Your company has recruited some top talent and you’ve got some highly motivated employees ready to get started. That’s great, but what’s next? Time for onboarding, of course. But that’s easier said than done.
Has your company’s onboarding training program been struggling with some (or maybe even all) of the ten common employee onboarding challenges discussed below? If so, read on to learn how e-learning can turn your onboarding program into a success, and make your company an even better place to work at.
Starting a new job is a major transition. One of the biggest new hire onboarding challenges is that there is so much new information to take in. It’s easy for new hires to become overwhelmed with the huge number of new processes and facts they need to learn.
Consider any employee handbook and you’ll see why. There is simply so much to cover in a relatively short period. Avoiding common onboarding mistakes, like overwhelming new hires with too much information or neglecting their feedback, is key to creating a successful program.
Read more about employee onboarding program guidelines.
One proven technique for avoiding information overload is “microlearning.” This method involves reducing information into small, bite-sized portions, usually covering only one very specific topic, like a specific step of a work process, or a single company policy.
By narrowing down the focus, microlearning makes the material easier to internalize. It’s very easy to combine with online learning, making the learning available in the employee’s own time, even on their mobile device.
It’s never easy to acquire new habits and routines, yet that’s exactly what companies expect of their new hires during onboarding training. New hires have to work through lots of new information and internalize it fairly quickly, so they’ll be able to work effectively on their own in their new positions.
Classroom training alone is not enough to enable new employees to acquire the skills they need. Long-established scientific research has shown that learners quickly forget almost all of what they learn unless they have opportunities to repeat the knowledge. This makes blended learning a great choice.
Blended learning combines classroom job training with interactive online components, such as videos, educational games, microlearning nuggets, and more. This method allows learners to engage with new knowledge repetitively, so it starts to stick much more quickly.
For many of us, new hire training is not really the most enjoyable part of having a new job. Often, it can feel like we’re back in school, cramming for a big test. Sometimes, new hires may feel like the training process is out of touch and does not really address their specific needs. Other times, senior employees in the company may feel like the onboarding training is missing important information, so it’s failing to get their future colleagues well-prepared for the job.
Employee-generated Learning (EGL) is the best way to boost engagement through training. It gives your company’s experienced employees their say in the onboarding process because they will be responsible for creating all or part of the training content themselves. After all, nobody knows the job better than the people who are already doing it.
For new hires, EGL immediately shows them that the company takes its employees seriously. They also benefit from extremely relevant, hands-on training material written by people who have first-hand knowledge of the job.
Another crucial advantage of EGL is that it keeps your onboarding courses much more up-to-date, so new hires always have access to the latest, most relevant information right from the business side of the company.
Looking for an effective way to onboard and train your hybrid workforce? Watch our free webinar on how you can leverage blended learning.
Especially when it comes to topics like safety and compliance, you’ll need to ensure your new employees are certified to do the tasks their new job will require. That means keeping track of which courses each new hire has completed and issuing them the relevant certifications afterward.
But what if you’re trying to train a large number of new hires or new employees spread out over multiple locations?
Modern e-learning platforms have super-convenient built-in tracking features. These enable trainers to easily monitor new hires’ progress as they work through onboarding modules and courses online. The platforms can even be programmed to automatically create and issue certificates to new hires.
Just because your company has hired some new employees does not mean the rest of the business comes to a standstill. New products get launched, market conditions change, new regulations take effect… your training team has to keep up with all these needs at once.
Plus, you may need to devote extra attention when a new employee needs extra training to make sure the onboarding is covering all their needs without them falling behind schedule. How do you manage to fill all these training needs at once?
Use your e-learning platform to create a library of ready-to-use e-learning resources that fit into comprehensive onboarding plans. This is especially useful for onboarding because many onboarding topics (like absentee policies, employee benefits, paid days off, etc.) won’t change very often.
That means once you’ve written the training course or resource on these topics, you can always give new employees access to them without having to spend a lot of time hosting a training session. You can even create learning paths that are fully available online and simply point new hires to your e-learning platform to get them started.
Whenever topics require a more face-to-face approach, you can always combine e-learning strategically with classroom training and mentoring as part of a blended learning strategy.
Many new hires feel that onboarding is all about making them better employees, but it sometimes lacks a crucial human touch. How can you ensure that onboarding doesn’t just upskill new employees but also helps them identify with the company culture?
Again, Employee-generated Learning to the rescue. With an EGL approach to onboarding, your new employees will be learning straight from their peers. This creates a strong team spirit from day one and encourages new employees to contribute their own knowledge and ideas. That way, they can leave their mark on new generations of employees themselves one day.
Not all employees have the same learning needs. Some may come with years of experience in the industry, while others are fresh graduates stepping into their first professional roles. A one-size-fits-all approach to onboarding risks alienating employees by not addressing their specific needs, goals, or levels of expertise. This can result in disengagement, slower ramp-up times, and even higher turnover rates.
Differing job functions and departments require unique knowledge bases and skill sets. A salesperson’s onboarding experience, for instance, should look vastly different from that of an IT technician. Without personalization, training programs can feel irrelevant and generic, which makes it harder for new hires to connect with and apply the information they are given.
Use adaptive learning tools to tailor training content to individual needs. For example, new managers might need leadership training, while entry-level employees require a focus on technical skills. Segment your onboarding materials by role or department, ensuring that every employee receives the most relevant and impactful training for their position.
In today’s hybrid work environment, many new hires are remote, making it challenging to deliver consistent onboarding experiences. Traditional methods often rely on in-person sessions, leaving remote employees at a disadvantage. Remote hires may feel isolated or disconnected from the company, especially if they lack access to the same resources as their in-office counterparts.
They might miss out on valuable interactions with colleagues, which are crucial for building relationships and understanding workplace dynamics.
Furthermore, different time zones and varying schedules add an extra layer of complexity to onboarding remote employees. If onboarding programs are not designed with flexibility in mind, remote workers could struggle to stay on track, leading to gaps in knowledge and productivity.
Ensure your training materials are accessible anytime, anywhere by optimizing them for mobile devices. Use responsive design tools to create modules that work seamlessly across platforms and include downloadable resources for offline use. This ensures that remote employees can stay on track, no matter where they are.
Without reinforcement, employees are likely to forget much of what they learn during onboarding. Learners forget up to 90% of new information within just a few hours, which can be especially critical during the first 90 days.
This can lead to mistakes, lower productivity, and frustration, both for the new hire and their managers. When employees can’t recall important policies, procedures, or tools, it delays their ability to contribute effectively.
The lack of retention often stems from the way information is delivered. Long, intensive sessions that cover too much ground in one sitting can overwhelm new hires, making it difficult to absorb key points. Without follow-up opportunities to revisit and practice what they’ve learned, the information quickly fades.
Incorporate techniques like spaced repetition, where key concepts are revisited over time. For example, follow up initial training with weekly quizzes, video recaps, or scenario-based exercises. Use microlearning modules to refresh knowledge in small doses, helping employees retain critical information long-term.
Onboarding often feels like a one-way street, with little opportunity for new hires to share their thoughts or ask questions. This lack of feedback can leave employees feeling unheard and disengaged. It also prevents companies from identifying areas of improvement in their onboarding processes.
For instance, unclear instructions might frustrate new hires, but without feedback channels, these issues can go unaddressed.
Failing to gather input from new hires means missing out on a valuable perspective. As newcomers, they can offer fresh insights into the onboarding process, highlighting blind spots that seasoned employees might overlook. Ignoring their feedback can perpetuate inefficiencies and create a less-than-ideal experience for future hires.
Set up regular check-ins during the onboarding process to gather feedback and address concerns. Use anonymous surveys or open forums where employees can voice their opinions. By actively listening and making improvements based on their input, you create a more inclusive and effective onboarding experience.
Onboarding is more than just a formality—it’s your chance to make a lasting impression on new employees. By addressing the ten employee onboarding challenges outlined above, you can transform your onboarding program into a powerful tool for building a motivated, skilled, and connected workforce, boosting employee satisfaction along the way.
Modern solutions like e-learning platforms, Employee-generated Learning, and personalized training paths make it possible to meet the diverse needs of today’s employees. Whether it’s through microlearning, feedback mechanisms, or a knowledge-sharing culture, each strategy contributes to a comprehensive onboarding experience.
When you invest in a thoughtful, well-rounded onboarding program, you set the stage for long-term success, both for your employees and your organization as a whole.
Danielle Agass is the Content Marketing Manager at Easygenerator and has been writing ever since she could pick up a pencil. A Brit by birth, she moved to the Netherlands in 2018 with her husband and their cat, Ron.
