Reimagining Remote Onboarding with Emma Strong
If you're looking to breathe new life into your company’s onboarding process, adopting virtual instructor-led training can be a game-changer. Take cues from L&D professional Emma Strong's approach, as discussed with Andy Storch on the Talent Development Think Tank' podcast. Here’s how to create an engaging and successful onboarding process:
1. Use Virtual Icebreakers and Games:
Kick off virtual training with icebreakers, games, and polls. These activities create a welcoming atmosphere and allow new hires to connect with their peers and the company culture, fostering a sense of belonging from the start.
2. Measure Success Through Feedback:
Implement regular polling and survey methods to gauge new hire satisfaction. These tools are invaluable for ensuring that your onboarding process resonates with employees, as evidenced by the 99% satisfaction rating highlighted in the episode.
3. Tailor Training to Different Experiences:
Recognize that different categories of new hires may require unique approaches. Adjustments to the training plan, as seen with acquired employees at Veritex Legal Solutions, can help integrate them into your organization effectively.
4. Offer Cohort Training and eLearning:
Combine live sessions with eLearning modules to cater to varying learning preferences and schedules. Ensure the material remains relevant and engaging by continuously updating the content.
5. Engage Leaders as Guest Speakers:
Involving upper management and various department leaders in the training sessions can provide valuable insights and strengthen connections within the company.
6. Streamline Processes for Managers:
Strive to save time for managers by automating and simplifying the onboarding process. For example, the introduction of a buddy system using 'onboarding guides' can significantly reduce the time managers spend on onboarding tasks.
7. Select Effective Onboarding Guides:
Avoid labeling these individuals as 'mentors' or 'coaches' to prevent undue pressure on them. Instead, focus on their role of guiding new hires and addressing early questions or concerns.
8. Foster Continued Personal Development:
Encourage new hires to engage with professional development communities, just as Andy Storch promotes the Talent Development Think Tank community. This can enhance networking and improve career growth.
9. Evaluate and Iterate:
Always seek feedback from participants and leadership to ensure the onboarding program meets the organization's changing needs and expectations.
Revamping your onboarding with these steps will help your company develop a more cohesive, enjoyable, and productive start for new hires.
Be sure to listen to the full episode on the Talent Development Think Tank Podcast!
Emma Strong is an experienced L&D professional with a passion for effective, impactful learning solutions. Her primary focus is employee onboarding. As a Senior L&D Program Manager, she also develops eLearning courses, designs learning programs, and provides admin support for L&D initiatives at her company. Prior to her role in L&D, Emma spent 7 years working in higher education. In addition to her day job, Emma also consults with clients 1:1 as a private resume coach.
Listen to the podcast episode here:
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