As HR and L&D leaders, we all know that creating meaningful learning experiences is no easy task. But it’s absolutely worth it when you see real change happening within your organization. At Hone, we talk a lot about how to build universal skills — those essential competencies like communication, emotional intelligence, feedback, and leadership that transcend industries, roles, and seniority levels.
They’re the skills that make someone not just good at their job, but great at collaborating, solving problems, and leading effectively. In today’s fast-changing workplace, these skills are more important than ever, and forward-thinking organizations are making them a priority in their development efforts.
At Universal Skills Day, we had the chance to hear from some amazing leaders at Subway, Bitly, and Crunchyroll. These companies aren’t just checking the box with their L&D programs; they’re being strategic about it and seeing huge results.
Here are some of the standout strategies they’re using that could make a huge difference for any HR or L&D leader who’s looking to take their programs to the next level. These insights not only get you thinking differently about L&D but could also help you make a more significant impact on your employee development efforts.
So, let’s dive in!
How to build universal skills: Strategies from Subway, Bitly, and Crunchyroll
1. Let learners opt in to increase engagement
We’ve all been there — trying to make training mandatory, hoping it’ll increase participation and engagement. But what if we flipped the script? What if we made it voluntary? That’s exactly what Bitly has done with their learning programs, and it’s working wonders. Claire Jones, Senior Manager, Learning & Development at Bitly, talked about how this has impacted their engagement:
“[Our learning programs] are actually optional. So everyone that’s taking part in their assigned program, they want to do it. We’ve not required it. We’ve not hinged it on any sort of accountability. This is our Bitizens saying, ‘We know we need to go deeper into our universal skills as it relates to our core competencies.’”
Here’s the thing: when employees volunteer, it’s a clear sign they’re intrinsically motivated to develop their skills. They’re there because they want to be, not because they have to. This intrinsic motivation leads to better engagement, more genuine participation, and ultimately higher performance. If someone is actively choosing to be part of a program, you’re already ahead of the game.
But Bitly isn’t the only company with a unique approach. Subway also has a great strategy for increasing engagement: managers are nominated for their development program by the most senior leaders within their region or function. Chris Forando, Senior Director & Head of Organization Effectiveness at Subway, explained how they’ve successfully used nominations to get the right people into their programs:
“We came up with the nomination process for two primary reasons. The first reason being that we wanted people to see this as a special development opportunity…We wanted to communicate to them that you’ve been noticed. The second reason is we wanted it to generate interest and appetite. And so we wanted those managers who are not being chosen to all of a sudden go, ‘Well, what can I do to get chosen?’”
By curating who gets to participate, Subway ensures that the programs are filled with people who are truly ready to engage and grow. It’s not about filling a quota or making a training session look full — it’s about getting the right people involved at the right time.
So, whether through a voluntary program like Bitly’s or a nomination-based approach like Subway’s, the key takeaway is clear: creating opportunities where employees want to be there, rather than forcing them to participate, leads to more meaningful and engaged learning experiences.
2. Align learning with your defined competencies (or create a competency framework, if you don’t have one)
We often hear the term “employee development,” but what does it really mean in the context of your organization? What skills are most critical to your leaders’ success, and how do you align your learning programs with those needs? Both Crunchyroll and Bitly have taken proactive steps to make sure their L&D efforts are directly tied to the competencies that matter most for their organizations.
At Crunchyroll, they’ve built a structured competency framework that’s directly aligned with the company’s values and strategic business goals. Kevin King, Director of Global Learning & Development at Crunchyroll, shared how this framework plays a vital role in ensuring their development programs focus on exactly what employees need to succeed:
“We came up with a really solid list of competencies and then had to think about, how do we activate this in the company? We decided to create three areas of focus that we will rotate through — leading yourself, leading others, and then leading the company — and within each focus, we have three high-level subjects. For instance, in leading yourself, we have self-aware leadership. In leading others, we have generating clarity. And in leading the company, we have leading tomorrow. These are big picture subjects that we think will resonate with all of the people at Crunchyroll, whether they are people leaders or individual contributors.”
This framework not only sets clear expectations for employees but also provides a concrete guide for the L&D team to create programs that are focused, targeted, and measurable. It’s about making sure every development opportunity is aligned with the organization’s strategic direction.
For Bitly, it’s all about ensuring that their learning programs are framed around these competencies, making development feel relevant and purposeful. This alignment between skills and company values not only engages employees but also gives them a roadmap for success.
“After the launch of our core competency model, we focused on individual development plans. And in support of that, we launched…a leveled program that deploys five assigned courses aligned to our core competency model for every Bitizen in the company — from individual contributors all the way up to vice presidents.”
By using competency frameworks, both Crunchyroll and Bitly have created learning environments where employees understand exactly what is expected of them and how their development contributes to the company’s success. This level of clarity ensures that training is focused on behaviors and skills that will have the most impact on business outcomes.
3. Create an “Effectiveness Index” to measure impact
We all know that proving the impact of L&D programs can sometimes feel like a guessing game. But what if you had a way to measure effectiveness with real, actionable data? That’s exactly what Subway is building with their Manager Effectiveness Index — and it’s a game-changer for understanding what’s working (and what’s not) in employee development.
Chris Forando, Senior Director of Organization Effectiveness at Subway, shared how their Manager Effectiveness Index will work:
“Think about an algorithm where we could quantitatively identify highly effective managers by looking at engagement scores, turnover, their performance ratings, how much learning they themselves are participating in, and how much they’re contributing or supporting the learning and development of their individuals.”
The beauty of the Manager Effectiveness Index lies in its comprehensive approach. It’s not just based on one-off performance reviews but pulls in a range of data points, from engagement scores to turnover rates, and even the manager’s own involvement in learning.
This data-driven method will help Subway pinpoint exactly which managerial behaviors correlate with better outcomes like increased engagement, lower turnover, and stronger team performance. By tracking these factors, L&D can see if their programs are truly moving the needle on business results.
The best part? You can adapt this approach for more than just managers. Individual contributors can also benefit from a similar data-driven model that tracks key performance metrics, engagement levels, and contributions to team success. Whether it’s through peer feedback, performance ratings, or involvement in learning initiatives, this kind of index can provide valuable insights into how well your entire workforce is growing and contributing.
4. Foster micro-communities for deeper learning and connection
Learning isn’t just about what you know — it’s about who you connect with and how you support each other’s growth. Both Crunchyroll and Bitly have embraced this idea by creating small, peer-led groups that foster deeper learning and stronger connections among employees.
At Crunchyroll, they’ve implemented small “triads,” where employees meet regularly to openly discuss challenges, share strategies, and support each other. These triads consist of three people who come together to build trust and learn from one another’s experiences. Kevin King, Director of Global Learning & Development at Crunchyroll, explained how this peer-driven approach creates a unique space for problem-solving and community-building:
“With our senior leaders, we also have everyone submit their roadblocks anonymously. So we run a survey, we collect the things that they’re struggling with, and we use those as case studies to explore with the cohort. So that’s been really successful for us to build a community.”
By focusing on shared challenges and anonymous case studies, Crunchyroll’s triads encourage open conversation and collaborative problem-solving, helping people grow together in ways that traditional training programs can’t always achieve.
Similarly, at Bitly, Claire Jones, Senior Manager of Learning & Development, shared how they’ve created peer coaching groups to provide ongoing support and learning. In these groups, employees come together to help each other navigate challenges, share insights, and hold each other accountable for applying what they’ve learned:
“Our employees are in classes with other learners from different industries as part of their Hone program. And…wouldn’t it be great if we could go even deeper with our Bitizens and other leaders here? So we’ll be adding peer coaching circles for our team so they can continue to have discussions and best practice share within our organization as well.”
Both Crunchyroll’s triads and Bitly’s peer coaching groups highlight the power of peer-to-peer learning. These micro-communities provide employees with the opportunity to connect, collaborate, and support each other in a way that’s much more effective than traditional, one-size-fits-all training programs. When people have a space to share their experiences, ask for help, and help others, the learning experience becomes much richer and more impactful.
Bringing these strategies to life in your organization
The strategies shared by Subway, Bitly, and Crunchyroll offer practical, actionable insights that can help any L&D or HR leader improve their programs. From allowing leaders to opt in to fostering data-driven approaches, these companies show that L&D is more than just a necessary function — it’s a powerful tool for creating change, building stronger leaders, and driving business results.
What’s at the heart of all these strategies? A focus on universal skills — the communication, collaboration, and leadership abilities that enable employees at every level to thrive. These companies recognize that developing these skills isn’t just good for individuals; it’s critical for the entire organization’s success.
As you think about your own employee development programs, consider these proven strategies. How can you increase engagement? How can you ensure that learning becomes action? And how can L&D help spark broader transformation within your organization?
These companies have shown that with the right strategies, L&D can be a game-changer. It’s not just about employee development — it’s about creating an environment where learning drives measurable business success. Let’s keep learning from one another and continue making an impact.
At Hone, we’re all about helping companies create more effective, inclusive, and resilient leaders through strategic, data-driven learning programs. If you’re looking to put these insights into practice and see how tailored employee development can drive real business impact, let’s connect. Learn more about how Hone can help you transform your L&D strategy and empower your leaders to succeed.
