Find out how 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 infrequently difficult world of staffing, consistency and engagement are paramount. LaborMax Staffing, a nationwide staffing firm based in 2002, has confronted important hurdles in developing an effective onboarding process throughout its 100 department areas. Nevertheless, by means 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 in addition achieved spectacular outcomes by way of retention, engagement, and value financial savings.

This text highlights the important thing learnings from a case examine co-authored by Litmos and Brandon Hall Group. Learn on to find how LaborMax Staffing achieved these coaching outcomes, or explore the full case study.

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 workers. This decentralized method led to inconsistent information switch and different 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 principle focus. Everybody was sort of deciding what was most vital and we didn’t have anybody at Shared Providers to substantiate or have any say in how issues have been being disseminated.”

Worker attrition was additionally a major concern for LaborMax Staffing, for the reason that staffing business is infamous for prime worker turnover. Earlier than implementing Litmos throughout their group, some LaborMax Staffing areas have been dropping an worker almost each week. In a single excessive case, 35 new hires have been misplaced inside a yr 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 acquired 20 new hires this week. However we misplaced 10.’”

Launching an LMS for standardized onboarding

Recognizing the necessity for a transformative method to studying and improvement, LaborMax Staffing’s management adopted the Litmos Learning Management System (LMS) to boost their method to Studying and Improvement (L&D).

As soon as they selected their LMS, LaborMax Staffing set a number of essential enterprise objectives:

1. Standardize Coaching: Guarantee constant information and abilities throughout all areas, eliminating the variability from every department creating its personal method.
2. Scale back New-Rent Turnover: Present structured help past preliminary onboarding, notably on the essential 2-3 month mark when most departures happen.
3. Improve Worker Engagement: Provide customized studying experiences that deal with particular person wants and assist workers see their place within the broader group.
4. Create a Steady Studying Tradition: Transfer past easy activity coaching to true abilities improvement.
5. Implement an Environment friendly, Scalable Resolution: Function with a lean L&D crew and restricted funds, recognizing that sources would all the time be constrained of their business.

LaborMax applied its personal studying portal referred to as LaborMax College (LMXU) utilizing Litmos because the underlying know-how in April 2018. Initially launched with a modest $25,000 funds and a one-person L&D crew, LMXU developed to suit LaborMax Staffing’s complete Progressive Studying Mannequin, which was designed to help workers by means of their total 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 means of the essential first six months of employment. Right here is an outline of this proprietary mannequin:

Month 1: New Rent Studying Path
New workers start with a structured onboarding program totaling about 5.5 hours of coaching, damaged into digestible ‘chapters’ utilizing a storytelling approach referred to as ‘Your Story Begins.’ This method frames studying as a journey the place the employee is ‘the hero’ quite than simply one other coaching requirement. The content material covers firm programs, introductory gross sales abilities, and significant operational processes equivalent to dispatching employees, payroll processing, and consumer billing. Whereas complete, the coaching is designed to enhance hands-on expertise with native groups.

Months 2-3: Studying Conferences
At this essential retention level, LaborMax Staffing shifted from standardized programs to conferences with L&D specialists that addressed particular person studying wants. This personalized approach 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 wished to have the ability to sort of keep contact and reference to our new hires all through their first yr of employment,” Crouse defined.

Months 3+: ‘Optimize Your Operations’ Video Podcasts
To make ongoing studying extra participating, LaborMax Staffing created an revolutionary video podcast sequence that includes inside subject material specialists. This informal learning format presents the identical info that is likely to be coated in formal coaching however in a extra conversational, accessible method. The podcasts assist workers see the ‘huge image’ and perceive how completely different roles and branches join to realize widespread objectives. Every episode consists of relatable metaphors to clarify complicated ideas, making them extra memorable and relevant.

Month 6: Management Initiative
Accessible to all workers no matter title or place, the Management Initiative focuses on creating abilities like positivity, consistency, and purpose setting. LaborMax Staffing created the “Momentum Survey” to weave employee feedback 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 workers that their skilled improvement continues to be a precedence whereas demonstrating that management abilities are beneficial 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 culture of continuous improvement.

The advantages of standardized studying and improvement

The implementation of the Progressive Studying Mannequin by means of their studying administration system has yielded important enhancements for LaborMax Staffing within the following sectors: retention, engagement, and enterprise outcomes.

The return on investment (ROI) of L&D is essential for any group to measure, and LaborMax Staffing isn’t any exception. Their method to steady onboarding has not solely improved retention and engagement but in addition delivered important price financial savings. By implementing Litmos LMS for onboarding, LaborMax Staffing has diminished 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 means of specialised coaching, additional enhancing the ROI of their onboarding efforts.

Because the mannequin’s introduction by means of LMXU, the share of latest hires misplaced inside their first yr dropped from 70% in 2023 to 58% in 2024. One beforehand troubled location that had misplaced 35 workers in a single yr diminished that quantity to 17 workers the next yr.

Key metrics:

• 35 programs accomplished per worker on common
• 87% completion charge for onboarding coaching throughout the first 4 weeks
• 39% of programs taken are chosen voluntarily for skilled improvement
• $233,000 saved in 2024 by means of environment friendly onboarding practices (up from $192,000 in 2022)
• Over $17 million in cyber safety danger mitigated yearly by means of specialised coaching
• 27,226 course completions in 2023
• 131 in-house programs and 155 studying belongings created in 2023
• 772 whole learners supported
• 80 days of coaching time diminished in comparison with the earlier yr

Cultural transformation by means of coaching

Past the numbers, LaborMax Staffing has skilled a big cultural shift. By constructing relationships by means of ongoing help quite than simply preliminary coaching, the L&D crew has established higher belief with department workers. Managers now see studying as an funding quite than a price, and workers have a clearer understanding of how their roles connect with broader firm objectives.

Crouse famous, “There’s a earlier repute of, ‘Company, they’re all the time telling us what to do.’ We wished to carry them in somewhat bit extra, get them to comprehend we’re right here to assist them. We’re right here to offer help.”

What can others study from LaborMax Staffing’s story?

LaborMax’s success presents beneficial classes for organizations going through related challenges:

• Prioritize Flexibility: Don’t be afraid to alter approaches when knowledge signifies a necessity. LaborMax shifted from standardized studying paths to particular person conferences on the essential 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 recent and addresses completely different studying preferences.
• Deal with Relationships: Constructing belief and establishing ongoing communication past preliminary onboarding creates a stronger connection between workers and the group.
• Use Knowledge to Drive Choices: 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 yr
• Additional improve their new rent onboarding to proceed bettering retention
• Present extra focused coaching sources for his or her Nationwide Accounts crew 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 method to a strong, steady onboarding program powered by the Litmos LMS is a testomony to the facility of strategic studying and improvement. 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 workers at each stage of their journey. Their success demonstrates that with the suitable know-how 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, read the full case study.

To study extra about how related outcomes may be delivered in your group, contact us.