Share this
Effectively Promoting Learning During the Onboarding Process
by CAEL on Mar 01, 2016
About half of outside hires in senior positions fail within the first year and a half, new data shows. And half of all newly hired hourly employees leave within the first 120 days.
An effective onboarding program that highlights learning opportunities can help improve retention rates and reduce cost associated with employee turnover.
Many managers forget to discuss learning opportunities and the role that education plays in employee retention.
For many companies, the focus of onboarding is usually to convey whatever is needed to achieve maximum productivity from a new hire, but in the briefest time possible.
Naturally, you want a new employee to become fully integrated and acquire the knowledge and skills to perform the job. Consider that onboarding is an important part of achieving those goals.
However, the onboarding process should not be all about company needs and expectations. Workers who feel appreciated and engaged are happier, and appreciated workers are more productive. One of the best ways to show employees that you appreciate them is to make sure they understand the company will support opportunities for their career growth.
Onboarding is the perfect time to start delivering that message.
The key word is "start." The message is not a one-time communication - to be effective you must deliver it repeatedly throughout an employee's tenure. It must be more than a policy outline in an employee handbook or a flyer in the breakroom. Companies that want employees to take learning opportunities seriously must show a seriousness about providing them.
As an example, assume an onboarding process of 12 months. Here are ways to incorporate learning:
- On the first day, present employees with a handbook or written policy on training and learning opportunities.
- Within 30 days, schedule a meeting with the employee to discuss career goals. Ask the employee to come prepared to talk about their future career goals. During the meeting, you can ask questions along these lines: "What job do you want to have in five years?" or "Where do you see your career going?"
- Schedule follow-up meetings to discuss career goals. Present the employee with a list of the skills needed for the desired job or path. Work with the employee to identify any lacking skills or certifications and to create a plan to acquire them. Reiterate the company's commitment to learning.
- At least monthly throughout the remainder of the onboarding process, meet with new hires to remind them of learning opportunities available.
Enlist the help of one or more of the employee's peers who can provide insight and encouragement during the onboarding process. For example, if your new hire has a family and no college credits, ask a current employee who has earned a degree while successfully meeting personal and professional obligations.
Much of an employee's attitude about your company will be acquired during the onboarding process. This includes his/her perception of the company's commitment to personal growth. If you fail to emphasize skills enhancement, chances are that the employee will place little emphasis on them as well. The onboarding process, therefore, is the ideal time to begin the process.
Share this
- Adult Learner Success (110)
- CAEL Members (72)
- Success Stories (72)
- Workforce Development (59)
- Credit for Prior Learning (54)
- Best Practices (47)
- Career Pathways Support (31)
- Impact (31)
- Strategic Partnerships (29)
- Work-based Learning (29)
- Trends in Higher Education (25)
- Upskilling and Reskilling (21)
- DEI (19)
- Q&A (19)
- Curation (18)
- Retention and Completion (18)
- Talent Management (17)
- Adult Learner 360 (15)
- Policy (13)
- Short-term Credentials (11)
- Competency Based Education (CBE) (10)
- Adult Learner Academy (9)
- Student support (9)
- Enrollment (8)
- Military-connected Learners (8)
- Research (7)
- Student Stories (7)
- Transfer Students (7)
- Experiential Learning (6)
- Featured (6)
- HSIs (6)
- In the news (6)
- NACTEL (6)
- Online Learning (6)
- Case Studies (5)
- Community colleges (5)
- EPCE (5)
- Education Benefits (5)
- Wraparound Support (4)
- Apprenticeships (3)
- COVID-19 (3)
- Future of work (3)
- Guest blog (3)
- Structural Approaches to Learning (3)
- Accelerated Program (2)
- Credit Predictor Pro (2)
- HBCUs (2)
- Tuition (2)
- Skills-based hiring (1)
- Student parents (1)
- October 2024 (8)
- September 2024 (7)
- August 2024 (10)
- July 2024 (9)
- June 2024 (8)
- May 2024 (11)
- April 2024 (5)
- March 2024 (7)
- February 2024 (5)
- January 2024 (7)
- December 2023 (9)
- November 2023 (7)
- October 2023 (3)
- September 2023 (4)
- August 2023 (3)
- July 2023 (5)
- June 2023 (8)
- May 2023 (9)
- April 2023 (5)
- March 2023 (6)
- February 2023 (5)
- January 2023 (3)
- December 2022 (4)
- November 2022 (7)
- October 2022 (7)
- September 2022 (6)
- August 2022 (6)
- July 2022 (4)
- June 2022 (6)
- May 2022 (4)
- April 2022 (4)
- March 2022 (3)
- February 2022 (5)
- January 2022 (5)
- December 2021 (4)
- November 2021 (2)
- October 2021 (8)
- September 2021 (4)
- August 2021 (4)
- July 2021 (2)
- June 2021 (6)
- May 2021 (5)
- April 2021 (9)
- March 2021 (8)
- February 2021 (5)
- January 2021 (4)
- December 2020 (4)
- November 2020 (3)
- October 2020 (6)
- September 2020 (2)
- August 2020 (1)
- July 2020 (4)
- May 2020 (2)
- April 2020 (1)
- March 2020 (2)
- February 2020 (3)
- January 2020 (3)
- December 2019 (2)
- July 2019 (1)
- May 2019 (1)
- February 2019 (1)
- January 2019 (1)
- October 2018 (4)
- September 2018 (1)
- August 2018 (1)
- July 2018 (1)
- May 2018 (1)
- April 2018 (2)
- March 2018 (1)
- February 2018 (2)
- September 2017 (1)
- August 2017 (2)
- July 2017 (5)
- June 2017 (4)
- May 2017 (3)
- March 2017 (1)
- February 2017 (4)
- December 2016 (3)
- November 2016 (1)
- October 2016 (3)
- August 2016 (8)
- July 2016 (2)
- June 2016 (2)
- May 2016 (5)
- April 2016 (2)
- March 2016 (6)
- February 2016 (9)
- January 2016 (4)
- January 2015 (2)