Case Study:
EE Digital Academy
Discover how EE's Digital Academy led to a 92% increase in digital skills. High engagement is calling!
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Company Information
Founded
April, 2010
Industry
Telecommunications
Employees
13,000
Headquarters
United Kingdom
Customers
21.7 Million
Parent Company
BT Group
Introduction
EE are the UK's biggest and fastest mobile network with more 4G coverage than anyone else. They are a British mobile network operator, internet service provider and a division of the BT Group.
Back in 2016, EE had a lofty learning goal in mind: to improve the digital skills of their 13,000+ employees. As such, they sought out a digital learning platform that would engage and inform their learners whilst improving their compliance rate.
Platform Goals
1. One-Stop Learning Hub
EE aimed to consolidate all their learning platforms and resources into a single, authoritative source of truth.
2. Easy Accessibility
EE wanted their knowledge-hungry employees to have access to training content wherever they were and whenever they needed.
3. Effortless Engagement
EE sought to raise learner engagement levels by deploying gamification, social learning and personalisation.
0%
increase in digital skills
0
learner logins (last 30 days)
0%
average assessment score
"I came across Growth Engineering and I was absolutely blown away. They had taken a traditional LMS and turned it on its head! Instead of talking about reporting and hosting, they spoke about personalisation and engagement!"
Pinda Dhillon-Sehra
Head of Training Design, EE
The Solution
In order to meet these needs, EE selected Growth Engineering LMS — the world's most engaging learning management system. It utilises a brain science backed approach to change behaviour and improve training outcomes.
This provided a framework for EE's 'Digital Academy'. Key features included:
The Approach
EE's primary goal was to improve the digital skill set of their employees, ensuring they were able to use (and sell!) devices like computers, tablets and mobile phones. To achieve this, EE shared a variety of microunits as part of an 8 level curriculum.
EE even used a Bubble Blaster learning game to send engagement levels sky high! This approach was supported by the following gamification and social features:
Gamification
Badges & XP
As learners explored the Digital Academy and completed content, they earned experience points and badges.
Levels
Earning experience points helped learners to level up, unlocking access to new learning content along the way.
Leaderboards
Learners competed for the top slot on the platform leaderboards by completing content and earning XP.
Social Learning
Social Feed
Learners communicated with each other through the social feed, with visibility of all recent activity updates.
Live Chat
For a more instant form of communication, learners reached out to each other via instant message.
Clubs
Learners used specialised discussion forums to dive deep into specific topics and share expertise.
"If you've not yet checked out the Digital Academy, it really is addictive. I certainly won't be stopping at Level 7!"
Marc Allera
CEO, EE
The Results
It's worth noting that all these training experiences are optional. This means that EE employees chose to actively engage with them. Better still, 92% of Digital Academy users say that it has helped to improve their digital skills.
After the first three months, the following milestones had been achieved:
0%
of learners hit Level 4
0
assessment completions
0%
average assessment score
0
Bubble Blaster games played
0%
of learners hit Level 8
0
content items completed
The Future
The Digital Academy was such an outstanding success that it attracted the attention of EE's parent company, BT (British Telecom). Growth Engineering LMS has since been rolled out to 35,000 BT employees.
"Would I recommend Growth Engineering? Yes. But not to the competitors!"
Pinda Dhillon-Sehra
Head of Training Design, EE
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