Learn the way LaborMax Staffing used their Litmos LMS to refine their proprietary “Progressive Studying Mannequin,” turning inconsistent coaching and excessive turnover right into a high-impact tradition of studying.
Within the fast-paced and sometimes difficult world of staffing, consistency and engagement are paramount. LaborMax Staffing, a nationwide staffing firm based in 2002, has confronted important hurdles in creating an efficient onboarding course of throughout its 100 department places. Nonetheless, by way of the implementation of their proprietary Progressive Studying Mannequin, powered by the Litmos Studying Administration System (LMS), LaborMax Staffing has not solely standardized its coaching but additionally achieved spectacular outcomes when it comes to retention, engagement, and value financial savings.
This text highlights the important thing learnings from a case research co-authored by Litmos and Brandon Corridor Group. Learn on to find how LaborMax Staffing achieved these coaching outcomes, or discover the total case research.
Addressing inconsistent coaching and excessive turnover
Earlier than the implementation of Litmos in 2018, LaborMax Staffing had no centralized studying system. Every location operated independently, counting on a fundamental paper guidelines for onboarding new staff. This decentralized strategy led to inconsistent information switch and assorted talent ranges throughout the group. Jessica Crouse, Studying & Improvement Specialist at LaborMax Staffing, described the scenario: “It was simply very inconsistent. That was actually the primary focus. Everybody was type of deciding what was most necessary and we didn’t have anybody at Shared Companies to verify or have any say in how issues had been being disseminated.”
Worker attrition was additionally a main concern for LaborMax Staffing, because the staffing business is infamous for prime worker turnover. Earlier than implementing Litmos throughout their group, some LaborMax Staffing places had been shedding an worker practically each week. In a single excessive case, 35 new hires had been misplaced inside a 12 months as a consequence of turnover. Crouse famous, “We’d simply have folks out and in the door on a regular basis. It was actually, ‘Oh, we bought 20 new hires this week. However we misplaced 10.’”
Launching an LMS for standardized onboarding
Recognizing the necessity for a transformative strategy to studying and growth, LaborMax Staffing’s management adopted the Litmos Studying Administration System (LMS) to boost their strategy to Studying and Improvement (L&D).
As soon as they selected their LMS, LaborMax Staffing set a number of crucial enterprise targets:
- Standardize Coaching: Guarantee constant information and abilities throughout all places, eliminating the variability from every department creating its personal strategy.
- Scale back New-Rent Turnover: Present structured assist past preliminary onboarding, significantly on the crucial 2-3 month mark when most departures happen.
- Improve Worker Engagement: Supply personalised studying experiences that handle particular person wants and assist staff see their place within the broader group.
- Create a Steady Studying Tradition: Transfer past easy process coaching to true abilities growth.
- Implement an Environment friendly, Scalable Answer: Function with a lean L&D workforce and restricted finances, recognizing that sources would all the time be constrained of their business.
LaborMax carried out its personal studying portal known as LaborMax College (LMXU) utilizing Litmos because the underlying expertise in April 2018. Initially launched with a modest $25,000 finances and a one-person L&D workforce, LMXU advanced to suit LaborMax Staffing’s complete Progressive Studying Mannequin, which was designed to assist staff by way of their complete journey with the corporate.
The Progressive Studying Mannequin
The Progressive Studying Mannequin was created by LaborMax Staffing to handle worker wants and ache factors by way of the crucial first six months of employment. Right here is an summary of this proprietary mannequin:
Month 1: New Rent Studying Path
New staff start with a structured onboarding program totaling about 5.5 hours of coaching, damaged into digestible ‘chapters’ utilizing a storytelling approach known as ‘Your Story Begins.’ This strategy frames studying as a journey the place the worker is ‘the hero’ reasonably than simply one other coaching requirement. The content material covers firm techniques, introductory gross sales abilities, and important operational processes resembling dispatching staff, payroll processing, and shopper billing. Whereas complete, the coaching is designed to enrich hands-on expertise with native groups.
Months 2-3: Studying Conferences
At this crucial retention level, LaborMax Staffing shifted from standardized programs to conferences with L&D specialists that addressed particular person studying wants. This personalised strategy to L&D permits Crouse to determine information gaps and assign focused coaching primarily based on every worker’s particular wants and background. “As a substitute of simply specializing in the brand new rent studying path, we needed to have the ability to type of preserve contact and reference to our new hires all through their first 12 months of employment,” Crouse defined.
Months 3+: ‘Optimize Your Operations’ Video Podcasts
To make ongoing studying extra partaking, LaborMax Staffing created an revolutionary video podcast sequence that includes inner subject material specialists. This informal studying format presents the identical info that may be lined in formal coaching however in a extra conversational, accessible approach. The podcasts assist staff see the ‘large image’ and perceive how completely different roles and branches join to realize widespread targets. Every episode consists of relatable metaphors to elucidate advanced ideas, making them extra memorable and relevant.
Month 6: Management Initiative
Obtainable to all staff no matter title or place, the Management Initiative focuses on creating abilities like positivity, consistency, and objective setting. LaborMax Staffing created the “Momentum Survey” to weave worker suggestions into ongoing L&D efforts. Combining The Management Initiative and the “Momentum Survey” throughout the sixth month of the Progressive Studying Mannequin reveals LaborMax Staffing staff that their skilled growth remains to be a precedence whereas demonstrating that management abilities are priceless in all roles.
Month 12+: Steady Studying
The ultimate part emphasizes that studying is an ongoing journey that continues all through an worker’s tenure. LaborMax Staffing presents group and one-on-one coaching primarily based on evolving wants, sustaining a tradition of steady enchancment.
The advantages of standardized studying and growth
The implementation of the Progressive Studying Mannequin by way of their studying administration system has yielded important enhancements for LaborMax Staffing within the following sectors: retention, engagement, and enterprise outcomes.
The return on funding (ROI) of L&D is crucial for any group to measure, and LaborMax Staffing isn’t any exception. Their strategy to steady onboarding has not solely improved retention and engagement but additionally delivered important value financial savings. By implementing Litmos LMS for onboarding, LaborMax Staffing has lowered turnover, centralized and standardized its onboarding coaching program, and saved over $233,000 yearly. Moreover, the corporate has mitigated over $17 million in cyber safety danger by way of specialised coaching, additional enhancing the ROI of their onboarding efforts.
Because the mannequin’s introduction by way of LMXU, the share of latest hires misplaced inside their first 12 months dropped from 70% in 2023 to 58% in 2024. One beforehand troubled location that had misplaced 35 staff in a single 12 months lowered that quantity to 17 staff the next 12 months.
Key metrics:
- 35 programs accomplished per worker on common
- 87% completion charge for onboarding coaching inside the first 4 weeks
- 39% of programs taken are chosen voluntarily for skilled growth
- $233,000 saved in 2024 by way of environment friendly onboarding practices (up from $192,000 in 2022)
- Over $17 million in cyber safety danger mitigated yearly by way of specialised coaching
- 27,226 course completions in 2023
- 131 in-house programs and 155 studying property created in 2023
- 772 complete learners supported
- 80 days of coaching time lowered in comparison with the earlier 12 months
Cultural transformation by way of coaching
Past the numbers, LaborMax Staffing has skilled a major cultural shift. By constructing relationships by way of ongoing assist reasonably than simply preliminary coaching, the L&D workforce has established higher belief with department staff. Managers now see studying as an funding reasonably than a value, and staff have a clearer understanding of how their roles connect with broader firm targets.
Crouse famous, “There’s a earlier repute of, ‘Company, they’re all the time telling us what to do.’ We needed to deliver them in a bit of bit extra, get them to appreciate we’re right here to assist them. We’re right here to offer assist.”
What can others be taught from LaborMax Staffing’s story?
LaborMax’s success presents priceless classes for organizations dealing with related challenges:
- Prioritize Flexibility: Don’t be afraid to vary approaches when knowledge signifies a necessity. LaborMax shifted from standardized studying paths to particular person conferences on the crucial 2-3 month mark once they recognized that retention was most in danger.
- Combine Studying Codecs: Utilizing varied codecs—from conventional programs to video podcasts to one-on-one conferences—retains studying contemporary and addresses completely different studying preferences.
- Give attention to Relationships: Constructing belief and establishing ongoing communication past preliminary onboarding creates a stronger connection between staff and the group.
- Use Knowledge to Drive Selections: Common monitoring of completion charges, retention statistics, and worker suggestions permits for steady enchancment of studying initiatives.
- Contain Stakeholders: Speaking with department managers and organizational management ensures that coaching addresses precise enterprise wants and has the required buy-in.
Future plans for LaborMax Staffing and Litmos
As LaborMax Staffing continues to evolve its studying technique, they plan to:
- Improve course completion by an extra 10% within the coming 12 months
- Additional improve their new rent onboarding to proceed bettering retention
- Present extra focused coaching sources for his or her Nationwide Accounts workforce to assist generate extra income
- Proceed refining their Progressive Studying Mannequin primarily based on worker suggestions and altering enterprise wants
LaborMax Staffing’s journey from a decentralized, inconsistent coaching strategy to a strong, steady onboarding program powered by the Litmos LMS is a testomony to the ability of strategic studying and growth. By prioritizing flexibility, mixing studying codecs, specializing in relationships, utilizing knowledge to drive choices, and involving stakeholders, LaborMax Staffing has created a studying tradition that helps staff at each stage of their journey. Their success demonstrates that with the fitting expertise and a well-thought-out technique, even organizations with restricted sources can obtain important enhancements in retention, engagement, and enterprise outcomes.
To take a deeper dive into LaborMax Staffing’s L&D transformation, learn the total case research.
To be taught extra about how related outcomes could be delivered in your group, contact us.
