WABT CASE STUDY - LIFE SUPPORT

Learning Lessons

THE WHO

Let’s take the example of a large engineering firm that needs employees to fully understand safety risks on site. They’ve worked with us to create an employee brand that clearly identifies safety messaging. Levels of awareness among established employees are good. Accident and incident rates among new employees, however, are higher than they should be.

 

THE ISSUE

The client’s induction process is outdated and ineffective. New employees are taken into a boardroom and asked to watch a series of five-minute videos and animations. They’re given a workbook to take away for further reading. But despite the safety information displayed on-site, as well as occasional safety briefings from immediate supervisors, they seem to be struggling to retain the information.

 

Asking a new employee to absorb the information they need this way is not effective. Inevitably, they’ll switch off and miss some of the messaging being offered. They won’t necessarily read the handouts, because they don’t see their importance. They rely on being told what to do on site. But without background knowledge of their own, they can’t use initiative. So they’re not as well-equipped to stay safe as their more experienced colleagues.

 

THE HOW

An effective induction process breaks the information needed into easily-absorbed chunks. It cuts straight to the important points, without burying them in corporate waffle. And it tests knowledge to make sure it’s been fully understood.

 

We create learning modules for specific tasks like induction by:

  • Working with the client to identify the ‘must-know’ subjects
  • Linking those subjects to corporate and individual KPIs and objectives
  • Assessing existing learning materials to understand how those are communicated
  • Identifying the gaps between the actual and the ideal
  • Deciding, with input from the client, on how learning materials should be presented. 60-second animations, for example. Group workshops and games that embed learning points. Individual, intranet-based study. Boardroom presentations.
  • Making sure each element of the learning process can be tested, so we know it’s been fully understood
  • Presenting each element within the established brand, so new employees can identify safety messaging right from the start

THE SO...

New employees have the knowledge and confidence they need to do their jobs safely. They’ve been equipped with information that allows them to use their initiative if they’re unsure about safe practice. They can ask relevant questions and report issues or concerns. So accident and incident rates go down, and the business runs smoothly and more efficiently as a result.

 

THE LAST WORD

We’ve created learning modules and materials for various clients, covering a range of subjects from induction process to ongoing learning around safety issues. They can be small-scale, single-use modules. They can also be ongoing, continually-developing modules that create a permanent dialogue about safety (for example) and adapt to changing work, legal or operating environments.

 

The key thing is that all of them allow clients to check competency and levels of understanding. That in turn impacts on corporate and individual KPIs and objectives, which leads to better performance overall. And finally, they’re scalable and adaptable, which makes them a useful addition to any corporate communication toolbox.

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