Supporting a 24/7 Lifestyle Transformation Initiative with Microlearning

Imagine turning your work, personal, and family life upside down by a major work shift change. Instead of working an 8-hour shift, five days per week, you will now have a rotating 48-hour week to a 36-hour week with only 26 weekends off. Greene Tweed faced this challenge at one of its manufacturing operations sites in Texas while dealing with increasing production to meet customer demands; navigating supply chain issues, and employee retention concerns.

The L&D team had to develop an approach to support a corporate change management initiative that would also address the needs of production workers. To do that, the team had to challenge the two most dangerous phrases in training: “That’s the way we have always done it” and “We are just not ready for that.”

In this case study session, join us to discover how Green Tweed’s Selma, Texas manufacturing operations employed micro and mobile learning to support production workers and their families as part of a new 24/7 lifestyle transformation initiative. First, you will be provided an overview of this initiative and the key stakeholders, then be presented with the training needs and training challenges. Next, you will see how L&D leveraged vendor-provided materials to develop solutions in-house. Finally, the deployment strategy will be presented, and via QR codes, you will have the opportunity to experience some of the training assets developed during the project.

Takeaways:

• How to address common objections like: “That’s the way we have always done it” in training
• How to provide learners with training they need in an engaging format
• Why micro and mobile learning works for today’s learners
• How micro and mobile learning takes the fear out of learning