dealing with a technological shift within your organisation, assessing the digital literacy of your workforce is a vital component to launching a new learning initiative. For example, it is always worth considering that not everyone will want to learn on a mobile device or instantly take to desktop-based learning. This needs to be considered at the launch stage.
Ultimately, any new and engaging learning initiative should offer flexibility and it’s important you can meet the needs of your workforce. At LT19, the Head of L&D at SpringerNature explained that, when they launched their in-house LMS, there was an initial surge of activity from ‘digital natives’ but in order to achieve strong engagement during and after implementation, it is vital to avoid a ‘one size fits all’ mentality.
- Current and intended learning culture
Your current learning culture (and if you wish to change this) can have a huge influence on how you wish to conduct a learning campaign and/or launch. For example, if your workplace culture is particularly sociable (which can be quite common in, for example, retail businesses) then a highly interactive campaign-based launch can work particularly well.
Your next launch is also a great way to push forward with how you want your learning culture to be. Whether you want it to be self-driven, collaborative, or structured, you can set this precedent with the way you launch your initiatives.
“Whether you’re launching new technology or a new selection of compliance training, a teaser campaign can be a great way to generate interest and spark excitement for what’s to come.”
Now we’ve looked at the factors you need to consider when planning the launch of your next learning initiative, let’s take a look at how to get your employees on board with broader change. Looking more closely at launching an LMS or shifting between technologies, it’s time for Section 2.