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CEO Webinar series: The secret to fulfilling 100% of training requests
Dec 9, 2021
45 minutes
Meghan Deere
Senior Customer Success Manager
Kasper Spiro
CEO of Easygenerator

Meghan 0:02 — So, good afternoon. Good morning. Good evening, everyone, and welcome to today’s webinar, where we will be going over the secret to fulfilling 100% of the training needs within your organization. This is actually part three in our CEO series. And my name is Meghan. I’m one of the Customer Success Managers here with Easygenerator and I’m joined by Easygenerator’s own CEO, Kasper Spiro. 


Kasper 0:26 — Alright, good afternoon. 


Meghan 0:30 — Exactly. So, before we get started, just wanted a couple of housekeeping items. So just as an FYI, as we do go through the webinar, we do welcome any questions that you have. However please do use the Q&A option within the Zoom meeting. Ghat just makes it a little easier for us to track them. Sometimes they put a question in the chat that gets lost. So please use that Q&A for any questions as we go through. And we’ll either answer those live, or we’ll, we’ll chat back to you there. And then this session is also being recorded and will be available after this call, along with part one and part two of this series as well, in case you’d like to listen back to those. So, if you want to jump to the next slide, Kasper, sorry. Perfect.  


So just to quickly go over the agenda for today’s webinar. So, Kasper will provide a quick summary of part one and part two. And then speaking to today’s topic, we will go into the idea for the — excuse me — identifying the correct audiences for Employee-Generated Learning, what does that actually development look like, and then basically being able to measure the effectiveness and the quality of that content that is created. So, with that, I’m going to hand it over to Kasper, and we can go ahead and get started. 

Recap of parts 1 and 2

Kasper 1:43 — Thank you, Meghan, and welcome to everybody. So yeah, indeed. Starting off with a small recap of the first two webinars. And at Easygenerator, it’s basically all about fulfilling this quote of Lewis Platt — he used to be the CEO of HP. And he said, “if HP knew what HP knows, we’d be three times more productive.” And that is sort of our holy grail. So, we really believe that all the knowledge you have, to function — for everybody to function in your company — is available in its company, but most of the time, it’s in the hands of your coworkers. So, getting the information out there and making it searchable, findable, and actually capturing that — that’s what we are setting out for. So, and how we do that it’s quite simple.  


So, in the first series, we went into the power of Employee-Generated Learning. And basically, it is solving an issue we have. E-learning is usually created by an instructional designer who was in a staff function, interviewing people in the business, creating a course and publishing that, and being the owner of that course. The issue here is that the instructor designer is not part of the business, doesn’t develop with the business, doesn’t know what’s happening in the business. And with that, the content which he is responsible for will never be updated. And e-learning content will be outdated really quickly.  


This process is also really slow and it’s really expensive. So, these three elements, so the lack of speed, with that, the cost, and the fact that you can’t keep it up to date, were the trigger to start with Easygenerator, because I really felt that we spend a lot of time and a lot of money to teach people outdated stuff. And that is what we want to change.  


And solution that is really simple. We believe it should be driven on and created by the business. So, we created a tool that will allow you or allow your employees or your coworkers to create content and to be responsible for that. To publish it, but also to keep it up to date. And we believe that the learning function, the instructional designer is there to support that, and not to take over the responsibility. So, that’s a different mindset. And it’s something that is not really new in the way that a lot of things are moving from top-down control to bottom-up.  


So, this is an example from home entertainment, where we used to have the broadcasters, the networks, sending out the programs and we had to follow their lead watching on our TV what they programmed for us. Then we got the streamers. It was Netflix, but also all the other streamers we now have, where we just basically have the same content, but it’s available in environments where you as a viewer can decide when to watch it and what to watch. But now we’re moving into the third stage where — we already are there for quite a while — with the creators of content. So video content creators on YouTube and on Tik Tok and being published by the people, the same people who actually view it. So, the viewer actually became the creator there.  


And we see the same development in a lot of other areas, but one of them is learning. So with learning the Learning Management Systems (LMS) used to be top-down approach, so they are really broadcasters defining what kind of content people need to learn. Then, basically, what’s now really hot and happening is the Learning Experience Platform (LXP). So, the Degreed, the EdCasts of this world, they are streaming the content more. So, people are going there and they can actually, on-demand, get their information.  


But we believe the future is really in the creators where the learner becomes a teacher. And we’re — like with TikTok and YouTube, which are already the biggest educational applications in the world — a tool like Easygenerator is there to capture the knowledge inside the company and to publish it. So what we see is we move from broadcasts to streamers to the creators, and basically for learning, it is the learner becoming the teacher as well. 


Kasper 5:31 — So we have a whole bunch of customers using this over 1300. But the variety has been pretty big there. So, we have a company like Nielsen who was really there for cost of capacity. For them, it’s the most efficient way to create content. With Unilever, it’s the speed of creating content with employees, which is so much faster. That is what they need — anything to create learning at the speed of the business. For Kellogg’s is really like a sort of principal thing where they create content, but they really believe that content creation should be owned by the business, that’s the only way forward. With Electrolux, they do it in the same way. But there’s much more that they empower trainers to do. And they’re flipping the classroom, they are using that model to actually move the training online to make it more effective. And with Danone, it’s part of a new ecosystem, where learning is moved from bottom up to top down and where they are using Easygenerator in connection with Learning Record Stores and Learning Experience Platforms as a new ecosystem.  


So, we see a whole bunch of new customers appearing, and all of them using Easygenerator. So, in the second part, we went into how you should do that. And we had Louise Puddifoot presenting, she used to be the learning manager of Nielsen, one of our early customers. And she had a great story about how you have to win the heads, the hearts, and the hands of the people to actually convince them to start using Easygenerator and to start creating content in the company. So, she has a story about approvers, conduits, and end users, which really, really makes sense.  


Also, she made a distinction between content which is suitable for L&D-generated and not for employee-generated, and the other way around. So, the conclusion is, if it’s in the long tail of needs and employee expertise, then you have that vision. And she came up with this great table where it — actually she says, if it takes all these boxes, so if it’s your content for more than 1/8 of your workforce, if it’s global, it’s a top-five priority, if you report to a VP or more senior person, if it’s about security compliance, and speed of change is low, then you can consider L&G-generated, top- down approach. And all the other cases you should look at Easygenerator.  


So, oh, sorry, I’m going too fast. So, this is really a short recap of the two first webinars, if you want to see the details and the detailed story there, there are recordings available so that we will add to this one as well. So, we will share those links with you. And now I hand it over to you, Meghan. 

Identifying audiences for EGL

Meghan 8:06 — Yes, perfect. Thank you. So yes, to really switch the focus a bit on what we’ll be discussing more today. So, you’ve already heard a bit from Kasper and kind of why engaging employees is important in content creation. So, now we can talk about how to identify these groups. So, who will these people be that will actually be creating the content. And if you’re not sure where to start, then basically what I will do is talk through three potential use cases that can help you target these potential content creators. So, the first one Kasper, if you want to go ahead to the next slide, perfect.  


So, this is, this option is really where you can empower your go-to people. So, think of your HR business partners, or those HR L&D arms that you have kind of throughout the business, really the people that you kind of go to for other things. So, whether you’re already using them within the course creation process or knowledge sharing process already, you can then go to these people and basically explain and show how they can create content independently, without going through, you know, your central department or whatever central department is currently creating that.  


You can explain to them the possibility of collaboration with others, to be able to share their knowledge and meet their team or their region’s varying learning needs. So, it doesn’t always have to be something that you go through the central team on as Kasper mentioned previously. And it really can show the benefit of capturing this information and putting their knowledge down. Instead of spending of having them spend their time repeating something over and over, you have the ability to really capture the information. And you know, yeah, and in a more scalable way, share it with other colleagues throughout the business.  


And then actually, once you’ve captured it, you’ve actually captured it regardless of if that knowledge holder or that person is still at the company or in that role anymore. So, as Kasper mentioned at the beginning, there is that quote that you know, if the company knows what the company knows, then they’ll be a lot more productive. I think this really holds true here. And just to also mention with the head, heart and habit, that Kasper mentioned, or that Louise actually mentioned in part two of this series, there also is a personal benefit here for this group.  


Because people, if they are creating content, and they’re putting their name on something and putting it out there in the organization, they can actually use this to leverage their own position within the organization. So, their name is on it, it’s out in the organization, that also increases their internal visibility for themselves, which can really open up a lot of opportunities, which, yeah, can open up more professional opportunities, promotions, I mean, who knows, and the possibilities there are pretty endless.  


And we also do see that typically, if someone’s name is on something, they’re going to also make sure that it has a high quality, because they don’t want their name associated with something that isn’t, yeah, isn’t good quality or a good course.  


So actually, one customer who does us really well, that I work with is Electrolux. So, they’re, of course, a consumer goods company that’s based out of Sweden, and their central team really empowers the different regional and local trainers to not only create their own locally relevant material, but also take different centrally developed material and localize it to their own needs. So, whether it’s just looking at translating it, or also making sure that they are, you know, taking the information for the products that they actually have, you know, within their local markets, it really allows them to make thousands of courses and different locally relevant material, something that the central team really wasn’t able to do. It’s impossible for them to keep up with this. So, they were really able to accomplish this by leveraging their go to people and trainers throughout their organization on different local and regional levels.  


So, for the next option, number two, is actually engaging the team leads. So, this is actually almost one step above kind of the go to people. And it’s actually the conduits for those potential end users. So really, who are the team leads, who are the managers of those people with the knowledge that will then actually be able to create that content? And these team leads are actually the people who would need to basically give their approval to those end users to actually spend the time in their roles, creating and sharing content. Because content creation is basically never someone’s main responsibility unless you are in the learning and development team, right? So, it is important to to gain the buy-in of these team leads to make sure that they know you know that their team is spending time on something that’s going to benefit them and you know, really help them reach their goals.  


So, you basically will go to these team leads or these manager levels of an ask them who their go to people are in the business. Because without their approval, and without their buy-in, the idea of Employee-Generated Learning wouldn’t really move forward and is basically destined to fail from the beginning. 


So, if you do work with these team leads, or these managers, you can identify basically the different needs that they have, clarify how they can empower their employees to share the knowledge and fill the learning gaps that they have. And perhaps it’s a bit harsh to say this, but if you really show them the what-would-happen-if scenarios, so basically, if you know, we, as a central team don’t get to the request and the learning needs that you all have, what does that then mean? Does that mean you’re not going to hit your sales targets, does that mean you know your team you’ll have a lot of churn because people aren’t being developed and being challenged, then that really also helps them gain that buy-in and really see the real return on investment of their people spending the time creating their content.  


So, it’s almost like a not a spend-time-now-to-save-time-later, but almost to spend-time-now-to-hit-your-goals-later. And I think that’ll ring true for any, any manager or team leader that you speak with.  


And really, if you think about basically making sure that they understand the “why,” the “how” is actually quite simple because all you, as you know, the central team can say is here’s where you can point them in the right direction to make sure they know where they can go to share their knowledge.  


So, for option three — if you want to move forward, thanks Kasper — you also can think about it in almost a backwards way. So, this option is actually leveraging on the existing business problems that you have. So, you basically can determine which business problem or learning gap are not being solved currently by your central learning team. Then when you kind of have identified what those problems are, you can identify the employees with that knowledge that can help with these problems. So, who for example, if you were going to create something centrally, who would you go to interview to find out about the product or find out about the sales team or the sales tactics that you all use at the organization? And then you basically found your people who could help you in that course creation or take course creation on themselves as well.  


A great example of this would actually be leveraging on your Product Team to share their knowledge. Because if your sales team, let’s say, isn’t being trained properly on the products that you have, or on product updates or new products that are coming down the line, then basically that’s going to have an immediate impact on your company’s business goals. So, this way, you can leverage your product team to actually create quick knowledge-sharing courses on the product to then get that new information out there more efficiently, which will basically then of course, help your bottom line.  


T-Mobile is actually a great example of this. They use Easygenerator to train their retail staff on new phone rollouts. Because of course, if they don’t have the new phone specifications, and someone comes into the store, they don’t know how to sell to them. And then that, of course, hurts the bottom line, right? So basically, here, you can push on the pain if a certain business goal or learning gap isn’t solved, what does that then mean for the organization, and you can really get the people on board who would then feel this pain and be able to help them understand where they can help work towards his business overall goals.  


Great. So, with that, I’ll hand it back over to you Kasper. Any questions? I don’t see any questions? I think so. 

Development of EGL content

Kasper 16:11 — No, we’re good to go. Okay. Yeah. So, if you actually found the audiences that Meghan just described, then question, of course, is, so how does development of the content will look like? And it’s pretty simple, in fact. So, it’s not something that will happen with a big bang overnight, it’s not that. Some of our companies that we work with have more than 1000 authors, but that takes time to build it up. So just start small, make sure you get some successes in and with that, it will grow over time. It is something that really works well and tend to convince people once they encounter it, but it’s just something that’s a problem, usually have to.  


So, start with a pilot, start with small groups of people, as Meghan said, that you already use often instead of providing information for content and start writing content, and do that. And make sure you help them, provide guidance, make sure that you don’t take over, but that you actually help them create proper content. So, help them maybe design it or help them if they’re stuck, maybe look for other people that can co-work with them can co-author with them, and help them out there, of course provides the tools, like Easygenerator, to create a content to make it easy for them to actually capture that knowledge and presented.  


And really important indeed, is for you to partner with other teams, make sure you partner with the other HR teams, with regional teams, and make sure that you actually get the message across and that you get a network of people that help you spread the message. And the bottom line is, of course, that you are empowering subject matter experts to co-create the resources. And you really need to have that as a central focus, because that is the goal — that you capture their knowledge so you make that knowledge available for the rest of your organization and make your organization with that more agile and more productive. So, really simple, start small, help them out, provide the proper tools, and make sure you empower them. So that is usually what we see happening with service customers. So, we will dive in a bit deeper.  


So, if you start small, you need to identify sort of the sweet spots where to start. So, there is so much technical knowledge in your company that you could bake to do anything. So, and if you start with Employee-Generated Learning, sometimes there will just be people who sort of pick that up and start writing about that. But sometimes you can also go to some people and start asking them to, for example, share very simple, best practices and how-tos. Those are really simple things to start with. Because they contain a lot of knowledge and knowledge of tactical information that is really helpful for other people as well. So, you start with those sweet spots where employees basically intersect with the business, and they get used to working with Easygenerator capturing that knowledge and sharing that.  


And also keep in mind that Employee-Generated Learning is not to replace your classroom training, it’s a completely different thing. So, for certain things, classroom training probably is the best approach for many other things. Like we said in the first webinar, employee-generated training is probably a better way forward. So, you really need to look at what kind of things you are doing and sometimes even use a blended approach there. So, it’s something that you have to, as we are in HR, you have to find a way to collaborate with those employees and make sure that you balance it out and make sure that that you have the whole package there. And the top-down learning it’s very often learning that have to do. So, we’re talking about security or compliance training. Those are of course important very often centrally led and centrally created. But there’s so much else that you can teach on, that actually should be owned by the business and should be created. But I have a small, sweet spots to start with. 


So, the second one, how to actually guide those people. So, make sure that you develop a user-friendly toolkit that makes it really simple for users to use training. I know that Louise, in the second webinar for Nielsen, said they created an environment where they use Yammer, where they had a lot of information available where people could ask any questions. So they built a small community, around the people that were working in Easygenerator, connecting them providing information and make sure that they have that information. And of course, at Easygenerator, we help you to do that. We have a lot of information there, we have our help site, we have our support staff and everything. But it’s probably will be company-specific, what you want to do you have specific guidelines and specific reasons to do stuff, make sure you capture that and make that available.  


And so instead of telling people every time the same story, make sure you, rather, capture it in a way that you can share it with people, you can even  use Easygenerator for that, to do that. So, create like a central place, a central hub where people know that the information will be there. And it can be anything a Wiki, an intranet page, or WordPress site, maybe even a folder on SharePoint has a couple of documents. But if people know where to go, and if you just make sure that the information is there, that is like a really, really important one.  


So, then we go into the third one does the tools. So, you need to have a platform that enables users to actually create and share this content. So basically, there are two parts here. So, part one, of course, is the creation of content. And that is, of course, what we are all about. So, creating content by subject matter experts — so non-e-learning expert — that is really important. So, tools like Easygenerator, they are very, very simple to use, because anyone should be able to log in and start writing and start creating content. And Meghan said, that is always the case that they are not — it’s not their job to create content. They do something else. That’s why you have them in.  


And you can play a strategic role in helping them understanding that providing guidance, again here to users or teaching subject matter experts how to use it, but also maybe help them to do it in a bit better way. So, the tools and the platforms are really important. And also, by the way, what we see is a big change that content created tools, like Easygenerator — so Employee-Generated Learning (EGL) — in the in the past, they used to go most of the time to Learning Management Systems was now indeed we see it goes more and more into those streaming platforms. So, the Netflix of learning like EdCast and Degreed of Learning Experience Platforms, because that is more of a bottom-up approach that really fits Employee-Generated Learning well. So, we see that combination happening more and more. So, if we move into the part, so partner with HR, regional teams, and senior leaders. This is of course, really, depending on how your company is structured, how big or small you are.  


But the thing is that learning is not top of mind of the business. And it’s also not a primary function. So, you need to make sure that you have your network in the company that helps you advocate this through the company. And to start with the last one here. So, to senior leaders, if you don’t convince the management that this is the proper way forward, it probably will not happen. And there’s a very simple reason for that. So, for example, we have a consultant from working with Easygenerator, and they have to register their billable hours. So, if you create content, you’re not billable, so then it will discourage you to actually start creating content. So, what they did in their case is they if you want to create a course you can actually apply for that. And your day will let you know that, okay, it’s approved, and you get this many billable hours for that. So. you can actually write “billable hours” to create that content.  


And that way you sort of support them in doing that instead of holding them back. And if you don’t have it — this is just one example — but it can be as simple as a manager indeed asking somebody to create something or helping him out to do that. Instead of sort of wondering, what are you doing, you have to do your normal work. So, it’s really important that the senior leadership but also the management in the company actually see the value of this approach and that they understand that creating learning and sharing knowledge is a business function, and that they need to facilitate that. And that is not something that they do extra, but then it’s something that they need to do in order to be a work in a proper way.  


And of course, with that comes — if you have regional teams, if you have an HR team, which might be spread out — those are the people that can help you out, reach those people get the message across. Because it’s something you have to sort of evangelize this, to make it that make people aware of this option. But once it’s sort of starting to grow, it will go more and more by itself. And it will be, so people will see content created by other people. And wow, what is that? And they will ask, can I do this myself? And one thing leads to another thing, and then it will start growing. But you have to put in some work to actually make a start. 


And what is really crucial here is that you should empower subject matter experts to co create. So, because knowledge-sharing is not a thing from one person to many persons. Very often, it’s a group of people that are the experts on a certain topic. And that is one of the things that you can do as well. So very often a subject matter expert is not aware of the fact that he is not the only expert on a certain field, especially in larger companies, we see that a lot. So people can actually be all around the worlds, working on the same things, thinking about same things and, indeed, creating content on the same things. So, if you see that as a managing Employee-Generated Learning, bring those people together, because probably, if you put three experts that we’re globally on the same topic together and asked them to create a course together, it’s more fun for them. But you will probably get way better content as well. So, wherever you can try to sort of convince people that if you want to create content, if you want to share your knowledge, it’s not just about your knowledge. Try to work together as a team.  


And Easygenerator does have co-authoring facilities and it’s really important. And you actually very often see that content created by more than one person is really, really much better than just one single person, because you only have one perspective. You also see if you have one specific person, one expert, they sometimes skip some of the information because it’s so logical for them. If you have a group of people, they will challenge each other, and it will be much more complete. So, that is really helpful in moving things forward to bring people together and actually make them understand that it is a collaborative thing.  


And it’s also really cool for those employees. Because I remember when we first started out as Employee-Generated Learning, our first customer was Nielsen. That in the very beginning, a guy in Australia, guy in Sweden, and the lady in America discovered that they were all riding on certain security issues. And they were not aware that they actually had that same expertise. And they sort of created a group together that did way more than just creating courses, they actually started exchanging information, but also changing best practices, and actually changing around the way they work on security. Because they actually improved each other. So it’s also opening up a lot of things there. And of course, it’s also a way for subject matter experts to be recognized as an expert in certain fields, if they can actually publish that, and be one of the leading figures there.  


So. this is a really important part. So make sure that you appreciate people, give them the recognition, and allow them to shine. And that is one of the things that will really, really help.

What about quality?

Kasper 28:48 — Okay. So that is about how to get people in. So, we talked about your audience, and also how to start a process. And I talked — I’m now working for Easygenerator just over 11 years — and I talked to I don’t know how many learning managers. And whenever I make the pitch that the creation of e-learning is slow, really expensive, and it’s really hard to keep it up to date, I always get three yeses. They always say yes, that is true. That is an issue. We need to be faster, we need to be cheaper, and we need to keep stuff up to date. But 99 out of 100 times I get a question, but what if the quality of the employee-generated content is not good enough? What if they create bad courses bad learning? Then, yeah it really doesn’t help. So that is a very, very valid, valid point. And it’s something that we are really focused on.  


So, the simplest thing that we have, we have a whole bunch of things to help people out. But the simplest thing is basically, we have at Easygenerator, really unprecedented support. So there’s a built-in chat into the tool where you can just ask a question on the tool, but even you can go further than that you can ask a question on anything. So how do I create a course? How do I structure my course? So, what is the didactic rule for this and that? So, our support team not only can help you out with the tool, but also can help you as with any didactical questions. And that, of course, is on top of what you already are providing what we talked about — the central hub that you can have about maybe a community. We see a lot of Yammer and Teams environments being used by the authors to exchange information to help each other out. That is really important.  


But I have to say, I’m really proud of myself at the customer support team and the customer success team that we have at Easygenerator. I think it’s unprecedented. Right now, we have support life available 19 hours a day. We’re hiring, and the moment that we have sufficient people and train them well enough, we will go to 24 hours support during the day. So, 24/5 support, day or night, wherever you are. And I saw that we have people, I saw from Dubai to the to the States, so that all those time zones are covered by support. And yeah, just that is, I think, really crucial in making it a success.  


So, the other question that we of course have is. how effective is the content that people create? And looking at the value of the content you create with employees is different than the value that you want from a course that you’re pushed top down, let me explain.  


So, if I am an instructional designer, and I have a compliance course, I want 5,000 people to take that course because those 5,000 people need to have a certificate. And I need to have proof of that. So, I want a Learning Record Store (LRS) or a gradebook where I can actually build that up. And if I get an audit, I can prove, okay, all 5000 people were certified, and we are complying with the law. That is a form of effectiveness. So, actually the results of a course. If you think about the effectiveness of a course that is created by subject matter experts, and the goal is not to learn something to actually to comply to something but actually to transfer knowledge transfer skills to transfer insights, that’s really different.  


So, for example, if I would create a course on e-learning, I wouldn’t really be interested if you actually have all the questions correct. The questions that I put in there are to sort of make you think about the content that I provide. So just sort of for you to process that to understand that in a better way. But if you get an A or a B, or C, that’s not really interesting. For me, what is interesting for me, is do people like that? So one of the things that we have in Easygenerator, indeed, is that you can see that.  


So sorry, I have to go here.  


So, we of course, have a gradebook. So if you want to see the grades you can. But what we think is much more important is that we have insights in Easygenerator, that actually will tell you how many people took my course? How many failed or passed, how many attempted? How long did they take? It also will give you information on a lot of other stuff. Let me see. Okay, yeah, next slide. A lot of other things. So, for example, we can tell you based on the information that we have, what a questions worked and which questions did not work. So, which questions were effective, and which questions were not effective. So, that is important, because I improve the quality again. So, for example, if I have a question, and everybody has a question, correct, or everybody answers the question incorrect, then there’s no point in asking this question. It doesn’t help people out. You need to make sure that you make a difference here. So, we measure things like that, and we help you sort of create it better.  


But effectiveness here is a different measurement than a grade or a certificate, it’s really about making the course better. And it’s all about making your coworkers better and making sure that they that you deliver value to them. That is what it’s all about. Okay, moving along. Sorry. 


We have another way to measure effectiveness. So, with software companies, so like Easygenerator, we have something we call NPS — Net Promoter Score. And it’s a method to see how well you’re doing. And a Net Promoter Score where it’s really simple. So, with Easygenerator, we will already do that for like eight or nine years. So basically, you ask a question, like on the screen, how would you rate your offer or experience? Or would you recommend this tool to somebody else? And what you’re looking for is you want to find people who really love your solution. Though, if they give you a one to a six, then you call them detractors, because you’ve considered that to be negative. So, what you then want to know is, why don’t you really love what we do? What can we improve?  


When they give you a seven or an eight, you call them passive. So those are people who are sort of okay with what you do. But they will not tell somebody else you need to use Easygenerator, or you need to take this course because it’s so great, what you’re looking for it the nines and the 10s. At Easygenerator as a company, we do really great with that. And we love those NPS score. So, we have an NPS score around 50, which means that we have that’s going that we do really well there. But we use the same methods to sort of look at how well you do as a course, because that is interesting for you as a creator. How do people value my course? So, we actually asked a question — you can, by the way, switch it off, or on if you want — but at the end, of course, we can ask this question, and it will actually pop up in your gradebook. So, you could see that two slides ago, here.  


So, you have your insights, your gradebook and your satisfaction survey, if you click that, you get this, this results happen. You can actually see in this case, there’s only one voice that gave it 10. But it will give you an idea on how to people like it. And also and we know by experience, a lot of people will give feedback on that. And that is really great. Because it will help people to understand, am I adding value? Is it meaningful that I create content? And if they have like a positive experience here, you’ll probably might create more courses there. So this is also again, on effectiveness a different way, is actually asking people what they think about instead of giving them a grade. It’s the other way around.  


So, we also do more to, if we look at the quality side of things, do more about that. I already talked about a bit about the support that we give, the support that you can give by creating a central environment for them, a go-to place inside Easygenerator, we also really are focused on helping people out more and more. So we have in the tool, a lot of examples. And those examples are sort of templates that you can use as a starting point for creating a course. And we actually find out that that people will create a course based on one of our examples, and there are many of them, they will publish more often. But also, those courses will be used more often. So, it really helps people to become more effective. And it also will raise the quality of the content because you already have that framework to work from.  


So, there are a whole bunch of examples and we’re working all the time, you’re expanding the team that’s creating those courses. I don’t know that the number we have in, but it’s significant. And it’s growing every week. So, a lot of examples there that you can use. So, you can actually start a course from scratch. So, then you have like a blank canvas that you can start working on from scratch. You can work from the examples. And we even have a way that you can import a PowerPoint that you have and work from there. But especially the examples will help you or help discipline experts to create better quality content.  


Another tool that we have in is our learning objective maker. And yeah, I still really like it. So, the learning objective maker is based on Bloom’s taxonomy. And none of your subject matter experts will ever have heard of that. But it’s a way, so, Bloom’s taxonomy has six levels of learning. And what we did is by asking four very simple questions to the learner. We help them to create a proper learning objective. And what we see is, even if the learning objective is not feasible for the learner, but if it’s in the design process, people sort of think and rethink the goal. What do I want to achieve with this course? What do I want to achieve with this section? What is the goal was my audience? What level of learning do I want? And we help them out by actually selecting that level by offering the verbs connected to that level. 


You can create a better learning objective. And if you have that, it’s really helpful to improve the content. So, it’s basically the same as in life. If you don’t have a goal, it’s really hard to be successful. And the same is with the creation of e-learning. So, we have that tool. And by the way, this one is already a few years old, and I’m really working on an improved and simplified version of it, as we speak, so we’re never done. Because one of the insights that you have that, actually with Employee-Generated Learning and corporate learning, all those levels are intact. But the only one that really counts is the one here on the screen is applying. If people know stuff, but they can’t apply it, there’s no value. So, we are going to simplify that with more stress on the level of applying the knowledge. And you can’t really expect subject matter experts to actually do something for the higher levels of learning, that’s also probably not a goal. So, we will simplify this a bit. But having a learning objective maker into tool and helping people to create proper learning objectives is one of the ways we help to increase the quality.  


A crucial one is course review. And it’s one of the powerful features of Easygenerator. So, you can actually share a course with somebody who is an expert, or maybe even not an expert, but somebody who can review your course for you. And while they’re taking the course they can type in any remarks. And those remarks are being fed back into the authoring tool and collected for the author. So the author can go through the score, see all the remarks from all the reviewers can be as many as you want and improve that. And it’s really a best practice. So, we always tell our customers never ever publish a course without a review. And I think by the way, that’s, that’s good advice anyway, because if I write an article, I will never just publish it. It’s always being reviewed by somebody because it will always improve it significantly.  


The review function of Easygenerator is a really powerful, really simple way. And the reviewers by the way, those people do not have to have Easygenerator license. So, you could invite anyone. They will get a link and they don’t need a license, they can just start giving reviews, adding comments in your course. And you will get that as an author. So very easy to use and very low threshold. So, because they don’t have to pay anything, it’s just a great feature. So, we really advise you to use that and advise your subject matter experts to use that.  


And what I mentioned earlier, so we have a really, really good customer support. I’m so proud of that. So, we have a team that is, I think, unprecedented. If you look at any review of Easygenerator, or ease of use, as mentioned, and a lot of people like a lot of things. But almost every review mentions how great support is. So, I’m really proud of that. It’s one of the things that we really wanted when we started with Easygenerator, and I’m so proud that we actually made that work. And I think it’s one of the big benefits. And we actually take that to the next level. Because at Easygenerator, we have a brand promise and that is this one.  


So, you share your knowledge easily and quickly with Easygenerator and we have a user-friendly app, we have the support that I mentioned, we have onboarding sessions for our customer success people like Meghan working with you to make sure that you’re successful. And we really believe that anyone can get started with that. But even with all that, if you’re still not happy, if you’re still gonna get stuck, if you still think that you are not able to create a course, we — and that goes for any person working with Easygenerator — we will actually schedule a session with you and sit down one-on-one and make it work for you. We review your course we work with you on improving your course will teach you how to do it in a better way.  


And only when you’re satisfied that we are there and that you can publish your course we will then hand it over back to you. So, we work with you, and we will make sure that it is successful because we know that that quality and that success is everything there.