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Employee Onboarding Training: Personalize the Learning and Empower the Performer

Part 2: In this second of a four-part series, we’re sharing important information from our most recent eBook you can use to explore innovative new ways to design and develop a customized, successful employee onboarding training program that scales.

Hybrid onboarding can turn needed performance metrics into personal employee workflow performance. Here’s how, in terms of the design strategies and their tactics: 

  • The Strategy: Personalize onboarding…by empowering the learner to be a creator
    • An onboarding curriculum this revolutionary required change management. The Delta-AllenComm team approach was to first outline the up-front challenges if change was not managed, thereby planning for a smooth transition. Recommendations that worked for Delta included:
      • If the change in ways-of-learning affects ILT facilitators, many of whom being experienced and expert trainers, hold a Train the Trainer workshop in which facilitators define their professional value-add to the new curriculum. 
      • If the change in ways-of-learning is somewhat bold and causes leaders and stakeholders to tilt and scratch their heads in skepticism, offer frequent touchpoints and any data along the way so they are invested influencers in the new design.
  • To make the Delta Reservations onboarding “sticky” quickly, the design team optimized the best of a hybrid learning ecosystem to help learners personalize their progress and success. This empowers employees not only to set their own benchmarks for success, but it also incentivizes them to shape the customer experience themselves. Learners can become more than customer support. They can become consultants.
Person completing employee onboarding training
  • The Tactics: 

Here is a representative sample of the tactics used in the employee onboarding experience for Delta new-hires to personalize the “stickiness” and empower employees. 

Design Learning Solution
Knit the hybrid elements together to ensure they cross-pollinate (vs. existing in a vacuum). Include measurable individual and social learning that is formal, informal, and experiential. Allow for self-paced, self-study, practice, and self-reflection right within the WBT. Create on-the-job accessible, reusable, multi-purpose interactions and performance supports. Formal, informal, and experiential learning: My Workbook goal and action planner, favorite resources toolkit builder, and self-reflection compiler in WBT, ILT, and OJT. With a note-taking tool, learner inputs in the Notes and Questions tab populate in My Workbook and transfer from WBT to ILTSelf-evaluations that serve up Recommended Replays of WBT modules with which the learner identified having less confidenceNavigator and Airport Codes Identifier digital timed refresher games accessible any time for pulled learner practiceDiagnostics that produce personal competency gauges and serve up suggested refresher micromodules Social learning: Peer interaction prompts in My WorkbookSharing set goals and targets in My Workbook with peers and tutorsPersonal customer call observations with peer and coach feedback in ILT and on the job, with peer and coach-shared personal goals. 

How could we guarantee results using an onboarding training that gave new-hires so much opportunity to take charge and self-direct their learning experience?

In our next part in the series, we’ll cover how to ONBOARD ON THE JOB. (You can also read the first part again here.