SIMPLIFY YOUR TRAINING ACADEMY 10 WAYS TO BETTER ONBOARDING & TRAINING

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1 SIMPLIFY YOUR TRAINING ACADEMY 10 WAYS TO BETTER ONBOARDING & TRAINING

2 SIMPLIFY TO IGNITE STAFF SKILLS Your business stands or falls on your ability to make new and current employees understand the customer, comply with processes and live your core values. Table of contents Keep onboarding simple 3 Rethink your employee handbook 4 Micro-learn to make it stick 5 CASE: Reduce onboarding to 1/3 7 Get social 10 Gamification has arrived! 11 Make the shift from onsite to online 12 Blend your learning 13 Turn competence insights into results 14 Execution is the key to your success 15 From New on the job to productive 16 Make every day innovative 17 Try eloomi for free 18 Making the right choices will lead you to improve productivity, reduce time spend and increase output from your human capital management activities. Onboarding your new employees quickly and with instant effect is one tangible area for Human Resources in which to deliver value to the business with consistency in execution across the organization. If you want your staff on their marks from day one here s a few things to focus attention on. 2

3 3 1: KEEP ONBOARDING SIMPLE Build onboarding content in minutes Reduce the complexity of your onboarding process in one stroke to get your new staff up and running without delay. An online learning & development platform gets e.g. your core values, product knowledge and how we sell across to your team in a speedy and powerful way with consistent quality. With no need for IT involvement simply create and distribute your onboarding content to power up just-intime learning. Quickly activate all the content that you have already, e.g. employee handbook, product and process training materials and core values. Use a tool that motivates your people and gives them an extraordinary experience. Here s how you can build engaging onboarding content modules in minutes. Book a demo on eloomi.com

4 2: RETHINK YOUR EMPLOYEE HANDBOOK Your employee handbook is a vital part of the onboarding process making people understand your company policies and values. But people rarely read it. And you are unable to track progress and comprehension levels. Revitalize the handbook with learning management software. It makes it easy to manage e.g. micro-learning videos, articles and quizzes and fun to play the content on smartphone, tablet or computer. What makes all the difference is that you use a tool that makes learning motivating, acknowledges the efforts of the employees and lets them take charge of his or her own learning. 4 Go create a welcome video to your employees that gives them a personal welcome, makes them feel special and gets them committed to your business strategy.

5 5 3: MICRO-LEARN TO MAKE IT STICK Your average co-worker will pay attention for no more than 90 seconds. So you might as well quit making heavy training sessions. Instead, use micro-learning to train the skills of your workforce, feed information, and inspire them to adjust behavior on a continuous basis. Although it is not the only ingredient, video is core to micro-learning. Employees are 75 % more likely to watch a video than to read s, documents, or web articles (Forrester Research). Some things just work better with micro-learning: Just-in-time learning Make important content available for use when needed, e.g. new product launches. Customer service Set the bar for customer service, communicate best practices and inspire your staff. Share your successes Share success stories, customer reactions or how your new product campaign is doing. Repeat learning Employees can go back and re-visit learning content whenever needed e.g. instructional videos. Learn more about micro-learning and easy content creation on eloomi.com Compliance training Rules and guidelines can be communicated at certain intervals, e.g. compliance on Health & Safety, quality standards or company policies in general. Today, with the right platform you no longer need to have e-learning produced. You can quickly build high quality content in your own LMS.

6 Did you know? 80 % of what people learn they forget within 30 days. Micro-learning is brief content, it s more digestible and it sticks better.

7 Case study 1 / 3 REDUCE ONBOARDING TO 1/3 - WITH NO IT INVOLVEMENT Like most other organizations, do-it-yourself (DIY) hardware chain SILVAN find themselves spending considerable amounts of time and resources preparing newly hired employees to be fully operational. Each year 20 % of the organization s men and women have their first day on the job in one of the stores. SILVAN s most valuable asset is skillful employees. Competence and the ability to sell and advise on solutions are key in the competition. About 2/3 of the staff are parttime workers. Although they are available for fewer hours, they need to be just as qualified as full-time employees. Case: SILVAN & DT Group The challenges for the Human Resources department may be basic but nevertheless difficult to handle. Onboarding is time consuming for everyone involved, employees lack the motivation required to adopt necessary learning, and the organization does not have the infrastructure in place to make onboarding and general learning & development effective. Challenges: It s time consuming to onboard new employees Part-time staffers make up the majority but are less available for training Employees lack motivation to see assigned or optional learning SILVAN and the other DT Group divisions use different or no platforms for distribution of basic learning material There is no actionable process for following up on new hires with learning content and surveys nor for creating and assigning compliance initiatives Not all employees have and access to a computer Computer and Internet access in stores are to some extend limited 7

8 Case study 2 / 3 Online platform with no IT involvement Covering 7500 employees in 258 stores across five countries SILVAN, together with the other builders merchants and DIY chains in DT Group, conclude that an online learning & development platform is needed to build competences throughout the organization. However, because of scarce resources it is a precondition that the project will not take up any of the IT department s time. Human Resources and the business units are then required to acquire and manage its new solution without the involvement of IT other than a formal security authorization. We now have a highly motivating platform to onboard and provide learning & development to colleagues with strong effect. And it s not an IT project. Christian Haas HR Training Manager, SILVAN 8

9 Case study 3 / stores operational in 8 weeks After only 8 weeks eloomi s cloud-based platform is launched for 7500 employees including part-time workers. Fully operational from day one the eloomi learning management solution (LMS) covers a number of features that are key to reaching excellence across the retail stores: Automatic assignment of onboarding courses and content based on jobroles Blended learning programs - each division is able to share or make their own content Course administration handling on-site classroom training, webinars, list of participants and waiting lists Centrally managed compliance training and tests Capability to scale functionality to include performance management Mobile friendly for employees to easily access the platform Multiple languages User and organizational data synchronized automatically with internal DT Group system Free storage No IT involvement in the project and implementation. We re reducing our onboarding to approximately 1/3. Christian Haas HR Training Manager, SILVAN The onboarding process is now reduced to approximately 1/3 of what it was before. New hires can even get access to training content even before they have their first day at work. Tracking easily on employees progress in learning programs Human Resources can then follow up and work on changing people s behavior if necessary. In a true DIY spirit, and in line with the current trend, the Human Resources department is easily able to implement the solution and get its new platform in service for the collective benefit of the organization - without any involvement of the IT department. 9

10 4: GET SOCIAL Your staff will contribute beyond your expectations if only you let them. Social elements make them listen and respond. Allow your peers to co-create and share learning content across projects, departments and regions with: Chat Give and receive feedback Share ideas and content

11 5: GAMIFICATION HAS ARRIVED! Millions of people are competing, often with themselves, and receiving acknowledgement for their efforts in both entertainment and business tools. Gamification is highly engaging and it s powerful. When you work with education and training, reward your learners with points, trophies and certificates when they complete assigned (and optional) learning. Awarding prizes and gifts underlines how much the organization appreciates that the employee exerts herself. Going for a gamified onboarding, this is what you get in return: Motivation People love games because they re fun and they provide another incentive than just duty. Tracking progress and earning points taps into a basic human desire to compete and achieve. Gamification motivates people to keep pushing on, and instills a sense of success. gam i fi ca tion : the process of adding games or gamelike elements to something (as a task) so as to encourage participation (Source: Webster) Engagement The competitive perspective of gamification increases new employees engagement. Internal leaderboards and maybe even the chance to win a prize, creates a community around the learning culture in your company, that employees love to be a part of. Attention to detail Because learning materials are often rounded off with a comprehension test, and passing the test rewards the user with points, the attention to detail goes up. Having payed attention pays off. It offers visibility on the achievement in the eyes of managers and coworkers. So get started using gamification to increase the knowledge, motivation and engagement of new employees. 11

12 12 6: MAKE THE SHIFT FROM ONSITE TO ONLINE Onboarding training used to be time-demanding and expensive classroom training. But most of the information and training related to onboarding of new employees can be conveyed via e-learning. You can easily reap the multiple benefits that come from transforming most onsite training to online training: Reduce cost When utilizing online learning, the need to spend money on venues, catering, transport or maybe even overnight housing of employees, completely disappears. You instead have to spend time constructing an online training programme. But this represents only a fraction of the cost of onsite courses. The materials only have to be designed once and can be reused with every new employee. You can even update your programme at any time, with little or no cost. Some companies have even experienced how new employees, with a poor match with their new job function, quit before their first day, because the prestart-up online onboarding training made them realize that they did not fit the job description. Lift the time constraints To carry out an onsite course program, usually you have to wait until you have enough new employees to form a class. This can take weeks or maybe even months. Employees have then spent time on the job without having the necessary skills or knowledge to generate value or comply with the desired brand-perception, in the eyes of the customer. New colleagues may even feed their curiosity if you let them start their onboarding once they have signed their contract, i.e. before their first work day. Execute with consistency E-learning ensures that every new employee is introduced to the exact same training, messages and information. The risk of having different trainers teach varying versions of the same material, may result in very different customer experiences from one branch to another.

13 7: BLEND YOUR LEARNING Remember the last time you attended onsite training? Some of the stuff you went through in the classroom was probably boring because the trainer went through all the theory and models before the fun part could start. Your employees feel the same. Although the teacher s one-way communication about models and theoretical elements is important, participants are eager to start taking part in the session: discussing cases, asking questions, solving problems and exchanging their own experiences. Mix training to motivate Ask yourself: How do I best move people s competences and improve results? How do I reduce our time and resources spent on onsite participation? How do we take a motivating approach to the training? This is where training in a face-to-face setting is important and really adding value. But you might as well optimize your training by pushing out everything else to participants in advance of the onsite training sessions, such as the basic models and materials. This will without doubt replace classroom boredom and bring back motivation in the classroom. With a blended learning approach you can design your courses to optimize training and track on individual progress. Combine onsite and online training in a meaningful mix. Gamify online training to enhance motivation and give access to the online training content after the face-to-face sessions. 13

14 8: TURN COMPETENCE INSIGHTS INTO RESULTS Following all the recommended steps in creating the most effective onboarding program for your staff will take you far. But you will still face an untapped potential if you can t measure on the effect of your organization s endeavors. Some efforts may be immensely efficient, while others just don t work well in your company specific context. So make sure to set up your onboarding infrastructure, so you can easily access the data behind new employee behavior. Using a tool such as eloomi you can automatically receive a weekly report on who and what to pay special attention to this week. Quickly generate preset reports that gives you an overview on e.g.: How much training and education have your employees completed? How well do people understand the content of specific learning materials? How much time do individuals spend on optional learning material? Progress on performance concurrently with completion of training elements. How do users perceive own development? You can even choose to filter on the data that is relevant to you in any given situation. Share or push your reports to your management team or relevant co-workers. In addition, employees may even access a real-time overview of their own progress and performance at any time. Want to see how eloomi can give you insights? Experience eloomi - Click here to get your FREE trial

15 15 9: EXECUTION IS THE KEY TO YOUR SUCCESS Success = Strategy + Execution Organizations are widely convinced that learning and development are critical in realizing the corporate strategy. But strategies and plans for building employees competences are close to useless if you don t have the instruments to execute. Follow these steps and use a simple and motivating tool that recognizes the training efforts of employees and gives management actionable insight that lets you: Plan, schedule and execute competence plans Reduce heavy administrative tasks and build simple onboarding programs based on blended learning (onsite and online/e-learning) Easily reach everyone on any device, independently of time and place Engage and motivate any individual in your organization Get real-time data from your organization about progress, focus areas and competences needed Support your C-level team with the right initiatives and activities where change and improvement are required You got the strategy in place. But the way you execute is the key to how you solve the equation.

16 10: FROM NEW ON THE JOB TO PRODUCTIVE Added bonuses: Employee retention goes up Employees actually prefer mobile learning Motivation and job satisfaction increases It frees up the manager s time It ensures consistency across departments Everyone wants to succeed in their new job. It s a lot easier to do so, with the right skills and competencies, and the security in knowing what is expected of you. If you want new hires to generate value from day one, it s a 2-step strategy that works: Provide the right knowledge and training Set up goals, track and give feedback on performance More and more businesses are benefitting from the use of learning and performance management software, to fast-track training and measuring. Employees simply access and complete training via their smartphone or computer and test their comprehension. Set goals and track performance Once your onboarding and learning & development is starting to work you want to focus on nurturing employee behavior as your natural next step. Setting goals and tracking on performance gives you the advantage that new personnel can see what objectives are set up for them, and the manager can evaluate, rate and track on the individuals progress. An online learning and performance platform also provides a direct channel. The manager can give continuous feedback and coach the employee to better understand job success criteria and adjust his or her behavior to meet performance goals. As a manager you can coach anywhere and whenever it fits you. Smart learning and continuous performance management let s you: Fast-track knowledgable staff Focus employees individual goals to be aligned with company goals Nurture employee behavior Follow our blog to learn more about how you can help your employees understand the customer, comply with processes and live your core values. 16

17 MAKE EVERY DAY INNOVATIVE Whether you think about how to accelerate your onboarding, improve employee retention or in other ways strengthen your human capital management you need to find new ways to make an impact. Rethinking how organizations best achieve learning and performance improvement on an everyday operational level, eloomi takes the innovator s position. We offer your organization the opportunity to motivate your people and do more with less efforts to reach results. Tailored to the everyday needs of employees and managers, eloomi stands for: Employee motivation to learn, develop and perform Unparalleled check-in user experience Actionable management insights on behavior and potential for improvement Software-as-a-service platform available anytime on any device to foster training, compliance, communication and performance Simple content production Implementation in weeks As emphasized by SILVAN s Christian Haas in the ebook s case story, the best part may be that even though eloomi is a technology platform it s not an IT project. 17

18 TRY ELOOMI FOR FREE 30 days Free Trial Feeling inspired? Access all of eloomi s LMS features without spending a cent. Get access to your eloomi trial within 24 hours. GET ACCESS NOW