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Gorillas is one of the fastest growing scale-ups in Europe. Confronted with a large heterogeneity of team leaders' leadership experience, Gorillas has introduced various training courses.
Savvi was used in combination with face-to-face workshops to make the effectiveness of learning content transparent, to be able to optimize it quickly, but also to sustainably consolidate new behaviours.
With the help of Savvi's behavior-oriented measurements, the status of critical behaviours was specifically recorded and addressed through adaptive microlearning. On the defined behavioral dimensions, participating team leaders showed, among others, up to:
In addition, Gorillas was able to gain deep insights into the development of strengths and growth potential in order to be able to make future trainings more demand-oriented.
Gorillas is the leading quick commerce company in Europe. After its founding in 2020, it has grown from 5 to over 1,000 employees in just 2 years. These include over 40 team leads in 3 countries.
Because of the heterogeneity of their leadership experience and commitment, Gorillas has introduced various training courses for team leads. The aim is to build a common understanding of leadership and to equip them with the right tools. Focus topics include team engagement, goal setting, and prioritization.
It was planned that the team leads would intensify and discuss methods and frameworks such as OKR prioritization and daily check-ins in two half-day workshops led by internal trainers. Since it was the first time that a comprehensive development program for team leads was introduced, these questions came to mind: Are we focusing on the right things? And how can we ensure that employees use our toolkit sustainably?
Gorillas' HR team was looking for confirmation from outside as to which skills, methods and framework conditions should have priority. As a data-driven company, they also wanted to gain insight into the effectiveness of learning content so that they could quickly adapt and optimize it. It was already clear that a one-time workshop would not produce the desired result.
Savvi first analyzed the status quo of leadership behavior. In a quick, personality test-like query, the most important leadership skills were assessed and then prioritized. After creating transparency, the goal was to develop a 3-month learning journey for team leads. From Savvi's over 250 microtrainings, Gorillas selected 38 that were suitable for their meetings. Less than 8 weeks after the initial call, the first cohort of team leads began their live workshops, followed by a three-month, SAVVI-based learning and implementation phase.
With the help of Savvi, Gorillas' management team gained valuable insights into the strength profile of an average team lead, which shows, for example, that skills such as “adapting leadership style” and “delegating” are currently far removed from, for example, “building a learning culture.”
As part of the 3-month learning journey, the Savvi app recommends microlearnings based on individual strengths and potential to every participant. Learners are free to choose their weekly training at any time, but can adapt their own learning journey to their competence profile through this digital coaching and receive objective feedback on their development. Gorillas' team leaders, for example, preferred exercises on skills such as prioritizing and delegating.
Based on measurements from the Savvi app, there were many improvements. Depending on their commitment and regularity, team leaders achieved, for example:
In addition, regular recording of development status helped to adapt training content to meet needs and thus address untapped potential in a more targeted manner.
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