Business visions are as many as there are businesses, but some uniformity is apparent regardless. Training is training and onboarding is onboarding no matter how you look at them, after all.
And that’s not all. With the rise of the gig economy and with more and more employees looking for better, flexible work models, hybrid work is also looking large.
With all these huge changes taking place instantaneously, integration of the processes may prove rather difficult.
Is there a solution?
There usually is, but businesses tend to wander a lot. It is, therefore, advisable to start by asking yourself the right questions (and come up with suitable answers thereby).
Let’s take a look at the most important of them!
1. Are We Technologically Up-to-Date?
Using the latest tech goes without saying, for more reasons than one. Even if your business isn’t hiring remote teams, some apps are always in use (e.g., email and communication tools).
For frontline workers, who are traditionally being neglected, you may want to add a GPS time tracker to simplify some of the manual tasks they do.
While there are no unique tips when it comes to the actual apps a business should use, there are some that are trending.
Some of these include:
- IoT for asset management
- Cloud-based software for remote work
- Artificial intelligence for business automation
- Inventory management software for supply chains
2. Are We Hiring the Right People?
This question never goes out of fashion but with the digitalization of the workspace, it keeps evolving.
A notable part here is that hybrid work models call for integration. Integrating both people and processes is necessary for any business.
Are you hiring integrator services?
The term “integrator” was coined by Gino Wickman in his best-selling business books Traction, and Rocketfuel. You typically learn about integrators when implementing the Entrepreneurial Operating System (EOS) as a management practice for your company. “An Integrator is the person who is the tie-breaker for the leadership team, is the glue for the organization, holds everything together, beats the drum (provides cadence), is accountable for the P&L results, executes the business plan, holds the Leadership Team accountable, and is the steady force in the organization.” (EOS Worldwide)
If you don’t have any people to fit this profile on your team, it’s high time you considered hiring some!
3. Are We Onboarding New Hires Correctly?
Onboarding training is tremendously important as it helps new and transfer hires learn the ropes fast. Onboarding best practices may vary but there are some points that are universal. Let’s take a look at the most important of them.
Create an Onboarding Checklist
An onboarding checklist should include the following items:
- Detail job responsibilities, duties, schedules, and payment information to new hires to avoid negative experiences
- Submit a job requisition document to managers in charge
- Gather all the forms new employees need to fill out
- Provide all devices and tools for new hires
- Set up all necessary accounts and logins for new hires
- Schedule orientation sessions early on (see below for tips)
Other ideas may come to mind; these are just to get you started.
Now let’s move on to our top picks of tips for successful onboarding training, in no particular order.
Set Up Standard Operating Procedures
Onboarding training takes time, so you should consider creating standard operating procedures (SOP) to simplify the process.
Some notable examples include training materials (documents), instructional videos, and short online courses. You may create a project management checklist (e.g., via Asana) so that all trainees can tick off the finished stages.
Customize Onboarding Training
Create specific onboarding plans for each new hire, taking their preferences into account. Let new employees know what their future in the company will look like.
Build trust and loyalty from day one. The easiest way to do this is by letting the new hires know what to expect from the company.
Assign a Mentor to Each New Hire
Assigning a partner to each new employee will help the newbies get answers faster. They’ll also adapt to the company culture faster, so this is a recommended step.
Other onboarding practices may also come to mind; here, we’ve only mentioned the most important ones.
Retention has always been a big deal as the costs are massive, but that’s just the beginning. Training new hires takes time and resources and every serious manager knows how difficult it is for everyone to get on the same page.
That’s why you should brainstorm an employee retention practices strategy. However, before you start, keep in mind the first, traditionally overlooked step: retention starts from the interview. Be frank, open-minded, and ask new hires about their aspirations.
Some other methods include:
- offering promotions
- offering continual education
- providing best environment for talents and leaders
As you can see, there’s a lot to do to make your business the best one out there for your employees. On a side note, remember to use anonymous feedback to make your life easier.
Apply small hacks as needed and learn on the go!