Walmart needed to delivery the job instructions clearly and uniformly to all its employees in four operational positions.
Context
Walmart is a multinational food retailer with stores around the world. Walmart is the largest retail store in the United States. With 11,000 stores in 27 different countries, with 55 different names. The company operates under its own name in the United States, in 50 states.
Most of its employees works in operational activities in the stores.
The training of Walmart’s operational employees in Brasil is mainly done through examples given by more experienced employees during the first days of work.
Challenge
Walmart needed to delivery the job instructions clearly and uniformly to all its employees in four operational positions.
This audience has a low educational level, no training culture and, the most of them, is formed by young people with weak concentration power and with characteristics of the Y and Z generations.
Previous e-learning initiatives were not attractive and failed to engage this audience.
Solution
Four e-learning courses were developed in Active Game Learning format, one for each store operator position. Each course used three main strategies and had as main objectives:
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Engage new employees.
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Highlight the importance of your work both for the company and especially for the customers.
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Present all activities and their particularities, for each position;
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Assess learning.
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Allow simulated practice of activities to be performed.
Different strategies were used to achieve these objectives:
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Motivational teaser showing the activities and social interactions of the collaborator with other collaborators and with the clients.
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Active learning presenting and describing the activities and samples of the most common situations in the stores routine.
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Games to practice and reinforce the activities of the collaborator and to allow the simulation of these activities before the beginning of the work in the store.
Results
Store operators, both new and old, were able to access a single material, as a reference of their activities.
There was an increase in the engagement of new store operators, recognizing value in the material developed, realizing its validity for their work.
The operators can practice the activities, make mistakes and correct their acts, learning from feedbacks.
