Transforming your onboarding with digital learning: part 2
Successful onboarding can inspire continuous learning within your organisation
Create an experience
In the latter scenario, employees are often taken away from their place of work to complete a face-to-face classroom course with little connection to day-to-day work.
The first scenario, by contrast, aims to embed onboarding within daily work, so much so that there’s no obvious endpoint for the new starter.
How is this achieved? One way is by bringing the learning to the user, right in the flow of work. Using digital learning tech like microlearning and mobile apps, relevant content is made accessible whenever and wherever it’s needed.
Once accessed, the content is well-designed, engaging and logically organised with straightforward navigation supported by signposting and search functionality.
The result is a seamless experience that sets the tone for learning at your organisation. The employee doesn’t even have to think about learning as a separate task in their daily work; it becomes second nature to find what they need on the job without being spoon-fed.
Instead, we need to think about how we can help the newly-acquired knowledge to stick, ready to be applied on the job when it’s needed.
This is the final part of a well-rounded, continuous onboarding journey, where digital learning can come into its own, it’s a chance to be creative within the onboarding process and come up with something a bit novel which will help keep the learner engage!
Let’s say, for example, you have a lot of dense compliance materials that form part of the mandatory induction process. You know the ones I mean: Fire Safety Awareness, GDPR, Health & Safety, Manual Handling.
To reinforce the key points from each module, you could put together a multiple-choice quiz that breaks each subject into more digestible chunks. This could be sent out via a series of daily emails sent over a few weeks, each one having one or two brief questions. To motivate employees to take part (and inject a bit of healthy competition between colleagues), you could introduce badges and rewards for star performers and display results on a leader board.
This type of spaced learning has proven results, so it’s about far more than offering employees a fun ‘distraction’ from day-to-day work.
In short, there really is no need to stick to standard PDFs with a tick-box at the bottom to indicate that it’s been read (when it’s actually been scrolled through and instantly forgotten).
What might this look like in practice?
• Forms, profiles, general paperwork: save time by getting the essential paperwork completed in advance. The forms can be downloaded from your LMS or platform, completed, re-uploaded and sent off to HR.
• Background company information, teams, processes: make it fun! Use digital tools instead of just PDFs or slides, by, for example, turning company processes into an animated infographic.
• Meet the manager and team: time is precious. Getting the key people in the room at the right time can be challenging, so instead get everyone involved by filming them using your phone’s camera or record a podcast. These can be shared using your internal social sharing platforms to integrate social learning and collaboration into everyday working life.
• Core values and brand: again, use videos of other employees, perhaps a talking heads video or answering questions about ‘what’s it like to work here’. This will help to make your culture more visible and open to new starters. Why not develop a spaced quiz based on the company values and how they translate into everyday practice? Make it interactive to encourage the learning to stick.