O onboarding training it has been increasingly relevant within companies because it increases the engagement of the professional since before the employee has his first day of work.
In addition, onboarding training consists of facilitating the professional's familiarity with the new routine, promoting significant improvements in those early days.
For this, a good onboarding training can be done through:
- a detailed action plan;
- monitoring of the stages of the process;
- creation of a manual;
However, this can only be accomplished when there is an alignment of interests, expectations and objectives between the leadership of each department and the company's HR sector.
That's why throughout this post we will:
- approach this teamwork;
- show the step by step how to set up a differentiated onboarding training.
What is onboarding training?
Onboarding training is nothing more than a strategic action aimed at a specific corporate training objective.
In general, it is applied to facilitate the integration of new employees with the entire organization as well as:
- with the new routine;
- and your co-workers.
Benefits of onboarding training
The goal of onboarding training is to make new employees face fewer obstacles and adversities when trying to absorb new activities.
This training model can also be used to:
Next we will present a step by step how to create an onboarding training. Next we will list some of the main mistakes that companies tend to make when planning and executing it.
How to build an onboarding training in 7 steps
Below, we have put together some tips on how to build an onboarding training that can help in the composition of a training:
- aligned with the company's values;
- that meets the expectations of newly hired professionals.
Keep reading and write down our tips!
1. Create an action plan and checklist
Remember of rescue the company's institutional values when planning onboarding training.
What is important for professionals to know?
What are the expected behaviors and attitudes?
How does your brand behave in the face of the most diverse subjects?
Assemble one check list that will help compose the training, so that it is:
This all helps to bring the company closer to the employee and generate a empathy and familiarization bigger in a short time.
2. Prepare the workplace to receive the new employee
Your company must be prepared to receive new employees. For this it is important to prepare the workplace:
- adapting the furniture;
- organizing passwords;
- creating email address;
- making badge;
- indicating a computer for work, among other accessories and equipment.
At this stage, it is also important to communicate to the other members of the company about the arrival of the new professional. This facilitates integration.
With this check-list, it is difficult to forget anything before receiving it for the first day of work.
3. Follow all steps in the process
The HR sector has a central participation in onboarding training. Your human resources team is responsible for monitoring all stages of this phase.
Concentrating the task within the HR sector makes it easier to monitor the process as a whole and identify improvements to make all training more agile and assertive.
4. Get out of the commonplace
Try to escape from the same actions that seem to say something different, but only change your clothes.
With personalized and differentiated onboarding training, it is possible that information presented is retained more easily.
For example, the use of gamification in onboarding is a strategy playful and fun, which creates situations in which participants interact as in a game.
Through this training model the process becomes more interactive, ensuring greater and better assimilation of the shared information. Learning in a fun way is rich in multiple layers.
Group dynamics are also good options for onboarding.
5. Create a manual
A manual didactic, objective and clear it can be an interesting way to convey information to employees.
In addition it can serve as reference material over the days, after all onboarding is a lot of information shared together and some may end up being lost.
The manual is support material for onboarding. It gathers technical information that the employee will need to remember as the days go by.
Always at hand, it can be a quick and assertive way to make you learn more about everything that happens around you.
The manual should be adaptable to different positions and also at hierarchical levels. The more personalized, the better.
6. Establish mentors
Mentoring is a good way to ensure that the newly hired professional knows who to turn to when in doubt. In addition to HR professionals, delegate a person to follow the onboarding training of this new employee.
The mentoring system helps the employee to create a bond faster, ensuring a quick and efficient integration with the company and its processes.
In addition, the figure of the mentor is welcoming, in an environment still unknown.
To put this step into practice, we recommend that you read the article; “How to develop an orientation program in the company?”.
7. Get feedback
Finally, pay attention to the importance of the feedback culture for onboarding training.
Once the onboarding process is completed, meet with the participants and understand what they thought of the process and whether their expectations were met.
Try to capture what were the biggest difficulties of new employees and what they think did not make a difference in onboarding training.
Leave a space open for employees to share their own comments and opinions about the training.
This material will help to ensure that onboarding training is optimized for the next selection processes.
If you have doubts about how to carry out this step of the onboarding training, we recommend that you access the article; “How to give feedback to employees: 7 steps – you could be doing it wrong!”
It is also worth watching the video below and expanding your references on the feedback culture.
What are the most common onboarding errors?
Creating an onboarding process brings many benefits to the company, however, to ensure that you will get the best out of each of these advantages, you need to organize a training plan with well-defined objectives.
Without a good plan, the goal of bringing the new employee closer to the reality of the company may fail. In such cases, training would only consume the time of the people involved without achieving the expected results.
Among the problems that can be generated by mistakes made during onboarding training are:
- absence of a sense of belonging, removing employees from the institutional pillars of the organization;
- excess of information, which makes it difficult to absorb ideas, concepts and activities;
- excess of technology and resources, which prevents the person from learning to manage them in time;
- generic and not very personalized work, creating a strangeness with what is transmitted in the onboarding training and what the company really expects from its employees.
To avoid problems like the ones listed above, go back to our checklist with the step by step how to create an onboarding training and follow each step seriously and with the support of managers from each sector and HR.
With that, we finished our article, but that does not mean that the discussion on the subject has come to an end. If you are still looking for more ideas to promote differentiated onboarding for your company, continue with us. We have an article that offers even more tips for you to improve this process in your organization!
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