New Year, new employees, new onboarding program? Ringing in the New Year often translates in to companies readying themselves for a hiring boom. This of course impacts both the Human Resources and Learning & Development departments because they’re typically responsible for creating and maintaining onboarding programs. If you’re looking to update your current onboarding program, or if you’re looking to start one from scratch, here are the top 3 design and delivery considerations that you should contemplate before you begin.
Social Collaboration Tools
Encouraging new employees to engage with other employees via social collaboration tools can have a profound effect on their assimilation into your organization’s culture. We’ve become a connected society, and there’s no reason why we shouldn’t maximize this connectedness during work hours. These social collaboration tools break down the traditional new hire barriers and allow for easy access to individuals, groups, and information that normally could take weeks or months to navigate. New hires get to know their colleagues better and faster which helps them to get comfortable and gain confidence more quickly.
Videos are a friendly way to welcome new hires. Imagine if you will, a video of your CEO discussing your organization’s vision and mission statement. Employees get a better understanding of your business while experiencing the personality and candor of your company’s leader. Perhaps instead you’ll want to include videos of some of your employees discussing what they like best about their roles or the company. What incredible insight this offers to a new hire. Not only is video an engaging messaging medium, it also shows that your company is on the leading edge by using trendy and popular technology.
Training plans should be a priority in any onboarding program. Not only should the training plans include what a new hire needs to learn for their role when they first enter your organization, but they should also include long term training goals and objectives for personalized employee development. Incorporating a blended learning approach into your training plans can help to further along your new hires’ proficiency while providing engaging and rewarding experiences.
How so? Let’s take for example a new hire on the manufacturing floor. This person may need to learn how to calibrate a machine according certain specifications. Providing a short online learning course on machine calibration may not be enough to teach this procedure. However; if after your employee completes their online training, then you introduce an adviser that will provide a demonstration on how to calibrate the machine, this makes a greater impact. Not only does your new employee gain confidence independently during the online portion of their instruction, but then they are able to practice what they learn after live instruction with a mentor. Your new employee will learn more quickly and assimilate into your organization more quickly as well.
Onboarding is the way to get your employees off to a great start. The more welcome, comfortable and confident they feel, the faster they’ll become a productive part of your organization. Incorporating social collaboration tools, video, and blended learning into the design and delivery of your onboarding program can have a positive effect on your program’s overall success.
Susan Distasio | eLearning Industry Crusader | ePath Learning, Inc.
About the Author: Susan Distasio is an eLearning Industry Crusader focused on advocating for advancement and change in the eLearning and professional development industry. An avid seeker of knowledge and continuous improvement, Susan is happy to share her research, observations, and thoughts regarding “all things related to learning and development.” When she’s not out on the learning crusade, Susan can be found with the wind in her hair riding her Harley or simply enjoying life with her husband, Steve, and her Siamese cat, Elvis, and with family and friends.