Finding the perfect platform to meet tomorrow’s demands

In recent years, Content+Cloud has acquired a lot of UK tech businesses, expanding its portfolio through merger and acquisition activity as well as organic growth. The organisation’s talent acquisition team recognises LinkedIn as a leading platform and resource for talent growth, so it was only natural that Content+Cloud adopted LinkedIn Learning when it needed a learning management solution (LMS).


It wished to create a digital ecosystem for its 1,000+ employees but despite having a HR system with LMS components, it did not feature quality licenced content. Justin Petersen, Head of Learning and Development at Content+Cloud, investigated several platforms but they lacked customisation. Justin wished to find a solution that not only offered licenced content but also the opportunity to create custom and comprehensive learning paths. Content+Cloud wanted a solution that was a true learning experience platform (LXP).

THE SOLUTION

Creating a digital ecosystem and LXP

Content+Cloud surveyed its employees to find out what they would like to learn. Justin added: “It was a big win when we looked at the survey data to understand that LinkedIn Learning both matched our workforce’s requirements for softer and creative skills, as well as high-demand tech skills in the Microsoft stack.

“We realised we could build quite comprehensive learning pathways to help staff develop the skills they needed. We found that LinkedIn could serve 80 per cent of all our needs and this is where the digital learning ecosystem came into play.”

Content+Cloud began working with LinkedIn Learning in 2021 and started to use the platform as its central LXP.

“We then leveraged our other partnerships where there might be proprietary content that we could get access to, such as Microsoft's ESI (Enterprise Skills Initiative) that could be linked to our LinkedIn Learning pathways.”

Justin commented further: “We soon realised that we had a central LXP that could provide most of the digital content we needed. Our employees could find partner content and we could upload our own content to supplement that.”

LinkedIn Learning served the majority of Content+Cloud’s needs. Now, the organisation needed to create a learning habit. But Content+Cloud’s learning and development team need not have worried.

“We found that most people were more engaged in training from the get-go,” he said. “Everybody had access to a LinkedIn Learning licence and immediately people started learning. The challenge then became, how do we increase adoption and how do we maintain a culture of learning and that's when the hard work started.”

Leveraging all comms channels to increase engagement

Content+Cloud adopted a proactive approach to learner engagement, to keep employees engaged and on a consistent learning journey. Several initiatives were launched, including a learner newsletter, learner competitions and challenges, and Lunch and Learn sessions. LinkedIn Learning was also embedded into the onboarding programme, comms and promotional videos were created featuring messages from LinkedIn Learning super users.

Content that aligned with the training requirements of key departments – commercial, financial etc. – was curated and there was a huge campaign surrounding Learning at Work Week.

Justin explained further: “So initially, to get LinkedIn Learning activated, we started with some gamification, got some initial launch campaigns going and ramped up all internal communications. We created a newsletter and revealed LinkedIn Learning at company meetings.

“We leveraged every communication channel, announced the gamification, and we told people about key topics and themes that we'd like people to learn about. We pushed that out and we told people that they were eligible for rewards and badges and that really increased engagement.”

To keep up the momentum, Content+Cloud made employees aware of what was going on in the business. For example, international days of celebration and important cultural holidays, and created opportunities to increase training and awareness through relevant content, such as Pride awareness, mental health and wellbeing training.

“When the learning was not tied to a specific theme, we looked at common threads and areas of focus for the business,” Justin continued. “If coaching and training were a key focus for the business then we’d find an opportunity to increase training in that space. Our training would not have a technical bias, sometimes we’d need to look at digital literacy and other times we’d offer soft skills training.”

Content+Cloud wished to keep the training as diverse as possible. For example, Content+Cloud created bespoke pathways that would have essential content for new recruits but also recommended learning that could take place over the first few weeks and months with the business. 

Making learning accessible to everyone

Content+Cloud’s use of LinkedIn Learning during Learning at Work Week was really successful. The company did not restrict how employees accessed LinkedIn Learning [phone or desktop] and did not restrict the skills that people could learn.

“During Learning at Work Week, we picked five themes that were important to the business,” Justin said. “We assemble materials and propose a succinct piece for each respective theme. We would then recommend larger courses and learning pathways and found that people would click through to find out more. Again, we used gamification, and we rewarded people with prizes.”

Participation rates were impressive, and achievements were celebrated. Justin concluded: “LinkedIn Learning has helped us to democratise learning. It has not only offered us flexible learning opportunities and access to on-demand content, but it has also empowered our employees to consume content at their own pace.”

“Our engagement rates have gone through the roof,” Justin concluded. “We celebrate any kind of learning and celebrate the fact that people are learning about topics that do not just sit within their career space. LinkedIn Learning has enabled our employees to expand their skill sets and I look forward to working with the platform further as we continue to develop our digital ecosystem and enhance the LXP.”

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