The 7 Tools Every Company Needs in an Onboarding Template

Onboarding can be tough - so tough, in fact, that 61% of Learning and HR leaders answering a recent CGS poll said that they are actively seeking experts who can help them craft an effective strategy.

The onboarding process has a deeper reach than simply orienting employees. As straightforward as the onboarding process seems like it should be, the challenges cannot be resolved with a checklist. Many companies face major blind spots around building consensus on onboarding strategy, continuous follow‑up, communication, cultural fit and gaining line of business buy-in.

Oftentimes companies may have a guide or basic program in place, but it is not designed to produce measurable results and actionable insights. An onboarding plan should have a well-defined structure. We are seeing that organizational leaders across the globe are working hard to address these challenges.

A CGS 2016 Learning Trends study revealed that 90 percent of decision makers plan to spend the same or increase spending on developing programs to inspire and motivate employees, while 95 percent of respondents plan to spend the same or increase spending on leadership and coaching development.

While the leaders surveyed are considering a variety of strategies to meet these challenges, we suggest just one: develop an effective onboarding template that includes the following seven essential learning channels.

1. Video

Video training refers to the use of visual and recorded and scripted training sessions for employee education and onboarding. Videos are a preferred medium because they can be easily distributed within a large organization while retaining the highest possible consistency.

Video learning has been increasingly used as a tool that delivers an improved learning experience, as shown in a study conducted by the Shiraz University of Medical Sciences, in which medical students taught by video learning retained more information than those without video learning².

This trend continues in the corporate world, as well: according to the Learning Trends survey, 77 percent of respondents are prioritizing the use of video for learning and 74 percent of respondents currently use video for learning today. This is in line with national statistics that show that 85 percent of the U.S. internet audience watches video online and that video is a preferred method of engaging with information across multiple age groups.

2. Mobile Learning

Mobile learning — learning that takes place on a mobile device such as a tablet or smartphone — is another learning strategy on the rise. As smartphone penetration has surpassed 77 percent in the U.S. reports comScore, more people are using their personal phones for work purposes. This has allowed mobile technology to become a convenient source of education that companies can tap into with custom, downloadable applications for onboarding, training, and information sharing.

Organizations across many industries are using mobile learning for business purposes. Sixty-four percent of survey respondents are prioritizing the use of mobile learning, often encouraging bring-your-own-device (BYOD) environments so that employees can access work information on the go and off the clock.

3. Micro-learning

The more timely and digestible a company’s onboarding content is, the higher the success rate will be for employee consumption. That’s where micro-learning comes in, an approach to onboarding that targets a single learning objective using short, bite-sized offerings such as videos, games, podcasts, micro-courses and blog posts.

Time is money and busy employees often have less than 5 minutes per day for professional development activities according to a 2011 Bersin by Deloitte study. Micro-learning opportunities allow employees to take on new learning incrementally and conveniently, and the trend is sticking: according to the CGS survey, 69 percent of respondents are leaning more on the use of micro-learning and avoiding large-scale educational programs that cost more time and energy.

4. Social learning

As social networking continues to affect how we run businesses and share information, its impact on learning grows as well. According to the learning survey, 62 percent of respondents currently focus on social learning and 15 percent use social media for learning. This includes using social and internal company networks to assist employees in learning new information as well as to more easily track and share vital organizational data.

The largest benefit of social onboarding within your organization is that it provides the ability to aggregate expert knowledge, reach large numbers of employees with the same message, and see that expertise and messaging spread throughout the company almost instantly. Organizations that can harness the power of social sharing can enable transformative levels of collaboration and learning among their employees.

5. Instructor-Led Learning

Instructor-led training is the most traditional form of learning in which one or two trainers or instructors conduct live educational sessions. This form of education allows for a more customized and personal approach to onboarding, including live question-and-answer sessions and sessions that are adaptable to short-notice changes or current events. When it comes to building culture, the power of having a human touch should not be underestimated. In fact, 88 percent of survey respondents currently use instructor-led training for learning, making it one of the most popular and consistent forms of onboarding and training today.

6. eLearning

eLearning is a uniquely effective form of onboarding because it allows companies to deliver an interactive and customized learning experience to all employees. Through incentivized and simulated educational situations, employees can develop necessary skills, get up-to-speed on company policies, and generally engage more effectively with the content they need to learn. eLearning also offers flexible delivery options, allowing employees to move through learning experiences using a traditional computer setup or mobile and tablet devices.

7. Coaching

Coaching is a more personalized type of instructor-led learning that deploys a higher ratio of trainer to employee. Through coaching, employees get one-on-one attention by email, over the phone, and in person from a seasoned and established employee or subject matter expert who may serve as a mentor. In this relationship, new employees develop a strong personal connection and can ask questions that apply specifically to their particular position and personal experience while gaining first-hand understanding of company culture.

Don’t overlook an enormous, built-in opportunity to encourage employee buy-in, develop leaders, and enhance diversity within your organization. Build an onboarding template that incorporates these learning strategies and helps you develop a well-trained and highly motivated workforce.

References

1. CGS Learning Trends 2016, Question 7
2. Fayaz, A., Mazahery, A., Hosseinzadeh, M., & Yazdanpanah, S. (2015). Video-based Learning Versus Traditional Method for Preclinical Course of Complete Denture Fabrication. Journal of Dentistry, 16(1 Suppl), 21–28.
3. CGS Learning Trends 2016, Question 4, Combination of Highly Agree, Somewhat Agree, and Agree
4. CGS Learning Trends 2016, Question 6
5. CGS Learning Trends 2016, Question 4, Combination of Highly Agree, Somewhat Agree, and Agree
6. CGS Learning Trends 2016, Question 4, Combination of Highly Agree, Somewhat Agree, and Agree
7. CGS Learning Trends 2016, Question 4, Combination of Highly Agree, Somewhat Agree, and Agree
8. CGS Learning Trends 2016, Question 6
9. CGS Learning Trends 2016, Question 6
10. CGS Workplace Learning: Top 7 Trends and Predictions for 2016
11. Comscore: Smartphone Penetration Above 77 Percent In US
12. Business Insider: Dear Companies, You Should Start Using Mobile Devices As Training Tools For Your Employees