Telenor built a learning culture that engages and scales
Industry
Communication
Head office
Stockholm, Sweden
Employees
1 600+
Client since
2018
“We get the best of both worlds—what can be learned digitally, we learn digitally. And when we meet, we focus on sharing experiences and hands-on training. That’s real learning.”
Petter Frisk, Learning Manager & Developer, Telenor
Background
“We get the best of both worlds—what can be learned digitally, we learn digitally. And when we meet, we focus on sharing experiences and hands-on training. That’s real learning.”
Det blev tydligt att det krävdes ett nytt angreppssätt. För att möta efterfrågan – och samtidigt skapa likvärdiga möjligheter för alla – behövde lärandet bli tillgängligt, flexibelt och skalbart.
Lösningen blev ett skifte från klassrumsmodeller till en digital lärplattform. Telenor valde Grade Learning, och döpte sin nya satsning till VÄXA – en symbol för både individuell utveckling och Telenors växande lärandekultur.
Solution
Telenor’s goal was crystal clear: create a learning experience that drives engagement, strengthens competence, and fosters culture—without compromising on quality. With Grade, Telenor quickly launched a large library of digital courses that were both pedagogically sound and visually appealing. The platform became the engine for a new, data-driven, voluntary, and inspiring way of learning. Each employee receives a personal competence profile, visualized as a spiderweb that grows with every completed training.
This not only reflects knowledge but also highlights areas of interest—making it easier to identify internal talent and accelerate internal recruitment. A particularly appreciated feature is the “learning journeys”—structured career paths where each “station” includes digital courses and concludes with a physical Training Camp.
Digital learning becomes a foundation for maximizing the value of in-person sessions. “When we finally meet in person, everyone already has a solid knowledge base. That allows us to spend the time on dialogue, practice, and culture-building. It’s a whole new mindset around development,” says Petter Frisk.
say the training has a positive impact on their work
would recommend the training to colleagues
complete at least one course per week
use their mobile device as their primary learning tool
Results
Telenor’s goal was crystal clear: create a learning experience that drives engagement, strengthens competence, and fosters culture—without compromising on quality. With Grade, Telenor quickly launched a large library of digital courses that were both pedagogically sound and visually appealing. The platform became the engine for a new, data-driven, voluntary, and inspiring way of learning.
Each employee receives a personal competence profile, visualized as a spiderweb that grows with every completed training. This not only reflects knowledge but also highlights areas of interest—making it easier to identify internal talent and accelerate internal recruitment. A particularly appreciated feature is the “learning journeys”—structured career paths where each “station” includes digital courses and concludes with a physical Training Camp. Digital learning becomes a foundation for maximizing the value of in-person sessions.
“When we finally meet in person, everyone already has a solid knowledge base. That allows us to spend the time on dialogue, practice, and culture-building. It’s a whole new mindset around development,” says Petter Frisk.
“We’ve involved our employees from the start. We test, collect feedback, and build training that feels relevant. That keeps interest alive—and we’ve dramatically reduced costs. Now we reach more people, faster and at a lower cost.”
Petter Frisk
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