Optimizing an Employee Growth Culture
How a development mindset powered by an intuitive learning management platform propels a future-ready organization by upskilling employees
Livongo empowers people with chronic conditions to live better and healthier lives.
The Learning and Development team at Livongo focuses on optimizing the employee-first learning and growth programs so skills, competencies, compliance, and career drivers align to increase efficiencies for the organization, today and in the future.
As organizations experience growth and change, teams charged with focusing on employee development have to become even more agile in their approach to fostering the culture of learning, progress, and skills that match the future of work. By re-formulating the flexibility of the Bridge Employee Development platform, Livongo is creating an employee-first framework to effectively deliver on:
- Enabling employees to become top performers
Ensuring that valuable skills are polished to better serve personal and corporate objectives.
- Mentoring high potential employees to become effective managers
Surfacing highly skilled people so they are poised to lead, support, engage, and guide teams for extended performance.
Transforming the Employee Experience:
Livongo offers a whole person platform that empowers people with chronic conditions to live better and healthier lives, beginning with diabetes and now including hypertension, weight management, diabetes prevention, and behavioral health. Livongo pioneered the category of Applied Health Signals to offer Members clinically based insights that make it easier to stay healthy. Livongo’s team of data scientists aggregate and interpret substantial amounts of health data and information to create actionable, personalized and timely health signals.
The Livongo approach delivers better clinical and financial outcomes while creating a different and better experience for people with chronic conditions. As Livongo continues to change how healthcare technology impacts the well-being of its Members, they are equally invested in fostering the growth of employees.
When Carrie Berg, Director of Learning and Development for Livongo, was handed the reins to transform the development experience for employees, she thought about how the program would immediately impact the organization but she also wanted to create a sustainable strategy that would proportionally balance the evolution of personal and corporate objectives for teams at Livongo. The Bridge Employee Development Platform provides a solution for Carrie to support the employee growth experience. Carrie states the following quote about the strategy of connecting content with the development of people.
Success Doesn't Automatically Happen, It's Nurtured
A good L&D leader is constantly thinking about value. I'm thinking about metrics: how they align to goals - both in L&D but also broader business goals. I’m also thinking about How am I really making people more efficient and more productive in their jobs? Am I making them stronger as leaders? Am I providing them with the right type and level of content they need to excel? It’s really about focusing on making them better performers at work.-Carrie Berg, Director of Learning and Development
Designing success-based programs
“When we identify a high-performing individual contributor who we want to transition into a people manager, they have a certain skill set that we need to develop; and we need the right tools to help them succeed. We also need a way to track the progress of their transition to becoming a people manager and do this effectively. With Bridge, we will be able to do this far more efficiently than what we are able to do now.”
Activating skill-based success
“For high performing individuals motivated to excel, there is still a progression for them to a transition from an individual contributor to becoming a great manager. It isn’t a flip of the switch. They cannot go from an individual contributor on Friday to a great manager the following Monday. That’s not setting them up for success. In order to be truly effective, you need a structured plan that includes the right tools, access to mentors, and a well-designed experience that benefits both the mentee and mentor.”
Sharpening skills based on feedback
“We have just started our journey into using Bridge Practice and it’s been good so far in that our sales teams have readily adopted it. In fact, adoption has already increased by over 66% as we extended the pilot across additional sales teams. The next iteration is to expand to our leadership trainees, as we can include real-life communication scenarios, feedback delivery style, and ways to better deliver an effective performance review."
Nurturing a culture that champions employee growth
“In addition to Bridge, it’s imperative to have champions like myself within the organization who help support, define, and craft the framework of employee development. The champion needs to constantly socialize and optimize the value of solutions like Bridge. Without dedicated champions, it’s much harder to sustain the why, and solutions become systems instead of conduits to improvement.”
Impact & Feedback:
As Livongo continues their journey in creating a more enriched experience for their employees, Carrie and the Learning and Development team is leveraging Bridge in numerous ways, such as:
DEVELOPING TEAMS AND EMPLOYEES
Consistency + alignment = excellence:
“Any tool that creates alignment across teams is really powerful. Instead of teams and individuals doing their own thing, you can have a unified platform where people approach things similarly. They think through things in a consistent fashion by leveraging the same tool with the same thought process. A team becomes more efficient when the debate pivots to a strategy conversation about which activities are important, and not getting stuck in the ‘how’. The system and processes that are used to develop and align our employees becomes much more about effectiveness and efficiency.”
COACHING MANAGERS TO BE EFFECTIVE
Removing barriers for managers to connect with their teams:
“Yesterday in one of my training sessions, I asked managers how many have weekly one-on-one meetings. 60% raised their hands. Then I asked how many are using an agenda to guide the conversation and 75% did not. This shows that there is an opportunity for us to leverage Bridge to create a consistent, seamless, and easily accessible solution to help shift and create connections between managers and their employees.”
Insights that enables accountable tracking and progress:
“I'm creating a lot of efficiencies and documentation, which will make it easier to track progress. Bridge allows a method of tracking both good and bad behavior by keeping our teams honest to projects, content consumption, and deadlines. For example, having the performance review element in one-on-one agendas enables alignment on teams by providing guardrails for projects, personal goals, and progression through the year. Each time managers and their teams meet, they can use Bridge as the tool that helps keep them on track.”
DRIVING BUSINESS IMPACTS
“A lot of managers have been led a certain way in the past and if no one tells them to do anything differently, they will continue to model what they know. They may be keen enough to see something from another leader and think ‘Oh, I like that idea. I think I'll do it.’ But they likely don't understand the value in the why, they just know that they like the concept or approach. Having a solution like Bridge provides the context around the why as well as the how. Therefore, when programs are rolled out, it means that our employees understand the importance of their development and the impact to our business.”