Hotelplan's Top Tips For Launching A Learning Platform & Transforming Learning Culture

4 Tips from Hotelplan’s Award-Winning L&D Team

Launching a learning platform is tough. Most rollouts fall flat and that shiny new tool ends up underused, unloved, and forgotten.

But it doesn’t have to be that way...

When Hotelplan set out to overhaul their learning strategy, they didn’t just roll out a platform. They sparked a skills revolution, shifting from compliance-driven training to a culture where employees owned their growth.

🚀 “We didn’t just launch a platform. We created a movement.”
– Debbie Hayler, L&D Digital Strategy Lead, Hotelplan

The result?
- 99% of employees activated their accounts within three months
- Leadership development conversations doubled
- They bagged a Learning Technologies Award for their onboarding programme.

Planning your own launch (or relaunch)?

Here are four lessons worth stealing from Hotelplan’s award-winning L&D team.
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1. Get your leaders genuinely involved

One of Hotelplan’s smartest moves was getting their CEO and senior leaders properly involved from the start—not just signing off the budget, but shaping how development could work for everyone. It showed this wasn’t just another tool; it was a real investment in growth. They didn’t stop at leadership either; they brought in general managers early, gave them tailored previews, and made them part of the process. So when launch day came around, their biggest advocates were already in place.
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“Joe (our CEO) was all in from the beginning, he wanted to know how we could make this something that really mattered to people.”
– Debbie Hayler, L&D Digital Strategy Lead, Hotelplan

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2. Build the buzz before launch.

Hotelplan nailed this with teaser emails that focused on people’s ambitions (not just platform features). They made learning feel personal, tying it to real career goals and future growth. No generic rollouts, just curiosity-sparking messages that got people thinking: what could this mean for me? Build anticipation, show the value early, and get people excited before they’ve even logged in. You can achieve this with countdowns, sneak peaks and prepping early adopters who will advocate for the roll-out.

Hotelplan spotted peer influencers (not just managers) who jumped into the platform early. They showcased these folks in newsletters, let them host workshops showcasing their success, and gave them shoutouts in company meetings. Everyone will want to share their “skill endorsement” moment.

“I just wanted to let you know it is doing and will make a huge difference to not only the team as a whole but to the individual development of every member of staff that chooses to engage with it. You really are helping build careers for the future, you should be really proud.”
– Martin Brett, Head of Sales & Customer Service, Hotelplan

3. Celebrate the occasion (with cupcakes) 🧁

Hotelplan turned their go-live day into a full-blown celebration: think interactive demos, manager-led how-to sessions, and branded cupcakes. It wasn’t just fun, it was strategic. People got hands-on with the platform, ask questions, and see real-life applications. That made it feel approachable, not another top-down rollout. A well-planned launch event builds confidence, breaks the ice, and sends a clear message: this platform is here to support your growth, not complicate your day.

The Learning team sent out a guide to help employees get started. They also hosted drop-in sessions for managers and employees with tailored advice. This ensured that everyone felt comfortable navigating the system and could immediately see how it could help them. This helps drive adoption from the get-go.
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4. Keep the momentum alive (no, “Set and Forget” strategy)

Launching a learning strategy isn't  just about rolling something out, it's about embedding learning into everyday life. So the launch is just the start... What happens next really matters.
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Hotelplan launched, listened, learned, and levelled up. They ran quick feedback polls, spotted trends in real time, and encouraged employees to shape the experience.  Break things into phases, give people time to explore, and show that development isn’t a burden.

“Maintaining that 50% of our employees continue to develop and learn, even during peak times, shows we're doing something right.”
– Debbie Hayler, L&D Digital Strategy Lead, Hotelplan.
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Want results like Hotelplan? Here’s how.

Hotelplan’s success wasn’t about flashy features; it was about treating launch like a culture shift, not a checkbox. With real leadership buy-in, curiosity-sparking comms, and ongoing momentum, they made learning something people wanted to be part of.

– As CEO Joe Ponte put it: “We’re not just building skills for today. We’re future-proofing careers.”

👉 Want the full step-by-step? Download Hotelplan’s playbook on building a skills-first learning culture.
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👉 Or if you’re ready to launch your own success story, book a call with our learning experts. We’d love to showcase you as the next L&D hero.