Effective employee onboarding is important. That’s why, on a previous blog post, we discussed why you should use e-learning for your onboarding. So, you’ve decided: why not give it a try? But, just like how you make your training programs successful, your e-learning for onboarding should be, too. How can you do that? Here are some secrets on how you can successfully use e-learning for your onboarding!
The 6 Secrets to Successfully Use E-Learning for Onboarding
Use a Blended Approach
E-learning is a great tool for onboarding, but it should not replace the needed face-to-face contact between the new hires and their colleagues. Doing so will only backfire on you—instead of making your onboarding process more engaging and effective, it will just make it seem even more impersonal.
So, what should you do? Use a blended approach. You should combine the e-learning elements of your employee onboarding with formal and informal face-to-face meetings. You could also conduct group training sessions that can be delivered in person, via synchronous e-learning, or through live sessions.
Use Different Formats
There are different types of learners. One popular theory, the VARK model, groups them into four categories—visual, auditory, reading/writing, and kinesthetic. So, if you want to use e-learning for your onboarding, here’s one of the secrets: use different formats.
Use visually-pleasing materials, videos, audios, engaging text content, and simulations. Make it possible for your new hires to take your training and learning programs through a format that works best for them. This also makes it more personalized.
Additional tip: use an introductory video. This is to make the content more personal, as more people often prefer watching a video than reading text. And if possible, after your introductory video, let your new employees choose which format they want to use to go through their e-learning.
Think About Your Learners
Not knowing your audience—and their needs—is one training mistake that you should avoid. Just like with traditional learning, when using e-learning for onboarding, think about your learners. Who are they? What do they need? How can they best learn?
Many onboarding processes are from the perspective of the company. There’s a lot of formalities and rules that are involved, and that becomes the focus instead of the goal—to integrate a new hire to the organization. When you use e-learning you can better look at this issue from the perspective of your new employee.
Plan their learning path that will give your new member all the information they need, but in a way that they can best take in and understand.
Let them know about your organization
The next secret to successfully use e-learning for your onboarding: let your new hires learn about your organization. Remember that onboarding is the process of integrating your new member to the company. It’s important that through e-learning, they can learn about your organization and your culture. Communicate to them your mission and your vision, and how their position contributes to them. Doing this will make them more comfortable in their choice to come and work for you. It also gives them a sense of purpose—driving engagement.
You can also use your current employees to film some videos as part of your e-learning content. Let the existing members of your organization explain what it’s like working for your company. This makes your onboarding less corporate and impersonal. It’s even better if your new employees can relate to the staff on the video i.e. if they have a similar job.
Make it interactive and engaging
Most onboarding programs do one thing—that is to give the information the company wants the new hire to know. And while there’s nothing wrong with this, it can make the process boring and disengaging. Which, results in little to no information retention.
Using e-learning can help you combat this. By adding active learning elements, you can make your onboarding more interactive and engaging. Gamify your e-learning, add simulations, quizzes, and other content that requires the learner to participate.
Get Feedback, Evaluate, and Improve
When you use e-learning for your onboarding, how can you know if it’s effective? The answer: feedback. No matter what you implement, you must ask your employees for their comments and suggestions, especially with something as crucial as onboarding.
The proverbial saying “If it ain’t broke, don’t fix it” is not true particularly when it comes to something that will benefit your organization. You should constantly aim to improve, and this goes as well with your onboarding processes. Based on the feedback you gathered, evaluate what’s working, what’s not working, and what you can do better. And then, improve. That’s the best way you can continuously optimize the results and adapt to the constantly changing world.
If one of your organization’s challenges is retaining talent, then improving your onboarding processes can be one of the solutions. And e-learning for onboarding can help you achieve this. Make it your competitive advantage!
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