Sana如何改变AddLife及其85家子公司的知识共享和增长机会
by John Thornberg, Commercial Excellence Manager at AddLife
97%
completion rate on code of conduct, the highest it can be
365%
increase in views of quarterly financial reports
Challenge
The 2,由85家子公司组成的300人的公司没有LMS，并且手动运行培训工作. 商业模式的一个核心部分是专注于提高员工的技能，以提高公司的业绩, 因此，没有一个可以集中控制的端到端全球解决方案会抑制它们的潜力.
Outcome
实施Sana帮助AddLife实现了拥有所有学习和发展的愿景, networking opportunities, best-practice sharing, mandatory training, and information sharing in one place. Engagement and completion rates are up, 他们预测，该平台创造的知识共享机会将帮助他们实现最大的kpi.
“我们一直为我们的知识共享和网络感到自豪. 但我们没有合适的工具来做到最好. Now we are. Sana is helping us live by our values.”
One system that unites all learning and nurtures the culture
学习和发展是连接我们员工的纽带，对我们来说是一项至关重要的职能. With 85 subsidiary companies and 2,全球有300名员工，而总部只有20人，我们需要一个强大的学习平台，以一种激励和自然的方式将我们所有人团结在一起. Sana was that platform for us.
We didn’t have a system for learning before implementing Sana. 我们在团队中运行AddLife学院——我们的课堂和电子学习培训. We were proud of it, and the quality was great. 但我们无法看到员工完成了哪些课程，也无法为他们提供下一步的培训.
Sana允许我们将所有员工纳入一个系统，远远超出了学习和发展的范畴. It’s become a vital way to nurture and deepen our culture. Sana is a place to network, get to know colleagues, share knowledge on best practices, 查找公司信息，并主持我们所有的培训课程.
我们拥有并收购针对医疗保健行业的细分市场公司. 因此，对我们来说，增加价值的一个有效方法是在关键领域提升员工的技能，提高公司的整体绩效. 我们一直以擅长知识共享和网络而自豪. 但我们没有合适的工具来做到最好. Now with Sana, we are. It’s helping us live our values.
“我们将内部知识和最佳实践共享视为提高kpi的重要努力. I think this will have a big impact for us.”
提高强制性培训的参与率和完成率
Before partnering with Sana, we did everything manually. We occasionally sent emails, published information on an intranet, and used Teams for training workshops. It was time-consuming and hard to track. 我周游世界，主持提高销售业绩的研讨会. Sana has replaced all that.
我开始寻找12个潜在的LMS平台，并对学习体验有了一个愿景. We wanted one platform people could use daily to take courses, ask questions, and connect to a bigger network within the company. For us, it was a crucial decision.
Most suppliers were focused on self-paced learning experiences, and were weak on the collaboration and networking features. 从第一天开始，Sana就没有我们想要的所有功能, but they were part of the roadmap. And I saw how quickly they were moving. Now Sana is the only system we use.
我们在萨那发布的第一件事是我们的强制性行为准则. 合规性对我们很重要——我们跟踪完成率，以确保人们坚持我们的标准. With Sana, we’ve reached the maximum completion rate of 97%. (There’s always a gap with employees leaving and starting.这是因为我们可以用七种不同的语言进行培训, but still easily follow up on the reporting. And the platform’s UI makes the experience much more engaging.
我们也开始分享我们的财务报告，与通过Hubspot发送相比，在Sana的浏览量增加了365%. 参与率比以前高得多，因为我们的员工知道是否通过Sana, it will be more accessible, interactive, and engaging.
Empowering subsidiary companies to train their sales force
Sana最大的优势之一是，每个从事销售工作的人都可以获得他们所需的基础知识. 创建和分类内容的门槛也大大降低了, and this is a big efficiency win for us. 因为我们没有中央资源来为我们所有的子公司创建所有的学习内容, we’ve always needed the subsidiary companies to do it, but few did before Sana.
We have the highest Sana usage in Spain, 他们甚至在萨那开设了如何使用萨那的课程. 我们一家西班牙子公司的产品经理在Sana Live上进行培训, Sana’s interactive virtual classroom, 因此，销售代表了解他们销售的复杂产品. 该工具授权并使管理人员能够更容易、更有效地履行这一职责.
我们的销售代表的学习经历现在也更有吸引力和协作性. The reflection cards in Sana Live are a big reason. They’re an important tool for us. The participants can ask questions, 看看其他人在写什么，并与培训师和其他学习者进行对话. 突然之间，课程变得更有针对性了，这也加深了他们的学习体验.
如果你是西班牙的产品经理，你需要在Sana Live上进行所有的培训. You’re not allowed to use Teams. 这是我们整个组织的前进方向，我们一步一步来.
New knowledge sharing possibilities that achieve KPIs
The effort we're most proud of is our best-practice sharing. We have all of these fantastic employees, 但更广泛的组织还没有从他们的技能中受益. 现在，每个月都会有一名员工录制一段视频，分享一个特定主题的最佳实践.
一年后，我希望萨那成为我们员工每天必去的地方. 就像你早上打开Outlook的第一件事一样，你也打开了Sana. We’re headed that way. 我们的大多数员工都很高兴我们为他们提供了一个有这些机会的系统.