According to research done by IBM, new hires are 30 times more likely to consider leaving a company if they don’t believe they can achieve their goals at that organization.
That’s why it’s essential to use your onboarding program to show new employees how they can grow and develop with your company.
We recently released The Virtual Onboarding Handbook, a guide to the essential parts of a successful virtual onboarding program. The eBook includes a sample template of a virtual onboarding program, loosely based around a 30-60-90 day structure.
On the blog, we’re highlighting the 4 pillars of onboarding:
- My Company
- My Career
- My Team
- My Self
To get all the details and the sample onboarding template, download the eBook.
Today, we’ll talk about how to train and develop new employees virtually—AKA our favorite thing, eLearning!
PILLAR 2: MY CAREER
This pillar covers:
- Role Specific Training
- Contributing Value
Showing your new hires how their position at your company aligns with their personal career goals is key to retaining talent. Motivate your employees by providing growth opportunities through training and development, along with mapping out stepping stones that show how they can grow with your company.
Role Specific Training
Assess the skills and knowledge the new hire must build to be successful in their new role, and provide training to develop any skills they might not have yet.
A great way to do this is using KnowledgePilot, the course recommendation engine in our LMS. Using KnowledgePilot, you can create custom assessments and tie them to specific courses and skills goals.
The right learning management system is essential to help build employee skill sets and personalize their learning paths. Choose a user-friendly learning management system or learning experience platform that will make it easy for new hires to explore how they can grow and develop within the company.
Assign a coach or mentor to every new hire and ensure they have periodic video chats to connect. Have the veteran employee ask open-ended questions about the new hire’s goals and what they want to get out of the onboarding program and their position.
In order to become a contributing member of the team, your new hire needs to understand how the company as a whole measures success and how his or her role impacts business success. This might include how the company makes money, important metrics to hit, and how the new hire’s role contributes to those metrics.
Because this virtual onboarding is woven into the day-to-day tasks of a new hire, you will have chances to provide regular feedback on how they are doing and guide them if adjustments are needed.
Remember to balance critiques with observations of early wins—you don’t want your new employee to feel micromanaged and disengage!
The career focus is just one pillar of a successful virtual onboarding program.
We’ll cover more in upcoming blogs. In the meantime, download the eBook to get all the examples and access to a sample virtual onboarding program inside our LMS.