Why would write about onboarding? It’s not like we invented the idea, much less perfected it to its core. So why even talk about it?
For us, it’s simple – by working with numerous clients who use their LearningZone systems to enhance their onboarding processes, we’ve finally seen the light of making this often-botched process more manageable and effective; And we’d like to spread the knowledge to the masses. After all, don’t we all deserve to have one less compliance slide and another, more intriguing option?
First thing’s first – What is good onboarding?
This section is necessary to even begin the discussion, and again not because we’ve discovered anything new on the subject – only because, from the massive amount of material out there, it can sometimes be hard to decipher what we should do, what we should aim for, and in general – what’s the big deal about onboarding?
To start with – let’s agree that bad onboarding leads to higher employee turnover, and that leads to more unwanted spending that we could’ve allocated elsewhere. According this Allencom article, 25% of employees leave their jobs within their first year, which is technically still within the onboarding period. You have to agree with them – that’s insane, an immense resource waste, and one that can easily be solved. So what’s the solution?
Many people forget that the onboarding process is basically one long campaign directed at the employee, a marketing strategy meant to keep the employee coming back for more, finding out more about your company and what it stands for (and yes, we know you’re paying them, but if you read any article relating to the new millennial generation like this one, you’ll see that this simply isn’t enough anymore).
The Pieces of Succesful Onboarding – a Short List
So what are employees looking for, and what should you plan for, when building a process? Here is the short list composed from the ELearning Indsutry articles:
A Cultural Immersion
Yes that’s right, culture shock is a real thing for any employee during their first few days (try to remember yourself and when you couldn’t find the restrooms), and so our onboarding process should truly try and acculturate our new recruits. This includes everything from teaching them where the best lunch spots are, the slang we may use with each other sometimes, and what casual Fridays might look like. It might seem silly at first, but the impact these things have on employee performance in the long run are immense.
How is E-Learning involved? By using blended learning techniques built in to the LearningZone system, like a forum where employees can ask each other questions, a gaming module where the learner can go through the company’s history, or maybe even an interactive A-Z guide to your company. The choice is in your hands
Key Job Knowledge
This one is usually an obvious aspect of any employee onboarding process – let them know what you’d like them to do, how and by when. Be specific at first, and try not to let your employees “innovate” right from the start – you’ll risk them feeling a bit lost, and inevitably frustrated at their everyday tasks.
How can E-Learning help? Well by using modules easily built into the system, interactive videos, and an open environment where new employees can easily ask questions and get responses right away, we can ensure the critical information for our new employees is in an easily reached, organized environment they can come back to whenever they need.
Also a must, and sometimes rightly referred to as the Achilles heel of any well planned, interactive and intriguing onboarding process. In later articles, we’ll go more into depth about how LearningZone and other LMS systems can make this part of your onboarding process, that we acknowledge as necessary but sometimes tedious nonetheless, a bit more “user-friendly”, as we can call it.
Just a quick note about compliance and E-Learning: by using both face to face learning and E-Learning in unison to pass our messages and then enforce them in small bites of information over time, compliance doesn’t have to be as tedious as it seems. Within LearningZone, you can easily create a course containing various activities within it, both face to face and online – all in one place, tracked and accessible from any device.
Though this may come at the end of the onboarding process, it’s especially important for the incoming employees who were born into “generation y”. We youngsters (I’m allowing myself to be included), want to see ourselves grow, become better people, change the world – it’s one of the biggest differences from previous generations, who didn’t expect much from their workplaces right from the start. Show your brand-new employees how they can grow and develop within your company – and you might just gain a more dedicated, loyal and overall happy employee.
Within E-Learning, development tracks are translated into Learning Journeys – through programs and courses, certifications and automatic tracking of your employees’ skills and goals over time in an easy to use system, LearningZone allows any manager to lay out the sky for their employees’, while letting them shoot for the stars.
We’re going to stop here for today, but don’t think this is the end of onboarding by any means – with the new tools found in E-Learning and LearningZone specifically, the world of onboarding is, for the first time in years, turning on its head – and for the better. Follow us here on our blog to learn more about onboarding and the wonderful tools LearningZone provides to us.