Employee Onboarding Software And Some Popular Myths To Dispel

Employee Training is a necessity for every new hire. Even the most experienced employees need help in mastering a task, tools, etc that are unique in the organization. 

Mentioned below are some common misconceptions that must be preventing you from obtaining the best return on investment and engaging new members-

Onboarding Software Is Only For Large Organizations:

The new hire training onboarding system is a realistic investment for every organization that plans to hire new employees. Not just large companies with sizable budgets and hundreds of employees but also small or medium business that doesn’t have much room in their budget for employee onboarding software. It assures your new hire to give access to crucial online training materials whenever it is convenient for them. 

All New Recruits Require The Same Training Strategy:

It is a fact that every new employee who enters an organization needs a customized training plan and methods to bridge the gaps and improve task performance. Even the employees who are in the same position have different skillset and responsibilities. Even their past experience and professional background matter a lot in dictating which sources they require. 

Training Stops When They Step Into The Workplace:

One of the most damaging new hire onboarding myths is that as soon as the new employees venture into the workplace you can stop the onboarding training and let them learn through experience. In every organization, development should be the first priority in every stage of the employment cycle. The first few weeks of a new hire in the workplace is nerve-wracking and filled with mistakes. Therefore,  support resources are more essential to overcome work-related challenges. Once the training ends, training to sharpen their skills and talents commences. 

Every New Employee Is Ready To Dive Into Onboarding Training:

Sadly, not every new hire employee wants to dive into the training process even if they need to develop new skills. Some may require a bit more incentive to invest their time in onboarding. For instance- you can incorporate game mechanics to give extra motivation so that they actively engage in the onboarding sessions. Provide them with real-world examples and demos of how to access online training materials and the practical perks they offer. They must have never used learning technologies before therefore, they aren’t much aware of how to use the platform or the benefits it brings to them. 

Employee Onboarding Software Takes The Place Of An Online Instructor:

It’s true when you invest in employee onboarding software you don’t have to hire an online instructor to provide guidance or support but you must still have an LMS administrator to provide assistance and monitor new hire progress. For instance, they might take follow-up with employees who haven’t gotten the necessary online training certificates or host a monthly live event to make sure everyone is up to the mark. 

Online Training Leaves Little Room For Social Learning Opportunities:

Using employee onboarding software is a solo pursuit and must complete all the training activities on their own. This myth was created based on the old fashioned learning principle. Today, with the help of LMS it gives employees the power to engage in online discussions, provide feedback and share experiences. They can also complete the sessions with the help of group projects or peer-based coaching programs. 

 

These are just a handful of myths associated with new hire employee onboarding and learning technologies. By dispelling them gives you the opportunity to assist new hires during their moment of need and prepare them for everyday challenges. Even small-medium businesses have the chance to sharpen their talent to help them reach their full potential. 

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Benefits Of Using Video For Employee Onboarding


It is already difficult to hire or promote qualified candidates if there is a labor shortage and skills gap. According to an article from SHRM, new employees who went through a proper and structured onboarding program were 65 % more likely to be with the organization after three years. Nowadays, employees are eager to learn about the company, their department and their new role. They want to match the speed of other existing employees as quickly as possible so that they start doing their job and increase their work performance. 

Here, the question arises that how to build this enthusiasm and high engagement and make the first impression strong? One thing can be done is by incorporating video for blending the onboarding experience in a perfect manner. 

 

Benefits of using video for Employee Onboarding

 

  • Accessibility:

Many videos are available on demand. New hires can watch and re-watch as many times as they feel. Hold on the new person’s excitement and let them start onboarding on their own time. They can watch the videos at home, at night, or on the weekend. In-person onboarding conversations and meetings can get delayed when regular work becomes more urgent or important therefore videos are there when the employee needs them. 

  • Consistency:

With the help of video, an ideal content is delivered exactly the same to everyone. It gives assurance that the correct tone is conveyed with specific language to them every time. In this, an HR or supervisor can also try to change things up to keep it interesting. 

  • Efficiency:

New employees can watch their onboarding videos, take notes and get their information and queries solved immediately. This saves time for the HR department who has to repeat these meetings and conversations over and over. It also saves time for the new hire employees eliminating longer training sessions and listening to the unrelated questions of other new hires. Videos provide the foundation and the HR department provide the personalized details.

  • Connections:

It has been argued that using videos and technology for onboarding employees is less personal than a live event making to achieve a strong connection with the new hire but if the live onboarding event takes place in an auditorium and lasts for several hours, there may be less of a connection. To help create an immediate connection between the company and the new person, a series of onboarding videos can help to build that connection. 

 

Therefore, onboarding videos offer a simple way to effectively communicate important information that plain verbal explanation cannot do justice. Developing an interesting video allows you to create high-quality content that’s easy to modify and update when laws or policies change.

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Buddying Up For Great Employee Onboarding

Buddying Up For Great Employee Onboarding

To bring a new employee onboard is both an exciting and stressful time. In this managers play a critical role in moulding a new employees first weeks and months, with the help of team effort that ensures the onboarding experience both positive and productive. 

 

Microsoft has been working to improve its onboarding process for the last few years. From the beginning, they have learned that a simple action for their new employees can have a lot of benefits, simply by keeping meetings with the managers in their first week on the job. Onboarding buddies play an important role in ensuring a successful onboarding experience for the new hires. Many a time organization forgets to introduce their new employees to its brand new company but after piloting onboarding buddy program across the organization it is found that onboarding buddies help new hires in 3 effective ways :-

 

a) Onboarding buddies provide context: For new hires, context is a very precious commodity. Without it a new hire will likely struggle to fully understand their role or how to contribute to the success of an organization. Onboarding buddies helps to  give the type of context you won’t find in any employee handbook such as knowledgeable onboarding buddies can help new hires determine who relevant stakeholders are, how to navigate the matrix of different organizations, and think strategically when problem solving. They can also shed light on any unspoken rules that exist or  cultural norms which could lead to a much smoother transition into the organization. 

 

b) Onboarding buddies boost productivity: Both the company and the new hire has the concern for speed to productivity. Every company becomes satisfied by filling the position of a certain skill set and now it wants to see a quick return on investment. Meantime, the new hire is likely experiencing the tension between wanting to enhance quickly but also needing to take time to learn the job. At Microsoft, they have found that the more the onboarding buddy met with the new hires, the greater will be the new hire’s perception of their own speed to productivity. It is found that 56% of new hires who have met with their onboarding buddy for once in their first 90 days indicated that their buddy helped them to quickly become productive in their role. That percentage increases upto 95%, if they met their buddy 8 to 10 times in their first 90 days.  

 

c) Onboarding buddies improve new hire satisfaction: In order to understand the value of onboarding buddies, Microsoft has looked at the difference in hires who were assigned onboarding buddies vs. those who were not assigned, onboarding buddies. The research found that after their first week on the job, new hires with onboarding buddies were 23% more satisfied with their overall onboarding experience compared to those without buddies. This trend continued at 90 days with a 36% increase in new employee satisfaction. Those with the buddies also reported that they receive more active support from both their managers and the internal team. 

 

It’s not just the new hire who can benefit from this relationship. It also provides an opportunity to demonstrate and develop managerial and leadership skills which enables to gain a deeper level of expertise by serving an onboarding buddy. Ultimately, Microsoft found that successful onboarding doesn’t require an over complicated playbook. It is more important to have a multi-dimensional onboarding plan in place and support new hires for achieving success.

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New Employee Onboarding Kit Works Great As A Marketing Tool

 

Nowadays, onboarding welcome kits are becoming more important due to employee onboarding process in most of the companies. When a new hire joins it is important to make him feel welcome and integrate him into the company’s culture and the social climate of the workplace. A company makes sure that they get every aspect of the welcome kit right. They want to make sure that it is something which is picture perfect. 

A collection of new employees show a great promotional product which can ultimately find its way to Instagram or other social websites, acting as a free advertisement. Thus the company does not only welcome new employees to the office but they are also getting some good marketing out of the deal.  

Welcome kits for employees are the most important aspect because it helps to get the new hires comfortable around the new work environment. So every organization ensures that the welcome kits include items that are both cool and functional. For beginners, employee onboarding practices are becoming important indicators of the success of any new hires. 

Every employee wants to be valued and it can only be done by offering a little bit of swag with the welcome kit. Employees automatically feel more welcome and ready to join the team if it involves free stuff in the welcome kits. Obviously, a lot more goes into the onboarding process than just a few nice gifts, but they can undoubtedly go a long way in introducing new hires to the company culture. 

In some cases, new employees will be enamored with the products in their welcome kit so that they can tell their friends or relatives or share a photo on social media. This ultimately works as a different form of advertising the company receives just by being nice with the employees. 

Not every welcome kit have to be high tech. It is very common to find items like pens, pencils, and notebooks. These are undoubtedly very useful products that will come in handy when a new hire needs to take notes during meetings, presentations or any other office events. Sometimes even many functional items notebooks or laptop bags will help in providing some exposure for the logo outside the office.  

One of the most common new promotional products is a water bottle. This also serves as a visible advertisement in the employee’s everyday life. Sometimes companies also go beyond by providing them small gadgets like power banks, phone case battery packs, wireless chargers which features the company’s brand name. In general, the company can go beyond their imagination and creativity level. Anything that falls under the category of cool and fun will be a great addition to an employee welcome kit. 

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Designing Employee Onboarding Programs

Onboarding sometimes known as organizational entry which is a process that an organization use to socialize and bring a new employee into the culture and work life of an organization. Orientation can be a part of onboarding but it is not the same thing. Onboarding programs are lengthy process which helps in integrating employees into new organization. It is more like a strategic approach then a conventional orientation.

Employee onboarding program
Employee onboarding program

There are some best practices for designing onboarding programs which shares a series of strategies and guidelines for designing employee onboarding programs:

a) Align the messaging:

Design any program which determines the onboarding goals first. Make an impression you want to leave with new hires about the culture and work environment. Make sure that your messages conveyed to them is consistent throughout and that is aligned with your goals.

b) Plan the first day:

New employees want to do something meaningful from the first day of their job. They also want to feel comfortable. They need a place to work where they can able to identify their roles and responsibilities. A positive first day with some interesting work can leave a lasting impression.

c) Ensure a meeting with manager in the first week:

It is benefit for new employees to meet personally with their manager during the first week of employment. Due to this the new employees also participates in higher quality meetings and spent more time collaborating with their teams than those who did not have the manager meeting within the first week.

d) Use gamification to engage employees:

Gamifying the onboarding process helps to engage and motivate new employees and provide a more thorough experience. They even try to incorporate digital and physical leaderboards, challenges and bonus prizes. The initial results shows that the approached was well received and had a positive impact on customer satisfaction.

e) Focus on social relationship:

An organization should design a onboarding program which is fun and participative rather than boring and top-down. The new hires should be brought together on their first day to let them work together in small groups and identify what they need to know.These social connections make the experience relevant and fun and probably improve retention.

f) Provide mentors to new hires:

Mentors should be assigned to the new hires to help them with ease in their role and work culture. Simultaneously, the new employee becomes more knowledgeable about the organization and thus they were more invested in the values of the organization than those without a mentor.

g) Gather Feedback:

An organization should provide multiple ways for the new hires to give feedback. It should also help to find out ways for improvement of onboarding program by using online surveys and discussions with participants. Gather retention and job satisfaction data to see if the improvements are having an effect.