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4 tips for onboarding cohorts in the hybrid workplace

The current talent shortage has made it more important than ever to find—and retain—good talent. Hiring top talent is a critical aspect of building a productive team, and a new hire’s onboarding experience can determine whether they succeed in the new role, or even stay with the company. In fact, a negative onboarding experience results in new hires being two times more likely to look for new opportunities. 

Whether you’re hiring one individual or a cohort of people, a successful onboarding process should get new hires up to speed on their roles and responsibilities and make sure they feel welcomed and included in your company culture. But the rise in hybrid workplaces has added some complexity to the onboarding process, and many experts agree that remote and hybrid onboarding requires a more dedicated focus and deliberate execution. A recent PwC survey found that more than 30% of employees find the onboarding experience worse now than in pre-covid times. These days, the challenge lies in creating consistent, compelling onboarding experiences across multiple teams and timelines, regardless of location.

Consider onboarding in cohorts

Scaling your business is often dictated by recruiting and hiring top talent. Faced with the need to support these efforts with an effective hybrid onboarding experience, top organizations are choosing to onboard new hires in cohorts, which is simpler to manage, saves time and money, and provides each member of the group with an immediate sense of community and belonging. New hires get the chance to foster friendships and form bonds with colleagues and team members who are just as new and nervous as they are, creating cross-functional partnerships that benefit the company in the long run. Cohort onboarding also leads to improved employee retention as it is less likely that a new employee will feel isolated in the onboarding process. 

If you are considering onboarding in cohorts at your organization, here are four tips to maximize the effectiveness of the cohort onboarding experience: 

1. Keep it real 

The best way to build context is to provide real-life scenarios that anticipate your employee’s future experiences. One of the most effective ways to onboard remote cohorts of employees is to build custom, immersive scenario simulations that model real-life challenges new hires will face in the coming months. This model dramatically shortens the time it takes for employees to become productive and helps diminish the risks associated with new hires jumping into the job unprepared.

Along with job-specific skills, training sessions based on real-world experiences provide an opportunity for you to share company-wide best practices, procedures, culture, and expectations—something that can be challenging to impart in a hybrid environment. Traditionally, new hires would connect to organizational culture organically through their day-to-day, in-person interactions. In the remote working world, it’s more likely that employees will lack a sense of culture and connection, making it even more critical to find intentional ways to bring them into the fold from day one. 

2. Use synchronous, team-driven learning experiences 

Cohort-based learning allows new hires to move through the newness of the onboarding experience together. Incorporating a synchronous, team-driven discovery learning component into the onboarding program has numerous benefits, including social interaction and collaboration that create a sense of community, improved application and retention, increased engagement, and broadened networking. And because these experiences are designed to be delivered in remote and hybrid settings, you’re less at risk of proximity bias—that is, showing favoritism to in-person employees over remote workers. 

3. Make it engaging 

Subjecting new hires to days of Zoom meetings, talking head presentations, and information dumps will not result in a successful and engaging experience. Instead, your onboarding program should incorporate a distinctly virtual experience that’s aligned with your organization’s culture. By using a simulation, rather than a one-way presentation of content, you’ll make learning fun, which not only creates a positive impression but has been shown to significantly increase learning and knowledge retention. 

READ MORE: How to improve remote onboarding with Zoom

4. Don’t neglect the individual 

Even if all the new hires in the cohort are going to be doing the same job function, it’s still important to connect with each person on an individual level. The onboarding process should include both structured and unstructured opportunities for individuals to bond with their teammates, discuss preferred work settings and styles, and have a chance to ask questions they may not wish to share in a cohort setting. You may also need to incorporate skill-building and training that is specific to the individual. 

READ MORE: Tips for onboarding remote employees effectively

A remote cohort onboarding experience that gets new hires off to a good start

Blueline’s ExperienceBUILDERTM digital design and delivery platform makes it possible for our team of designers and producers to create cost-effective and timely custom synchronous, team-driven, discovery-learning experiences. Delivered via Zoom, or another preferred video conferencing platform, ExperienceBUILDER uses custom, real-world scenarios to mimic on-the-job applications. The simulations delivered by ExperienceBUILDER incorporate enterprise metrics and key performance indicators (KPIs) to measure success. The synchronous, team-driven activities keep new hires fully engaged, and challenging dilemmas inspire learners to debate, test, and share past experiences. Your onboarding cohorts can collaborate to solve real-world problems, resulting in stronger teams and better onboarding outcomes.

Want to talk specifically about using ExperienceBUILDER to create an exceptional remote onboarding experience for your cohorts of new hires? Get in touch with the team to schedule a demo.

The top 5 leadership skills to develop in your people

In the post-pandemic context, developing leadership skills has become more crucial than ever. On-site interactions are becoming less frequent, employees’ mental health and well-being have come to the fore, these, combined with the talent shortage mean employers and leaders must do everything they can to create a supportive environment. A study by Harvard Business Review found that 59% of hiring managers and 89% of executives surveyed reported having difficulty recruiting candidates with the requisite soft skills. Other research suggests that the return on investment for soft skills training is as high as 250%. 

Here are the five most important leadership skills, as well as tips for developing them in a hybrid working environment. 

1. Communication

Effective written and verbal communication is key to any successful workforce, especially with today’s growing reliance on technology and virtual work. Among a myriad of benefits, leaders with good communication skills are able to increase workplace efficiency, improve motivation, advance their problem-solving capabilities, and increase retention rates. 

While there are many training programs that focus on formal communication skills, it’s just as important to cultivate leaders’ ability to communicate informally. The one-on-one conversations with direct reports that happen every day can make a significant difference in overall employee satisfaction and retention. Blueline helped leaders at a Fortune 150 pharmaceutical company to have effective career coaching discussions with their direct reports, ensuring that everybody in the organization experienced an equitable and empowering career coaching process. Leaders needed to be able to navigate difficult conversations and get the right people in the leadership pipeline while maintaining or regaining the trust of their team members. 

To hone their communication skills, we used Blueline’s ExperienceBUILDERTM  digital design and delivery platform to develop an immersive, scenario-based simulation to help supervisors develop the skills and confidence necessary for effective development planning conversations with employees. The synchronous, team-based design delivered a powerful experience and equipped leaders to have constructive discussions with their teams. 

2. Teamwork

Good teamwork in the workplace leads to higher employee morale, greater workforce efficiency and productivity, increased innovation, improved employee retention, and many other benefits. Leaders who are able to work with others help their teams generate positive results. 

ExperienceBUILDER uses a team-based learning methodology. In every ExperienceBUILDER simulation, teams have a predictable, stable environment to collaborate to solve real-world problems. Learners must engage in deep discussions and vigorous debate to make collective decisions that allow them to move forward. This team-driven discovery learning model helps leaders develop critical teamwork skills they can apply to their everyday interactions. Team-based learning has the benefit of building teamwork skills on top of nearly any type of other learning objective.

3. Empathy

In a competitive talent market, training for empathy has become a top priority for organizations looking for ways to retain and attract quality talent. A Center for Creative Leadership study found that empathetic leaders are “viewed as better performers in their jobs by their bosses,” and empathy training has been proven to drive significant business results. When employees feel as though they are seen, understood, and valued, they are more likely to feel motivated, inspired, and fulfilled in their roles. 

The good news is that empathy can be taught effectively if approached in a way that invites robust dialog and enables learners to see past their existing beliefs. ExperienceBUILDER simulations foster empathy using an immersive, discovery-based approach: simulations put learners into situations where there is no clear right or wrong answer, and teams collaborate to find a solution. This experience can help guide individuals into meaningful conversations, solve complex interpersonal situations, and uncover biases and judgment—all key to building greater empathy. 

4. Self-awareness

Self-awareness and self-management provide the critical bedrock for other leadership skills. Being self-aware helps leaders become more sensitive to themselves and others, allowing them to effectively read a room and advocate for their employees’ wants and needs—all while accelerating their personal career goals. 

The key to establishing (and cementing) better self-awareness is learning about it AND putting it into practice. In real life, the best way to exercise self-awareness is through observations and reflections, looking for patterns, insights, and lessons that can be applied in similar future experiences. 

From a business perspective, developing self-awareness can be a bit of a challenge. How do we help people develop their self-awareness without them having to learn from experiences on the fly? Is there a way to safely practice their self-awareness (and other soft skills) rather than in a critical team meeting or during a call with a vital customer? We build self-awareness through well-designed, realistic simulation experiences that provide opportunities to practice, observe, and reflect. Training simulations create collaborative environments that provide opportunities for rich observations and reflection, helping learners to build awareness in a safe environment. 

5. Adaptability 

The modern world of work is characterized by a constant state of flux and transition. Technology is advancing at a rapid pace, and the impact of the pandemic highlighted just how adaptable businesses and their leaders need to be. Adaptable leaders use change to expand their skill sets and abilities and even carve out a competitive advantage. 

Effective training for greater adaptability involves developing an immersive experience that builds strategic thinking skills and decision-making in a competitive and dynamic environment. A well-designed simulation helps learners connect to the right choices and outcomes using a set of custom scoring metrics and a live leaderboard. Crucially, this specific, predictable feedback enables learners to understand the impact of their decisions, fail forward, learn from their mistakes, and adapt. When there are no obvious right or wrong answers, teams must discuss the pros and cons of each choice and identify the best way to move forward.

Build critical leadership skills with Blueline

These five leadership skills are essential in building today’s dynamic workforce, and the best way to develop them in training is through realistic, interactive, and true-to-life immersive learning experiences. If your organization hasn’t yet tapped into the power of people skills training for leadership and professional development, then now is a great time to do so. Get in touch with the team to schedule a free consultation. 

How to improve onboarding with Zoom

Talent scarcity and high employee turnover are among the biggest challenges organizations are facing in 2022, making it more important than ever to engage and retain employees from day one. One pillar of success is having a robust employee onboarding process, which also helps new hires be productive sooner. In fact, research by Brandon Hall Group found that organizations with a strong onboarding process improve new hire productivity by over 70% and retention by 82%. 

In the hybrid working world, companies are turning to technology, such as Zoom, to onboard new remote employees. We know that employee onboarding is essential to retaining new hires, prioritizing employee satisfaction, and maintaining a productive office environment, but the question is: how can an onboarding program be delivered effectively over Zoom and other remote engagement tools? There is ample opportunity for the majority of businesses to improve their remote onboarding delivery, evidenced by the fact that only 34% of employees are satisfied with their job-specific training. 

In this blog post, we uncover how to improve onboarding with Zoom so that companies can maximize employee satisfaction from the moment they sign into their company email address. 

How NOT to onboard via Zoom

The new world of work necessitates remote onboarding. But there’s more to remote onboarding than having the new hire meet the team in an online meeting before being subjected to passively watching a talking-head PowerPoint presentation, pre-recorded training resources, or a series of asynchronous emodules. With the limitations of asynchronous virtual onboarding resources and tools, these online experiences can feel impersonal and leave new hires feeling isolated—the opposite outcome of a strong remote onboarding process that engages new hires from the start. 

Employers need to provide immersive onboarding experiences designed from the ground up for a geographically dispersed audience. It’s a worthy endeavor—employees who feel supported and engaged in their work are 87% less likely to leave the company.

Here’s how to improve onboarding via Zoom:

Schedule video calls to meet the team

One downside of remote onboarding is the lack of face-to-face introductions and interactions. It could take an employee a lot longer to actually meet their colleagues than in an office where everyone gathers in the same setting. To overcome this barrier, it’s important to connect new hires to supervisors, suppliers, peers, and other stakeholders using video calls. Starting a new job virtually can be a lonely experience, so these friendly introductory meetings provide a valuable platform for a new hire to get to know the team and help them develop a sense of the company structure. 

Once introductory meetings have taken place, it’s helpful to schedule routine check-ins to help maintain healthy professional relationships.

Provide immersive learning and training experiences

Onboarding training sessions provide an opportunity to share company-wide best practices, procedures, culture, and expectations, along with job-specific skills. But improving these learning experiences and outcomes in a remote environment requires a new approach. One of the most effective ways of onboarding remote employees is to build custom, immersive scenario simulations that model real-life challenges new hires will face in the coming months.

Blueline’s ExperienceBUILDERTM digital design and delivery platform is delivered via Zoom, or another preferred video conferencing platform. When it comes to delivering an immersive, engaging, and effective onboarding experience, ExperienceBUILDER checks all the boxes: 

  • Custom, real-world scenarios mimic on-the-job applications and use enterprise metrics and key performance indicators (KPIs) to measure success.
  • Interactivity keeps employees engaged by using synchronous, team-driven activities that inspire learners to debate, test, and share past experiences.
  • Employees are engaged in realistic, challenging dilemmas that don’t have a single right answer.
  • Teams of learners collaborate to solve real-world problems, resulting in stronger teams and better learning outcomes.
  • Gamification maximizes engagement and motivation.

The synchronous, team-driven, discovery-learning experiences delivered using ExperienceBUILDER help new hires get a fast start by acquiring company knowledge, learning new skills, building relationships, and broadening their networks in remote and hybrid settings. 

Are you curious to learn more about using ExperienceBUILDER and the experience of the Blueline team to create an exceptional remote onboarding experience? Get in touch with the team to schedule a demo. 

The 4 secrets behind successful onboarding  

In the context of the Great Resignation, organizations are fighting to acquire and retain valuable talent. The widespread adoption of hybrid and remote work has added further complexity, as employers are challenged to engage and motivate their employees without the guarantee of physical proximity. Winning employers have realized they need to step up their game to attract and retain top talent, which is one reason there’s never been a better time to focus on strategic onboarding.

Why make such a fuss about onboarding?

There are several reasons why our clients invest in the design and development of a superior onboarding program, including job readiness, time to productivity, employee affiliation, reduced attrition, risk avoidance, and compliance. You don’t have to work too hard to make a case for ROI. According to Bamboo HR, employees who felt their onboarding was highly effective were 18 times more likely to feel highly committed to their organization and 30 times more likely to have high job satisfaction. Organizations using effective onboarding have 33% more employees who feel engaged compared to organizations with ineffective onboarding. And within the first week, almost 49% of those with effective onboarding reported contributing to their teams, compared to only 35% of those with ineffective onboarding.

Blueline’s secret sauce for successful onboarding has 4 ingredients 

Blueline Simulations has received the training industry’s highest accolades for our onboarding work, and we don’t mind sharing our secret sauce. In all our designs, we differentiate by emphasizing four elements:

1. Context 

The use of immersive simulations, whether onsite or remote, puts the training in context. Using a simulation, rather than a one-way presentation of content, dramatically shortens time to productivity and helps to diminish the risks associated with new hires jumping into the job unprepared. Too many onboarding curricula fail to create a safe environment for learners to practice and fail forward.

2. Impression 

A well-designed onboarding curriculum makes a strong first impression. Our clients strive to create a memorable experience that elicits pride and reinforces the person’s decision to come on board. This has an immediate and measurable impact on affiliation and attrition.

3. Engagement and fun 

Sure, fun is part of making a positive impression. But making learning fun is a strategic design consideration that has been shown to significantly increase learning and knowledge retention. Plus, top-quality new hires have high expectations when joining an organization. If their first experiences don’t engage and excite them, a significant opportunity to engender commitment and passion for the company is wasted.

4. A culture focus

In many of our designs, we provide an engaging tour of the company, including its history and important cultural elements. Even beyond this exercise in organizational storytelling, every experience needs to reflect and convey the culture. We pay attention to how employee diversity is portrayed in the graphical elements, and even focus on the ways people use formal and informal language. That’s because we believe that all aspects of the onboarding experience must reinforce the culture and values of the organization.

An award-winning application of the successful onboarding secret sauce 

We applied our secret sauce to Booz Allen Hamilton’s award-winning onboarding program. Booz Allen Hamilton is one of the world’s most legendary consulting firms. More than a century old, the Virginia-based firm is credited with inventing the field of management consulting. The firm engaged Blueline Simulations to help redesign its onboarding program and implement the four program elements:

1. Context

Blueline created two immersive experiences for Booz Allen new hires. First, we developed a Blueline Blueprint learning visual to engage new hires in a visual and interactive tour of Booz Allen’s history and culture. Learners worked in teams to answer questions, move along a visual timeline of events, and interact with illustrated data. They visualized the big picture and gained insight into the core values, seminal events, and cultural underpinnings of this distinguished organization. Next, a simulation situated participants in the role of a consulting project team at Booz Allen. Through competition, experiential learning, and teamwork, they made decisions and experienced consequences that fast-forward them through the learning curve of, “what is it like to work here?” 

2. Impression

We never get tired of hearing participants in the onboarding programs we create use words and phrases like: “Wow” or “I’ve worked at a lot of companies and have never experienced something like this…” or “This really demonstrates a commitment to employees that I’m excited about.” Blueline and Booz Allen have had the pleasure of being awash in these comments every time a cohort of new hires completed the onboarding experience. 

3. Engagement and fun

Booz Allen’s new hires represent some of the most experienced and intelligent former military, corporate, and government talent in the world. In Booz Allen’s onboarding program, participants debate ideas (that’s fun for geniuses), compete (of course), and explore information in ways that keep them wanting more. Teams move along a visual inspired by The Game of Life, making decisions based on the knowledge they acquire in experiential activities. Decisions result in consequences, which in turn cause the learner to earn or lose chips that amount to points accumulated against three key dimensions representing real-world success at Booz Allen. Events intervene, setbacks occur, and promotions and accolades accumulate. 

4. A culture focus

There are few corporate cultures we have encountered as diverse and inclusive as Booz Allen Hamilton’s. A new hire from Mumbai may be seated in the onboarding classroom next to a former U.S. Army Colonel. Blueline and Booz Allen collaborated intently to ensure the onboarding experience represents and includes the myriad of roles and textures that make up the Booz Allen organization. The Blueline Blueprint learning visual grounds each new hire in the cultural foundation of the organization, then allows every participant to find him or herself in a character or a role represented in the simulation. 

The results 

The program that we built with Booz Allen Hamilton has been widely recognized as a best-in-class solution. Our work together won a Bersin Learning Leaders’ Award for Learning and Talent Initiative Excellence, as well as the ATD Excellence in Practice Citation for design and an Award for organizational impact. The Booz Allen program was also showcased in T & D Magazine’s “Solutions” feature. Even more importantly, the onboarding program increased affiliation, reduced attrition, and equipped new hires for success at Booz Allen Hamilton. And that, more than any other acknowledgment, gives us a tremendous sense of pride. Survey results (both objective and subjective) revealed that the onboarding program at Booz Allen Hamilton has netted positive results in many areas. 

Reduction of risk and better adherence to compliance starting in week one.

New hires improved awareness and understanding of critical firm compliance policies, which enhanced decision-making that could vitally impact the firm’s credibility and legal culpability. 

Productivity gains attributed to the job readiness of new hires going through the program. 

Data collected from internal surveys reveal higher (6% average increase) levels of perceived job readiness and impact among new hires participating in the enhanced onboarding program relative to the legacy program. When asked if new employees received the onboarding they need to perform their roles effectively, employees rated the program a 4 out of 5 (or higher) 75% of the time. This is a full 23 points above the benchmark norm. Booz Allen Hamilton estimated that for each day the organization’s new hires are not productive, the firm could lose up to $1 million dollars in potential revenue. Clearly, the new program has contributed significant monetary gains. 

Attrition rates for employees with a tenure of 6 months or less was reduced by four percentage points after the launch of the enhanced onboarding program. This is six percentage points below the norm of similarly-tenured staff at other benchmark companies. When new hires have a good understanding of the organization and the culture they are joining, in addition to insights about their journey ahead based on immersion into simulated real-life situations with real-life decisions, they are more grounded and well-suited for what lies ahead. 

The firm experienced increased levels of new hire affiliation and engagement. 

A few of the most revealing facts include: 

  • Greater than 95% of participants acknowledged the program had a positive impact on their impression of the company. 
  • Interactivity and networking components are two of the most commonly mentioned positive attributes of enhanced onboarding.
  • Program surveys indicated that the firm’s enhanced onboarding program outperformed the legacy program in 6 out of 7 survey question categories, including environment, logistics, guest speakers, instructors, objectives, and ROI.
  • 96% of participants rated the enhanced onboarding curriculum, ROI, instructors, and program logistics higher than comparable components of the firm’s legacy onboarding program. 

Safe to say, an immersive approach to onboarding at Booz Allen Hamilton promotes accountability while creating value for new hires, their managers, and the firm in a variety of ways.

Onboarding hybrid and remote employees

Onboarding is one of the most important drivers of employee success. We want participants to be engaged. We want attrition rates to be low. We want the solutions that we create to be the best that employees have experienced, and we have lots of creative solutions for accomplishing that. Gone are the days of live classroom training that involves travel, meeting space, and logistics. 

The need for effective remote learning and onboarding experiences inspired Blueline to develop its ExperienceBUILDERTM digital design and delivery platform, which takes learners through synchronous, team-driven, discovery-learning experiences. ExperienceBUILDER is used in combination with Blueline Blueprint learning visuals to produce specialized onboarding programs to help new hires get a fast start in remote and hybrid settings

READ MORE: Tips for onboarding remote employees effectively

Want to talk more specifically about how Blueline can bring best-in-industry practices to your onboarding program? Contact us today.

5 strategies to upskill your workforce in 2022

As society, culture, and technology evolve, working professionals need to adapt, reskill, and upskill to remain relevant and keep up with current workplace trends. A 2021 report from Gartner found that 58% of the workforce will need new skills to do their current jobs successfully. This isn’t a surprise. As far back as 2016, the World Economic Forum estimated that 65% of children entering primary school will ultimately end up working in completely new job types that don’t yet exist.

Driven by technological advances, business model changes from the pandemic, and new attitudes towards work, many organizations now need to identify and train for skill gaps within their current workforces. To address this need, companies are pursuing ambitious talent agendas that involve reskilling and upskilling existing talent to support the future organization. 

In addition, a lack of opportunities for advancement was one of the top reasons Americans quit their jobs last year, and 65% of workers refer to employer-provided upskilling when evaluating a potential new job. With an increase in employees seeking development opportunities, effective learning programs have become a key differentiator in a competitive talent market. 

What is upskilling?

Upskilling employees means bringing the skills and expertise of your current employees up to date with emerging trends and requirements. 

Benefits of upskilling employees

  • Employee retention: Upskilling your employees can make them feel empowered and encouraged, which can help to discourage turnover.
  • Employee engagement: When employees learn more skills, they’re likely to be motivated to put them into practice and engage with their work.  
  • Employee satisfaction: The opportunity to upskill can lead to higher employee fulfillment and improved performance.
  • Fill skill gaps from within: It’s more cost-effective to invest in your current employees’ skills than to recruit new employees.
  • Attract new talent: Become an attractive employer by offering ongoing opportunities for employee development. 
  • Build a competitive advantage: Strengthen your company’s position in the market by upskilling employees with relevant skills. 

With these benefits in mind, here are 5 strategies to upskill your workforce in 2022:

1. Emphasize skills training in onboarding programs 

New workers may come into the organization with skill gaps, so it’s important to focus on a formal onboarding program that becomes a competitive advantage. Blueline delivered an award-winning, simulation-based onboarding experience at the legendary consulting firm Booz Allen Hamilton. The Booz Allen employee onboarding program took the form of a branded, phased, 12-month series of events designed to help new hires learn new skills, engage with the organization, feel comfortable joining their teams, and internalize the firm’s culture and core values.

Watch this video to learn more about the Booz Allen approach to comprehensive employee onboarding. 

2. Identify upskilling needs

Most employees can benefit from some form of upskilling, but to see the highest return on your investment, you’ll need to identify priority areas and skills based on your company’s goals and vision, as well as your employees’ personal growth objectives. Blueline’s Voice of the Business process mines insights from inside the business, allowing you to gain a clear picture of where employees feel under-skilled and how you can best support them. 

3. Train for people leadership skills 

Remember that upskilling doesn’t only involve learning new technical or process-based skills. In the new hybrid workplace, specialized interpersonal skills are in high demand. The pandemic also brought employees’ mental wellbeing to the forefront, which means that training for empathy has taken on a new level of meaning and priority. People skills like empathy, communication, teamwork, and problem-solving apply to almost any job, so it’s important to equip leaders and individual contributors with the people skills they need to succeed in the workforce. 

4. Make learning enjoyable 

There’s a proven link between employee engagement and knowledge retention, which is why any upskilling program should be an enjoyable experience for the learner. This is where good learning design comes into play. Instead of subjecting learners to passively observing PowerPoint-based presentations, learning experiences should be immersive and engaging. Blueline’s ExperienceBUILDERTM digital design and delivery platform provides an interactive environment for teams of learners to collaborate and engage in discovery-learning experiences that enhance skill acquisition and application. 

5. Prioritize hybrid learning for the hybrid workforce

Today’s workforce has become increasingly geographically dispersed, with plenty of organizations announcing a switch to a permanent hybrid or remote model. When it comes to delivering upskilling training, organizations need to cater fairly to those who are unable or prefer not to be on-site. To avoid proximity bias and promote inclusivity, it’s essential to use online and hybrid learning platforms that transcend delivery mode for your upskilling training. 

An example of an upskilling strategy in action 

One of our clients was faced with the challenge of having very few people who could access, manipulate, and analyze all of the data owned by the organization. We partnered with the company to elevate its organizational performance and distinguish itself from the competition by democratizing the use of data at all levels. This involved upskilling all employees by advancing their data skills so that they would be empowered to use data to their advantage. 

To upskill the workforce with data analytics skills, we created several simulations that modeled the data sets and questions employees should be able to access and answer independently. Designed and delivered through Blueline’s ExperienceBUILDERTM digital platform, each simulation was made up of progressively more challenging scenarios carefully crafted to develop employees’ skills and confidence to use data and analytics to respond to business questions. 

Change is the only constant 

To remain competitive in this fast-paced marketplace, your organization needs to be equipped to adapt to rapid change. Upskilling is essential amid the modern business world’s ever-changing processes, technologies, and organizational goals. The pressure to constantly learn new skills can be overwhelming for both employer and employee, which is why organizations choose to partner with Blueline. Contact us to learn more about how we can create and implement an upskilling program to create a competitive advantage for your business.