8 Tips to Transform Onboarding --Alllen Communications

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Is your new hire online training an isolated incident or an ongoing endeavor? In this article, I’ll share 8 tips to transform your onboarding online training from a task-based process to a long-term performance-based solution that fosters professional growth.

The primary objective for any onboarding online training program is to equip new hires with the tools they need to be productive members of the team. However, imparting essential knowledge and skills is not a one-time thing that ends when the job begins. It is an ongoing process that centers on improving employee performance and proficiency. Let’s explore how to make the shift from task-based onboarding online training to a long-term performance-based solution that encompasses the complete learners’ journey.

1. Clarify Objectives and Outcomes

Ultimately, your organization needs to achieve the desired outcomes in order to validate the L&D investment. Thus, it’s essential to clarify the objectives, goals, and outcomes before deploying your onboarding online training initiatives. Performance-based training allows you to bridge gaps that prevent new hires from reaching their true potential, as well as focus your efforts on desired behaviors that boost on-the-job productivity. But only if you can identify, and then integrate targeted objectives into your onboarding online training program.

2. Tie Task-Based Activities to Real World Applications

There must be a rhyme and reason behind every onboarding online training activity. This allows new hires to link the onboarding online training tasks to real-world applications. Thus, moving the information from theory to practice. For example, a serious game is merely a form of entertainment until you tie it into job duties and real-world situations. Ensure that every onboarding asset is contextual and emphasizes its practical uses.

3. Focus on the “Building Block” Skills

Skills are the pieces that comprise the performance-based puzzle. Without skills, employees are unable to carry out their everyday work responsibilities. As such, onboarding online training should concentrate on skill sets instead of tasks. For example, the sales process involves a broad range of skills, from communication to creative reasoning. These essential abilities give sales employees the power to hit their monthly targets and improve customer satisfaction. Another perk of skill-based training is that new hires can use their newfound talents in different contexts.

4. Use Simulations and Scenarios to Facilitate Practical Experience

The key to cultivating your top talent is to facilitate real-world experience in your onboarding online training program. A new job comes with new work responsibilities and gaps. However, you can reduce the learning curve and instill confidence with the help of interactive branching scenarios and online training simulations. These online training tools may involve job tasks, but their primary goal is to fine tune performance and identify areas for improvement.

5. Provide Ongoing Performance Support Tools

One of the most effective ways to foster professional development is to provide a microlearning online training repository. This just-in-time library features bite-sized online training activities that center on specific tasks, topics, or skills. New hires can even create their personal learning paths by piecing together targeted resources. The secret is incorporating online training resources that align with performance-based objectives. For example, online training tutorials or simulations that highlight favorable behaviors employees can mimic in the workplace. This serves as an effective reference tool for new hires until they have a firm grasp of their job duties.

5. Give Employees the Power To Self-Assess Periodically

Knowledge, performance, and skill gaps are hurdles that prevent new hires from achieving their potential. Unfortunately, many people are unaware of their personal gaps. This makes it difficult to bridge them and become more proficient on-the-job. The good news is that you can integrate online self-assessments that give employees the power to monitor their own areas for improvement. Encourage new hires to assess their talents beforehand and identify training focus areas. Then, they can re-evaluate these pain points periodically to gauge their progress. This is yet another reason why a just-in-time online training library is crucial for your company’s success.

6. Offer Personalized Online Training

New hires must feel empowered to learn and play an active role in their own professional growth. A one-size-fits-all approach devalues your onboarding online training program, as employees aren’t able to get the individualized resources they require. However, a personalized approach caters to their goals and gaps. You might even consider long-term training contracts that outline key resources, objectives, and milestones. You can even consider peer-based mentorship programs that pair more experienced employees with your new recruits.

7. Cultivate A Thriving Online Training Community

Peer-based resources are an invaluable tool in onboarding online training. Particularly self-paced online training courses that involve minimal social interaction. A thriving online training community gives employees the ability to share their ideas and opinions with remote co-workers. They can also provide feedback to help others fine tune their areas for improvement. Social media groups, online discussions, and blogs are a great way to instill a sense of community. Spark online discussions by posting questions or prompts, and then encourage employees to post their thoughts. You can create a group exclusively for new hires to make them feel more at ease.

8. Gather Feedback to Continually Improve Your Onboarding Online Training Program

Everyone is a work-in-progress, even top performers who’ve been with the company for years. The same rule applies to your onboarding online training program. You must be ready and willing to evaluate it periodically. Gather feedback from employees, analyze LMS data, and use online assessment results to adjust your approach. For example, LMS reports reveal that your more experienced employees have difficulties with a specific task or compliance topic. Thus, you may want to reevaluate your new hire online training program to remedy the issue right off the bat, before it escalates into a widespread performance gap that hinders productivity.

Onboarding online training gives your new hires the resources they need to become your team’s top performers. But only if they receive ongoing support to bridge personal gaps and build their strengths. Use this article as a guide to transform your task-based online training into a long-term performance-based solution.

Do you still need to build your just-in-time online training repository? Read the article 9 Just-In-Time Online Training Activities For Your Onboarding Online Training to discover the top “moment of need” onboarding online training resources to add to your online training library.


Maximizing Onboarding Impact Through Innovation And Scale - Allen Communication




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