What is Onboarding?
Generally, most people see onboarding as a form of orientation. However, although onboarding begins the first day on the job, this is a distorted perception of what the onboarding process ought to be. The goal of orientation is to help people figure out where they are and how to do what they need to do—in short, the logistics of their responsibilities. But the goal of onboarding is to immerse employees into the company culture as well as to provide the best information about responsibilities. Helping new personnel acclimate to their roles and to company culture is vital to their overall success with your organization. Unsurprisingly, people like to feel confident and prepared for their jobs. In fact, “69% of employees report that they’re more likely to stay with a company if they have a meaningful onboarding experience.”
Consider this: since acclimation can take a while, onboarding shouldn’t end after the first few weeks on the job. Learning pertinent information and getting up to speed isn’t an overnight process, and so your onboarding training should continue to be a resource as employees get familiar with their new jobs. Continuing onboarding needs to grab your learners’ interest, or it will begin to feel like a drag. When you make your onboarding training engaging, you can decrease timeto-proficiency, boost productivity, and enrich your workforce. Encourage your new employees’ ambition, drive, and imagination and they will be more likely to use the tools provided to succeed in their roles. OC Tanner suggests that good onboarding doesn’t end after the first few days, weeks, or even months. In fact, it can and should continue throughout the first year, with milestone check-ins at thirty, sixty, and ninety days as well as at the end of the year.² Onboarding training can take a variety of forms. Here at AllenComm, we see the need for such training in several areas. While onboarding is great for new employees, you can also use use onboarding-style courses to train existing employees on new compliance policies, rebranding, new systems, or role transitions.
Using Microlearning To Strengthen Your Onboarding
New Hire Training
When we think about crafting onboarding programs, new employees are usually the first and most obvious target. After all, companies face a lot of challenges with new employees. Approximately 20% of turnover occurs within the first forty-five days.² Within the millennial population, employees generally expect to stay at a job for less than three years,³ a terrifying statistic when considered alongside the fact that training new employees costs between 25% and 200% of the employee’s annual wage.⁵
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