LaborMax Staffing Standardizes Onboarding to Drive Retention, Engagement, and Value

May 7, 2025 | Articles, Employee Training, Onboarding

Key Takeaways:

  • LaborMax Staffing standardized its onboarding using the Litmos LMS, which led to significant improvements in retention and engagement.
  • The Progressive Learning Model supported employees through their first six months, emphasizing continuous learning and personalized training.
  • Since implementing the LMS in 2018, LaborMax Staffing saved over $233,000 annually and mitigated over $17 million in cyber security risk.
  • The ongoing support and various learning formats helped build trust and a culture of continuous improvement within the company.

Learn how LaborMax Staffing used their Litmos LMS to refine their proprietary “Progressive Learning Model,” turning inconsistent training and high turnover into a high-impact culture of learning.

In the fast-paced and often challenging world of staffing, consistency and engagement are paramount. LaborMax Staffing, a national staffing company founded in 2002, has faced significant hurdles in developing an effective onboarding process across its 100 branch locations. However, through the implementation of their proprietary Progressive Learning Model, powered by the Litmos Learning Management System (LMS), LaborMax Staffing has not only standardized its training but also achieved impressive results in terms of retention, engagement, and cost savings.

This article highlights the key learnings from a case study co-authored by Litmos and Brandon Hall Group. Read on to discover how LaborMax Staffing achieved these training results, or explore the full case study.

Addressing inconsistent training and high turnover

Before the implementation of Litmos in 2018, LaborMax Staffing had no centralized learning system. Each location operated independently, relying on a basic paper checklist for onboarding new employees. This decentralized approach led to inconsistent knowledge transfer and varied skill levels across the organization. Jessica Crouse, Learning & Development Specialist at LaborMax Staffing, described the situation: “It was just very inconsistent. That was really the main focus. Everyone was kind of deciding what was most important and we didn’t have anyone at Shared Services to confirm or have any say in how things were being disseminated.”

Employee attrition was also a primary concern for LaborMax Staffing, since the staffing industry is notorious for high employee turnover. Before implementing Litmos across their organization, some LaborMax Staffing locations were losing an employee nearly every week. In one extreme case, 35 new hires were lost within a year due to turnover. Crouse noted, “We would just have people in and out the door all the time. It was literally, ‘Oh, we got 20 new hires this week. But we lost 10.'”

Launching an LMS for standardized onboarding

Recognizing the need for a transformative approach to learning and development, LaborMax Staffing’s leadership adopted the Litmos Learning Management System (LMS) to enhance their approach to Learning and Development (L&D).

Once they chose their LMS, LaborMax Staffing set several critical business goals:

  1. Standardize Training: Ensure consistent knowledge and skills across all locations, eliminating the variability from each branch developing its own approach.
  2. Reduce New-Hire Turnover: Provide structured support beyond initial onboarding, particularly at the critical 2-3 month mark when most departures occur.
  3. Increase Employee Engagement: Offer personalized learning experiences that address individual needs and help employees see their place in the broader organization.
  4. Create a Continuous Learning Culture: Move beyond simple task training to true skills development.
  5. Implement an Efficient, Scalable Solution: Operate with a lean L&D team and limited budget, recognizing that resources would always be constrained in their industry.

LaborMax implemented its own learning portal called LaborMax University (LMXU) using Litmos as the underlying technology in April 2018. Initially launched with a modest $25,000 budget and a one-person L&D team, LMXU evolved to fit LaborMax Staffing’s comprehensive Progressive Learning Model, which was designed to support employees through their entire journey with the company.

The Progressive Learning Model

The Progressive Learning Model was created by LaborMax Staffing to address employee needs and pain points through the critical first six months of employment. Here is an overview of this proprietary model:

Month 1: New Hire Learning Path
New employees begin with a structured onboarding program totaling about 5.5 hours of training, broken into digestible ‘chapters’ using a storytelling technique called ‘Your Story Begins.’ This approach frames learning as a journey where the employee is ‘the hero’ rather than just another training requirement. The content covers company systems, introductory sales skills, and critical operational processes such as dispatching workers, payroll processing, and client billing. While comprehensive, the training is designed to complement hands-on experience with local teams.

Months 2-3: Learning Meetings
At this critical retention point, LaborMax Staffing shifted from standardized courses to meetings with L&D specialists that addressed individual learning needs. This personalized approach to L&D allows Crouse to identify knowledge gaps and assign targeted training based on each employee’s specific needs and background. “Instead of just focusing on the new hire learning path, we wanted to be able to kind of maintain contact and connection with our new hires throughout their first year of employment,” Crouse explained.

Months 3+: ‘Optimize Your Operations’ Video Podcasts
To make ongoing learning more engaging, LaborMax Staffing created an innovative video podcast series featuring internal subject matter experts. This casual learning format presents the same information that might be covered in formal training but in a more conversational, accessible way. The podcasts help employees see the ‘big picture’ and understand how different roles and branches connect to achieve common goals. Each episode includes relatable metaphors to explain complex concepts, making them more memorable and applicable.

Month 6: Leadership Initiative
Available to all employees regardless of title or position, the Leadership Initiative focuses on developing skills like positivity, consistency, and goal setting. LaborMax Staffing created the “Momentum Survey” to weave employee feedback into ongoing L&D efforts. Combining The Leadership Initiative and the “Momentum Survey” during the sixth month of the Progressive Learning Model shows LaborMax Staffing employees that their professional development is still a priority while demonstrating that leadership skills are valuable in all roles.

Month 12+: Continuous Learning
The final phase emphasizes that learning is an ongoing journey that continues throughout an employee’s tenure. LaborMax Staffing offers group and one-on-one training based on evolving needs, maintaining a culture of continuous improvement.

The benefits of standardized learning and development

The implementation of the Progressive Learning Model through their learning management system has yielded significant improvements for LaborMax Staffing in the following sectors: retention, engagement, and business outcomes.

The return on investment (ROI) of L&D is critical for any organization to measure, and LaborMax Staffing is no exception. Their approach to continuous onboarding has not only improved retention and engagement but also delivered significant cost savings. By implementing Litmos LMS for onboarding, LaborMax Staffing has reduced turnover, centralized and standardized its onboarding training program, and saved over $233,000 annually. Additionally, the company has mitigated over $17 million in cyber security risk through specialized training, further enhancing the ROI of their onboarding efforts.

Since the model’s introduction through LMXU, the percentage of new hires lost within their first year dropped from 70% in 2023 to 58% in 2024. One previously troubled location that had lost 35 employees in a single year reduced that number to 17 employees the following year.

Key metrics:

  • 35 courses completed per employee on average
  • 87% completion rate for onboarding training within the first four weeks
  • 39% of courses taken are chosen voluntarily for professional development
  • $233,000 saved in 2024 through efficient onboarding practices (up from $192,000 in 2022)
  • Over $17 million in cyber security risk mitigated annually through specialized training
  • 27,226 course completions in 2023
  • 131 in-house courses and 155 learning assets created in 2023
  • 772 total learners supported
  • 80 days of training time reduced compared to the previous year

Cultural transformation through training

Beyond the numbers, LaborMax Staffing has experienced a significant cultural shift. By building relationships through ongoing support rather than just initial training, the L&D team has established greater trust with branch employees. Managers now see learning as an investment rather than a cost, and employees have a clearer understanding of how their roles connect to broader company goals.

Crouse noted, “There’s a previous reputation of, ‘Corporate, they’re always telling us what to do.’ We wanted to bring them in a little bit more, get them to realize we are here to help them. We’re here to provide support.”

What can others learn from LaborMax Staffing’s story?

LaborMax’s success offers valuable lessons for organizations facing similar challenges:

  • Prioritize Flexibility: Don’t be afraid to change approaches when data indicates a need. LaborMax shifted from standardized learning paths to individual meetings at the critical 2-3 month mark when they identified that retention was most at risk.
  • Mix Learning Formats: Using various formats—from traditional courses to video podcasts to one-on-one meetings—keeps learning fresh and addresses different learning preferences.
  • Focus on Relationships: Building trust and establishing ongoing communication beyond initial onboarding creates a stronger connection between employees and the organization.
  • Use Data to Drive Decisions: Regular tracking of completion rates, retention statistics, and employee feedback allows for continuous improvement of learning initiatives.
  • Involve Stakeholders: Communicating with branch managers and organizational leadership ensures that training addresses actual business needs and has the necessary buy-in.

Future plans for LaborMax Staffing and Litmos

As LaborMax Staffing continues to evolve its learning strategy, they plan to:

  • Increase course completion by an additional 10% in the coming year
  • Further enhance their new hire onboarding to continue improving retention
  • Provide more targeted training resources for their National Accounts team to help generate additional revenue
  • Continue refining their Progressive Learning Model based on employee feedback and changing business needs

LaborMax Staffing’s journey from a decentralized, inconsistent training approach to a robust, continuous onboarding program powered by the Litmos LMS is a testament to the power of strategic learning and development. By prioritizing flexibility, mixing learning formats, focusing on relationships, using data to drive decisions, and involving stakeholders, LaborMax Staffing has created a learning culture that supports employees at every stage of their journey. Their success demonstrates that with the right technology and a well-thought-out strategy, even organizations with limited resources can achieve significant improvements in retention, engagement, and business outcomes.

To take a deeper dive into LaborMax Staffing’s L&D transformation, read the full case study.

To learn more about how similar results can be delivered for your organization, contact us.