How to Raise Productivity and Save Money on Onboarding
Effective Onboarding Practices Create Committed, Productive Employees
It’s difficult to think of improving your onboarding process when you’re just trying to keep your head above water at a company that’s experiencing rapid growth. Even though you may be hiring new employees left and right, you can’t allow them to fend for themselves once they start.
The Criticality of Onboarding
Onboarding is more important than many leaders realize. During the first 90 days, you introduce your new hires to your company culture, their responsibilities, and your expectations, and to the specific goals and trajectory of the company. This is the time for new hires to build rapport with management, co-workers and the overall company. You need to do it all with precision and efficiency.
Lazy onboarding can lead to disengaged and unproductive employees, the direct opposite of your desired outcome. You want the new employee excited about their job and on the fast track to productivity through proper onboarding practices. What’s more, bad onboarding can also cost an organization mounds of money.
Improving Onboarding by Implementing Training Technology
Many training technologies make it easy for employees to access training and onboarding from anywhere. This technology liberates managers and HR staff members from delivering onboarding training at a specific time and place. Technology allows new hires to complete the required training at their own convenience.
Many learning management systems (LMS) are also mobile-optimized, meaning that you can access the onboarding programs from any device—including smartphones, laptops, and tablets—anywhere you have an internet connection. This is especially important for your millennials who are used to information at the touch of a finger. A recent study from Bridge by Instructure discovered that 80 percent of employees are turning to their mobile devices for continuing education. Employers should use this opportunity to put their own training content in front of employees so they can access the information anywhere-anytime.
Creating a Virtual Workforce
Many companies are finding that their employees can produce high-quality work and complete their day-to-day activities without the hassle of coming into the office. Employees can meet virtually through opportunities such as Skype, conference calls and more.
It is estimated that 50 percent of the US workforce has a job that is compatible at least partially with telework, and about 25 percent of the workforce currently teleworks in some capacity. Moreover, the vast majority of the US workforce says that they would like to work remotely at least part-time, according to the latest telecommuting statistics from Global Workplace Analytics. Many Fortune 1000 companies are reforming their work model to better fit their employee desires and the current state of the mobile workforce.
Creating a business model that allows for telecommuting also helps companies hire top talent beyond the restrictions of their office locations. The company can then grow without needing to build more offices or buy out the whole floor to make room for employees.
But the creation of a virtual workforce, with growing personnel and new hires, will only work if these new hires are effectively brought onboard. Otherwise, possible fragmentation, miscommunication, and reduced productivity could ensue. Effective, precise online onboarding that truly hones in on the company's mission, values and goals propel the new model of the workplace: the virtual workforce.
Creating Engaging Onboarding Content
If your onboarding content is boring or disengaging it will fail. There are a host of considerations, including notoriously short attention spans. Here are 2 hints to creating engaging content and training.
- View content and training as a process and not an event. Your content and training should conform to the journey a new-hire must take to learn, confirm, test and incorporate all this new stuff.
- Using training technology, encourage company leaders down to team managers to add their own personal background and experience as coloring. This allows new hires to learn from and benefit from the company-specific expertise that they can only receive from insiders at that particular company.
Content that’s easy to access and consume helps new-hires move through onboarding effectively because they’re able to quickly retain the information given. This will reduce the lag time between hire date and productivity and ultimately boosts the bottom line.
Effective onboarding not only raises gains but lowers costs. With online onboarding, you’re reducing the time managers and HR team members have to leave their daily responsibilities to spend time physically delivering the training to the new hire.
Effective online onboarding can also foster the virtual workforce, which cuts on office space costs and allows for more freedom of hire selection to select the top talent that will increase productivity. And easily consumed online onboarding makes the onboarding process go that much smoother.
Together, all of these elements create a seamless onboarding experience that will improve ROI for each new hire, boost productivity and save money, ultimately creating a more cohesive company ready for growth.