Onboarding, Training, and Investing in Employee Education

Employee education strengthens the value of an employee and helps develop their self-esteem. It encourages employees to contribute to the company in a more meaningful way. And the best time to educate employees is right after hiring. To nurture new hires, companies need to invest in onboarding and training.

Why is Employee Education Important?

No employee wants to be stuck on a dead-end job. Instead, employees strive for professional development and career advancement. When employees get a new set of skills in training, they become better at problem-solving. As such, they become more productive. Sometimes we hear that companies don’t want to train employees. They fear that employees might look for better job opportunities. The reality is that investing in people increases loyalty. Training makes them feel empowered and appreciated.

What are Onboarding and Training?

Onboarding and training are two ways of giving education to your employee. They may seem interchangeable, but they’re not. To a new hire, onboarding is the bigger picture. Training takes up a majority of the onboarding process. Companies should include formal introductions, job shadowing, and tours. They help make an employee feel more at home within a company.

Onboarding is how new employees acquire the skills, knowledge, and behaviors. They need those to become meaningful contributors to an organization. Training is programs designed to increase technical skills and knowledge. As Maren Hogan noted, training is the fuel to the onboarding engine. Training shows new hires how to do their job, while onboarding teaches new hires how to behave and do their job. Hence, integrating training into the onboarding process gives new hires a deeper insight into the how and why of an organization.

What to Include in Your New Hire Onboarding Training?

Onboarding Training

Onboarding of your new hires is the most important thing you can do. It ensures the long-term success of not only that employee but your company as well. It doesn’t stop at the end of a new hire’s first day. You will need to install ongoing training as you continue to scale the business. The Learning Management Systems, listed activities that make up an efficient onboarding training:

Develop Point-of-Need Resources

You must place tools that can answer the questions and concerns of new hires. They need those on their first few months in the company. Digital resources are the best way to provide answers on demand. Create engaging ‘how-to’ tips and easy-to-digest instructional videos. Put contents they could use to better understand the organization.

Share Organization Culture

Every company’s organizational culture is unique. Explaining the mission and values of your company will give new hires a sense of belonging. During the first week, focus less on having the new employee do his or her job. Instead, let the individual find out what others do by shadowing co-workers for a few hours a day. Allow them to learn the workflow and understand each department’s function.

Connect your People

Around 90% of knowledge in an organization is in the heads of its employees. Make your existing employees a source of knowledge for the new ones. Choose an experienced employee as a mentor for the new hire. They can be the go-to person when the new employee has questions or problems. Before long, you will have a culture of sharing best practices within the company.

Ask for Feedback

Your onboarding training should not focus on what to expect from the new hire. But you should also look for better ways to handle the process. In the first few days, meet the employee at least half an hour before going home. Ask what he enjoyed and what can we improve. You can use these feedbacks to improve your onboarding training.

Utilize Multi-Device Learning

We’re living in a digitally-connected world. Answers are always a simple click away on our devices. So, it is important to leverage your learning platform to support this and your workers. Use software to add much-needed structure to the process. Ensure that the training is not limited to just one device. Encourage self-directed learning.

Conclusion

Onboarding and training should be integral parts of employee education. And learning should not stop on the first day of the new hire. Continually provide growth and development to employees. In doing so, you will reap the fruits of success by having more satisfied and loyal employees.

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