THE CHALLENGE

Mediq, a leading international supplier of medical devices and healthcare solutions, operates in 14 countries with a workforce as diverse as its service offerings. They work closely with hospitals, healthcare facilities, general practitioners, and nurses to ensure they can deliver the best possible care. At the same time, they support individuals in managing their chronic conditions on a daily basis, both in healthcare settings and at home.

Following years of acquisitions, the organization was facing a critical issue: every team had its own way of working, and essential knowledge was scattered, stored locally, on paper, or only in people’s heads.

As Saman Waterval, Trainer at Mediq, explained,

‍“When people left the company or got sick, their knowledge left with them. We needed one place where information lives, so everyone learns the same way and stays up to date.”

Yet providing high-quality, consistent training to thousands of employees, ranging from young starters to senior staff, and spanning roles from medical advisors to customer care agents, was no easy task.

Key issues included:

⚡️ Fragmented ways of working due to acquisitions, leading to inconsistent processes and a lack of standardization
⚡️ Critical knowledge stored locally or on paper, putting business continuity at risk when employees leave
⚡️ High onboarding needs across diverse regions and roles, requiring fast, tailored, and multilingual training
⚡️ Operating in the medical sector, where training must be accurate, auditable, and regularly updated to meet legal requirements

Without a structured, centralized learning approach, Mediq risked inconsistent service quality and growing inefficiencies. The team needed a solution that could bring structure, scalability, and control, while keeping learning practical and relevant for every learner.

THE VISION

Mediq’s vision was to unify fragmented training content and improve learner engagement through a central learning platform. They aimed to gain clear insights into training progress and needs, building a streamlined ecosystem that empowers employees, supports organizational goals, and adapts to evolving requirements.

THE SOLUTION

To address scattered knowledge, inconsistent processes, and complex onboarding, Mediq chose FLOWSPARKS to build a centralized, scalable learning ecosystem ensuring consistent, high-quality training for all employees and collaborators.

They implemented FLOWSPARKS by:

⚡️ Using the flexible LMS as a single, accessible source for all essential knowledge
⚡️ Designing tailored, multilingual training modules with the Authoring Tool, suited for diverse roles and regions
⚡️ Leveraging the reporting widget for clear data insights

This standardized training aligned teams after acquisitions, improved operational consistency, and maintained high service quality.

1. Centralize all medical knowledge to guarantee accuracy and legal compliance

Mediq operates in a sensitive, highly regulated environment where precise, legally compliant training is critical, especially when supporting vulnerable patients like sick babies and the elderly. Every employee must complete and annually retake standardized e-learning assessments to ensure their knowledge stays up to date.

Before implementing FLOWSPARKS, training content was scattered and inconsistent across departments, causing confusion and increasing risk. Critical expert knowledge was often trapped in individuals or lost in low-quality, outdated recordings.

With FLOWSPARKS, Mediq centralized all medical knowledge and expert-led trainings into one flexible LMS, providing a single source of truth. Employees across all departments—whether learning about diabetes care or respiratory devices—can access the same accurate, up-to-date modules anytime, anywhere.

As Saman Waterval explains:

“Before, training materials were scattered in different places, and no one knew which version was the latest or the correct one. Now, with FLOWSPARKS, we have one reliable source, so we no longer depend on individuals as much as we did before.”

Next to the LMS, the easy content maintenance within the FLOWSPARKS Authoring Tool makes updates practical and efficient, keeping learning modules consistently up to date. This eliminates outdated or fragmented information, ensuring all employees—new or experienced—can reliably access accurate training anytime, even without expert availability.

2. High-quality, interactive training designed for Mediq’s diverse, multi-lingual workforce

‍Mediq’s multi-generational, multinational workforce posed training challenges. To meet these needs, Saman and his team use the diverse, didactic templates within FLOWSPARKS’ Authoring Tool to develop interactive, dynamic e-learning modules. These combine clear visuals and engaging activities that go beyond static text, videos, and images. The modules run seamlessly on any device—laptop, tablet, or smartphone—making training adaptable to everyone’s preferences and situations.

Saman explains:

“FLOWSPARKS makes sure the training is dynamic. It’s not just text, but text combined with a lot of elements in e-learning, which makes it more engaging for both young and elderly employees.”

Beyond engaging content, Saman leverages the unique reporting capabilities on FLOWSPARKS to pinpoint specific learning gaps. For instance, when two employees repeatedly struggled with a complaints-handling test, the reports revealed exactly which questions and topics were challenging.

“This insight was a game changer,” Saman explains. “Instead of generic training, we provided targeted coaching that builds real confidence and competence.”

By combining multi-device interactivity with data-driven coaching, Mediq delivers training that is not only high-quality but truly effective for its diverse, global workforce.

3. Personalized onboarding and upskilling in a fast-paced environment

Mediq personalizes onboarding and upskilling by starting all new employees with a core set of general courses that everyone completes first. After this shared foundation, employees transition to training specific to their department and expertise - whether that’s respiratory care, diabetes management, or another specialty. This ensures that training is relevant and targeted to their actual role.

Saman Waterval explains that each department’s training includes a mix of e-Learning modules and practical “buddy calling” sessions, where new hires learn alongside experienced colleagues. This hands-on approach reinforces what they learn digitally and helps build real-world skills.

The training covers not only product knowledge but also important policies, insurance rules, and system use, delivered by specialists such as nurses, sales, or marketing experts. Crucially, all these expert-led sessions are recorded and stored in FLOWSPARKS. This means that employees who miss a live session can easily access the latest, high-quality recordings at any time. Before FLOWSPARKS, training videos were scattered across hard drives, often outdated and hard to find, making it difficult to ensure consistent knowledge.

Saman sums it up:

“When you start, you take the general courses everyone does. Then you move to your department’s specific training. All sessions are recorded and kept in FLOWSPARKS, so if you miss something or want to review, you can always watch the latest version.”

This structured blend of digital, live, and on-the-job training gives Mediq employees clear guidance and flexibility, helping them learn effectively even in a fast-changing environment. It also reduces Mediq’s dependency on scheduling live sessions repeatedly, because the content is always available and up to date.

THE IMPACT

Mediq’s evolution with FLOWSPARKS has transformed their learning approach from local training and scattered information to streamlined, personalized onboarding and upskilling paths.

“Six years ago, we used FLOWSPARKS mainly for basic content like code of conduct and product training. Now, we build much richer, interactive experiences with widgets and activities that truly engage users.”

Thanks to detailed reporting, Mediq gained clear insight into the impact of training and learning needs.

“Having real data allows me to show managers where training is making a difference and justify investment in learning and development,” Saman explained.

That investment is clearly paying off. With FLOWSPARKS, Mediq has increased its onboarding capacity from 10–12 sessions per year to 20–24, with the flexibility to scale further when needed. At the same time, they’ve seen a significant reduction - estimated at 40–50% - in incidents and audit findings, due to more effective knowledge transfer and reinforcement.

By combining engaging content with actionable data, Mediq now has greater control over its learning programs, making training more scalable, effective, and aligned with organizational goals.

As Saman Waterval noted:

“Every problem I’ve faced, we’ve found a way to solve with FLOWSPARKS. It’s a system with almost limitless possibilities - you can do much more than you think, even in a large organization like Mediq, by breaking things down into smaller pieces. Simply put: if you have a problem, FLOWSPARKS has a solution.”