Impression Digital faced several challenges in creating an effective L&D environment. This included difficulty integrating learning into performance conversations, inconsistent access to training data, and a need for a platform that would serve both immediate training requirements and long-term skill development goals.

Why Learn Amp Was Chosen

Key capabilities of Learn Amp that stood out included:

• Integrated performance management tools (1:1s and check-ins)
• Clear pathways for skill development
• A data-rich interface that allowed line managers to assess and respond to learning needs
• Seamless user interface designed for ease of use 

“We wanted performance conversations to be data-informed and consistent. Learn Amp allowed us to operationalise that vision.”  

Katie Barnard 

Technical Development & Impact Strategist, Impression

Early Stakeholder Engagement 

Before even announcing the search for a new LMS, primary stakeholders interviewed department heads, training leads and surveyed employees to identify friction points and training gaps. This created a strong foundation of documented needs, which made the eventual LMS selection process deeply contextual and highly relevant. 

Inclusive Selection and Sales Process  

• Stakeholders from various levels, including junior staff, participated in the evaluation of different platforms.
• User Acceptance Testing (UAT) groups were diversified to ensure broad representation.
• 30% of the company took part in the selection or feedback process at some point. 

Content Readiness Strategy 

Each department was asked to identify their highest priority training materials. This list was used to audit and populate the platform pre-launch, ensuring it had a solid base without overwhelming users. 

“It was clear that if content wasn’t on the platform, it’s because it wasn’t flagged as essential. That kind of transparency helped us manage expectations,” Katie noted. 

Tying into Company Culture

The launch was intentionally tied to an all-company tri-annual update, ensuring maximum attendance without disrupting daily operations.

Interactive Training Format

A one-hour in-person training session was designed to maximise engagement:

• 30 minutes of interactive presentation, including polls and live feedback.
• Recognition ceremony celebrating positive behaviours from the old system.
• Expectations-setting about what the new system would and wouldn’t include on Day One.
• A hands-on bingo-style game guiding users through key Learn Amp actions.

Gamified Incentives

• Users who completed 3 bingo activities got a branded Learn Amp cupcake.
• A full bingo card within a month entered users into a raffle for £50 vouchers.
• Bingo cards were interactive and could be accessed via a persistent link, making it easy to track progress. 

Impact

The lure of cupcakes and immediate peer recognition created a vibrant and collaborative learning atmosphere. Peer-to-peer teaching emerged naturally as employees helped one another complete their tasks.

Change Management and Behavioural Adoption

Setting the Tone for Change

Clear, empathetic messaging framed the transition as a positive evolution rather than an abrupt replacement. Past accomplishments on the previous system were celebrated to provide closure.

Ongoing Support

Katie offered open calendar slots for users needing individual support. By acknowledging that adjustment would take time, she created a psychologically safe environment for questions and feedback.

Framing Expectations

A slide during the launch training explicitly stated that the platform was a work in progress. This aligned with user expectations and reduced friction caused by initial content gaps.

Recognition of Legacy Achievements

Employees were celebrated for behaviours they exhibited on the old system, with chocolate medals and applause during the live session. This positive framing helped users see the new system as an extension of their ongoing efforts.

Sustaining Engagement Post-Launch 

Monitoring Usage

Within a month, the team circulated a survey via Learn Amp to gather feedback. Users expressed excitement for upcoming content, and no complaints were raised about lack of initial materials.

Cultural Integration

One-to-ones and weekly check-ins had long been a part of Impression’s culture. Migrating these processes into Learn Amp preserved continuity and ensured the platform quickly became essential to daily operations.

Gradual Growth

Content was rolled out in phases based on department input. This agile approach allowed departments to build high-quality training pathways iteratively, increasing long-term value. 

Lessons Learned and Recommendations

1. Start Early and Involve Everyone

Employee involvement in the research, testing, and decision-making phases created a sense of ownership and trust in the final outcome.

Launching alongside an existing company-wide meeting maximised impact while minimising disruption.

3. Use Gamification Strategically

Turning onboarding tasks into a bingo game incentivised engagement and made learning the system fun.

Transparent communication and open-door support allowed people to adapt at their own pace.

Recognising contributions made on legacy platforms softened the psychological transition and boosted morale.

Impression Digital’s launch of Learn Amp serves as a blueprint for excellence. Through strategic foresight, inclusive planning, empathetic change management, and a dash of creativity, they transformed what could have been a stressful transition into a company-wide celebration. 

“This system should be a big positive… and that’s exactly how people saw it,” Katie reflected.

With 93% adoption in just 48 hours and continued engagement thereafter, this case study underscores what’s possible when people, process, and platform are perfectly aligned.