Did you know that 34% of employees quit their job within the first year? And 20% within the first 45 days? Good onboarding is an important factor for attracting and retaining employees. Onboarding should focus on people, but technology can be of great help, especially in remote onboarding processes. Follow these 7 steps and create an onboarding program to make new employees happy.
1. Define clear learning objectives for your onboarding program
Set clear learning objectives specifically aimed at new employees. For example, measure the new employee’s onboarding experience with the learning objective and aim for a score of at least 4 out of 5 on the onboarding experience component.
Keep track of real-time results for new employees via the e-learning dashboard. In the dashboard, you will discover where things went well or wrong during the onboarding process. This provides a good conversation starter with your new employee; what adjustments can you make to get an even better match?
Unsure how to define learning goals? Check out our free ‘learning obectives’ whitepaper.
2. Keep everything in one place
Your new employee will experience a tsunami of impressions in the first weeks, even when working from home. Countless video meetings. Logging in to an unfamiliar system. And which folder was that information in again? Make it easy for new employees and set up a central online hub where they can source information.
With the InThere e-learning platform, you can easily organise all your onboarding material. Personalise the look and feel of the platform with your own logo and corporate identity so it aligns with your organisation.
3. Organise a virtual tour for new colleagues
How do your new employees get to know the organisation if they are not physically present? Give a virtual tour. Have the team record video messages and create an online face book with the names, functions and contact details of all employees.
Create an atmosphere of Friday afternoon drinks, the summer barbecue and other company outings. This way, the new employee gets to know your organisation and can look forward to coming back to the office.
4. Spread onboarding over a longer time
How much does a new employee really know about your company and the job after 4 weeks of training? Ideally, they should have time to practise, talk about their experiences with someone and reflect. If the employee goes through all these steps, he or she will develop the competencies needed for the job. This is not about more time or content but about providing an experience that helps someone develop and grow within a job.
Why not spread the onboarding process out over an extended time? Encourage your new employee to learn for 15 minutes every day via e-learning. Long enough to gain new knowledge; short enough to immediately put into practice what they have learned.
5. Make the e-learning in onboarding fun!
Another way to make new information stick: make onboarding fun with microgames. Microgames are short and challenging serious games. For each learning goal, provide one microgame. They get immediate feedback while playing, and they are challenged – by the company or colleagues – to improve their achievements.
For example, create a microgame where employees learn what to do if they are the last in the building at the end of the day. Or a game where employees learn what they can or can’t say on social media.
6. Don’t forget about the real contacts
Onboarding is not something you just do. It is about giving new employees the feeling of belonging – that they are part of a team and understand the culture. Because if we do something together, we feel more connected. The same goes for online onboarding. Does that have to be less personal? Not necessarily.
Encourage new employees to meet colleagues with an online coffee hour. Plan digital appointments with team members in advance and let them join a daily online team check-in.
7. Encourage continuous learning
Did your new employee pass the onboarding e-learning with flying colours? Encourage them to return to the learning platform daily for further growth and development. Besides repeating the onboarding modules, ensure they cover other new modules.
Continuous learning is the trend of learning until 2030, for good reason. Continuous learning is a precondition for growth in this ever-changing world. And knowledge sticks better and longer than after a short period of cramming.
Do you want onboarding e-learning that makes new employees happy? With the e-learning platform InThere, you collect all your onboarding material in one place. Create a varied, fun and measurably effective onboarding experience for your new employees with microgames.
Interested? Contact us for more information.