Onboarding Your Employees Effectively Is a Game-Changer

There’s a growing need to make new employees feel welcomed and as a part of the system from day one.

Employee onboarding has always been important to organizations but in the current age of remote work, it has become even more important. There’s a growing need to make new employees feel welcomed and as a part of the system from day one. Onboarding, when done effectively, can increase productivity and employee retention.

To make onboarding effective, organizations should stop seeing it as a bureaucratic procedure to absorb employees. They should see it from the employee’s point of view and make it easy and friendly. This is the employee’s first glimpse into the company culture and it should make them feel engaged and excited.

“Employee’s first glimpse into the company culture should make them feel engaged and excited”

The role of a digital onboarding course in onboarding

Like all other functions in enterprises, onboarding has also become digitized. A digital onboarding course is an effective way to acclimatize the new employee to the company. When it becomes more about paperwork and documentation, it’s natural for employees to feel disinterested in the process.

But a digital onboarding course that can be completed in a learning management software (LMS) can make it lively and dynamic. It can give all the necessary information and employees will have the freedom to complete the course according to their schedules. It will also enable organizations to keep track of the employee’s progress without overtly interfering.

Importantly, it allows human resource (HR) teams to learn from past performance and make it uniform across all verticals. When the onboarding course is digital, it also allows the new employees to start the process immediately without having to meet HR.

“A digital onboarding course is an effective way to acclimatize the new employee to the company.”

Best practices for an effective digital onboarding course

Divide the content into smaller pieces

From the employee’s perspective, they’re stepping into a new system with higher expectations. They would naturally be nervous about their new role. The digital course should make it easy and not overwhelm them with long-form content.

The material should be divided into smaller units that the employee will be able to manage on their own. The first few pieces should be short, warm, and welcoming. Remember that this will also show the new hire how your company divides and delegates work.

Easy and automatic enrollment into LMS

Your organization’s LMS should be integrated into your HR systems. It should make it easy for new employees to log in and start their e-learning without the need for manual guidance. This is especially true when they can’t be in the same office as HR.

When it’s automated and the content is easy to digest, employees will be encouraged to do it on their own. They won’t need to repeatedly consult the human resources team. The course content can be customized to the needs of various departments but it should be effortless to log in and navigate

Create flexible timetables

Digital onboarding courses should be designed to give employees flexibility. Along with bite-sized learning, the intent should be to give freedom to the new hires to create their own schedules. The rigidity of course completion deadlines will alienate employees.

After all, this is a new system for them and they will have different skillsets and aptitudes. It’s unfair to expect all of them to stick to the same timelines. This flexibility will also signal to the employees that the organization values empowering employees.

Make the content interesting and interactive

You can’t rely on e-books, manuals, and employee codes now. If employees have to actively participate, the content has to interest them. Instead of filling it with exams and surveys, HR should make it engaging through any or all of the following.

Gamification: Management should include principles from gaming to make the course content, delivery, and evaluation, dynamic and participatory. More importantly, the process should be fun for the new hires.

Videos: The most popular form of content across digital platforms is video. Instead of sending welcome e-mails, organizations can send videos. If it’s from c-level executives, the employees will feel valued.

Personalization: There’s no need to create the same content for all employees. While it won’t be possible to completely personalize, HR can tweak some elements to customize the content.

Involve managers

One of the most effective ways to onboard employees is by involving their managers in the process. This will give the new hires a chance to interact with their future managers and give supervisors an opportunity to make the employees feel at ease. The course should be designed to let managers give their feedback through emails or video whenever necessary.

“One of the most effective ways to onboard employees is by involving their managers in the process. ”

In short

Successful employee onboarding will go a long way in increasing productivity. Importantly, it will also make the employees feel engaged. And engaged employees are likely to be innovative and stay loyal to their organizations.

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