How Nightingale Education Reached 84% Participation in 12 Weeks
Updated: Oct 14
Client: Nightingale Education, a global healthcare training organization with over 1,100 employees, working remote-first. Solution: Claro Mentor with the Team Navigator module. Rollout: Company-wide, 84% participation within 12 weeks.
At a glance
84% participation (810 of 965 invited) in the first 12 weeks
+66 Engagement NPS
85% took action to improve collaboration and communication
80% feel empowered to make independent decisions
The challenge
As Nightingale scaled its distributed teams, leadership saw three barriers to engagement and performance:
Connection and collaboration across departments in a fully remote environment.
Self-regulation and accountability without adding managerial oversight.
Growth and ownership for individual contributors, to drive motivation and retention.
The People Elevation team wanted a scalable, data-driven way to help employees own their growth, communicate across silos, and work better together, without disrupting daily operations or adding administrative load.
What we did
Nightingale rolled out Claro Mentor company-wide, centered on the Team Navigator module.
12 internal champions were trained to run workshops, address resistance, and drive adoption on the ground.
The Motivational Drivers Discovery mapped each employee's 30 intrinsic drivers, giving shared visibility into what energizes individuals and teams.
Claire, the AI coach, supported reflection, feedback, and preparation for conversations with real-time guidance.
Team Navigator gave managers live insight into collaboration patterns, team energy, and friction points.
No integrations, no heavy lift. HR scaled the rollout on its own, and managers used Claro directly with their teams.
The rollout was planned for seven months. Demand moved faster: most employees were onboarded within six weeks, and participation reached 84% within 12 weeks.
Results
Adoption
84% participation (810 of 965 invited) within 12 weeks.
71% of users asked to keep access beyond the pilot phase.
+66 Engagement NPS, with 82% of users interested in piloting advanced features.
A stable core of 62% active users, with 27% using Claro every week.
Behavior change: 3 months vs. 6 months
Post-implementation survey of 365 employees. Share who agree or strongly agree:
Better understanding of their own and others' motivators: 69% → 85%
Took action to improve collaboration and communication: 60% → 85%
Contributed to a more transparent culture: 55% → 86%
Improved ability to navigate conflict: 41% → 85%
Empowered to make independent decisions: 51% → 80%
Observed positive team outcomes: 34% → 70%
Strengthened self-governance and accountability: 53% → 61%
In their words
"I entered my scenario before a tough conversation. It gave me structure and confidence."
"I check people's drivers before meetings. It changes my tone completely."
"Talking through our drivers gave me a better sense of how differently people approach work. It changed how I collaborate."
"It showed me who I was and made me confident to lean into that and share it with my peers."
What changed for managers
Managers described a shift from performance monitoring to growth partnership. They used Claro data to coach rather than correct. The most common uses were preparing difficult conversations (23% of comments), personalizing communication (21%), and feedback coaching (21%).
Why it worked
Three things worked together: motivation data people could act on, an AI coach that helped them act on it in the moment, and internal champions who made it part of how teams work. Together they turned self-awareness into collective performance.
Want to see what drives your people? Schedule a talk with Claro Mentor.
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