案例研究
行业
Technology
公司总部
Austin, Texas, United States
员工人数
260
办事处所在地
2 countries
Schoox Gains Global L&D Consistency and Empowers its People to Learn on Their Terms
Udemy 推动实现出色业务成果
案例研究详细信息
Schoox is no stranger to employee Learning and Development (L&D). Its learning management system (LMS) for talent development is used by millions of people worldwide, offering content, collaboration tools, and career development support.
But with its teams spread across Europe and North America, both office-based and remote, the company found it difficult to run a consistent training program and offer accessible learning. Using Udemy Business, Schoox has unified its L&D strategy, offering thousands of courses to its employees and giving them the freedom to learn what they want, when they want.
A globally distributed, hybrid workforce
For fast-growing companies with widespread international workforces, offering consistent Learning and Development (L&D) opportunities to employees can be a significant challenge — not least during COVID-19, when office-based teams were forced home and have since adopted hybrid working.
For talent platform developer Schoox, these challenges are all too familiar. A victim of its own success, the company found its existing L&D processes no longer fit for purpose as it expanded its operations, putting significant strain on skills, career, and leadership development.
“Having half the organization in North America working remotely and the other half in Europe on a hybrid model presents significant challenges when it comes to standardized and accessible learning,” says Matthew Brown, Chief People and Culture Officer at Schoox. “Our previous training was very product focused around how we could best serve our customers. And with no one responsible for our L&D program, we lacked much-needed consistency. We wanted a way to take it to the next level.”
While COVID-19 lockdowns undoubtedly hurt Schoox’s L&D performance, Matthew explains the company’s need was much more culturally fundamental: “When I started thinking about solving our L&D problem, I didn’t want to go to the ends of the earth proving the business case.”
To achieve the necessary training consistency across its widespread teams in a way that could make people feel they had complete ownership over their learning, Schoox realized it needed an online learning platform with the right breadth of digestible content to help ensure large-scale adoption.
Chief People and Culture Officer
An online learning solution with employees at its heart
“We tried to understand what the company needed through employee surveys — we wanted to know what it takes for people to bring their whole selves to work,” says Matthew. “They told us they wanted multimodal content, such as video and microlearning, across various courses, not just skills applicable to their roles.”
Following recommendations from Schoox’s technical team, who advocated for the Udemy Business platform based on its technical courses, the company deployed the platform to its entire team. As Karen Clem, Senior Director of Talent Development at Schoox, explains, key to this strategy was giving people access to everything Udemy Business has to offer: “Our aim wasn’t to serve our current skillsets. Rather, it was to expand our personal development and the skills we need for our jobs. We turned on everything in the platform to see how people used it organically.”
This implementation period was critical for Schoox because it reinforced the company’s commitment to “unlearning” – a concept that encourages new employees to bring their experience but not their previous company’s culture. And while many employees were initially hesitant to start courses they didn’t believe they’d finish, Schoox has been careful to instead create a culture of learning curiosity.
For example, the company uses curated Learning Paths in the Udemy Business platform to ensure L&D content is more relevant, making it less intimidating to access. What’s more, Schoox runs a training program to help team leaders understand how to edit course content and make learning more relevant to their goals. The company has also integrated Udemy Business with its rewards and recognition platform, helping encourage positive platform adoption and an enthusiasm for learning.
Data-led insights driving development and empowering leaders
Using deep-dive metrics in the Udemy Business platform, Schoox now has access to unique knowledge with the Skill Insights dashboard — including surprising business benefits. “Using the Skill Insights dashboard in Udemy helps us understand how our work ebbs and flows, including which teams are overworked and how we can rethink our resourcing,” says Matthew.
“It also helps us prepare for future needs. For example, if we see people investing their time in content that’s not linked to their role, this may indicate they’re in the wrong role or we even need to realign their role.”
Schoox’s leadership has also changed its approach to L&D since using Udemy Business. The company’s recently-launched leadership bootcamp is designed to encourage lifelong learning habits and has changed the way managers use the platform. It’s helping to drive a culture of autonomy among managers, getting them to self-serve for metrics and platform administration processes.
Significant company-wide adoption boosting outcomes — and changing perceptions
Across its 260 users, Schoox amasses 600 hours of learning in the Udemy Business platform each quarter. “Udemy Business has more than exceeded our expectations,” says Matthew. “We believe our success is equally down to the platform, its content, and the care we take with our culture. We want our people to always bring their best selves to work.”
“The platform has allowed us to see the variety of learning interests within our organization. Udemy Business really helps us see what matters to our workforce — it’s the gift that keeps on giving,” added Karen.
Senior Director of Talent Development
Keeping employees central to developing a learning culture
Keen to monopolize on its success, Schoox has kept its people at the heart of its L&D strategy, allowing them to lead the company’s strategy into the future. “For anyone starting their Udemy Business journey, I’d recommend ensuring you get full buy in from your executive team — it signals to employees you take L&D seriously,” explains Karen. “Also, don’t be afraid to let things run for a bit. It allows you to truly understand people’s natural learning behaviors and how best to support them.”
Chief People and Culture Officer
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