Many organizations continue to rely on virtual training to support a dispersed workforce, yet they face a critical challenge: how to recreate the energy, connection and effectiveness of in-person learning in a digital environment. To meet these needs, companies need platforms that bring structure, personalization and data-driven insights to the virtual classroom.
For Volvo Trucks North America, the solution lay in creating a more personalized, interactive approach to virtual training — one that put learner experience and facilitator connection at the forefront.
Recreating In-Person Engagement in a Virtual World
Volvo Trucks North America, a key division of the global Volvo Group, faced the significant challenge of modernizing its workforce training programs. With headquarters in Greensboro, North Carolina and locations across the U.S., Volvo struggled to replicate the high engagement of in-person training in a virtual setting.
Virtual training initially lacked interaction, hindering connection and engagement. The transition to virtual training was especially difficult for facilitators trying to maintain the same level of interaction and personal connection they had become accustomed to. Facilitators like Liz Smith, aftermarket training manager, echoed the sentiment: “As a facilitator, it means bringing a lot more personality and energy, which can be exhausting. I’ve had courses where everything’s done through chat. I feel like I’m talking to myself.”
It became clear that Volvo needed more than a video conferencing tool; they needed a platform that could bridge the gap between traditional in-person training and the new virtual environment. The Class platform specializes in online synchronous learning and virtual instructor-led training. It is integrated with popular learning management systems (LMSs) to streamline workflows, enhance user experiences and provide centralized access to content and analytics. “Class was really the best of both worlds, with better tools and a better user experience built in,” said Scott Behe, senior manager of training operations. “Their platform offered a more user-friendly experience for training teams.”
Key Features That Enabled Personalization
- Interactive tools like polls, whiteboards, breakout rooms and reactions
- Interactive playback allows learners to revisit training sessions as if they were live
- Seamless LMS integration, streamlining content access and analytics
- Support for dispersed teams, enabling training across North and Latin America
These features helped Volvo successfully recreate the collaborative, hands-on environment of in-person training sessions within the digital space, boosting learner engagement and reducing logistical challenges like travel time and cost. Facilitators felt empowered to bring their personalities into the virtual classroom in a way that resonated with learners. Even within the diverse Volvo employee population, they were able to provide an inclusive environment to better engage and unite the teams. Facilitators’ personalities and their uniqueness shines through, and they are able to build a connection at a personal level.
The platform also made it easier to gather meaningful feedback and measure learning impact. Using the Kirkpatrick Model, Volvo evaluated engagement across all four levels:
- Learner reaction and feedback
- Knowledge gained from the training
- Behavioral change and application of new skills
- Business impact resulting from the training
Many organizations focus on the first two levels: 78% of L&D teams primarily measure their programs using Kirkpatrick Level 1 and 56% evaluate at Level 2. Volvo Trucks North America applies these levels systematically. “We use Kirkpatrick Level One surveys on all of our eLearning,” Behe explained. “Then we do Level Two Kirkpatrick surveys on all of our in-person learning, any of our learning that has exams. But really, the goal is always to get to Kirkpatrick Level Three and ideally to get to Level Four.”
The Power of Engagement at Scale
Volvo’s shift to a more interactive virtual learning environment yielded measurable improvements. According to data from Tripod Learning, learners using the platform:
- Reported being 32% less distracted and better able to follow along
- Expressed 46% more confidence in applying newly learned skills
- Felt nearly 10% more connected to instructors after just one session
As technology continues to shape learning and development (L&D), organizations who adapt their training strategies to keep pace with the changing work environment are better positioned for success. Virtual training is not just about efficiency; it’s about expanding opportunities for diverse workforces while leveraging data-driven insights to improve outcomes.
Volvo, as a company, has 100,000 employees globally in over 90 countries. So, every ethnic, race or religious group that you can think of is representative of their employees. “We train dealer teams from Canada, the U.S. and Mexico, and we’ve taken up support for a good chunk of Latin America,” says Behe. By leveraging Class, Volvo ensures that all learners, regardless of location or background have access to personalized, engaging and effective training experiences. “Online trainings that are provided through programs such as Class,” notes Michael Chasen, CEO and co-founder of Class, “allow instructors to actually create more personalized learning that can be individualized for the individual learner, which, therefore, automatically also creates a more inclusive experience.”
Redefining Future-Ready Learning
No longer confined to traditional methods, learning and development programs are leveraging emerging technologies to reach broader audiences and create more meaningful engagement. The ability to integrate tools like polls, gamification, interactive playback and whiteboards has improved the experience for both learners and facilitators. With intuitive tools, integrated analytics and a focus on human connection, Volvo has redefined what successful virtual learning looks like.
