How Capgemini Makes Learning a Priority

When designing L&D programs, business leaders must prioritize creating a culture where learning is deeply embedded and personally meaningful. This is especially critical as the demand for new skills accelerates, with skills expected to change by 50% by 2030. Factors like lack of time and motivation can hinder employee professional growth, leaving immense potential untapped.

Capgemini, a global leader in technology consulting with 340,000 employees across more than 50 countries, excels at fostering a thriving learning culture where professional growth is prioritized. They understand that learner adoption starts with understanding and overcoming common barriers while providing a personalized and engaging experience for every employee.

As Estelle Maione, Global Head of Learning at Capgemini University, emphasizes: "Employability is at the core of our CSR commitments as a company, which for us translates into wanting to upskill all of our employees across key dimensions.”

In this article, we explore Capgemini's key strategies for prioritizing professional learning within their organization, based on insights from our recently published resource, The Learner Adoption Playbook: How to Build a Culture of Learning that Drives Business Impact. Discover how Capgemini cultivates a culture where learning is personal, engaging, and impactful.

1. Tailor learning to maximize impact

The modern workplace is a battlefield for our attention. “As people, we struggle to make the time to learn,” shares Alejandra Salazar, Head of Learning Portfolio at Capgemini University, their corporate learning function. “It’s difficult to balance because we’re not only competing with our work but with personal priorities and family.”

"Learning has to be meaningful for the employee," Alejandra emphasizes. "If people know exactly what skills they’re going to develop, how they’re going to use those skills, and see that using them will help them in the market or their current role, it’s easier for them to prioritize learning.”

Research from Microsoft confirms this sentiment: Over two-thirds of employees grapple with unmanageable workloads, dedicating a staggering 60% of their time to emails, chats, and meetings. This leaves little room for focused work, let alone meaningful learning.

To help employees prioritize skills development, the Capgemini L&D team carefully considers not only what employees will learn but how learners will learn. "We design learning experiences to fit seamlessly into the context of our employees' lives," Estelle explains. “This includes carefully considering the format, duration, and delivery of learning materials to ensure they are engaging and digestible.”

2. Provide guidance throughout the learning journey

Capgemini understands that simply providing access to learning resources is not enough. Learners thrive in environments with clear guidance, outlining learning pathways, expectations, and support systems.

“There is an expectation for a level of guidance: Where does learning fit into my career?” notes Estelle. “Without clear guidance and a personalized value proposition, it's challenging for individuals to prioritize learning amidst competing demands.”

To address this, Capgemini provides comprehensive learning guidance, helping employees understand:

• Access and Navigation:

  How to easily access and navigate the learning platform.

• Relevance and Purpose:

  Why engaging with specific content is beneficial for their role and career aspirations.

• Timeline and Expectations:

  When they should complete the content.

• Progress Tracking and Sharing:

  How to track their learning journey and share their accomplishments.

This structured approach empowers employees to take ownership of their learning journey, fostering a sense of purpose and direction.

3. Connect learning to real-world impact

Capgemini recognizes that relevance is key to engagement. Their programs are meticulously designed to align with employees' day-to-day roles and long-term career aspirations, ensuring that new knowledge translates directly into practical value

"We recognize that for learning to truly resonate, it must be deeply connected to our employees' day-to-day realities and career aspirations," shares Estelle. "This is why we've centered our L&D strategy around five key dimensions: personal effectiveness, professional effectiveness, leadership development, industry knowledge, and technology skills.”

Capgemini leverages microlearning and practice-based activities to break down complex concepts into bite-sized, actionable chunks. “We build hands-on practice directly into our learning programs,” shares Estelle. “This empowers employees to see the value of learning by applying new skills and witnessing their own growth firsthand. They gain confidence knowing they can tackle challenges they couldn't before.”

The result is a continuous cycle of growth, where employees gain new skills, apply them confidently in real-world scenarios, and recognize the tangible value of their learning journey.

4. Mark learning achievements with credentials and recognition

Recognition plays a crucial role in reinforcing positive learning behaviors and fostering a sense of accomplishment. Capgemini leverages professional certificates from its partners, such as Coursera's Professional Certificates, to acknowledge and celebrate employee achievements.

“Our partnership with Coursera allows us to not only equip employees with in-demand skills, but also to award them valuable, industry-recognized credentials,” says Alejandra. "These credentials provide tangible proof of their skill development, which is incredibly motivating for employees.”

Beyond recognition, earned credentials are an asset for career advancement within Capgemini. Achieving specific certifications is often a prerequisite for promotions, demonstrating a commitment to continuous learning and professional development. “We offer three types of accreditations,” says Alejandra. “Skill-based—the professional certifications we see from our partners and providers, Topic-based—certifications based on our Group Priorities, with a mix of internal learning content and external partner content, and Role-based—which are purely internal certifications to support the progression of our employees through their career path.”

"When you upskill yourself, you demonstrate that you are ready to take on the next role or project, which will impact your career progression," Alejandra affirms.

Alongside certifications, Capgemini promotes the use of badges for learning completion, encouraging employees to share their achievements with their peers and promote a culture of continuous learning and recognition.

Aligning Individual and Organizational Growth

Capgemini's success stems from deeply embedding professional growth into their company values and practices. They've created a dynamic learning culture where continuous growth and upskilling are not just encouraged, but celebrated.

As Alejandra explains: "When both the business and the employees clearly understand the value and impact of learning, adoption and engagement naturally follow."

For more tactics and strategies for driving adoption at your organization, download The Learner Adoption Playbook with examples from Capgemini, Logitech, Microsoft, and other leading institutions.