4 ways to quickly get new hires up to speed
This is a guest blog post from Peter Forbes, Founder and CEO of HROnboard, the new heroes of employee onboarding.
HROnboard is employee onboarding software that helps organisations manage the job offer and new hire process. They guarantee two things - an awesome experience for new hires and freedom from HR administrative tasks.
Today, Peter's sharing his tips for bringing new hires up to speed faster with a proper employee onboarding process.
Hiring a new employee is great.
Everyone is excited - they're excited to start a new role and you're excited to have workload taken off your shoulders.
However, it easy for the excitement and expectations to break down if their first few days aren't properly planned and managed. Poorly trained and onboarded employees are more likely to leave your organisation in the short term.
Managing your onboarding and learning processes can help you avoid the cost of new employee turnover.
Here are 4 of the best ways to use learning in your employee onboarding process.
Training before Day One
The great thing about online learning is it can be done at any time - including the time before your new employee starts work. Make e-learning part of your onboarding program and your new hire will be ready to go on their first day.
Your onboarding learning program can include everything from induction to position-specific courses. Onboarding e-learning cuts out the awkward moments of an employee's first day. Have the confidence your new hire is ready to work and make a real contribution.
Many of our HROnboard customers include employee handbooks and additional resources as part of their offer pack, at the time when their new hires are most engaged and eager to learn.
As an added bonus, if you're measuring your new hire's learning progress online with the right tools, you can see which training has been completed to better prepare the employee's first week training program.
Give employee tasks as well as learning
Learning is good; learning in context is better.
The 70:20:10 rule for workplace learning is perhaps the best example of this. The concept behind 70:20:10 is that 70% of learning should be done in the workplace, 20% in a workshop scenario, and 10% in a classroom setup.
What the stats really says is that learning is most effective in a practical environment rather than in a classroom.
Training days and classroom setups dump new employees in a sea of information. They won't be able to recall most of what they learn in a day, especially if they're learning skills they won't be using for 6 months.
Teach new employees skills as they'll need them. It's OK if they don't have the process down perfectly. Your new hires are learning their place in your organisation as well as their new role.
The way our customers manage this with HROnboard is by providing specific tasks for new hires in their personalised onboarding process. Usually, this will be focused on learning the company culture, basic processes and compliance courses. You can match the tasks with your learning objectives, and see when new employees have completed each course.
Provide ongoing feedback
One of the most important requirements for new employees is ongoing feedback - especially for younger employees. It's a great partner for your learning platform as you can give specific feedback based on their learning.
Giving feedback over these 90 days is vital for engaging new hires in the long term.
Let your new employees know how they're going from your perspective. Focus on everything, not just the good or bad exclusively, and use tasks and learning courses to help guide the employee through this period.
The other key advantage of regular feedback is that it gives you a chance to assess your learning platform and onboarding process. You might find you need to rework parts of your process if employees are disengaged or don't meet your performance expectations.
Make the onboarding process quick and efficient
Nothing is more frustrating than having a new employee unable to work because they're missing a piece of paper, or finding they can't access their e-learning because they never got their login details.
Using an onboarding tool that includes induction and learning helps to make the new hires learning a smooth experience.
The convenience of doing everything online, and even from home, is appreciated by all new employees. Give them the flexibility to learn in their own time, in a way that suits them.
HROnboard integrates with Pure Learning to make sure that the whole onboarding and employee induction process can be completed at once. Send out any documentation new hires need, and track whether they have downloaded and read the information.
Integrating learning with onboarding really eases the transition for new employees. Ultimately, it'll make your employee far more likely to stick around after those first 90 days.