Starting a new job is one of the most challenging few experiences in life. It is an equal mixture of excitement and uncertainty for employers too. By taking your induction process into a digital, online environment, the time required to get new employees to ‘100% productive’ can be shortened. Plus, online induction training can also help existing employees become more consistent and standardised.
Video is a highly desired medium for online learning. It can transform pages of text into movement, sound and action. It’s also very mobile device friendly. The use of video for induction training is powerful as video can share knowledge in ways which text – even interactive text – cannot. In this article, let’s review why video for induction training is such a powerful medium, before looking at a few tips to make video more accessible in your next induction courses.
When it comes to new employee induction and the first weeks at a new organisation, having a “buddy” can make a huge difference to the speed at which new employees manage to settle into their role, team and organisation. Just knowing there is a buddy there to listen who is genuinely interested in helping, can make new employees feel engaged and supported. So it’s highly recommended that your induction processes include an induction buddy for any new employee. In this article, we consider how to select good buddies and their role through the induction process.
It’s all too easy for a new employee induction process to be inconsistent or haphazard. This is especially true if induction doesn’t start until the new employee arrives on day one. In this article, we gather several new employee induction checklists to help you avoid inconsistency and ensure your new employees hit the ground running.
New employee induction can be time-consuming. Many organisations struggle to provide consistent employee induction programs. Some employees receive a great experience, while other employees receive no or limited induction assistance. The information provided in employee inductions can be inconsistent. Staff involved in employee induction can become resentful as they struggle to manage their own tasks, let alone inducting new staff. So let’s consider five practical ways to improve employee induction efficiency for any organisation.
Despite all of the issues of training relevance and training context, most participants are typically well-intentioned when it comes to training! While there will always be those participants who, for whatever reason, are unable to approach learning with the best of intentions, they are in the minority. Most learners are keen to improve themselves and make change. But learners are also busy. They can be easily distracted.
The faster new employees integrate into a team, the better their induction process goes. In particular, improved teamwork helps the new employee pick up best practices and tips from other employees. It accelerates their employee induction process. So let’s consider four practical tips to specifically build employee induction teamwork.
Many training courses provide participants with, or ask participants to set, learning outcomes (‘In this module, you will learn…’). However, the goal of training involving behavioural change is not merely to learn. It is to change. The context of what you will learn is good – the context of how you are expected to change is better. Giving context to expected change helps learners self-direct their pathway to that change.
Participants are naturally attracted to learning they find inherently relevant. Relevancy trumps almost everything else in the mind of an adult. Yet the economics of many training solutions often do not allow for relevance because relevance requires customisation. We examine what relevance is and how it can boost the transfer of knowledge.
In part four of our examination of training success, let’s examine the measurements of business outcomes (Kirkpatrick Level 4 measurement). Kirkpatrick Level 4 results measurements provide a professional services firm with demonstrated proof that its investment in training is justified. It brings full circle the purpose of training. It connects online and offline training, knowledge with application, behaviours with outcomes.