Estimates that replacing a staff member can cost £20-£30,000 and that new joiners generally reach optimum productivity after 20-30 weeks highlight the importance of onboarding best practices and an effective employee retention strategy.
If you want every new joiner to become a productive, long-term member of staff, good onboarding is essential. While one-to-one training and mentoring is ideal, the cost can be too high for many businesses, especially where employees join at different locations.
One solution is to focus delivery of your onboarding programme through your learning management system. Instead of risking employees feeling neglected or lost in their new role, develop an integrated programme of content that immerses new joiners in your company culture, introduces them to other employees across the organisation and targets tailored training that makes sense to them.
Instead of waiting days or weeks for scheduled classroom induction courses or training, employees can access content on laptops, tablets or smartphones and become productive straightaway. You can even make materials available to them before their starting day.
Develop content that introduces employees to your organisation, giving background information on its mission, operations and history through engaging content. Video, animation and interactive elements, including virtual instructors, can bring your company to life and welcome new employees as valued members of its community.
Make social learning, wikis and online forums clearly visible and introduce new recruits to relevant learning resources so that they don’t worry about feeling lost but can ask any questions they have easily and receive answers from managers or other colleagues.
Training related to job role can be delivered through the LMS in a variety of formats. Microlearning breaks up long courses into small, manageable elements that learners can work through over a period of time. This helps them to increase their knowledge and capabilities continuously in small increments. Assessments or quizzes can be included to ensure that lessons are understood and that knowledge is retained. The LMS records the performance of each employee so learning and development or line managers can monitor progress to ensure they remain on track.
Blended learning combines online materials with classroom training, which may be beneficial for certain training, especially on specialist or technical subjects.
Many employees will want to know about their future prospects. Your LMS can show them career maps to help them plan their personal development and consider their future progression. With a wealth of training available to them beyond their immediate role, they can see that progression is open to those who work for it.
Many organisations claim their people are their biggest asset, but still neglect them. An LMS provides powerful tools for onboarding employees, which work effectively when you genuinely look after them.