Onboarding is a critical period for new hires and the company alike, as it sets the stage for a successful and productive long-term relationship. In this blog, we will explore a strategy most companies can use to make their employee onboarding experience more personalized and effective. We look at breaking down the onboarding tracks into smaller bits and using these to create a tailored and personalized employee onboarding experience.
Personalized employee onboarding is the process of introducing new employees to their job, team, and company in a way tailored to their specific needs and preferences. This can include providing individualized training and support, assigning a mentor, or providing a platform that knows which part of the company the new hire needs to know and which skills the person has to learn. The goal of personalized onboarding is to help new employees feel welcomed, supported, and successful in their new roles and to set them up for long-term success within the company.
Personalized employee onboarding is essential because it helps accelerate the time needed to get up to speed, improves the employee experience, and also minimizes the administrative workload for the company. When new employees feel welcomed and supported, they are more likely to feel engaged and motivated, leading to better job performance and increased retention rates. Personalized onboarding can also help new hires understand the company culture, values, and expectations quicker, which can help them feel like a valuable team member and contribute to the organization's overall success.
There are essentially three options for personalizing the onboarding process. Option one involves each department creating a tailored onboarding track, which is used for all new hires joining the respective team. This is far from ideal since new employees might already be familiar with the tools used in the company or the market the company operates in. This can make the area-specific process unnecessarily time-consuming. It is important to keep in mind that every new hire comes from a different background with very different skill sets. This means that these individuals might need upskilling for their new position or only general information about the company and processes.
Option two involves creating individually tailored onboarding tracks for each new hire. Needless to say, this also would be way too time-consuming for the HR department.
Option three involves creating an onboarding track that allows the automatic creation of various tailor-made versions. What exactly does that mean? You will need to use a platform that personalizes each track according to individual preferences and, most importantly, the prior knowledge of each new hire. This is done by breaking the position down into small pieces (atomic skills) and sectors for the platform to deliver a tailored onboarding process. Let’s unpack the four categories of information needed to individualize the onboarding tracks.
This includes things such as the company vision, strategy, values, culture, working style, team members, details about the market, and challenges of our clients to name a few.
Containing all the relevant information about the tools in use for communicating and collaborating internally and externally.
Including an overview of the products the company offers, the different current features as well as the product vision and feature roadmap.
Lastly, some information and knowledge tailored for the new role. In the case of a new sales hire, you could include topics such as buyer persona or ideal customer profiles, best practices in sales, workflow and process knowledge needed for the sales team, etc.
Once prepared, these knowledge blocks can be used and re-used for each new joiner that requires them without continuous rework.
Does that sound like just the thing you need as well? Your first personalized onboarding experience is only a couple of steps away!
These might include:
What is already available that can be reused?
What part of your onboarding is currently done via in-person or virtual discussions that could be replaced with an e-learning offering? This is a good indication of the materials that might have to be created first.
Use the content gathered or created in the first two steps and implement it on the platform. Review if it makes sense for you to distinguish between departments for all knowledge blocks. Finally, it is vital to keep the content up to date. This could be as simple as adding a new brick to the onboarding track when using a new tool.
Now that you understand the importance of personalized employee onboarding, you may wonder what platform you can use to implement the steps above and how to deliver customized training and support to your new hires effectively.
One solution is to use a learning experience platform (LXP). An LXP is a digital platform that allows organizations to create, deliver, and track personalized learning experiences for their employees. Find out how such a platform can help your business to grow, all the benefits on offer, and more in our LXP guide.
edyoucated is funded by leading research institutions such as the Federal Ministry of Education and Research (BMBF), the Federal Institute for Vocational Education and Training (BIBB), Federal Ministry for Economic Affairs and Climate Action (BMWK).