Veradigm Drives 50% Increase in Learning Engagement Via Development Strategy
- Increased course completions from 8,000 to 12,000 annually
- Achieved 40% improvement in leader conflict resolution
- Attained 95% satisfaction in cross-functional learning initiatives
The Opportunity
Despite being a technology leader in healthcare, Veradigm faced ongoing challenges in learning and development engagement. Their annual engagement surveys consistently showed opportunities for improvement in this area, with scores hovering around 74-76% favorable from 2021 to 2023. The lack of a cohesive strategy, combined with frequently changing programs and shifting priorities, made it difficult for associates to leverage available learning and development resources effectively.
The organization needed to revamp its approach to L&D, moving from a scattered collection of resources to a purposeful, structured program that could drive employee engagement and career progression. The challenge wasn't just about providing resources — it was about creating a culture of continuous learning that could energize associates and support their career growth.
The Solution
Veradigm rolled out a comprehensive learning strategy organized around four key audience segments: new hires, early talent, individual contributors, and leaders. At the heart of this transformation was the introduction of the Quarterly Touchpoint (QTP) program, a structured approach to development conversations between leaders and their teams.
The organization didn't stop at framework development. They launched a series of innovative programs including:
- A revamped LinkedIn Learning Hub with custom learning paths aligned to company competencies
- A "Leader as a Coach" training series to enhance leadership development capabilities
- An "Emerging Professionals Program" to support early-career transitions
- "Coffee, Tea & Insights" sessions to break down organizational silos
- "Leader Lite Bites" – focused 30-minute sessions for new and experienced leaders
- And enhanced technical training through Pluralsight
Each initiative was designed with specific goals and measurement criteria, ensuring that the impact could be tracked and programs could be refined based on feedback. The organization paid attention to accessibility and engagement, creating multiple pathways for learning that could accommodate different schedules and learning styles.
The Impact
Veradigm’s LinkedIn Learning course completions surged from 8,000 in 2023 to over 12,000 in 2024, demonstrating significantly increased engagement with development resources. Technical training through Pluralsight saw similar growth, with course views increasing from 576 hours to 716 hours.
Leadership development efforts also showed strong results. The "Leader as a Coach" program engaged over 75 leaders in its first four months, while participants in their comprehensive leadership development program showed improvements: 40% in conflict resolution, 13% in communication, and a significant shift from neutral to positive in coaching confidence.
The impact extended beyond metrics to cultural transformation. Their "Coffee, Tea & Insights" program achieved a 95% satisfaction rate in enhancing cross-functional understanding, helping break down organizational silos. The Emerging Professionals Program demonstrated tangible career impact, with nine participants earning promotions. New leader engagement was equally impressive, with 90% of invited leaders participating in the "Leader Lite Bites" sessions.