It is no secret that the global pandemic changed the way we work...for good. For many organizations, it was a scramble to shift to remote work. Along with the transition to remote working, if you had the luxury to continue to grow and hire new employees, training teams were on the hook to rethink the entire new hire training program to a virtual environment.
That naturally came with its own set of challenges. In order to adapt and retain top talent in the organization, new tools, new tech, and new ways of thinking were adopted. It is often said people are a company's most valuable asset and so the investment had to be weighted accordingly.
Organizations recognize that a unique and high-quality new employee orientation and onboarding program can make all the difference in retaining, engaging, and creating powerful brand ambassadors for the company.
As we make the move back to the office and find success in hybrid environments, training programs are doing so as well. They have become more nimble and more robust than ever. Onboarding at its core should be centered around setting new employees up for success and aimed at decreasing the time it takes for them to be comfortable in the role and organization.
Integrating new employees into the fabric of the organization can begin moving the needle from day one!
Here are a few meaningful questions to ASK YOURSELF before your next new hire class.
What impression do you want new hires to walk away with at the end of their first day?
What goals have you set for the new employees?
How are you evaluating the success of the new hire orientation program?
A structured program, with contributions from all levels of the organization, is a critical step toward success.
A few roles that should influence the new hire orientation program include:
There are common principles across the entire organization that should be part of every employee's new-hire training program. Those can include the employee handbook, company policies, standard operating procedures, and technology tutorials for common software and platforms utilized by your teams.
In addition to training in the company basics, there are other important pillars that should be planned and implemented for new hires.
Goal setting for individuals based on their 30, 60, and 90-day plan
Establish a cadence for manager review meetings to check in on progress made in the onboarding plan
Support connections with teammates and key players in the organization
Cultivate a mentor-mentee program
Beyond the new hire orientation, there are important details to consider when building out your onboarding program and additional training opportunities. It is valuable to the organization and the new employee to recognize the uniqueness of each role, their level of experience, and the expected responsibilities and performance.
At AXIS Professional Development we focus on creating compelling training programs for young professionals and beyond. Our latest program, EDGE Professional Development is built specifically for new hires with limited professional experience.
To learn more about the EDGE Professional Development program, reach out to us at email@example.com We’d love to talk more!
In our next blog, we will share more about how to make the training experience exceptional, as well as considerations to make your programs one of a kind.