The ultimate checklist for successful multi-country rollout

 

At GuyKat our team have been involved with and led many multi-language, international rollouts of software solutions. We’ve developed strategies to help clients manage and ensure successful onboarding of countries and amassed some tips along the way! Our LMS Consultant Joanne Payne is sharing key takeaways of the successful multi-country rollout:

 

1. Establish your roll-out strategy before you begin implementation where possible.

Is there a pressing need for a ‘big bang’ launch with your software solution being rolled out to several countries in parallel? Or are you intending to pilot in one country initially, gather feedback and fine-tune your set-up before sequentially rolling out to other countries? 

That is a question of horses for courses. 🐎 The key is to document requirements that are core to your business regardless of location (e.g an integration with SalesForce) versus at the country level (e.g ability to integrate/support WeChat in China) to establish complexity and help with your project planning.

By taking the time upfront to consider these questions, you’ll have a clearer strategy for your vendor (or at GuyKat we much prefer being a Partner) to help you with.

 

2. Be careful when configuring the core components of your platform that will affect any subsequent countries.

We’ve had clients that have made configuration choices when launching in one country that is difficult to reverse or unpick later on down the line to allow other countries to easily join the platform. Certain areas of your system are inevitably going to have a site-wide impact - ensure that you have someone in your team to understand what these are and make an eyes-wide-open choice about how to configure them!

🍀GuyKat tip: Keep an offline document of the configuration and decisions made during the original implementation for easy reference.

 

3. Be consistent throughout configuration with your naming and code conventions.

If we take Docebo as an example we recommend our clients implement a clear code/naming convention for certain details.

It may seem a minor step, however having this in place encourages data integrity and cleanliness across your platform, allows for clearer identification of which items belong to which country and cleaner reporting.

 

4. Establish what elements of your platform will be core to all countries joining vs where local flexibility is permitted.

Some of the most successful country rollout strategies we’ve been involved in are borne out of investing time and effort to get the first version/implementation right from the very start, with only minimal tweaks required later on down the line. 

A great example of this is a client we worked with to implement their LMS firstly in the US. We developed a strong first version with a beautiful landing page experience and established a bespoke strategy to be used during a country onboarding. 

With this understanding in place, our team developed a tailored onboarding process for this client so we could clearly speak to what items need to be fixed as they are core to brand identity (e.g the structure of their landing page is the same across all countries, they have the same brand video) along with areas that could be locally updated (one country could have an area for “Meet the Team”, another might use it for a “Social” page).

🍀GuyKat tip: If possible, we recommend doing a pilot project. That is when a selected country goes live first.  A pilot project tests all the assumptions about the use of the system in ‘the real world’ and allows configuration to be tweaked if any issues arise.  With a strong proven ‘template’ you can then establish a clear onboarding process for other countries, including what elements are fixed at a global level versus what can be tailored locally.

 

5. Establish governance and an escalation process.

When there are multiple countries on a single platform it can present concern around how many Superadmins (with full visibility across all countries) you should have versus what responsibilities are left with the local country lead.

As a general rule, you should only have a handful of Superadmins on your platform who can make core changes for all or specific countries. Ensure there is a clear understanding of what can be done by the country administrator vs what actions require Super Admin approval or involvement. This will help eliminate confusion and frustration across your team regarding accountability.

 

6. Ensure there is regular communication and opportunity for local country admins to provide feedback.

It’s easy to fall into business as usual post-implementation. This results in not checking in with your local country administrators or roll-out more of the “nice-to-have” features that you may have not incorporated into the initial launch.

Your platform should evolve over time based on new features that have been released and your organisation (or customer) feedback. 

🍀GuyKat tip: You could set-up a monthly or quarterly forum to gather feedback from your countries and identify if there are patterns in requests e.g perhaps there’s a desire to expand the social area of your platform, or rollout Gamification.

 


Gracie's Graduate Trainee Scheme Experience

Gracie joined GuyKat as our first Graduate Trainee. Today she's sharing her experience of the journey with us so far.
  1. How did you find out about the Graduate Trainee Scheme at GuyKat?

As I was nearing the end of my MSc International Business degree, I wasn’t entirely sure about the direction that I wanted my career to go in. All I knew was that I wanted to work for a leading company that supports its employees’ development and fosters an ambitious team environment. Seeking this and foundational business experience, I applied for GuyKat’s Business Development and Administration Associate role on Indeed. Fortunately, GuyKat spotted potential and offered me their Graduate Trainee Scheme instead.  

  1. Which part of the scheme appealed to you the most and why?

Since I’m highly invested in personal development, I was most attracted to gaining broad experience in different areas of the company. This scheme encourages me to learn transferable skills, adapt to new challenges and contribute to a variety of projects. It builds my in-depth knowledge of the company and an industry that I knew little about before. By taking a leap into unfamiliar territory, I’ve been able to stretch my development and career prospects in ways that I hadn’t anticipated while at university. 

  1. You are about to transfer to the third stage of your scheme. Could you please give an overview of the past few months working in the eLearning side of the business?

My experience in the eLearning Projects team has been unique since I onboarded while training our Office Manager and transitioning to remote working. Regardless, my time in the team has been pivotal. Initially, I was assigned a Mentor who taught me how to use the authoring tools and creative software needed to develop professional eLearning. I was also assigned a Buddy, who I could check-in with if I needed any help. My main project involved working with my Buddy to conceptualise and develop a suite of eLearning modules for a major client. I’ve also attended client meetings, helped with quality assuring our products and contributed to improving our internal processes.

Immersing myself into this team has been seamless. By embracing digital communication, we’ve been able to continue collaborating and supporting each other remotely. This has helped me to rapidly develop my technical and design skills, despite having no foundations in either area. The only downside is that I’m moving on soon, while there’s so much left to learn. However, I’ve accomplished a lot and I look forward to embracing the new opportunities that my next rotation presents. 

  1. So far, what have been the highlights of your scheme? 

It’s been exciting to experience our US expansion and welcome all of our new team members - both in the UK and the US. As the Business Development and Administration associate, a big highlight for me was moving to our new Birmingham office. I managed our assets during this move and got to experience our growth first-hand. During this rotation, I also got to establish our back-office processes, assist with recruitment and train our new Office Manager. 

In the eLearning team, it’s been rewarding learning how to use various creative software and developing my design skills. The biggest highlight has been working with my Buddy and receiving positive client feedback for our project. It’s also great having the current challenge of revamping some marketing materials. 

  1. What do you enjoy about working at GuyKat?

Even as the team grows, I think that we remain tight-knit and inclusive. I’ve loved our pub lunches, Christmas parties (yes, multiple) and spontaneous social events. We have a mixture of people with varying life experience and skills, including a growing graduate community. This means that there’s always someone that I can turn to for support or a quick chat. 

  1. Any advice for students or graduates looking to apply for GuyKat’s Graduate Trainee Scheme?

My advice is to remember that the most important part of your application is your cover letter - CVs without cover letters are automatically rejected. Your cover letter is your opportunity to express your personality, as well as letting us know about your relevant passions and skills. It’s very difficult to gauge your potential without context to support the qualifications and experience listed in your CV.

We invest in people who share our values and our work ethic. If you want to stand out, ensure that your application is tailored to tell us: Why GuyKat? Why this Graduate Scheme? Why you? 

 

Our Graduate Trainee Scheme 2020 is open for applications. To read more about it, please follow the link here.


What’s New: Best-liked Docebo Update in May

In May, Docebo released an update to enable duplication of 'pages' by admins. Jack Rixon, who's a part of GuyKat's Professional Services Team, answers questions on this much requested feature in the recent update.

 

1. What are pages on the Docebo platform? How are they used and what role do they play in the functionality of the platform?

 

On Docebo, pages allow admins to customise the look and feel of their system. A well-designed page can transform user interaction with the platform. As standard, admins have access to some templates. This is a quick way to get started.  The templates pre-populate the page with Docebo widgets, which can display various types of data such as users’ course stats or their content library. However, if you want to push the platform further then you don’t have to be constrained by these templates. If you have knowledge of CSS or HTML, you can start with a blank canvas and build your own custom page. At GuyKat, we know the CSS and HTML pieces and can work with clients who draw up their ideal of what the system would look, if they can make a simple mock-up of how they would wish the system looked (called a ‘wireframe’ in the jargon), using a tool like PowerPoint - then we can let them know how close we can get their Docebo to looking like their wireframe.  More often than not, it is very close.

 

2. How will the duplication of pages make the platform better? How the duplication of pages will make people’s lives easier? How would that change user experience?

 

Not every user in every organisation needs to see the same content or the same images on a page. It just may not be relevant enough for them.  It is normal for a company to want their manufacturing staff to see different things from their sales staff, or managers to see a different view from team members, contractors to see something different from internal staff, European staff to see something different from Asian Staff etc. This is why, in almost all cases, you will need to create more than one landing page for your users. Previously, if you wanted to create more than one version of a page, you would need to manually create a new page then copy the layout from your original page. This was time-consuming. However, this latest Docebo update allows admins to “duplicate and save” pages, meaning you no longer need to re-create all of the widgets on a page. This is a great tool for admins now, as they will be able to make minor tweaks to their pages much quicker, saving a lot of time. This makes it far easier to more quickly make tailored pages, which is a real benefit for the user experience. Tailored pages lower barriers to user engagement. Everything that makes it easier or quicker to make tailored pages is a win! 

 

If you are interested in partnering with GuyKat for services on your Docebo platform, please get in touch. Click on the contact button below to request a discovery call and describe your requirements.


Selecting the right eLearning format for your content

Our Senior eLearning Designer, Zoe Hall, talks about how she helps clients decide on the format of their learning.

How important is selecting the right format of eLearning for a project?

Each client and each project is unique. So, at GuyKat we start by looking at the client’s needs, target audience and existing materials. Our aim is to create bespoke learning that delivers their key messages in an engaging and effective way. A key choice we make early on is the format that the eLearning will be delivered in. I think a lot of competitors seem to assume that whatever the brief, the answer must be a traditional eLearning module. It often isn’t. Getting the right format is critical to success.

What are the different types of eLearning formats?

eLearning can be delivered in a variety of formats, on many different platforms. A single course should include a mix of formats to create a well-rounded experience, which could comprise of:

  • Traditional eLearning modules*
  • Responsive eLearning
  • Quizzes
  • Scenario training
  • Video (Live action, animated, VR and interactive)
  • PDF and ‘takeaway’ documents
  • Webinars
  • Social learning
  • Etc

What is the benefit of one format over another?

A traditional module isn’t better than an animated video, and a quizzing module isn’t any less effective than a scenario-based course. Which type of format to choose for eLearning depends on the content and desired outcomes.

If a client was looking to confirm a learner’s in-depth knowledge on a new accounting system, to ensure it was safe to give them access, then an interactive quiz would be an appropriate format. A bitesize animated video would best be suited to deliver one specific topic such as Video Call Etiquette in a bright, visual way. If an organisation was looking to embed a new culture into its way of working, a blended approach using a variety of formats would ensure the process is smooth, interactive and aligns all employees to the new way of working. It all really depends on what you’re trying to achieve.

How do you decide which is the best format for your content?

As part of the initial project scoping, asking a few key questions will ensure the content is matched to the right format. These can include:

  • What existing material is the client able to provide?
  • What key messages need to be delivered?
  • Who is the main audience?
  • What is the budget and what are the timelines?
  • How will the module be hosted?
  • What is the most effective way to present this content?

Once the scope has been outlined, the format that best suits the client's needs can be proposed. Budget constraints can usually result in more modest ambition and outcome, but if clients are nervous about trying a different type of eLearning, providing demos or case studies from previous projects can help them push their eLearning to be more innovative and successful.

*By traditional eLearning module we mean the type of content most users are familiar with if they access materials on an LMS. These are typically written by developers using tools such as Adobe Captivate or Articulate Storyline and exported in SCORM format. They may be ‘click-and-read’, or may have various levels of interactivity, audio and animation. For this definition, we are referring to content that is primarily optimized for a tablet or desktop size screen.

What’s New: Best-liked Docebo Update in April

Having worked with multiple different Learning Management Systems in the past, one of the key differentiators with Docebo is its Coach & Share module which fosters a culture of community and continuous social learning. The feature not only empowers learners to search the content but also create and share their own learning, which is the core idea for successful Social Learning. To find out more about Docebo's Discover, Coach & Share click on the video below:

https://www.youtube.com/watch?v=5fF-8YJJ-Ks

In April, Docebo completely revamped Channel Management making life significantly easier for any Admin to create, search, modify and upload content to Channels.

Our favorite functions are:

  • The new search bar which means not having to continuously scroll to find any newly created channels.

  • The new grid format which includes quick access to view Content that has been uploaded against any channel.

 

  • The ability to define the details, experts, visibility for my Channel all on one page (instead of clicking “Next” to move through each step).

  • The ability to directly search and add content when creating or editing a channel.

"Overall, the experience within Channels now feels more modernised, flexible and consistent with other areas of Docebo (Course Management, Menus, Pages) and I’m loving it!" - Joanne Payne, LMS Consultant and the author of this article.

If you are interested in partnering with GuyKat for services on your Docebo platform, please get in touch. Click on the contact button below to request a discovery call and describe your requirements.


Onboarding at the time of crisis

Since the lockdown started, GuyKat has welcomed five new joiners. All five had accepted their offers and quit their previous jobs in the weeks before coronavirus changed everything. It is always a big step for anyone to make a job move. Imagine the extra stress of joining a new company in these uncertain times. This creates an HR challenge; how do you successfully onboard people to your culture and ways-of-working in these extraordinary circumstances?

Paradoxically, the starting point in a crisis is no different than normal times. We know from experience that new starters are more likely to be successful when we do specific things. We have a checklist! The key in this crisis is that ‘remote working’ is not used as an excuse to miss anything out. The steps will be the same. However, delivering them remotely will likely mean you have to deliver them differently. That may need some creative thinking.

To give you the idea, some of GuyKat’s onboarding tasks are listed below - you can adapt this for your own company.

  1. Company history

First things first. We start the induction process telling the story of our company. We want staff to understand how we ‘grew up’. There are turning points in our story that explain why we do some things in very specific ways. We want to build an emotional connection between our new starter and their new work family.  We’ve had an exciting story so far, and we want them excited about their chance to play a part in our next chapters. Usually, our CEO runs this session. Up to now, it has always been done in person. The CEO having individual sessions with everyone isn’t going to be practical if a company moves from counting employees in the tens to the hundreds or thousands, but if you can find someone who has tenure and is part of the company story, and who is passionate about it - then they can pull it off as well as the CEO. This session can still be done remotely. It doesn’t matter that you might be miles away from each other, walk through the story with interactive pdfs, images and insights of how the company reached the point where it is now. This is essential to understanding a company's culture and how things work internally.

  1. Assign a buddy and a mentor

The best people start new positions wanting to feel challenged and hoping to learn continuously. Assigning a mentor and a buddy can unlock this. Our rule of thumb is the mentor should be at least one ‘level’ above the mentee in seniority, ideally higher. It works best when they are in a role that the new starter might realistically aspire to one day. The buddy should ideally be at the same ‘level’, but certainly no more than one above them. The role of the buddy is to give them someone they feel safe to ask what they think are daft questions they would be too embarrassed to ask someone they wish to impress. In reality, they are rarely daft questions, but it is part of professional growth that people feel they are. We help them through any initial imposter syndrome when the mentor/buddy system is working well. In remote working, you need to nudge your mentors and buddies to be pro-active in reaching out to offer their support. It is usually a ‘push’ model of support at first, and you will know it is working when the new starter has turned it into a ‘pull’ model.

  1. Introductory meetings with key staff from different teams

First impressions are so important! Here at GuyKat, everyone is tasked with scheduling a 15-minute introduction meeting with the new starter at some point in their first month.  Even if it is likely their roles mean they will never work together directly. This gives an overview of the whole company, all the different teams, and all the various products and services and back-office support. It will demystify the organisation. Having everyone do this in the first month is only sustainable to about 50 people (it is sustainable even with that many!).  If your company is larger, you may want to have a cross-section of random connections between divisions. This can be done remotely via Zoom or similar technology. In a lockdown, this is as much benefit for the existing staff member as the joiner. Human contact and connection with colleagues beyond the business nitty-gritty and silo make for happier people.

  1. Join Sales Calls

We have new starters listen in on some initial calls with new business leads (i.e. sales calls!).  We do this even if the starter is never, ever going to be in either a sales role, or a direct client-facing role.  It’s a great way of letting people hear how we talk about the company and how we position our services. It’s also a great way of letting our new starters understand the issues that our clients are reaching out for us to solve.  The only difference in the current situation is that they likely have to join the teleconference as a distinct attendee which is more visible to the lead than if they were sitting in the office listening in. We find that all leads are completely cool when we explain why they are present.  If someone wasn’t, we likely wouldn’t want to work with them!

  1. Keep on the communication

Let’s not stop once onboarding is finished. Communicating between employees is essential. Bring on the pets, family and kids onto the zoom calls. Quizzes, happy hours and general catch-ups are essential. Every Monday morning make a list of the people in the company you’d like to have a chat with this week and schedule it. Embrace online life and keep yourself and others in the loop!

Onboarding at the time of crisis is harder than usual.  However, it is as important as always. Keep your employees engaged and you will see how they will flourish once everything is back to normal. 


What’s New: Best-liked Docebo Update in March

Docebo routinely releases platform improvements. This month sees the introduction of the ‘My Profile’ widget into the mobile app. This allows the mobile experience to be closer to the desktop experience. Users are now able to view and update their profile, as well as change their password, all within the mobile app. This allows flexibility and freedom for users to update their profile on the go rather than having to wait until they reach a desktop. To add this new widget, make sure you go to the desired page and click the plus icon at the bottom.

This will display the widget selection menu, widgets available on both mobile and desktop will display the appropriate icon, depending on their availability.

After selecting the ‘My Profile’ widget and clicking next, you will be presented with a list of options and additional fields that can help you decide what the widget will display.

Finally, click add widget, which will then add it to your custom page. Any pages that have previously been made may need updating to include the ‘My Profile’ widget if they haven’t done so automatically. An example of how this widget display on mobile can be seen below!

 

If you are interested in partnering with GuyKat for services on your Docebo platform, please get in touch. Click on the contact button below to request a discovery call and describe your requirements.


Webinar: Microlearning

Microlearning. After the buzz - the reality.

2nd of April, 4 PM BST / 11 AM EST

We all attend conferences and each year there is a new trend. And soon after the conference, after loads of money is invested, the trends are forgotten. Join our 30min webinar to find out:

- Trends in eLearning
- Why Microlearning is as important as ever
- Learn how the workplace is changing and what works and what does not.

Join the Webinar



Tailoring your learning content to your audience

"Being involved in every step of the process allows me to help tailor the content to its audience and create a well-rounded learning experience for the user",- says Cathy Turner, GuyKat's eLearning developer and designer. In this report, she helps us to understand the importance of tailoring your eLearning content to your audience.

Why is it important to tailor your training to different audiences?

Different audiences require different approaches. Just as TV shows and movies are made to target certain demographics, we need to do the same with our eLearning to ensure the information is transferred to the user in the most effective way. One of the most important questions we ask our clients before we begin development is 'Who is this training for?'. We need to know who we are aiming the content at; the age range of the learners, their pre-existing knowledge of the topic in question, if they have taken a course like this before and so on. Knowing this information can drastically change how we design and develop our content and affects everything from the look and feel of the course to how long it takes to complete. If a user already has a basic understanding of the topic being covered, then a more in-depth look will be more beneficial to them than trying to teach them what they already know. On the other hand, for someone new to the subject, a high level of detail could be intimidating and an introduction to the basics may initially be required.

How do you know what will be most effective for your audience?

Asking the client for information on their users is a great start but try to also look at existing training and find out what works well and why. If you can, keep track of user results and metrics, such as how long they spent taking the course, if they paused it and at what point, if a particular question received a low average score and so on. This could clarify issues with the training and help you pinpoint where users may have lost interest or struggled. Post-course surveys can also be a good way to gauge how well users responded to a course and if they felt it was effective. Understanding the behaviours and interests of an audience is something you learn the more you continue to work with them, and you may find patterns start to emerge among certain demographics. At university, I focused on young audience eLearning, whereas here at GuyKat we create mainly corporate training for businesses, so I’ve had to learn how andragogy (adult-focused teaching) differs from pedagogy (child-focused teaching).

 

Having made the transition from developing for children to developing for adult professionals, what are the main differences between those two groups?

At surface level, the look and feel are often very different. Younger audiences tend to respond more positively to bright colours and a cartoon-like style, with fun, cute characters that can act as a teacher or guide for the child throughout the learning experience. Whilst you may find corporate training that utilises characters or colourful graphics, it tends to be less common, and only if it fits the branding guidelines of the business.

Children also tend to have shorter attention spans than adults, so it is especially important when creating eLearning for a young audience to keep the content varied, fun and interesting! Drawn-out exercises and long paragraphs of text should be avoided or broken up by games and interactions that increase the involvement of the user. With adults, it is possible to spend more time on a single task, and they are more likely to read through the content. This doesn't mean you shouldn't try to add in games to a module aimed at adults! But it does allow you to go into more detail for a longer period of time whilst maintaining the attention of the user.

Also, the content in young audience eLearning tends to be simplified and is often a subject taught globally. If it is part of a school curriculum then the module is likely to have a longer lifespan than training for the corporate sector, as the information is less likely to change. Corporate training may need updating more frequently as practices improve or new technology is introduced to a workplace, and it is more likely to go into more detail on a specific subject.

Having made the transition from developing for children to developing for adult professionals, what are the main similarities between those two groups?

Both adults and children love games! The younger the audience the more necessary they become, but having an interaction that requires the user to engage and respond in a fun way is beneficial to the learning experience no matter the age group.

They also share many of the same benefits. In a time where employees are increasingly beginning to work from home, eLearning allows employers to train recruits no matter their location, and student can learn on the go or access resources from home. It also reduces the large costs of the classroom and in-person teaching, making it more accessible and providing opportunities to greater numbers of people.

Also, both aim to innovate and use new technology to teach in different ways. We are seeing a rise in the popularity of responsive eLearning and mobile-friendly content, both in corporate and young audience eLearning, and ways to harness technology like AR and VR have been implemented in schools and businesses alike, enhancing the experience of learners of all ages.

What should you consider when creating an eLearning module for children?

As I mentioned previously, young learners can get bored and distracted easily, so try to keep them busy with a variety of interactions. Short videos, games, quizzes and animations are easy to add into your eLearning and make a big difference to the user experience. Even resources they can take away with them, like a printable worksheet or instructions for an activity they can do once the course is over, can help make sure the learning continues even after they have completed the module.

What should you consider when creating corporate eLearning?

It may be hard to believe but adults often tend to be more nervous to learn something new than children! The fear of failure may cause them to feel anxious or take an apprehensive approach to activities, so encouragement and positive reinforcement could be required in order to motivate them to continue. Adult learning should be steadily built upon and supported to avoid losing focus.

Adults are also usually more goal-oriented than children. They are either taking a course as a requirement of their job, in which case their goal is to complete it and receive a qualification, or because they have chosen to broaden their skillset. Either way, make the goals of the training clear upfront and ensure they are achieved by the end of the training. You could implement a function that allows the user to tick off objectives as they are completed to help them feel a sense of progress.

Whoever you are creating eLearning for, it is important to remember that people of any age are learning most effectively when they are motivated, challenged, involved and having fun!

Feel free to reach out to us via the contact button or directly at info@guykat.com for more information and we’ll be happy to discuss your needs and answer all your questions!


Measure and Evaluate your Learning Impact

LMS Consultant, Joanne Payne, answered a few questions regarding the forMetris integration with Docebo.

What do forMetris do?

forMetris provide evaluation and coaching tools that allow organisations to measure and prove learning impact. Whereas many organisations may have excellent feedback and motivated learners after training has taken place, there is typically no follow up or measurement to understand if the learnings have been actually applied in the workplace.

This is where forMetris are able to assist. They provide a robust learning evaluation platform with tailored questionnaires  proven to receive a high response rate from learners. These feed into a unique benchmarking database allowing L&D professionals to identify strengths, weaknesses and inconsistencies between departments, and trainers locations internally.  They also provide insights as to how learning outcomes compare to other organisations in their industry (below average, average, above etc).

Why did GuyKat decide to partner with forMetris?

How to measure the impact of learning is a topic that repeatedly crops up in conversations with customers and at L&D events we attend. Some of our clients require a more detailed level of reporting on learning impact than the standard “happy-sheet” evaluations provide. This is a gap that partnering with forMetris helps us to close. The magic ingredient is forMetris benchmarking database. This  is something we hadn’t seen before within the industry and is a benefit that I could see our customers really responding to. 

What is the idea behind the Docebo & forMetris integration?

It’s a simple and convenient way for Docebo customers use the forMetris evaluation tools and reporting within Docebo rather than having to navigate between different systems. From the user’s perspective it feels like a single platform which is always a positive thing!

How would this work and benefit organisations? 

If you’re a Docebo customer that works with us, send us an email to set-up a demo to see how it works. If you’re interested in purchasing it, we can discuss payment options and have it enabled on your platform.

Once enabled, there’ll be an additional section available in the Advanced Settings of a course for “Learning Impact” and every time a learner completes a course they’ll receive a communication and their user will be created in forMetris.

The following day they will receive the initial satisfaction questionnaire, with an additional one sent out a few months later.

From the admin perspective there’ll be a new Learning Impact report which pulls data from the forMetris platform and displays a course summary including percentages of responses e.g response to satisfaction, content and so on.

 

Feel free to reach out to us via the contact button or directly at joanne.payne@guykat.com for more information and we'll be happy to set up a demo!


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