한국어 
日本語 
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Background
"Tips from seniors — practical know-how for new hires on company life."
Major Manufacturing & Logistics Group
Early new-hire attrition was the trigger — "figure it out on the shop floor" was the norm for the first 3 months.
Bulk-uploading existing materials drove MAU to spike during mandatory training but crash to <5% afterward due to lack of context.
Solution
"Programs and rewards that invite learners in were the core."
Major Manufacturing & Logistics Group
Replaced 1-week classroom onboarding with a 3-month digital buddy program — 1:1 mentor-mentee pairs posting monthly activity logs.
Ran seasonal gamification (Seasons 1-4) with point-based prize draws and leaderboard resets each season.
Results
1,000+ self-produced courses spanning job training, curated YouTube, language, and hobbies. ~140 concurrent viewers at regular live sessions.
Reached content self-sufficiency Lv.3 (distributed) — business units now create and publish content independently.
Insight
No matter how much content you stack up, MAU will stay in the single digits if learners have no reason to log in. This group's answer was not content but "relationships." The always-on habit — not dependent on mandatory compliance training — was built through community, not education. Ongoing involvement from a mid-level team managing mentor pairing and a gamification prize budget are preconditions.
