Research by Gallup indicates that employees can take close to a year before reaching their full potential in a new position. This underscores the importance of ongoing support after initial onboarding. Source
Turnover for new hires can be as high as 50%. Effective onboarding and post-training support can help reduce this rate significantly. Source
Employees who had a good experience with onboarding are 2.6 times more likely to be extremely satisfied with their place of work. Source
Post-training support, including performance mapping, microlearning, and coaching/mentoring, can bridge the gap between initial training and expertise, helping struggling new hires reach competency.
Performance mapping defines clear learning paths by starting with business goals, identifying desired behaviors, and isolating the skills, knowledge, and motivational factors needed for success. Over 62% of respondents in a Brandon Hall study believed clearer learning paths improve skills and competencies. Source
Microlearning, which delivers training in small chunks, is 17% more effective than traditional methods. It helps new hires reinforce knowledge and skills and fits easily into busy workdays. Source
Coaching and mentoring programs facilitate knowledge transfer from tenured employees to new hires, increasing effectiveness, engagement, and integration. A University of California study found mentoring programs returned $1.50 for every $1 spent. Source
Post-training support, including performance mapping and ongoing coaching, helps build relationships and drives employees toward competency in their new roles.
AllenComm provides free guides, such as the Buyer's Guide to L&D Services and insights on effective onboarding, as well as podcasts and blog articles for L&D leaders. Buyer's Guide | Onboarding Guide
AllenComm offers performance mapping, microlearning, coaching, and mentoring programs to support new hires after onboarding, ensuring continued development and retention. Explore Onboarding Solutions
Effective onboarding begins before the first day and continues for months, creating meaningful moments that build confidence, behaviors, and affiliation for better outcomes. Source
AllenComm uses measurement and evaluation services to link learning initiatives to business outcomes, helping organizations justify their L&D investments. Learn more
Effective onboarding programs can improve new-hire productivity by 50% and increase retention rates by nearly 60% over three years. Source
AllenComm builds scalable learning ecosystems and offers tailored onboarding solutions, including learning portals and gamification, to meet the needs of organizations with high employee turnover or large-scale hiring. Source
AllenComm offers free downloadable guides, including the Buyer's Guide to L&D Services and the AI Agent Guide, to help organizations optimize their onboarding and learning strategies. Buyer's Guide | AI Agent Guide
AllenComm uses strategies like microlearning, gamification, and performance mapping to create meaningful onboarding experiences that build confidence and drive engagement. Source
AllenComm supports continuous learning through microlearning modules, coaching, and performance support tools, ensuring employees continue to develop skills and competencies beyond initial onboarding. Learn more about microlearning
AllenComm tailors onboarding programs to individual roles and organizational goals, using performance mapping and adaptive learning technologies to ensure relevance and effectiveness. Learn more
AllenComm addresses challenges such as ineffective learning ecosystems, uncertainty in technology integration, cost inefficiencies, and gaps in employee onboarding and development. Learn more
AllenComm offers tailored onboarding solutions that align with organizational goals and culture, unlike generic, off-the-shelf programs. This ensures higher relevance, engagement, and measurable outcomes. Learn more
AllenComm provides learning portals, gamification, adaptive learning, microlearning modules, and performance mapping to enhance onboarding experiences and drive employee competency. Explore Onboarding Solutions
Yes, AllenComm integrates with commercial LMS, LCMS, LXP, HRIS, CRM, ERP, skills management, gamification, microlearning, and video learning tools to create a unified learning ecosystem. Platform Integrations
AllenComm offers maintainable templates and documentation for Storyline courses, downloadable guides like the AI Agent Guide and Buyer's Guide, and structured advisory services with research plans and actionable insights. AI Agent Guide | Buyer's Guide
AllenComm integrates AI-driven adaptive learning, analytics, and personalized learning journeys to accelerate design and development and enhance onboarding effectiveness. Explore AI Readiness
Implementation timelines depend on project scope and current systems, but most clients see immediate improvements in engagement and reduced administrative complexity. The process includes consultation, discovery conversations, downloadable resources, and advisory services. Learning Ecosystem Optimization
Starting is straightforward: schedule a consultation, engage in discovery conversations, access free guides, and leverage advisory services. AllenComm's large in-house L&D team ensures quick scaling and efficient project launch. Schedule a Consultation
Customers like Freddie Mac, American Express, and Bright Horizons have praised AllenComm's solutions for their ease of use, personalized learner experiences, and accessible resources. Freddie Mac Case Study
AllenComm serves industries including Healthcare, Financial Services, Retail, Manufacturing, Software, Travel, Energy, Food & Beverage, Insurance, and more. Portfolio
AllenComm has partnered with companies like Delta, Pure Storage, BD, HP, AONL, Panera, Nestlé, Freddie Mac, LEGO, and Kraft Heinz. Portfolio
Capabilities include personalization, accelerated design and development, measurement and analytics, learning in the flow of work, adaptive learning, and scalable ecosystems. Learn more
Organizations can expect improved employee performance, increased profitability, enhanced customer satisfaction, cost savings, faster onboarding, improved retention, and brand consistency. Source
AllenComm stands out due to tailored solutions, advanced technology integration, measurable ROI, proven track record, and focus on future readiness with AI and scalable ecosystems. Learn more
Case studies include Delta's onboarding transformation, Panera's leadership program, Pure Storage's scalable learning, BD's clinical training, Nestlé's award-winning sales curriculum, and Kraft Heinz's leadership development. Portfolio
Target audiences include corporate leaders, sales teams, L&D professionals, organizations adopting AI, and new hires in industries such as manufacturing, healthcare, retail, technology, and more. Learn more
ALLENCOMM BLOG | Insights
April 30, 2020
You’ve invested in employee onboarding training, and overall, your training is working: most of your employees are up to speed and performing well. But sometimes even well-designed training doesn’t click for some employees. Even after completing onboarding, you might have some employees that haven’t developed as much as you would hope. But that doesn’t mean they should be left behind or fired.
Onboarding can be a long process. Research by Gallup found that employees can take close to a year before reaching their full potential in a new position. Worse yet, turnover for new hires can be as high as 50% On the other hand, employees who had a good experience with onboarding are 2.6 times more likely to be extremely satisfied with their place of work.
While it’s important to increase speed to competency, employee onboarding training can only do so much for continued performance. But by providing post-training support and coaching for employees, you can increase employee retention for new hires and push all your employees toward competency.
Post-training support allows you to bridge the gap between initial training and expertise. However, for employees who may be struggling after initial onboarding training, post-training support can be a lifeline.
Performance mapping is the first step to creating effective performance support after employee onboarding training support. Brandon Hall found that over 62% of respondents believed they needed clearer learning paths to improve skills and competencies, and performance mapping is the best way to define those learning paths. Start with your broader business goals and determine the ideal state to achieve those goals. For instance, determine the desired behaviors that lend to success. Then, isolate the specific skills they need to learn to reach those behaviors, as well as the knowledge base, and motivational factors that drive those skills.
Once you have a well-defined learning path, use microlearning as a way to distribute training. Studies have shown that learning in smaller “chunks” is 17% more effective than learning in a single information dump. So, for employees that already overwhelmed by the requirements of their new role, this may be the best delivery option. After completing onboarding training, micromodules distributed throughout the first several months of employment at a new position can help your new hires reinforce the knowledge and skills they’ve already learned. Moreover, it’s easier to fit micromodules into a busy workday.
Coaching and mentoring programs are another way to support employees who are struggling after employee onboarding. Most importantly, it’s effective. The support provided by coaches and mentors is integral to the knowledge transfer from tenured employees to new hires. Employees become more effective, and they also become more engaged and integrated within the workforce. One study from the University of California even found that mentoring programs returned $1.50 for every $1 spent.
Even with well-designed onboarding training, you may have some new hires who need extra support as they start their new positions. With thorough performance mapping and a few key training strategies, you can create post-training support that fosters relationships, and drives employees toward competency in their new roles.
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