How to introduce Lingly to your staff

How you frame Lingly matters. If staff hear “language tool” or “English course”, some will take it personally.

Frame it as a professional development programme that helps staff build the communication skills they need to progress into senior carer, team lead, and supervisory roles. “We’ve secured places on a professional development programme” lands very differently to “we’re giving you an English course.” Staff who feel like they have been given an opportunity engage far more than staff who feel like they have been told to do something.

Get your team set up

Lingly is web-based. Everyone uses it on their phone’s browser. There is no app to download.

Inviting learners

From your dashboard, click “Invite Users”, add their email addresses, tick the GDPR confirmation, and send. They will get an email to create their account and start.

Giving someone dashboard access

If you want a colleague to see the dashboard too, you can invite them as either:

• Admin: sees all learners across the organisation and can invite other admins, managers, and learners.
• Manager: sees only the learners they have personally invited and can invite learners but not other managers or admins.

From your dashboard, click “Invite Admins”, add their email addresses, select the role, tick the GDPR confirmation, and send.

The metric that matters

Your dashboard shows two numbers for each staff member.

The daily average is the one to watch. 15 minutes or more per day means someone is getting value from the platform. The colour coding on the dashboard makes it easy to spot who is engaged and who might need a nudge.

Course progress shows how far through the course someone is, but do not get too hung up on it. Roleplay and micro-activities are where most of the learning happens and they do not always move that number. If someone’s daily average is strong, they are getting value from Lingly even if their course progress looks slow.

What we have seen work

Across the organisations we work with, the biggest difference between teams that improve and teams that do not comes down to whether someone checks in. Not daily, not formally. Just enough that staff know it is on the radar.

• A glance at the dashboard once or twice a week
• A quick word with anyone whose daily average has dropped
• A bit of recognition for anyone putting the time in

The first month tends to be the window where staff decide if this is something they are going to stick with. After that, the habit usually takes care of itself.

One approach that has gone down well elsewhere: if staff do 15 minutes on their own time, they get 15 minutes during a break on shift to carry on. Totally optional, but it signals that the organisation values their development.

Languages

Lingly supports 40+ native languages. All feedback and explanations appear in the learner’s own language, so they are not trying to learn English through English.

If you have staff whose language is not listed, get in touch. There is a good chance we can add it.

Any questions at all, get in touch.