Employee Onboarding: New Hire Training & Orientation

When it comes to employee onboarding, time is either your friend or your enemy.

It’s a critical time period after the initial hiring process, where employers provide the necessary onboarding experience and orientation tools that give the right first impression for the employee, as well as help shape their future with an organization. The sooner new or transitioning employees are up to speed and productive, the more agile, flexible, and stable your organization becomes.

New Hire Training Video & Onboarding
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Some key aspects to employee onboarding include:

  • Key Job Knowledge: You can help employees stay engaged and retain information better by delivering more practical job training in ways that tell stories and catch learners’ interest. Avoid information overload by telling employees only what they need to know.
  • Culture/Mission: New hire training is a chance for an organization to introduce itself and its unique aspects. Make sure employees feel welcomed and excited to join your workplace environment.
  • Initiation/Orientation: Onboarding supervisors should conduct the training in a centralized, well-designed and comprehensive orientation program that’s not just filling out HR paperwork. Engagement is also a key aspect of initiation and the new employee orientation process.
  • Compliance: A part of orientation should include information about compliance and what is expected of the employees in order to avoid issues down the road. Knowing what applicable compliance laws relate to your specific organization protect the company and the employee.

Moreover, advantages of effective employee onboarding are more than just informing the employee about organizational systems and conduct, but can help the employee in the long run with the organization through:

  • Speed to Productivity
  • Cultural Adaptation
  • Retention
  • Alignment

Signs of a Poor New Employee Onboarding Program

On the flip side, when new hire training is executed poorly and there’s a major disconnect between the organization and the employee, it becomes more likely that employees will pack up and leave you wondering what went wrong. Signs of poor new employee training programs may include:

High Employee Attrition/Turnover

Poor new hire training doesn’t engage people and making them feel connected, which leads to higher turnover. On average, 25% of new employees leave in their first year with a company. Furthermore, the average tenure of employees age 25-34 is a mere three years. (Source: Case study: Aviation and Aerospace)  Effective new hire training combats these trends and helps retain top talent for the long run.

Poor Productivity

An employee’s poor work ethic may sprout from delayed understanding of core responsibilities from an onboarding process that’s unengaging, unorganized or has too much information overwhelming the learner. Poor productivity also opens the door to decreased team morale and frustration from managers and leaders.

Greater Number of Preventable Mistakes

Similar to poor work ethic, ineffective new hire training programs that fail to give vital information, such as basic job roles or systems, to the employee can lead to misunderstandings about corporate processes and culture.

Inadequate Motivation

Employees may start out strong within the company, but their motivation and engagement quickly wanes because they feel no connection, and therefore have no investment in the organization’s goals and mission that should have been established during the onboarding process.

What an Effective Onboarding Training Program Looks Like

How can you improve and enhance your new hire training and new employee orientation? For more than 35 years, AllenComm has designed and developed new hire training initiatives for many of the world’s largest companies. By tapping into our expertise, you’ll be on your way to effectively transferring key knowledge to employees in ways that help them adapt, adopt and apply it soon. We’ll help you scale your efforts around effective new hiring training keys, which include:

Give an Excellent First Impression of the Company

According to a study done by the Aberdeen Group, 86% of HR staff feel that new hires decide to stay or leave within six months. Simply put, your onboarding process and training is the most crucial time to make a good impression with new employees. What constitutes a good first impression? Be welcoming, give good instruction, show off your unique company culture, have room for feedback channels, etc. In the end, make your onboarding a memorable and engaging experience for the employee.

Have Clear Learning Objectives and Timeline

Any successful program is armed with learning and outcome objectives for both the employee and employer as well as schedule of when these tasks and objectives should be met. Employee onboarding should have objectives such as:

  • Employees have a clear first impression of the culture and work environment, including key elements identified by program sponsors.
  • Employees meet and understand the role of HR, direct managers and key co-workers.
  • Training gives employees a better understanding of their job duties, policies and team dynamics.
  • Training should help employees develop skills that are immediately put to use with relatable job tasks and practice.

As for having clear timelines, map out what employees should accomplish and understand as they go through the new hire training. A sample timeline with objectives could look like this:

  • First day (readiness): Introducing the leadership, brand and vision of the organization
  • First week (discovery): Training and introducing team dynamics
  • First month (reinforcement): Training that reinforces the brand and vision of an organization as well as engaging training that puts learned skills to test
  • First year (leadership): Career development and future company goals

Allen’s Approach: Case Study

A large aviation and aerospace company came to AllenComm with a list of challenges specific to employee onboarding in the manufacturing industry. AllenComm’s approach use story-based video strategy to help accelerate affiliation and engagement, understanding of a shared culture and vision and model a path for expert performance.

AllenComm’s approach includes:

  • Use video as part of a strategic blend of motivational and learning resources targeting an employee’s first day, first week, first month and first year in an organization.
  • New hires should be able to positively answer the questions: How was your first day? How was your first week? How was your first month? How was your first year?
  • The best answers from new hires are structured as narratives. This onboarding creates narratives of affiliation—both shared narratives of company vision and individual narratives of purpose and direction.
  • The video stories complement other learning strategies and modalities. While it may be more convenient to do everything the first day, timing the messages over the first year increases retention and engagement.

Through story-based video solutions, AllenComm was able to help improve new hiring training that not only communicate the vision and leadership to new employees, but helped them understand their roles and how they fit into the organization as a whole. The result? AllenComm’s comprehensive video program yield at least a 15% increase in employee affiliation for employees completing their first year.

Learn more about Allen’s new hire training solutions!

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