From 80 Traditional Trainers to 6 Virtual Ones
The Global Bank’s L&D Success Story
The Netherlands-based global bank transformed its system of corporate learning in less than a year with the Lanes platform. 6 virtual trainers are now more efficient than 80 traditional ones even after budget cuts. Explore the case below!
Global bank
offices located in 8 countries
million customers
The bank’s success lies in its ability to develop and deliver innovative financial services, including fully regulated banking services, dynamic revolving loan products, and integration with leading retail platforms. Its' responsible lending model empowers underserved customers with little or no credit history to access financing easily and safely, both online and offline.
Target audience
12 000
4 000
employees who undergo regular training
who undergo onboarding yearly
Due to the impact of the post-pandemic economy, the bank was faced with the need to reduce budgets and staff. The Learning and Development (L&D) function was tasked with optimizing learning processes while cutting expenses without sacrificing the quality of corporate learning. To be honest, not only was the economic situation driving the need for change, but also the low efficiency of traditional corporate learning within the bank. The state of training in the company was as follows:
  • Low learning pace. Only 30% of programs were delivered consistently.
  • Poor learning scalability. Some offices lacked trainers, and that caused training gaps.
  • Low engagement at webinars led to low knowledge retention. Webinars were ineffective and frustrated both trainers and employees.
  • Long program design and implementation. Launching a new program took up to 3 weeks, which was too slow for the business.
Traditional training formats no longer met the requirements of the bank

Step 1. Finding the way

The bank began looking for a solution that would bring together the needs of employees, HR and business units. The requirements were:
  • virtual training with mentor/trainer support;
  • group work capability;
  • high engagement rate and metrics monitoring knowledge quality;
  • fast program design, implementation and scalability to all offices.
One of the goals was to let bank employees study at any place

Step 2. Moving Corporate Learning Online

After over 20 meetings with corporate learning software providers, consultations with peers, and evaluating turnkey solutions, the bank chose Lanes. The scenario-based learning platform enabled the bank to easily transfer existing courses to the online space and create a virtual corporate learning ecosystem.
The process of delivering virtual training on Lanes is straightforward:
  • An instructional designer or a trainer creates a new training program in the Program Builder, uploads materials, sets timing, and adds training activities like in a classroom (role-playing game, brainstorming, polls, feedback forms etc).
  • The trainer meets with trainees in a virtual classroom via PC or smartphone/tablet.
  • The trainer delivers the training: manages participants, assigns group and individual tasks, provides additional post-training materials if needed, and assesses trainees.
  • Managers use metrics in the Analytics module to analyze training results, such as attendance, compliance with the plan, and employee grades. Managers can also edit the schedule and review the assessments.
After a few training sessions, the benefits of using Lanes platform became apparent:
  • high engagement rate
  • all traditional training activities available
  • one trainer can deliver training for multiple offices without physically visiting them
  • all training information is accessible in one place
  • meta trainer can create and scale content to the whole team of trainers
  • detailed analytics provide insights into program quality and effectiveness

Results: in just 6 months corporate learning became faster, cheaper and more effective

In just 6 months of using Lanes, trainers delivered 20−30 training sessions per week, resulting in significant improvements in the process of corporate learning.
  • Faster training
    Traditional training sessions were 8 hours long, but the virtual format enabled the team to increase intensity and reduce the average training time to 3 hours, without distractions or waste of time.
  • Innovative training formats
    The "double-led training" format, which is delivered by two trainers, one from the head office and one an effective sales rep from another location, provides both theoretical and practical knowledge, enriched by mini-group activities. This approach significantly enhances the quality of training.
  • More effective workforce
    When the bank used the traditional training format, 80 trainers delivered only 30% of programs, while with Lanes, 6 virtual trainers deliver 50% of programs now!
"Now 6 trainers are doing more than 80 traditional ones!" — says the Head of Mass Recruitment, Training and Development of Bank Staff
  • New training roles
    Now every trainer has a clear schedule and area of responsibility:
  • Virtual trainer. Delivers virtual training to the entire branch of bank offices.
  • Traditional + virtual trainer. Delivers traditional training in the office and virtual training for the entire network of bank offices.
  • Subject matter expert. A specialist or a business leader who delivers specialized virtual training in their expertise area.
  • Increased speed of program design
    With the Program Builder inside Lanes and training scenarios, it takes 1−2 days to design a new program (before Lanes, it took 2 weeks!). The platform lets the business process tasks much faster now.
  • Scalability of corporate learning
    Now every program is designed and delivered according to the company’s standards. This lets scale learning to other offices and even countries in bulk.
  • Analytics became trackable and clear
    The learning process is easy to control and manage thanks to the metrics inside the platform. Trainers have clear criteria for the effectiveness of their work.
  • Reduced expenses
    Less money is spent on travel allowance, rent of halls, accommodation, coffee breaks etc.
  • Life-long learning culture and better retention
    Having personal learning tracks and the ability to comfortably undergo professional training regularly, employees become more involved in the company’s culture and appreciate their workplace more.
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