Case Study

Organisational Culture. McDonald’s. Digital Gurus. The challenge. Modern-day customers want easy, convenient, and personalised experiences. So, McDonald’s created their ‘MyMcDonald’s Rewards’ customer app to drive digital adoption, build brand trust and help create lifetime customer loyalty. Technology is changing the way we do things and the way we want to do things; learning should be no different. To support the national launch of the app, their Technology Adoption Consultant approached PeopleUnboxed to develop and deliver a series of webinars to engage their UK teams to help drive restaurant advocacy for the app, with a view to educate and excite too. Ultimately, we were tasked to upskill key employees to become ‘Digital Gurus’, who championed the digital experience for the customer in their restaurants. 3,000 Nationwide The solution. The webinars integrated into the existing learning journey, taking into account the eLearning that formed their initial training, and built upon that. With a class size of 30 learners, it meant we could positively impact the engagement levels and maximise the opportunities for learners to interact and learn from each other. In the 10-week period leading up to the app launch, 4 webinars were run per day (across the UK estate) offering a variety of times for employees to choose the most convenient. We made full use of all virtual learning tools, to maximise engagement and learner experience. The journey was broken down into 3 paths: Excite, Engage and Embed. We ended each webinar by asking individuals to make some commitments to becoming a Digital Guru in their restaurant. To make sure these were delivered and upheld, we created a post-session one-pager for them to write down those commitments and display them in their manager’s office to keep front of mind. The results. “MyMcDonald’s Rewards has been one of the most successful deployments ever. Customers have responded well to the loyalty program, and we are already seeing a sharp uplift in customer transactions per day that surpasses that seen in other markets.” Technology Adoption Consultant UK & Ireland How can we support you with organisational culture? Click here to find out more

Learning Technology. The Bread Factory. Standard Operating Procedure (SOP) Guides. The challenge. The Bread Factory (TBF) approached PeopleUnboxed for learning technology ideas around transitioning from a paper-based, disjointed training system into a scalable, visual, and easily maintained digital solution for their factories. With 1,000 employees spread across nine business units, 92% of whom had English as a second language, the existing training lacked consistency, was confusing for learners and was challenging to maintain and update by TBF. There was also no central reporting, to provide an at-a-glance overview of company-wide training completion, which was a risk to the business regarding industry compliance. 1,000 9 business units The solution. We utilised an eLearning authoring tool to pull the information together, creating a single digital learning card for each piece of equipment. We created a re-useable master template, meaning we could build each learning card quickly and at scale. The template was highly visual, utilising simple icons for easy navigation and supporting videos and images to show operational and cleaning steps. We created a web microsite for the project, designed for TBF to be able to maintain themselves with no coding knowledge required going forward. There were more than 40 training cards, each with sections for Standard Operating Procedures (SOP), cleaning, safety information, risk assessments, step-by-step instructions and how-to videos. The design focussed on the simplicity of layout to cater for those with limited English using explainer videos and step-by-step guides. We worked on a reporting solution that allowed the training to be tracked via an interactive webform that would be able to be imported into their new LMS. The results. “I introduced the SOP navigation website to the business yesterday during our operations meeting. Everyone was thrilled with this massive piece of work, and the feedback from all the unit managers was very positive. The solution is way more than we expected, since introducing digital SOPs, 40% of the training delivered to a new team member is by the leadership team in their department. I want to thank you for helping me put this together.” Training LeadCentral Craft Bakery (The Bread Factory) “This is market-leading technology. I have not seen this done in any other food manufacturing facility to this standard or at this scale.” British Retail Consortium Auditor Previous Next How can we support you with learning technology? Click here to find out more

Organisational Culture. Rentokil Initial.Mental Wellbeing and Resilience. The challenge. Rentokil Initial had seen significant absences due to mental illness, with an increase year on year in 2019, 2020 and 2021. Absences due to depression, stress or anxiety equated to about a quarter of all absences. The true number of cases was estimated to be far higher than the figures suggested too, with people not having the confidence to report their absence as mental illness. Additionally, this figure didn’t take into account the elements such as impact on managers’ time dealing with the cases, or the knock-on impact of absence on other team members. We were tasked with reducing these costs, not just for 2022 but creating an organisational culture shift that kept the figure lower for years to come. 3,500 7 global markets + UK operations The solution. We developed a bespoke and tailored ‘Mental Wellbeing and Resilience Programme’ specific to RI and its culture, delivered across 2 half-days. We designed and delivered three strands of virtual courses, customised to the different employee levels it was being rolled out to (team leaders, managers, senior leadership team). It was imperative our programme gave people the voice to talk more openly about mental wellbeing and the confidence to support colleagues, so our sessions were very interactive. The challenges of supporting the wellbeing of remote teams was a huge factor weaved throughout. We provided a post course workbook that included pertinent information to reference, as well as a series of post course activities to ensure transfer of learning and subsequent action/commitments back in role. Two short eLearning modules were also provided, to help embed the learning from the virtual sessions. The results. “It has been a pleasure working with People Unboxed as they were very committed to ensuring the programmes met the needs of our colleagues and were happy to adjust delivery methods as required. The programme gave our managers the confidence to support and have conversations with colleagues that previously may have been difficult to broach.” HR Manager “This session really helped me to recognise the signs for someone who might be struggling, and also it made me realise that everyone has mental health and we need to proactively look after that.” Course Delegate “I found the ‘5 Levels of Listening’ a real insight. I did not realise but I use 4 of these listening methods frequently but never touch on one of the most important ones, Empathic listening, so I am off to practice some of that!” Course Delegate “Thank you again to Jo for giving me the opportunity to learn more about mental health and the tools to help colleagues in my branch and also family and friends.” Course Delegate “The role play was really good, it made me realise that I need to listen rather than jump to fix and solve straight away, and it gave me the confidence to talk to my people about mental health.” Course Delegate Previous Next How can we support you with organisational culture? Click here to find out more

Leadership Development. Mactavish. Development Programme. The challenge. As a rapidly expanding company, with staff numbers tripling over 2022, Mactavish wanted to ensure a consistent level of service for their clients, and to establish clearly defined leadership development pathways to support this. As a client focussed business, relationships with clients were crucial to their success. As such, a need for personal effectiveness and soft skills training was an essential inclusion within the development pathways mapped out. PeopleUnboxed were asked to support with development of both the leaders and employees of the business, and were starting from scratch. 100+ HQ based The solution. A bespoke recommendation was made for the business, based on business outlook, future goals and perceived opportunities. Five key foundations underpinned the training: cultural fit, relevance, contextualised, rounded and blended. The plan was broken into two sections: employee development and management development. We designed and delivered a suite of face-to-face classroom training sessions to support the development of practical and soft skills across the employee base. For employees: there were 15 different three-hour sessions available to choose from and they were encouraged to attend no more 4 courses across the year, to ensure they were able to apply the learning from each course. For management: the programme ran over a period of 10 months for a cohort of 12 managers and team leaders. These sessions, covering a range of leadership topics, were broken down to 10 x 3-hour face-to-face classroom sessions, held monthly. Digital self-assessments were also used within the sessions where relevant. Experiential learning activities were created and used in the majority of sessions, to help with understanding of key principles and consequences. All classroom sessions were created to be engaging, interactive, and provided practical tools and tips to use back in role. The results. “PeopleUnboxed took the time to listen carefully to our needs, for both our manager and employee populations. They built a programme that is engaging and impactful, one where delegates look forward to attending each session and value what they learn and how it can help them progress within their role. Over the past year, it is evident that managers and employees are thinking and acting differently as a direct result of the training, and this has a positive impact on both the employee and client experience” Training Lead How can we support you with leadership development? Click here to find out more

Leadership Training Dr. Martens. First Time Managers Programme. The challenge. Dr. Martens’ Global Learning and Development Lead approached PeopleUnboxed to support the development of soft skill and leadership behaviours in employees transitioning to a management role for the first time. Focus groups had highlighted a need for training in areas such as people management, effectiveness and productivity; our solution needed to expand knowledge and skills in these areas, build confidence to perform this crucial role, and springboard to a successful management career. Dr. Martens signifies rebellious individuality and the programme needed to match up. We designed the First Time Manager Programme (FTMP), a truly blended, multi-modal, unique learning solution, offered by no other provider, called ‘BundleBoxBlend’. The aims of the programme were defined as: Increased confidence in managers to build autonomy Higher engagement and staff satisfaction within the team members managed by delegates Increased efficiency and effectiveness within the teams managed by delegates 100+ Nationwide The solution. The programme consisted of: virtual classroom sessions, online courses, coaching calls, learning app quizzes and e-workbook activities to embed and apply their new knowledge within their day-today work environment. Beforehand, we consulted end users about how they best learn and what they wanted to achieve from the programme. We undertook an instrumental pilot cohort that allowed us visibility and led to some minor but impactful changes for the overall success, including amending the regularity of the modules and replacing one of the skills modules. In addition to technology being instrumental in virtual delivery, pre-course elearning and interactive pdf e-workbooks, the most innovative element of the programme was the use of spaced repetition learning app, to embed the learning for lasting impact. The 6 topics were split into LEADER modules: Leadership potential, Engaging people, Authentic communication, Delegating and motivation, Embracing conflict and Responsible leadership. As effective pre/post interventions were key to achieving the desired impact and return on investment, delegates were given access to relevant micro-elearning courses to gain a basic understanding of topics prior to virtual sessions. Dr. Martens provided an internal dedicated mentor to each delegate and an active liaison for a portal where all content was accessible and provided a safe place to ask questions, share advice and discuss real life examples. The design of this programme had maximum engagement and impact at it’s heart.. The results. “”We selected BundleBoxBlend because it provides the right mix of content to support our newest leaders in sharpening their skills and it offered a creative solution that aligns with our blended-learning approach to skills development. The feedback we’ve had from managers and their line managers confirms we made the right choice; they love the PeopleUnboxed team, the programme is contributing to notable behavioural change and, as a result, managers are able to quickly perform competently and confidently in their new role. PeopleUnboxed are a valuable extension to our HR team – right for our people, our culture and our brand.” Global Learning and Development Lead “I look at a lot of things differently to when I first began in this role. The delegation piece, trying to get the team to act for themselves. Communication and understanding that each member is different and thus has different capabilities and learning speed. Stepping back and analysing before acting – it’s all given me a huge confidence boost.” Learner (First Time Manager) “More confident and thoughtful when providing directions, asking open-ended questions to get direct reports thinking.” Line Manager of Learner “I have noticed them reflecting on things rather than rushing to give answers. Adjusting ways of working to different team members to get best out of them. There’s been a definite uptick in their confidence and decision making as a result” Line Manager of Learner “I found the content really interesting and have learnt a lot of things on topics I’ve never really experienced before. It was interactive, well structured, delivered in an engaging way with plenty of support material.” Learner (First Time Manager) “Great experience, really benefitted from this programme.” Learner (First Time Manager) “The overall experience has been seriously helpful, I couldn’t recommend it enough.” Learner (First Time Manager) Previous Next How can we support you with leadership development programmes? Click here to find out more