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TTA is the largest provider of Learning and Development talent. Companies of all sizes partner with us to be a cost-effective, scalable, and strategic extension of their team.
Effective onboarding is a key component of attracting, retaining, and growing your employees. In fact, research by Glassdoor found that organizations with a strong onboarding process improve new hire retention by 82 percent and productivity by over 70 percent. Our talent can help you build an onboarding training program that seamlessly integrates with your company culture and effectively acclimates new team members to stay engaged and set them up for success.
The biggest challenge many organizations face with effective onboarding is the feeling that they need to do it all themselves, and often the responsibility falls solely on the hiring manager. TTA can help you create a customized onboarding program and develop a repeatable, consistent new-hire process to manage the myriad of details. We will provide your hiring managers with the tools they need to successfully integrate new members of the team.
The new employee onboarding process is much more than just orientation. There are many milestones throughout the journey of new team members, from newly hired to ready for growth. As you continuously nurture the onboarding of new team members, retention rates continue to improve. Let's take a look at each important step in the new employee experience and the representative strategies for each.
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.
Whether you are onboarding your team virtually or in-person, we have the talent to design an effective new hire training program. Our experts create effective programs that help new employees acquire the skills, knowledge, and behaviors to become effective contributors to your team.
TTA has designed and developed successful virtual onboarding programs. Check out this video to learn more about an award-winning virtual onboarding program customized for DCF.
“We have been very satisfied with the work and the responsive efforts of TTA. It was easy on my end. Easy to give TTA updates, and they did what I asked in a good timeframe. I really liked the visuals they created.”
– Nels Hanson, Manager of Learning and Development Grant PUD
Grace was facing a 13% retirement cliff and needed to backfill over 40 roles over a 2-year period. They did not have an established program in place to document and transfer critical knowledge and needed to shorten their 18-month time-to-proficiency process for new hires.
Brandon Hall Group Award for Excellence in Learning
Massachusetts Department of Children and Families (DCF) needed an innovative, fun, informative, and engaging solution to transform their onboarding program and better prepare social workers for their new roles.
Wellpath had a goal of shortening their onboarding process and determined they needed a more effective and engaging way to train new hires, specifically the recruiting team and field hiring manager team.
Brandon Hall Group Award for Talent Acquisition
From newly hired to ready for growth, there are a lot of moving parts to an effective new hire training program. The good news is that TTA understands the complexities of the onboarding process.
