The onboarding phase of employment should include more than generic corporate training and human resources (HR) checklists — it should be a time of deep learning for new employees where they can hone their skills.
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In this article, you will learn how you can create an onboarding program that empowers new hires to be active learners in their own onboarding experience by developing a self-paced training curriculum.
For early-career hires, defining otherwise informally communicated expectations gives them a fair shot at success.
Onboarding has three goals: to inform, to welcome and to guide new hires. By focusing on these goals, you can help ensure that your onboarding program is consistently effective.
The fact is traditional onboarding programs, while effective for most of the employee population, fall short at the executive level. Onboarding members of the leadership team requires a unique approach — one geared more toward integration.
Instilling the ability to navigate change within the organization’s culture should be a key aim of an onboarding program.
Organizations are looking for strategic growth opportunities, and the companies that thrive are engaging and retaining their talent pool through effective onboarding and training.
To build an ethical workforce, companies need to foster conversations about what integrity really means and how their companies can be a force for good.
The more quickly new hires can become acclimated to their new role, the more satisfied and successful they will be in the organization.
Help new hires develop a continuous learning mindset by structuring the onboarding program as a learning journey that extends over a longer period, with decreasing “handholding” and increasing accountability for learning.