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Develop and harmonize the use of Teams to support the transition to a hybrid way of working

Customer case: adapting to hybrid work by training 900 employees to use Microsoft Teams.

In brief

  • Year: 2021
  • Country: France
  • Sector: Manufacture of organic and natural products
  • Job type: Training in Microsoft Teams


“Until the health crisis, we were a company with a predominantly face-to-face culture. So organising remote training to increase mastery of a tool like Teams was a real challenge”.


Internal community manager

 

Context and challenges: harmonising Teams' practices after a recent digital shift


Bringing together more than twenty brands (food, beauty, hygiene, etc.), our customer has established itself in the landscape of organic and natural product manufacturers and, in 2020, achieved a turnover of 490 million euros based on a workforce of 1,900 employees.

In 2018, our customer initiated a digital shift by acquiring an Intranet based on SharePoint. At the same time, the HR teams began experimenting with Microsoft Teams to determine whether this solution could be extended to the entire company. At the time of the first confinement in March 2020, all computerised employees had access to Teams, but training work remained to be done to harmonise uses and enable the appropriation of good practices.

 

The mission: remote training for Microsoft Teams for nearly 900 employees

At the end of 2020, the DOSI (Organisation and Information Systems Department), Human Resources and the Group's training department worked with Talan to set up curricula for the Group's computerised employees. The objective was to launch training quickly in order to facilitate the transition to a hybrid working method, while precisely meeting the needs of the business lines.

To successfully complete this project, our client and Talan decided to operate exclusively remotely using Klaxoon, a platform specialised in organising workshops.

  • Courses adapted to the professions and the level of mastery of the tool

The courses were developed taking into account business needs. Thus, the project managers benefited from a management-oriented course that included lessons on the Tasks and Onenote applications, while the sales representatives received training focused on the mobile use of Teams.

In addition, in order to guarantee training that is useful to all, our client's training department distributed a self-assessment questionnaire that enabled each learner to position themselves and join a group adapted to their level.

  • Sessions that took place over four months

After two months devoted to pilot sessions, deployment began in March 2021. Each week, Talan provided five half-day training sessions that each brought together 10 to 15 employees. Thanks to this schedule, 83% of computerised employees received training in less than four months.

 

The results: assimilated good practices and controlled shadow IT

These training courses enabled employees to take ownership of good practices and communicate using appropriate channels. Teams is now the preferred medium for all communications between members of the same project team. The tool also allowed employees to keep the link during periods of teleworking. Today, its importance is crucial to streamline hybrid work.

The harmonisation of uses has also resulted in a drastic reduction in shadow IT. Teams replaced external tools such as WeTransfer or WhatsApp, which were previously widely used by employees. For the company, this represents considerable progress in terms of data security.

Finally, the appropriation of Teams by the teams enabled the development of collaboration through the creation of several networks of experts (quality specialists, maintenance specialists, etc.).

“For the managers, these training courses proved decisive. The mastery of Teams allowed them to focus exclusively on the relationship with their teams in an unprecedented context of hybrid work. ”


Director of Relations and Human Resources

 

Key success factors:

 

  1. A high-quality offer: the training courses designed with Talan easily won the support of the teams, who also praised the instructor's educational qualities.
  2. The network of ambassadors: to successfully complete its digital transformation, our customer can count on a network of 80 ambassadors. These volunteer employees have made a significant contribution to promoting internal training.
  3. Customised curricula: the implementation of customised curricula according to levels and professions has resulted in training that is useful to all and perfectly adapted to the needs of the company.