How 5 Enterprise Tech Companies Deliver Learning At Scale

For enterprise-level tech companies, effective learning and development is a critical driver of innovation, employee engagement, and business success. With technologies, ways of working, and business cultures constantly evolving, companies need smart ways to train employees and customers efficiently. 

But delivering impactful training at scale is complex. You need to upskill employees in technical areas they may be unfamiliar with, align global sales teams with ever-evolving products, and shift mindsets toward sustainable growth. And tomorrow, core company objectives could change completely. 

This article explores the most pressing L&D challenges faced by enterprise tech businesses today, including onboarding employees into specialized roles, enabling data-driven decision-making, and scaling training without inflating costs. 

We’ll also spotlight several companies that have developed innovative strategies to overcome specific obstacles, offering practical lessons for any organization looking to elevate its L&D programs.

8 key L&D challenges facing tech companies

Tech businesses are known to be innovative and forward looking. In recent years, they’ve also been among the fastest-growing companies, as well as the most agile and quickest to pivot to new processes, systems, and business models. 

In many ways, these are serious advantages. But for L&D teams, this fast-changing landscape can cause issues. The following are common challenges for many tech-focused companies in this modern working era. 

1. Onboarding employees in new and complex skills

Every fast-growing company strives to make onboarding as efficient and effective as possible. The faster you can get new hires up to speed—with minimal resources invested—the better. 

Tech companies typically require employees to quickly grasp highly technical concepts or skills, such as cloud computing, cybersecurity, and internal communication tools. Today, this also includes AI and machine learning. And then there are the finer technical points of the technology you’re actually building and selling. 

Slow onboarding can delay productivity, especially for roles critical to product development, engineering, and operations. And poor or incomplete onboarding puts real pressure on managers and other team members to fill in the gaps. 

2. Scaling processes without scaling headcount

Rapid scaling is a hallmark of tech businesses. But doing so without proportionally increasing headcount requires employees to adopt new tools, automate workflows, and improve productivity. 

Without proper training, employees may resist new systems and simply stick to what they already know and trust. That’s an issue if you want uniformity and consistency across teams, offices, and markets.

For L&D teams specifically, you also need efficient ways to roll out course content at scale. In such a rapidly changing industry, your teams can’t wait three-to-six months to upskill on a key concept. And once live, you need to monitor and improve these courses easily. 

Doing all this without massively increasing headcount in the L&D department is often a critical issue. 

3. Accelerating sales training and enablement

Sales teams are the frontline, dealing with customers every day. They must quickly become experts on your products, how customers use them, and the broader set of needs potential clients have. If they’re not fluent in technical concepts and industry language, you suffer poor product positioning and ultimately missed revenue opportunities.

Meanwhile, many sales teams are young and less experienced in the wider working world, lacking expertise in the finer points of software. 

L&D teams must therefore find accessible, impactful training solutions for sales teams. Ideally, these will also be bite-sized and dynamic, so teams can get back to work and put new concepts into action. (See Connectwise below for a great example.)

4. Reskilling to keep up with innovation

Tech companies are known for—and proud of—their position as innovators and market leaders. New technologies are emerging at an astonishing rate, both developed by and used within tech companies.

These businesses evolve quickly, and employees need to stay updated on the latest tools, frameworks, and trends to remain competitive. Skills can quickly become outdated, leading to skills gaps all over the organization.

This makes continuous learning programs, certifications, and on-demand microlearning platforms essential to keep teams ahead of the curve.

5. Communicating business metrics and OKRs

While tech businesses often talk about metrics like OKRs (objectives and key results), these are often misunderstood and misused–especially in organizations that don’t incorporate a clear performance grading system. Young and inexperienced teams may not truly know what the concepts mean, and inconsistent communication can reinforce this. The result is ineffective goal-setting, leading to poor performance overall. 

Good training on goal-setting frameworks and how OKRs cascade across teams can improve alignment. The company needs a common lexicon and mutual understanding of not only how your KPIs and OKRs work, but what true success looks like. 

6. Transitioning to an efficient growth mindset

Just a few short years ago, tech was in a serious boom almost everywhere, leading to a "growth at all costs" mindset. Employees became accustomed to large budgets and endless experimentation, and many staff who had just entered the working world may have never experienced anything else. 

Today, economic pressure has created a general push towards sustainable, efficient growth. This requires cultural shifts and training employees on cost-effective decision-making and resource optimization. Employees may struggle to adjust priorities, leading to resistance or misaligned efforts.

Companies now need L&D initiatives that emphasize business acumen, lean thinking, and scenario planning, equipping employees with the tools to navigate this shift.

7. Reducing customer churn

SaaS companies in particular are designed to be easy to use and fast to adopt. That’s incredibly attractive to potential buyers, who want to ramp up quickly and see fast results. 

But it can make it harder to keep clients happy in the long run. If switching to a new platform is relatively easy, there’s little downside to walking away from your current solution.

This is primarily a concern for Customer Success and Sales teams, but learning and development can help. With a goal to reduce customer churn by X% over a set timeframe, you can build a clear, measurable strategy to train those customer-facing teams, and give them levers to pull when client churn becomes a possibility. 

We’ll see an excellent example of this (INES CRM) in action below. 

8. Retaining top talent amid competition

Anecdotally, employee churn seems to be high at the moment. Staff tend to come and go, often citing misaligned expectations and unfulfilled promises as key issues. Tech employees leave quickly for better opportunities if they feel their growth is stagnant.

Losing skilled employees can disrupt projects and increase hiring costs. It also hurts morale, and you risk developing a culture of distrust and resentment among those who stay. 

The good news: L&D plays a real role in preventing burnout and reducing employee churn. Clear career paths, personalized learning journeys, and opportunities for employees to specialize or pivot into new roles help to keep teams engaged and happy for longer. 

5 tech companies seeing real results from their L&D strategies

If any (or all) of those challenges above are familiar, you’re not alone. But rather than telling you how to overcome some of them, let’s see a handful of real-life examples from companies that made successful changes.

Drata: Automated compliance training

SaaS platform Drata automates compliance and security to help companies meet SOC 2, ISO 27001, HIPAA, GDPR, and other obligations. With a fully remote team of more than 400 employees, Drata needed to build scalable training programs to ensure all employees were fully trained at all times.

Much like the companies they serve, compliance training is mandatory at Drata. But with a fast-growing, remote workforce, manually enrolling employees and tracking completion rates was painful and unscalable. The L&D team quickly ran out of time for anything else. 

The solution

Drata chose 360Learning as its LMS platform to automate user enrollment and send notifications and reminders to ensure courses were completed. This shift immediately removed most of the administrative effort, so Drata’s L&D team could focus on higher-impact, more strategic learning needs. 

Compliance courses are digital-first, so remote workers can complete them from anywhere, whenever suits them best. But the schedules and reminders built in ensure that employees stay on track, and nobody is left behind. And the L&D team can track both overall and individual performance easily from a few simple dashboards. 

Key results

• 172+ active platform users with that number growing every day
• 200% increase in average training time
• 70+% increase in average connections per user
• L&D team is no longer focused on busywork, and stakeholders can see the real impact their work is having

Read the full Drata story

Aircall: Knowledge sharing at scale

Aircall is a cloud-based call center and phone system for modern businesses. Founded in 2014, it has raised more than $226 million in funding and has 650+ employees across New York, Paris, Sydney, Madrid, Berlin, and London.

Growing at such speeds, Aircall faced a challenge familiar to many L&D teams: knowledge siloes. Individual teams had their own onboarding and operational systems, and best practices weren’t being shared across the company. 

Aircall wanted to ensure that new hires received the same high-quality onboarding experience, and that key company principles were communicated consistently. 

The solution

Around a dozen subject-matter experts (SMEs) worked with the L&D team to build the “Aircall Basics.” This is the foundation for all employee onboarding—a single source of truth that every hiring manager can share with new team members. Because it’s centralized, it’s easy to update and improve over time. And because it’s digital-first, new hires can work through the material from wherever they are. 

The Aircall team have now used this foundation to create dozens of courses, some tailored to specific roles and experience levels. The principles are always the same: collaborative learning built just for Aircall, authored by SMEs, and available to all who need it. 

Key results 

• Cohorts of 40 hires onboarded by one full-time employee
• 99% relevancy scores for courses
• 97% completion rate for employee-created courses
• Over 100 courses created on 360Learning 
• More than 1 in 10 Aircall employees have contributed to a course
  

Read the full Aircall story

INES CRM: Efficient customer training

INES CRM is a leader in cloud SaaS CRM solutions for SMB and Mid-sized companies. The company is growing rapidly, serving thousands of companies across a range of countries and continents. 

As with any customer relationship management platform, INES CRM clients need training to understand and use new features. And crucially, one of the biggest churn indicators is when clients don’t consistently use the product to its full capacity. 

INES needed an efficient way to explore the platform with clients at scale, while still presenting an enjoyable, value-adding experience. 

The solution

The team decided on a digital training approach (using 360Learning’s LMS platform) for more agility, faster content creation, and easier distribution. And most importantly, a lighter workload for busy frontline teams.

Today, every feature release comes with a dedicated client training program. Product and Customer Success author these courses collaboratively in their shared authoring tool. And clients can use this practical training content as much as they need.

What’s more, questions and answers now live in a public forum. When a client asks a question in a forum, the response from an INES expert can be read by everyone. In many cases, clients even answer each other’s questions. And INES is already enjoying lower churn rates as a result.

Key results

With 360Learning, INES’ training team confidently expects to see the following: 

• 20% reduction in churn through better product adoption and usage
• 10% increase in training revenue
• 30% lower client training costs (compared with in-person)
• 2,500 clients trained by just 2-3 FTEs
• 1,000 hours saved on customer support
  

Read the full INES CRM story

Mangopay: Upskilling and reskilling to keep pace with innovation

European scale-up Mangopay has quickly become a top payment solution for platforms and marketplaces worldwide. With over 450 employees around Europe, Mangopay wanted to foster a culture of collaborative learning, encourage knowledge sharing, and ensure that the whole team’s skills remained up to date. 

As in many tech companies, the rate of technological and cultural change is incredibly fast. Employees constantly need to learn new skills and concepts to excel in their work. And, just as vitally, to prepare them for future roles.

The solution

Mangopay’s L&D team couldn’t produce the volume of course content required single-handedly. They also lack the specific insight and experience into each role. The best bet to consistently close skills gaps and upskill employees was to lean on subject-matter experts. 

The team chose 360Learning’s intuitive course authoring tools to empower SMEs. With just a little coaching from an L&D partner, any expert could author a course quickly in answer to a specific challenge or request from a colleague. 

L&D should never be a bottleneck that prevents skills gaps from being closed. Mangopay’s subject-matter experts have the tools they need to educate and train colleagues as required, and the whole organization has the shared knowledge it needs. 

Key results

• 99% positive relevance score on their training courses
• 28 expert authors creating content and scaling learning initiatives
• An engaged, adaptable workforce that can quickly reskill and upskill as priorities change
  

Read the full Mangopay story

ConnectWise: Onboarding remote and hybrid teams

ConnectWise offers products that deliver remote management, expert services, business management, cybersecurity, and a host of other services. With more than 200 employees in the United States, the ConnectWise team is growing fast, and its help desk technicians work from home, in the office, or a combination of the two. 

They needed an efficient way to onboard new colleagues from anywhere, and keep the collective knowledge level to a high standard. 

The solution

The first step was to create a centralized knowledge base. Previously, institutional knowledge was spread across systems, and finding answers required real detective work. The other major consideration was speeding up the pace of content creation. 

ConnectWise chose 360Learning specifically because it was fast and easy to create courses and centralize information. In the past, it took months for trainers to get courses up and running. Now, a new course can be conceived, written, and go live the same day. 

Perhaps most excitingly, technicians can do bite-sized chunks of training and then carry on with their work. Instead of blocking out a few hours—and not serving clients during this time—new courses take just a few minutes. Technicians can ingest new information and improve their skills, then put this knowledge into practice immediately. 

Key results

• Average training length is now 12 minutes, compared with 30 minutes in the past
• Less time spent in training and more with clients
• Higher satisfaction scores from both partners and clients
• Ultimately, more return partners and higher confidence in ConnectWise
  

Read the full ConnectWise story

Turn L&D challenges into opportunities

Learning and development in enterprise tech is a complex but vital need. Organizations must balance an ongoing need for technical upskilling with broader scalability and business alignment. L&D teams have to be impactful and deliver results, but also lean, agile, and resourceful. 

The companies above are all helpful examples. With relatively small L&D departments, they’ve brought positive change to hundreds of colleagues. 

Whether it’s through smarter onboarding, targeted reskilling, or fostering a culture of continuous learning, these strategies offer valuable lessons for any organization striving to empower its workforce and drive sustainable growth.