From two platforms to one solution: How MBD simplified compliance training

When Gary joined MBD as HR Manager, he inherited a compliance training system that was neither efficient nor effective. The company was caught in an impossible situation: split operations between the UK and US meant paying for two completely separate learning platforms with zero overlap in content or functionality.
The financial burden was mounting, and employee engagement was at rock bottom.
"We went to some of the big learning providers with learning platforms," Gary recalls. "We had an immediate challenge. We've got half the company in the UK and half in the US. We had to have two different platforms because there was no overlap. So that meant we were paying for two products." The pricing structure made matters worse—each training module came with its own price tag. For harassment training, they'd pay one fee. Need something else? That's another charge. "It could get expensive quickly which for a business of our size with just over 100 employees meant it was a stretch."
The training itself was deeply problematic. Compliance courses ran anywhere between one and two hours—an impossible ask for busy employees. "For most of our employees who are active on their daily workload all day long to take an hour or two out of their day would just mean that the work stacked up," Gary explains. Some employees reported the training was actually lengthening their workday, as they'd have to catch up on work afterwards.
Beyond the time commitment, the platforms themselves were frustratingly difficult to use. Simple tasks like checking who'd completed training or identifying who hadn't started became navigation nightmares. "They were not user friendly," Gary notes bluntly.
Perhaps worst of all, the training simply wasn't engaging. "Whilst I won't say it was all poor quality, it wasn't something that engaged our employees, it wasn't something that excited them," Gary admits. Year after year, he found himself in the same position: "As HR I spent every year just trying to drag everybody through the training, get it done, tick the box, move on."
Gary didn't feel good about it. He wanted something that would excite employees, something that would work seamlessly for both UK and US teams. Most importantly, he wanted a solution that wouldn't require dragging people through mandatory training. Something had to change.