Companies spend a lot of time on the hiring process – months sifting through countless resumes and applications, screening candidates over the phone and getting the stars to align perfectly for teams to interview applicants culminate in a final decision.
What happens next may be more important than hiring the right candidate, yet the time devoted to the onboarding process varies greatly and, more often than not, does not extend much further than filling out paperwork. This can be a tremendous oversight; if your workers lack an understanding of how to execute their job duties to the standards and practices of your company, it will be challenging for them to perform up to their potential. You’ll also risk having employees perform tasks differently, which makes maximizing efficiency and solving errors difficult.
Better training leads to happier, more successful employees and higher retention. The great thing about modern onboarding is that companies big and small can afford efficient programs with customized training materials for all of departments. With that in mind, here are seven ways you can breathe life into your company’s training program and give your employees the tools they need to prosper:
1. Use a Cloud-Based Training System.
Cloud-based software has quite possibly made the single largest impact on in-house training programs. It lowers costs through user-friendly storage that doesn’t require on-site IT support, and it grants learners the ability to access training from any computer at any time. Cloud-based training software is, therefore, ideal for companies with remote employees or multiple locations. A cloud-based platform typically means there’s a web-based one as well, which brings with it a multitude of customizable options. Social media integration, automation features, open API capabilities and custom user permissions are all possible and easy to manage with a cloud-based training system.
2. Use Mobile Device Software.
Mobile devices have also transformed the ways employees can access training materials. The corporate world is seeing an infusion of young, talented workers year after year who are increasingly adept with and reliant on their mobile devices. Instead of creating an onboarding program designed for desktop use, why not cater to the outlet that your employees will obtain the greatest use from? Look for a software that will allow you to easily convert training materials into mobile-friendly content. Your employees will be happier, your company will stay ahead of the curve, and your workers will be able to access materials anywhere – at work or even on the subway ride home.
3. Incorporate Video Capabilities.
When given the choice between reading and watching a video, most people watch the video. Video is everywhere, so why not include it in your training programs? Using an onboarding software that allows you to create, edit, distribute and archive video training materials should be mandatory to reach today’s workforce.
4. Use Software With a Social Component.
Sitting alone at your computer can grow old and lead to lower motivation to learn. That’s why training software that allows learners to communicate is so crucial. Discussion and collaboration among employees keeps them focused and interested. The best onboarding programs enable users to interact, pose questions and share thoughts, establishing a sense of community.
5. Keep it Simple.
You want your employees to enjoy engaging with your training software. They’re supposed to be learning how to perform new job duties, not how to use the software itself. Find a platform that’s easy to use. A major plus is software that allows for quick and easy uploading of pre-existing training materials.
6. Include Adaptive Learning Features.
Adaptive learning software analyzes each user’s data and constantly customizes training, altering content based on perceived employee needs. It’s a simple concept with some complex programming supporting it, but it’s well worth the investment for the level of efficiency it brings.
7. Ask for Analytics.
Even the greatest training programs are pointless if you can’t measure success. Look for software that supports employee data analytics. Specifically, look for the ability to test knowledge retention through custom assessments and to measure performance improvements by comparing unique performance indicators.