5 Tips To Use Workforce Development Software For Onboarding Online Training
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How To Use Workforce Development Software For Onboarding Online Training

Starting a new job is exciting, but it can also be daunting. If you’ve been job-hunting for a while, you’ll be relieved, but you may also feel a little lost. You aren’t quite sure what’s expected of you or how you fit into the big corporate picture. Onboarding is intended to familiarize your apprehensive new hires with the workflow of your new office. When your workforce development software is flexible and mobile, employee training participants can start their orientation even before they report to work. Here are some insider tips to use workforce online training LMS to acclimate your new recruits.

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Going Global Without Going Over Budget
Discover how to implement a remote workforce development program with the right LMS.

1. Introduce Values And Company Culture

For many companies, the principles that run them seem lofty and theoretical. But they are important because they inform many of your corporate decisions. Just as an example, despite women’s roles expanding in the workplace, there’s still institutionalized sexism. So, if this is something that matters to you, new hires should know it from day one. Don’t just read your diversity mantra. Help them internalize it, and give examples of how it’s expressed, both at individual and corporate levels. Use the workforce development software to teach them the little things they can do to show their ally-ship. Both at work and in the wider world.

2. Make Orientation Personal

During the final stages of the interview process, you already know who you’d like to hire. You’ve probably whittled it down to a shortlist of 5. For these candidates, get to know them a bit. Find out what their career goals are, and what’s important to them. Interviewers often ask, 'Where do you see yourself in 5 years?' You can also ask about the 5-month window, to see what they think of your firm. After they start work, use the information you gathered from the interview. You can do additional surveys, too. Incorporate this knowledge into their individual onboarding online training program so everyone is tailored just for them. No two programs should look alike.

3. Help Them Feel Welcome

Lots of experts suffer from imposter syndrome, even after they’ve held a job for decades. So, while we assume that feeling of incompetence is the new hire’s biggest barrier, it’s not necessarily. They could be really good at their jobs but still, feel out of place. Include soft skills in your online training—things like how to be friendly without invading personal space. Getting to know colleagues without being too nosy. How to share your interests and past experience without bragging and looking 'uppity.' Something employees need but their bosses hate… how to request a raise at your first staff appraisal. You can even host a live 'warm welcome' event where new hires can meet their bosses remotely or fellow recruits.

4. Pre-Game Pop Quizzes For Online Training

When we were kids, we often had a loose first period to get ourselves into the 'school spirit.' Not in the sense of mottos and mascots. But in the sense of shedding our 'at-home' attitude and 'preparing ourselves to learn.' We might have a student assembly, or we might get in the zone during our school commute. The adult equivalent is morning coffee or breakfast bagel. In online training, prep each lesson or module with a quiz. Its goal is to assess what the employee training participant already knows about the topic. It warms up their minds for learning. It’s a good review tool, too. After the unit, employee training participants can come back, look at the pre-quiz, and see what they’ve learned that they didn’t previously know. The pre-gaming quiz also subconsciously highlights the areas they should pay attention to. When those topics appear in the eLearning course, your mind will reflexively give them more weight. You’ll pay a little extra attention to those subjects, enhancing retention.

5. JIT For Work Emergencies

Especially in the early days, there’ll be hundreds of situations where new hires feel stuck. They may not know how to perform a certain task, and they don’t know who to ask. They may also be loath to ask because over-consulting makes them look under-qualified. Offer them a JIT library, ideally on their smartphones. It could contain the mundane—an office map with people’s names, rank, job description, exit points, and restroom directions. Or a quick audio walk-through of how to operate the scanner, copier, or coffee machine. It might be a cursory video demo of where you can(’t) park. Or a screen-grab tutorial of how to clock in and log timesheets. Or comparison charts for related product models. Make it easily searchable, with a helper bot they can consult to avoid newbie angst. Review common queries and use them to populate internal FAQs, as well as continuously adding relevant JIT-bits.

No matter how good they are at their jobs, new hires will take a while to fit in. And while they’re still fumbling, office efficiency slows. The new employee can’t work as fast as their colleagues, who, in turn, have their own to-do lists interrupted. They have to keep stopping their work to guide the newbie. Can onboarding via workplace development LMS speed up the process? Yes! Introduce your mission and vision in a human way—normal language, no buzzwords. Personalize each employee training participant’s orientation journey and make the 'feel at home at work.' For individual course units, prime their online training lessons with quizzes, and enrich your JIT library. With these tips, your new team members will blend in far more swiftly.

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