Develop a Streamlined Onboarding Training Program

Orientation is typically the first step in a new hire training program. It is where new employees gather important information, including company policies and procedures, benefits, pay, and dress code. The goal of orientation is very simple. It includes the nuts and bolts of what you’re already doing to help learners navigate company policy and workplace norms. Common training strategies used during orientation include microlearning, checklists, and explainer videos.

Preparation is the second step in the new employee experience. The primary goal is for new employees to learn what is expected of them and set up a plan for success in their new roles. New team members will learn expectations and set goals specific to their unique roles within the organization. Common training strategies used during the preparation stage are diagnostics & assessments, cohort learning, and goal and action-planning applications.

The next step in the new employee experience is ensuring that learners are well-versed in their new roles. It’s crucial that organizations support learners as they strive to achieve competency. Many organizations miss this step in their onboarding process. Continued onboarding during this time provides the scaffolding to accelerate a learner’s ramp-up. Common training strategies used during the capability stage are gamification, job aids, certification, and ILT/V-ILT.

New employees simply achieving competency in their roles is not enough. During this step in the onboarding process, you’ll want to make sure that employees are achieving their performance goals and adding value. As employees become more comfortable within their new roles, they will begin to achieve early accomplishments which is beneficial to the learner and the organization. Common training strategies used during the value stage are immersive practice (sim, AR/VR/360), searchable knowledgebase, and curated content (push & pull).

The last step in the onboarding process is ensuring that new team members are highly engaged. You’ll know that new hires have successfully engaged when they begin to positively contribute to the organization’s culture, are taking ownership of their roles, and feel confident in their ability to grow both within the organization and within their roles. Common training strategies used during the engagement stage are coaching & mentoring, cohort huddles, and communities of practice.