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Employee engagement is your business’s secret weapon. Right now, 68% of U.S. employees feel unengaged, creating a silent drain on productivity, innovation, and morale. They’re dragging your organization down like an anchor, costing your bottom line and adding to turnover rates, while holding back potential growth.

There’s a reason engagement matters more than ever. When your people are plugged in, they’re there to contribute, innovate, and drive success. Studies show that engaged employees are 21% more productive and have fewer absences. Compare that to a disengaged workforce that shows up with little enthusiasm or focus, resulting in a workforce where “bare minimum” becomes the norm. It’s a dangerous cycle that can hurt your competitive edge.

So what’s the plan? In this article, we’re breaking down seven tested strategies designed to make an immediate impact on your team’s connection and commitment. From upping transparency to creating professional growth paths, these tactics will get your team engaged, motivated, and ready to give their best.

The Hidden Costs of Employee Disengagement

According to Gallup, disengaged employees cost the global economy an estimated $7.8 trillion in lost productivity. When employees lack motivation, the effects ripple across the organization, leading to decreased efficiency and low morale. Disengagement can even manifest in subtle ways, such as higher absenteeism rates, less accountability, and higher rates of turnover – all of which drain resources and add recruitment and onboarding expenses.

Organizations with high rates of disengagement face major losses in productivity, making it harder to keep pace with competitors who have invested in creating an engaged workforce. Gallup data suggests companies with strong employee engagement enjoy 23% higher profitability, 18% higher productivity, and up to 81% lower absenteeism. Disengaged employees don’t only show up less often – they show up uninspired, unmotivated, and unwilling to go the extra mile.

In addition, disengagement is contagious, impacting employees who start off engaged but become worn down by a work environment filled with low morale and minimal encouragement. Poor engagement is linked to a 60% increase in workplace errors, which can lead to cascading issues in customer satisfaction, brand perception, and even safety, depending on the industry. This silent problem can hold companies back from their potential.

7 Proven Tactics to Improve Employee Engagement Right Now

Engagement doesn’t have to be a complex, time-consuming project. Start with these seven proven strategies that yield measurable results:

1. Prioritize Employee Feedback and Act on It

Feedback is a two-way street. Employees want to feel heard, and when their feedback is acknowledged and acted upon, it fosters trust and commitment to company goals. Studies show that employees who feel their voices are heard are 4.6 times more likely to feel empowered to do their best work.

Actionable Step: Implement regular feedback loops, like quarterly surveys or one-on-one meetings, to check the pulse of employee satisfaction. Follow up with clear communication on how feedback will influence change.

Example: Instead of annual reviews, some companies have shifted to ongoing feedback sessions, improving engagement and productivity by focusing on real-time insights rather than outdated retrospectives.

2. Increase Transparency in Communication

Transparency builds trust, reduces anxiety, and aligns employees with the company’s mission. When leadership is open about company goals, financial status, and challenges, employees feel more invested and respected as contributors.

Actionable Step: Hold monthly or quarterly “All Hands” meetings where leaders share key updates on company health and invite questions from employees. Include project and team updates to keep everyone in the loop.

Example: Organizations that prioritize transparency by sharing metrics, goals, and company performance openly often cultivate a culture of deep trust and commitment.

3. Offer Flexible Work Arrangements

Flexibility is increasingly important to today’s workforce, with 80% of employees indicating they want to retain some form of flexible work schedule. Employees who can balance work with personal life are more likely to bring their best selves to work.

Actionable Step: Create guidelines around remote work, flexible hours, or compressed work weeks based on department needs, ensuring that policies remain consistent across teams.

Example: Many organizations are adopting a “Remote First” approach, where remote work is standard and physical spaces are reimagined as hubs for collaboration, boosting engagement and work-life balance.

4. Implement Microlearning and Professional Development

Today’s employees want opportunities to grow. Microlearning – small, digestible training sessions – allows employees to expand their skill sets without overwhelming them, while signaling that the company cares about their growth.

Actionable Step: Use a platform like Code of Talent to offer bite-sized training modules that employees can complete during breaks or slower periods, keeping development manageable and consistent.

Example: Companies with robust microlearning options, spanning technical and soft skills, report higher retention and productivity as employees upskill according to their own schedules.

5. Encourage Peer Recognition

Employees value recognition, especially from their peers. Peer recognition builds camaraderie, fosters respect, and contributes to a positive work culture.

Actionable Step: Create a simple peer-to-peer recognition program using tools like Slack, where colleagues can give “kudos” for a job well done or helping out on a project.

Example: Simple “kudos” systems where colleagues acknowledge each other’s work foster appreciation and a more collaborative culture.

6. Align Company Values with Employee Goals

Employees who see their values reflected in company goals are more likely to feel a sense of purpose. Aligning values fosters engagement by connecting individual efforts to a larger mission.

Actionable Step: Incorporate value alignment into goal-setting sessions, emphasizing how employees’ contributions drive the mission forward.

Example: When employees see their goals clearly connected to a larger purpose, they often report stronger loyalty and engagement.

7. Support Mental Health and Wellbeing

Wellbeing support shows employees that they are valued beyond their productivity. Companies that provide mental health support have more engaged, healthier employees who are less likely to experience burnout.

Actionable Step: Offer mental health days, access to counseling, and stress management workshops to give employees tangible support for their mental wellbeing.

Example: Companies that support mental health with counseling and mental health days see a healthier, more engaged workforce prepared to thrive.

An engaged workforce is a growing workforce, where each employee feels that their unique needs are valued and accommodated. By nurturing individual and collective engagement, organizations create resilient teams ready to tackle challenges and drive growth.

Improve your team’s engagement journey with tailored, AI-powered microlearning solutions from Code of Talent. Try our platform here.

Photo: Freepik

Onboarding is the first impression a new employee has of your organization, and it can profoundly influence their long-term success and retention. If you’re not convinced yet, the latest studies say it all:

• A solid onboarding process can boost employee retention by 52%.
• 69% of employees who experience effective onboarding will stay with the company for at least 3 years.
• Proper onboarding leads to 18 times higher employee engagement.
• A successful onboarding journey can double your revenue.
• Employee productivity can jump by 60%.

But what exactly does great onboarding look like? What challenges might you face, and what should you expect? We break it all down, step by step, in the article below.

1. Onboarding Process in 2024: Redefining the Basics

Onboarding is the process through which new employees are integrated into the team and familiarized with the company culture, procedures, and available resources. Its goal is to make the transition as smooth and enjoyable as possible so that new hires feel welcomed and ready to confidently take on their roles. In 2024, onboarding is no longer about handing over a boring manual – it’s about creating an interactive and motivating experience that reassures new employees they’ve made the right choice and encourages them to contribute with enthusiasm and creativity. From filling out paperwork to getting familiar with procedures and tools, onboarding needs to cover it all.

The Evolution of Onboarding Practices

Over the past few decades, onboarding practices have evolved significantly, moving from traditional, paperwork-heavy approaches to modern, interactive solutions. What used to be a standardized, often uninspiring process filled with formal sessions and pre-defined courses has transformed into a personalized experience, enhanced by digital tools like microlearning platforms and onboarding apps. These modern methods allow employees to learn at their own pace and access necessary materials exactly when needed, making integration smoother and more engaging.

Moreover, today’s onboarding strategies emphasize early integration into the company culture and building trust from day one. Interactive activities like team-building sessions, mentoring, and continuous feedback are now key components of the process. Onboarding is no longer just about transmitting information—it’s about involving new employees in the team’s life, helping them feel like a vital part of the organization from the very beginning.

The Remote and Hybrid Work Shift: New Challenges, New Opportunities

The rise of remote and hybrid work models has introduced new challenges – and opportunities – into the onboarding process, reshaping how companies integrate new hires. In a hybrid environment, where employees split their time between home and the office, onboarding must adapt to both scenarios. This means that onboarding materials and sessions need to be accessible online, enabling effective interaction between new employees and their teams, no matter where they are. According to a Harvard Business Review study, new employees who spent one or two days a month with their managers were 5% more satisfied with their onboarding experience.

On the other hand, those who spent most of their first 90 days at the office didn’t report significant additional value. Remote work demands a fresh look at onboarding strategies to ensure a seamless and effective experience. Companies are now developing programs that include virtual interactive sessions, digital resources, and online social events to build relationships, foster trust, and promote collaboration in a virtual setting.

2. Industry-Specific Onboarding Challenges: Is Your Process Setting You Up for Failure?

Onboarding can vary between industries, each facing its own unique challenges. In the tech sector, for instance, rapidly integrating new employees into a constantly evolving and technologically complex environment can be daunting. In healthcare, rigorous certification and compliance processes add an extra layer of complexity, requiring careful integration to meet strict regulations. In retail, accelerating the learning process for seasonal workers is a constant challenge. Each industry requires a tailored onboarding approach to address its specific needs, ensuring new hires integrate efficiently and contribute quickly to the organization’s success.

Technology Sector: Keeping Pace with Innovation

In the tech sector, onboarding faces unique challenges due to the rapid pace of innovation. New hires must quickly adapt to the latest tools and platforms, which demands an accelerated integration process focused on continuous learning. With the rise of cybersecurity threats, thorough training in cybersecurity has become essential to safeguarding company data. In this context, ongoing professional development is essential to keep employees up-to-date with industry changes and ensure they can effectively adapt to new technologies.

Healthcare: Precision and Compassion in Onboarding

In the healthcare field, onboarding must focus on strict regulatory compliance to guarantee patient safety and legal adherence. Training on patient data confidentiality is critical for protecting sensitive information. Additionally, emotional support plays a vital role, given the psychological impact of working in this sector. Thus, onboarding goes beyond technical training, incorporating essential components for emotional support and adherence to regulatory standards.

Finance: Balancing Ethics and Efficiency

For employees in the financial sector, onboarding needs to carefully address financial regulations and compliance requirements. It’s imperative that new hires are well-informed about the high ethical standards fundamental to this industry. Familiarity with financial technologies and integrated systems is also necessary to ensure operational efficiency. Therefore, onboarding must integrate both regulatory and ethical aspects, alongside training in relevant technologies.

Retail: Elevating Customer Experience through Onboarding

In retail, onboarding focuses on excellent customer service standards. Effective inventory management is vital for daily store operations, and understanding digital tools and e-commerce platforms is increasingly important. Consequently, onboarding should blend training in customer service, inventory management, and digital technologies to support a superior shopping experience and efficient operations.

Manufacturing: Safety, Efficiency, and Advanced Technology

In the manufacturing industry, onboarding must prioritize adherence to safety protocols to prevent workplace accidents, while training in efficiency principles and lean manufacturing can significantly boost productivity. Knowledge of advanced production technologies is also beneficial, as these can optimize manufacturing processes. Therefore, onboarding should integrate training in safety, efficiency, and advanced technologies to ensure operational success and workplace safety.

3. One-Size-Fits-All, Your Biggest Mistake: Customize for Different Types of Employees

Onboarding is no longer a one-size-fits-all process. It’s not just about saying “welcome” and giving a quick office tour – it’s about customizing the experience to fit each employee, whether they work in a traditional office or remotely. Understanding that onboarding isn’t a “one-size-fits-all” endeavor is key for the success of any organization.

Full-time vs. Part-time Employees

Approach onboarding a full-time employee like you’re preparing someone for a master’s degree. Think about all the details – not just technical training, but also immersing them in the company culture. For example, when you bring a full-time employee on board, make sure they participate in detailed orientation sessions, have a mentor assigned, and get opportunities to explore various departments. You’ll spend time introducing them to the company’s values, internal processes, and give them enough time to settle in and find their place.

On the other hand, for a part-time employee, your onboarding approach should be more focused. You’re delivering a streamlined onboarding experience. Imagine you only have a few hours to prepare them for the job. You’ll focus on giving them the information they need to start working effectively. Instead of overwhelming them with unnecessary details, make sure they quickly understand their tasks and how to execute them without complications.

Remote vs. In-office Employees

When onboarding a remote employee, you need to become a master of digital organization. Imagine your new colleague is thousands of miles away and can’t join in on kitchen chats or impromptu office meetings. You’ll need to create an onboarding experience that replicates these interactions as closely as possible. Organize your Zoom training sessions with the same care as if you were presenting to the entire team. Use collaborative online tools to provide them with a work environment that’s just as accessible and interactive as the office. For example, schedule informal online meetings to build the kind of team relationships that usually form over coffee.

For an in-office employee, onboarding will focus more on direct interactions. Remember how much the first smile you receive when joining a new team matters? Here, you can leverage the advantage of face-to-face meetings. Introduce them to colleagues in person, show them around the office, and maybe even organize a welcome lunch. The atmosphere and dynamics of the office will play a key role in their integration, and you’ll be able to offer immediate, hands-on support.

Entry-level vs. Experienced Professionals

When onboarding an entry-level employee, think of them as a newcomer entering a completely new world. They’ll need a detailed, step-by-step guide to navigate all aspects of the job. Focus your efforts on providing continuous support, perhaps through a mentorship program where they can ask questions and receive constant feedback. You’ll find that you may need to explain even the simplest concepts, ensuring nothing is left misunderstood.

On the other hand, if you’re dealing with an experienced professional, approach onboarding like a software update. They don’t need to learn everything from scratch – rather, they need to familiarize themselves with the specifics of your company. Emphasize quick integration into the team and present them with specific information to help them adapt their experience to the new context. Instead of offering extensive training in their field, focus on internal processes and organizational culture.

Contractors and Freelancers

When onboarding a contractor, efficiency is key. Time is limited, and they’re here to fulfill a specific task. Start your onboarding process by clarifying objectives – present all the essential details, from deadlines to available resources. You’ll need to integrate the contractor into the team quickly, giving them access to all the information and tools they need to deliver what you’ve asked for, without wasting any time.

With a freelancer, your approach should be even more flexible. It’s like collaborating with an external expert who’s here to add value in a short amount of time. You’ll provide a basic guide, quick access to essential resources, and then let them get to work. Instead of involving them in all team processes, you’ll allow them to work independently, ensuring they have everything they need to deliver high-quality results.

4. Department-Specific Onboarding: Nailing the Essentials

HR Department

• Policies: HR is the gatekeeper when it comes to ensuring new hires understand the company’s policies and procedures. Typically, new employees receive an Employee Handbook, either digital or physical, filled with information on the code of conduct, confidentiality policies, and security protocols. But don’t just hand it over – make it engaging. Pair the handbook with interactive training sessions where they can ask questions and clarify doubts. Using online platforms for training and quick quizzes can also be a smart move to ensure key points stick.
• Company Culture: Getting new employees to truly grasp and embody the company culture is non-negotiable. HR should set up intro sessions that dive into the company’s values, mission, and real-life examples of how these play out in daily activities. Think of organizing meet-and-greets with team members or company leaders, offering newcomers a taste of the culture in action. A buddy system works wonders here—pairing newbies with seasoned mentors to help them get their footing and feel at home.
• Conflict Resolution: Teaching new hires how to handle conflict and develop interpersonal skills is a cornerstone of the HR onboarding process. Picture this: a one-day workshop where new employees engage in role-playing scenarios to tackle potential workplace conflicts and learn effective resolution techniques. Continuous feedback sessions and role-playing workshops will leave them feeling equipped to handle whatever comes their way.

IT Department

• Systems Access: IT needs to ensure that new employees have swift access to all the necessary systems and tools. Before day one, set up access to all applications and internal systems so that, when the time comes, they can log in and hit the ground running. Each new hire should receive a detailed document with all the necessary passwords and initial settings, and IT should be on standby for any needed adjustments.
• Cybersecurity Training: With cyber threats on the rise, rigorous cybersecurity training is a must for every new employee. This could involve a mandatory online course covering security best practices, like password management and phishing detection, followed by a test to ensure they’ve grasped the essentials. Access to sensitive systems should be contingent on passing this test.
• Software Tools: In many companies, IT onboarding also includes specific training on essential software tools. New hires might gain access to a video tutorial library covering all the applications they’ll be using. For something more complex, like a CRM system, consider organizing hands-on sessions led by an IT specialist, followed by real-time Q&A opportunities.

Sales and Marketing

• Product Knowledge: For sales and marketing, it’s all about deep product knowledge. New hires should dive into product boot camps where they can learn every detail about the company’s offerings, from key features to unique benefits, and even get some hands-on experience. Engaging with the product themselves will help them understand and communicate its value more effectively.
• Customer Relationship Management (CRM): Successful customer relationship management starts with proper CRM training. New hires should spend time with existing sales teams to learn how to manage customer interactions, document communications, and analyze CRM data to maximize sales potential.
• Market Strategies: Marketing newcomers need to get a strong grip on market strategies. This might involve participating in a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) and engaging in strategic planning sessions where they learn how the company positions its products against competitors.

Operations

• Workflow Processes: Onboarding in operations should start with a deep dive into workflow processes. New employees should receive detailed diagrams of the workflow, and mentors should guide them step by step through each stage. Shadowing experienced colleagues can also be invaluable for understanding operational nuances.
• Quality Control: Quality is king in operations, so onboarding must emphasize control standards. New hires should be trained in multi-level review processes, ensuring they can detect and correct errors before they reach the customer.
• Efficiency Improvement: Continuous process optimization is key. During onboarding, teach new hires the techniques and methodologies that drive efficiency improvements, like Lean or Six Sigma principles.

Finance

• Financial Systems: The finance department relies on a variety of systems and software for financial management. New hires should receive specific training on these platforms to ensure they can navigate them with ease.
• Regulatory Compliance: Compliance is non-negotiable in finance. Onboarding should include detailed instruction on industry-specific legal requirements, such as data protection regulations and tax compliance.
• Ethical Standards: Financial integrity is vital. New employees should undergo ethics training, complete with case studies and practical examples of how to manage potential conflicts of interest or fraud.

5. Best Practices You Can’t Afford to Ignore

The best onboarding practices aren’t just about ticking off tasks from a checklist; they’re about creating a captivating experience that turns a new hire into a valuable team member from day one. The process should be so well thought out that new colleagues wonder why they didn’t join your company sooner. A well-structured onboarding not only speeds up integration but also lays the foundation for a long-term relationship built on trust and mutual understanding. Here’s what you need to focus on:

• Communicate before day one, making the new hire feel welcomed and informed even before they step through the door.
• Clearly define the role and expectations to avoid any surprises.
• Introduce them to the company culture, helping them understand and adopt the organization’s values and culture from the very first days.
• Provide a mentor or buddy, someone who can guide them and answer any question, no matter how small.
• Structure training sessions without overwhelming the employee, giving information in doses, not all at once—so they can absorb and apply it effectively.
• Schedule feedback meetings.
• Create opportunities for interaction to help them integrate and build relationships.
  Ensure quick access to tools and information; everything should be readily available.
• Evaluate the onboarding process after a few months.

6. The Onboarding Checklist: Skipping a Step Could Cost You Talent

After the grueling process of finding and hiring the right candidate, onboarding should be the crown jewel of your efforts. The process itself needs to be carefully planned, well-structured, and, if possible, a bit more exciting than reading a user manual. Let’s break down each stage:

Pre-Onboarding: Building Some Anticipation

This is where the magic begins, even before the new hire steps into the office (or opens their laptop if we’re talking remote work).

What to do:

• Send a friendly email – maybe with some GIFs and emojis – letting them know how excited you are that they’re joining the team. Don’t hold back on the compliments.
• Send all necessary paperwork for them to sign before the first day to avoid any bureaucratic hassles when you should be celebrating.
• Surprise them with a welcome kit (think branded t-shirt, a motivational mug, a fancy notebook – it’s the little things that count). Bonus points if you throw in some snacks.

The First Day: An Avalanche of Information

You know that feeling when you arrive at an event where you don’t know anyone and wonder if you’ve made the right choice? That’s what the first day is like for a new employee. It’s your job to make it as non-terrifying as possible and add a little flair. The first part of onboarding is actually orientation – the new employee’s first real contact with their new environment. And remember, first impressions matter.

What to do:

• Instead of just showing them where the kitchen is and wishing them luck, introduce them to the team. Make them feel like they’ve just joined the Champions League – a quick round of intros with colleagues, maybe a coffee with their direct team, and a few inside jokes to help them integrate quickly.
• Set up a casual meeting with the team (croissants and coffee, perhaps?). After all, they need to get to know the people they’ll be sharing Slack jokes with.
• Make sure their laptop, email accounts, and other systems are set up before the day begins. This will save you from the long, bored look of an employee waiting to configure their own password.

The First Week: From “Who Are You?” to “Welcome to the Family”

This is the week of adaptation, and your new colleague needs all the support they can get.

What to do:

• It’s time for technical and functional training. But don’t overload them on day one. Spread the training throughout the week so they have time to digest the information. Include some hands-on activities – learning by doing.
• Gradually, the employee should start getting into the groove. Give them small but meaningful tasks to make them feel like they’re already contributing. Something light, but enough to make them say, “Hey, I’ve already done something cool!”
• Schedule short check-ins with their mentor (if they have one) or direct manager to ensure they’re comfortable and can ask any questions – even those that start with, “Sorry to ask, but…”

The First Month: Settling Into the Scene

Month one is all about consolidation. By now, they’re starting to know who argues over coffee, where the shortcuts in the CRM are, and maybe even where to find the best pizza in the neighborhood.

What to do:

• At the end of the month, provide feedback – keep it constructive and positive. Even if things aren’t perfect, it’s important for the new hire to feel like they’re on the right track.
• After a month, it’s time to set some clearer goals for the next few months. Don’t be overly ambitious, but establish some tangible milestones to keep them motivated.
• Schedule a casual meeting (maybe a lunch or coffee) to check in on how they’re feeling. It doesn’t all have to be “strictly business” – a relaxed chat can reveal more than formal feedback.

The First Quarter: From Newbie to Key Contributor

After the first three months, your new hire should be fully integrated. Not only do they know all the shortcuts in the internal software, but they also have some good stories about team-building adventures.

What to do:

• Start conducting a more serious evaluation. By the three-month mark, you should have a pretty clear idea if the employee is a good fit for the role and if they’re meeting expectations.
• It’s also a great time to discuss development opportunities. Maybe they could attend some advanced training sessions or develop complementary skills. Show them that you see a long-term future for them within the company.
• Surprise them with a small gesture – a team lunch to celebrate their first three months or a public acknowledgment of their achievements. These little tokens of appreciation can work wonders.

7. Ignoring Technology in Onboarding Will Cripple Your New Hires

Technology has revolutionized how we approach onboarding, making it faster, more efficient, and even more engaging for new hires. Here’s how.

Onboarding Software Solutions

Dedicated software solutions streamline the onboarding process and eliminate the chaos of paperwork. Everything, from completing documents to tracking employee progress, happens in one clear and organized place. Instead of spending hours buried in paperwork, you can focus on truly integrating your new employee into the team.

AI-Driven Personalized Onboarding Experiences

Artificial intelligence can turn your onboarding process into a personalized experience tailored to each need or industry. An AI-powered microlearning platform like Code of Talent is a game-changer, helping managers and L&D teams create customized, engaging, and practical on-the-job training. It harnesses peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.

Mobile-Friendly Onboarding Apps

Mobile-friendly onboarding apps are a must in today’s world. They allow employees to access materials, complete tasks, and sign documents from anywhere, right from their phones. This flexibility enhances comfort and efficiency, giving them the freedom to complete their onboarding whenever and wherever they like.

8. Measuring Onboarding Success: Proving the ROI

After investing time and resources into your onboarding program, you need to track its success and understand its impact on the business. To do this, you must establish a set of key performance indicators (KPIs) to measure the effectiveness of your investment.

Key Performance Indicators (KPIs) to Track:

• Time to productivity: measure how quickly new hires become productive.
• Employee retention rates: track how well new hires are sticking around.
• Engagement levels: use surveys and feedback to gauge how engaged your new employees are.
• Performance metrics: assess their performance against the goals set for them.
• Retention rates and time-to-productivity metrics: monitor these to ensure your onboarding process is driving long-term value.

Don’t forget to collect feedback from your new employees and conduct face-to-face interviews to identify areas for improvement. Why? Because improvement is a continuous process, where you adapt to industry changes as well as to the needs and expectations of your employees.

9. Tackling Common Onboarding Challenges

Adapting to the diversity of work styles is a challenge that requires finesse. In the hybrid era, L&D professionals must strike the perfect balance between the needs of in-office and remote employees. It’s about delivering an equally powerful and connected onboarding experience to every employee, regardless of where they work. Simply offering a Zoom link and some documents won’t cut it; you need to create a digital experience that’s on par with the physical one, making everyone feel like part of the team from day one.

Keeping new employees engaged during the initial phase isn’t easy either. New hires come in with enthusiasm, but also a fair share of anxiety. They’re bombarded with information, trying to understand how everything works. The key here is to design an onboarding process that’s engaging without being overwhelming. It’s not just about passing on information, but about gradually building motivation and a sense of belonging.

As technology advances, L&D teams need to keep pace. Integrating new technologies into onboarding can be the difference between a smooth transition and a rocky one. Whether it’s online learning platforms or performance management systems, the key is to implement them effectively and make them accessible, so they become a real support for employees.

Onboarding also needs to be legally airtight. Compliance with regulations, especially in international or multicultural contexts, is essential. Companies must ensure that every new hire understands and adheres to the rules, without turning the process into a bureaucratic maze.

Onboarding doesn’t end after the first month. Companies that invest in continuous learning and professional development for their employees see long-term benefits. Provide ongoing resources and learning opportunities, keeping employees motivated and competent.

Finally, measure the effectiveness of onboarding. Without clear evaluation, it’s hard to know what’s working and what isn’t. KPIs become the go-to tools for analyzing the impact of onboarding on retention, performance, and employee satisfaction. Every step needs to be measured and adjusted to ensure the smoothest and most successful integration possible.

10. Future Trends in Onboarding: What’s Next?

We’re living in an era where technology and new generations are rewriting the rules. The future of onboarding is shaping up to be an exciting journey where personalized experiences, artificial intelligence, and virtual reality become the norm, not the exception. It’s time to prepare for an onboarding process that not only integrates quickly but also delights. Let’s see what the future has in store:

Hyper-Personalized Onboarding

Say goodbye to one-size-fits-all solutions and off-the-shelf training programs. The future is all about personalized experiences, tailored at almost a molecular level, where you can offer training specifically crafted to meet both the company’s and the employee’s needs. Let’s not forget that everyone has their own learning pace and style. Artificial intelligence will play a key role here in developing innovations and personalizing the experience.

Virtual and Augmented Reality

VR and AR are set to revolutionize how new hires interact with the work environment, offering them an immersive experience from a distance. Want to tour the factory without leaving your home? Now it’s possible.

Gamified Onboarding

Why not make onboarding fun? The future brings gamification trainings that turn the integration process into an engaging game. With points, rewards, and challenges, new employees will learn faster and be more motivated to get involved.

Focus on Wellbeing

In a world where burnout is becoming increasingly common, the future of onboarding will include wellbeing components from day one. Integration means more than just learning a job; it means feeling good where you are. Mindfulness sessions, mental health programs, and resources for work-life balance will be integral parts of the experience.

Continuous Onboarding, Upskilling, and Reskilling

Onboarding won’t stop after the first few months. The future introduces the concept of continuous onboarding, where employees receive ongoing support and new resources as they evolve in their roles or as new technologies emerge that they need to master for their work.

Wrapping It Up: Onboarding That Leaves a Mark

Onboarding isn’t just an administrative formality. It’s the moment you showcase your culture, values, and commitment to your new hires’ growth. A well-crafted onboarding process that blends cutting-edge technology with genuine human connection lays the foundation for long-term loyalty. Every step matters – from the pre-onboarding that sets expectations, to cultural integration that makes them feel at home, and even to future trends that promise to revolutionize the whole experience.

So, if you want to build a top-notch team, start with an unforgettable onboarding experience. Check out our microlearning platform and see it for yourself.

Photo credit: Unsplash

Increasing engagement is a challenge for any L&D team member because it’s the foundation of a healthy workplace. But how can you boost employee engagement effectively and reliably to achieve top-notch results? And, very importantly, what experiences have those who invested in increasing engagement had?

According to Gallup, only 23% of employees worldwide and 33% in the U.S. are considered to be engaged. The same study shows that engaged employees bring impressive figures to their companies:

• • 10% increase in customer loyalty
  • 23% increase in profitability
  • 18% increase in productivity

Communication, recognition, and a keen eye for detail from managers are often the secret ingredients that drive up engagement and foster a strong sense of belonging.

What Makes an Engaged Employee and How to Get There

An engaged employee is first and foremost a happy and satisfied one. While salary is important, a positive atmosphere, support, understanding, and recognition for their efforts matter just as much. When their achievements are acknowledged and praised, employees feel more confident and eager to tackle greater professional challenges, growing within their field. This happiness and gratitude translate into a focus on new goals, driving company progress.

But how do you achieve happy employees? Here are some successful ideas you can implement.

Communicate Openly and Effectively with Your Employees

Communication is the cornerstone of any process and relationship, which is why maintaining an open channel between the organization and its employees is vital. Even if some leaders might be tempted to believe their business is running smoothly and needs no changes, it’s crucial to value the perspectives of your staff.

For example, consider implementing regular check-ins or “pulse surveys” to gauge employee sentiment and gather feedback. Hold town hall meetings where leadership can share updates and answer questions directly from employees. Encourage an open-door policy where employees feel comfortable bringing their concerns and suggestions to their managers.

Show Recognition and Rewards

Acknowledging and rewarding employees for their hard work significantly boosts engagement levels. By showing your support and appreciation for their efforts, you motivate them to maintain or even improve their performance. Gallup studies reveal that frequent and meaningful recognition can increase productivity by 23%. Establish both formal and informal recognition systems, whether through awards or simple public thank-yous.

The Manager’s Role in Employee Engagement

A good relationship between a manager and their team members is important to how they perceive their work. Managers can hold regular meetings with employees to discuss their work progress, analyze results, and identify areas for improvement. This strengthens their personal bond, making employees feel they can rely on their manager for support when needed.

Gallup research offers basic ideas for fostering a harmonious manager-team relationship. For example, successful managers ask about employees’ work schedules and conditions, their resource needs, and advocate for them. Another key aspect is that managers get to know their team members better, identifying their strengths and talents, which can drive company growth. Thus, a good manager places employees in roles where their skills shine and contribute positively to the organization.

Create Efficiency, Motivation, and Productivity

As mentioned earlier, a manager plays a defining role in the team’s outcomes. Gallup indicates that 70% of team variance is determined solely by the manager. It’s clear that employee engagement is largely influenced by the team leader’s attitude. Managers are responsible for ensuring their team knows exactly what to do and has the necessary tools to perform their tasks efficiently. Organizational success comes from paying attention to details and providing the needed resources. However, it’s not enough for managers to merely tell employees to engage; they must also provide the guidance and support necessary to boost their motivation. Organizations should offer training tools, resources, and development opportunities for managers.

You can turn to programs and training that provide your managerial staff with growth opportunities. Platforms like Code of Talent help develop microlearning growth sessions tailored to your company needs, offering easy training development powered by AI. This saves the organization time, allowing it to focus on its core objectives, while managers receive expert training essential in their field. Our microlearning platform offers a customized and engaging learning and gamification experience, to help your employees grow in technical skills development, sales, or learn a new product on the go. You can enhance areas such as business execution, safety, and employee onboarding processes,while keeping employees engaged, at the same time.

Show Employees You Care

Start by regularly asking for feedback from your employees to understand their needs and expectations. The organization can create evaluation practices that help managers accurately measure performance and hold employees accountable.
Equip your team with top-notch training programs, but don’t stop there. Get creative! Try innovative methods like an AI-powered microlearning platform for employee training, such as Code of Talent. This nifty tool lets you whip up engaging training sessions quickly and efficiently, breaking them into bite-sized chunks that employees will eagerly devour. Check out our microlearning platform to see how it can help prepare your team for greater business impact.

Sursa foto: pexels.com

Creating employee training is never a walk in the park. It’s a complex process, from the initial idea and setting objectives to the actual course creation. It demands a significant investment of time and resources to ensure the final result translates into better productivity and enhanced company performance.

First things first, you need a clear objective. This is the foundation of your training program. Do you need to boost sales, or are you aiming to improve employee retention with a more efficient and engaging onboarding process? Once these goals are crystal clear, everything else will fall into place more smoothly.

Another crucial and time-consuming part of the process is the creation of the training itself. Does your company have the necessary resources for this, and if so, how effective and well-distributed can the training be? In many large companies, this course creation process has shifted to modern, AI-based platforms. Why? Beyond the ease of creating a custom training program from scratch, the experience is much more engaging. Employees tend to retain more information and, in turn, apply more of what they’ve learned, contributing significantly to business success.

What to Keep in Mind: Essential Insights for Crafting a Training Plan

Ready to dive into the nitty-gritty of creating an employee training plan? Here’s what you need to know!

1: Pinpoint Your Business’s Training Needs

The first step in developing a training plan is a thorough assessment of your training needs and existing roles. According to a Harvard Business Review study, accurately identifying skill gaps is key. Here’s how you can do it:

• Job Analysis: Review the requirements and competencies needed for each role.
• Performance Evaluation: Analyze performance reviews to identify areas needing improvement.
• Employee Feedback: Talk to employees about their development needs.

2: Set Clear Objectives

Aim for the SMART goals: Specific, Measurable, Attainable, Relevant, and Time-Bound goals. According to a survey conducted in May 2022 by Harvard Business Review Analytic Services, 82% of respondents considered the use of strategic goals to be “extremely critical” or “very critical” to their organization’s overall success.

Creating a good training program involves setting clear objectives and requirements. Ensure the training program is well-organized and communicated clearly to employees. A study by Training Industry indicates that detailed planning and effective communication contribute significantly to the success of training programs.

3: Choose an impactful solution: AI-powered microlearning

The goal of an AI-powered microlearning platform is to deliver efficient learning methods through bite-sized modules, making them easy to understand and process. This seamless process saves time and costs for employers. It allows you to create personalized training based on your business needs, harnessing peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.

Code of Talent’s mission is to equip your professionals with the real-time knowledge, skills, and support they need to successfully deliver on their objectives.

Depending on your identified needs and set objectives, you can choose the appropriate training for corporate clients. Code of Talent’s AI-powered microlearning platform delivers highly engaging microlearning experiences for:

• Accelerated Onboarding: Address the challenge of quickly integrating new hires by providing role-specific, AI-driven onboarding that accelerates their path to productivity.
• Product Training: Ensure staff are fully informed and confident with new and existing products through engaging, AI-tailored training, minimizing misinformation and boosting sales confidence.
• Sales Campaign Implementation: Overcome the struggle of keeping sales teams aligned with market demands through AI-customized training on sales campaigns, enabling effective strategy execution.
• Ongoing Skills Development: Combat skill gaps and maintain high performance with continuous, personalized learning experiences that keep skills sharp and employees engaged.
• Market and Customer Execution Support: Facilitate effective market execution by supporting reps in critical activities such as customer interactions, product showcasing, collecting market feedback, etc, all in real-time.
• Compliance and Operating Procedures: Ensure that teams adhere to compliance standards and follow operating procedures through easily accessible and friendly modules focused on regulatory requirements and best practices.

The platform offers a wide range of training creation aimed at growth, development, and efficiency for both employees and the company.

4: Keep Training Relevant and Engaging

Training content must be relevant and tailored to employee needs. Studies show that active learning, which engages employees in the process, is more effective. L&D teams design training programs that align with company interests, saving employer time and enhancing team efficiency.

For instance, an effective onboarding program can boost new employee productivity by over 70%, according to The HR Digest. With Code of Talent, companies can quickly and easily develop strategies to optimize current procedures.

Integration programs play a big role in retaining valuable employees. Our award-winning microlearning platform  provides customized, engaging, and practical on-the-job training that harnesses peer-to-peer learning and gamification to support sales and retail reps in their result-generating activities, driving performance, market readiness, and customer impact.

5: Continuously Evaluate and Improve

After implementing the program, evaluate its effectiveness through various methods, such as:

• Employee Feedback: Gather opinions on the training’s usefulness and relevance.
• Performance Evaluation: Monitor if there have been improvements in employee performance.
• Program Review and Adjustment: Make necessary changes based on feedback and results to better meet organizational needs.

Conclusion

A well-structured training plan not only enhances employee skills but also boosts satisfaction and development. The positive effects are felt on both sides, driving growth and evolution for employees and the company. By following the described steps and leveraging L&D team support, you can create an effective training program that benefits both employees and the organization. Contact Code of Talent to learn how to set and achieve your training goals. Our microlearning platform emphasizes a personalized approach and continuous evaluation to ensure long-term success of training initiatives.

Photo credit: Pexels

As companies adapt to emerging technologies, such as generative AI, in a rapidly changing world, they face significant challenges in the industry of learning and development. The task of keeping employees up-to-date with the latest advancements and empowering them to make a tangible impact on their organizations is more critical than ever.

The digitalization and personalization of learning processes are essential for ensuring long-term success. But how will these transformations unfold in practice? In this article, we will explore the key trends in training for 2024 and how they will redefine the landscape of learning and development. Get ready to discover innovations that will fundamentally transform how employees learn and grow!

As a manager or L&D professional, you might wonder: how can I make training more appealing for employees, and how much impact can this have on the business? According to the latest statistics, upskilling or reskilling processes make a significant difference in a company’s growth. A global survey by Gallup found that companies are 17% more productive and 21% more profitable when they offer training to engaged employees.

It appears that the way training is conducted also matters greatly. A study by HR Dive revealed that 93% of employees want training that is easy to complete and understand, and 89% want these courses to be available anywhere and anytime. This indicates that the training landscape is evolving, and companies must continuously adapt to these changes.

3 important trends for L&D that will shape the future of trainings in 2024

Upskilling, reskilling, and addressing learning gaps represent an ever-growing need for companies worldwide. In the past five years, total spending on employee training has exceeded $100 billion in the USA, according to Statista.

Considering employees’ engagement with courses and the attention they can dedicate to them, three types of learning that are becoming increasingly important in 2024 and beyond are: microlearning, AI-assisted and personalized course creation, and gamification.

Microlearning or bite-sized course sessions

In 2024 and beyond, microlearning continues to be a major trend, characterized by short, bite-sized course sessions that allow employees to learn at their own pace, precisely when they need it. This flexible format is ideal for today’s workforce, who prefer concise and readily accessible information. Short, interactive learning modules increase information retention and enable the immediate application of acquired knowledge.

Personalized, AI-Assisted Course Creation

Artificial intelligence (AI) aids in personalizing learning experiences. AI-powered training platforms can quickly create training experiences from scratch or based on existing documents and materials. For L&D professionals, this offers the advantage of speed and efficiency in creating training sessions, which can then be easily customized with their own photos and videos.

Gamification or Learning Through Play

Incorporating game elements into training is becoming increasingly popular, as gamification motivates and engages employees more effectively. By using reward mechanisms, points, medals, badges, and competitions, training sessions become more attractive and stimulating, improving participant engagement and performance. Moreover, this efficient learning method accelerates the application of learned concepts by employees, leading to increased profit margins.

How to Stay Up-to-Date on L&D Trends and Best Practices

As an L&D professional, staying on top of the latest trends and best practices in training is crucial. Given the dynamic nature of the digital landscape in recent years, needs are constantly evolving, and it’s important to stay informed to maintain the highest standards in employee development. Here are some effective strategies:

1. Follow Blogs and Industry Websites. Keep up with blogs and websites of industry experts such as ATD (Association for Talent Development), SHRM (Society for Human Resource Management), Training Industry, eLearning Industry, or Codeoftalent.com, which offer updated articles, case studies, and analyses on L&D trends.
2. Experiment and Seek Feedback. Experimenting in your own work can help you find new ways to improve your activity and even become a trendsetter. Getting feedback from your learners and managers will help you evaluate the effectiveness of your innovations.
3. Get Out of the Office. Spend time with your learners and observe their behavior. Ask questions and find out what their interests are.
4. Think Long Term. Try to differentiate trends from fads and think of how a current trend might affect the L&D industry in five years.

Staying updated with the latest trends and best practices in L&D is essential in today’s ever-changing digital landscape. As an L&D professional, continuous adaptation and learning are necessary to uphold high standards in employee development.

Engage with valuable resources from industry experts, follow thought leaders, and participate in events that highlight the latest innovations. Being active in professional communities also offers exclusive insights and networking opportunities, keeping you at the forefront of the industry.

Are you ready to apply the latest training methods for your company’s employees? Our award-winning microlearning platform, Code of Talent, helps you create personalized courses focused on your business needs, offering a modern and successful approach.

Click here to try it now.

In a business world where time is money and every minute counts, measuring the impact of training programs is essential. Without clear and well-defined performance indicators, Learning and Development (L&D) teams risk navigating through uncharted waters, wasting resources like soap bubbles drifting away.

Key Performance Indicators (KPIs) are like a compass in the middle of the ocean, guiding L&D teams towards guaranteed success. These KPIs provide a clear picture of progress and results and answer critical questions when allocating time and money to training: How effective are the courses, and how much have employees learned?

More importantly, how much do the employees’ learned skills reflect in business results? The resources invested in training should contribute to the company’s growth. A global Gallup study shows that companies offering employee training are 21% more profitable and see a 17% increase in productivity.

Why are KPIs Important for the L&D Team?

Key Performance Indicators (KPIs) are measurable metrics that reflect the success of a particular process or activity. In the context of Learning and Development (L&D), KPIs are vital for evaluating the efficiency and impact of training programs.

KPIs are essential for L&D teams for several reasons:

• Alignment with organizational objectives: they ensure that training programs contribute directly to the company’s strategic goals.
• Problem identification and resolution: they allow for the quick detection of areas where training programs are underperforming.
• Resource optimization: they help in efficiently allocating resources by focusing on activities that bring the most significant impact.
• Continuous improvement: they facilitate ongoing adjustments and improvements based on concrete data.

In essence, KPIs act as the navigational aids that steer L&D teams towards achieving their training goals, ensuring that every effort is aligned with broader business objectives and delivers measurable value.

Powerful KPI’s for L&D Teams

1. Completion rate

This can be measured by the percentage of participants who successfully complete a training program. A high completion rate indicates strong interest and commitment from participants. It’s like finishing a marathon without stopping for selfies.

2. Engagement rate

The percentage of participants actively involved in the training programs, whether through active participation in sessions, completion of course materials, or interaction with peers and trainers is an important KPI. High engagement indicates that participants find the content interesting and relevant but also enhances information retention and contributes to a positive learning environment. By monitoring engagement rates, L&D teams can adjust teaching methods and content to keep participants motivated and dedicated throughout the training.

3. Impact on company performance

This KPI measures the direct effect of training programs on overall company performance. It includes metrics such as increased productivity, reduced errors, improved customer satisfaction, and revenue growth.

To truly measure the impact of training programs on overall company performance, start by identifying key metrics such as productivity levels, error rates, customer satisfaction, and revenue growth. Establish a baseline by collecting data on these metrics before implementing the training program. Once the training is completed, gather the same data and compare the results between the trained group and a control group that did not receive the training. For instance, if a sales team that participated in the training shows a significant increase in sales compared to the control group, this demonstrates the positive impact of the training.

4. Participant satisfaction score

Participant satisfaction is a vital KPI that helps in continuously improving the training programs. Develop a detailed satisfaction survey that includes questions on various aspects such as content quality, trainer effectiveness, and overall satisfaction, using a Likert scale to capture nuanced feedback. Collect this feedback immediately after the training session to ensure that participants’ immediate reactions are recorded. Analyze the survey results to calculate average scores and identify trends, which can help pinpoint strengths and areas needing improvement. Comparing these scores with those from previous training sessions can reveal patterns and provide insights for refining future programs, ensuring that the training remains effective and engaging.

5. Knowledge application rate

By measuring participants’ ability to apply acquired knowledge in their daily work, organizations ensure that training translates directly into tangible results. It gauges the real impact of the training on job performance.

To measure the knowledge application rate, start by defining the specific skills or knowledge areas that the training aims to impart. Post-training, assess participants’ ability to apply these skills in their daily tasks through practical evaluations or on-the-job performance reviews. For example, if the training was focused on improving sales techniques, observe how sales representatives implement these techniques in their client interactions and track any changes in sales figures.

Gather feedback from managers and supervisors who oversee the trained employees, as they can provide insights into how well participants are integrating the new skills into their workflows. Additionally, self-assessment surveys can help capture participants’ perspectives on their ability to apply what they have learned.

6. Individual performance improvement

By tracking measurable progress post-training, organizations identify and nurture key talent, unlocking their full potential. It reflects the program’s effectiveness in developing the necessary skills and competencies, like an upgrade to the latest software version, but for people!

7. Time to implement knowledge

This is measured by the interval of time required for participants to apply new knowledge in their daily activities. A short implementation time indicates efficient and easily comprehensible training. Think of it as the time from downloading a program to running it – the quicker, the better!

8. Knowledge retention rate

This KPI measures the percentage of knowledge retained by participants over a period after completing the training. It assesses the durability and relevance of the information provided. It’s like remembering your favorite recipe months after learning it.

9. Training ROI (return on investment)

Calculating the return on investment (ROI) for training programs involves understanding all associated costs, including materials, trainer fees, and participant wages during the training period. Then, measure the financial benefits resulting from the training, such as increased sales, higher productivity, reduced errors, and lower employee turnover rates. Assign monetary values to these benefits to quantify them effectively. This analysis provides a clear picture of the efficiency of training investments, allowing you to demonstrate the financial return to stakeholders.

Conclusion

Key performance indicators are essential for any L&D team aiming to maximize the impact of training programs. Carefully monitoring these KPI’s not only provides valuable insights into the efficiency and relevance of the programs, but also helps align them with the organization’s strategic objectives. Numbers don’t lie, so make sure they’re as accurate and easy to measure as possible.

Lastly, try to save time and resources by creating modern and engaging learning experiences, so that every training session feels like a valuable investment. This not only enhances the learning journey but also ensures that the knowledge sticks and translates into tangible business results. It’s about making every effort count and seeing the impact in real-world outcomes.

Contact Code of Talent’s team today and learn how we can help you achieve your goals.

Photo: Pixabay

The first steps of a new employee in a new company are so important. Besides the employee needing to get to know their new colleagues and duties, the process they go through also serves as a test for the L&D team, as the new employee will already be forming their first impressions.

New hire orientation is all about giving a warm welcome to new employees and helping them understand their roles within the organization. Often mixed up with onboarding, orientation is a series of structured activities that introduce new hires to the company’s mission, values, and operational procedures. In our next article, we’ll dive into the key aspects of creating an effective orientation process and where onboarding fits into the picture.

What is new hire orientation?

New employee orientation is the first contact between a new hire and their workplace. This initial phase isn’t just a procedural necessity; it’s a golden opportunity to embed new hires into the company culture, align them with organizational goals, and set the stage for their future success. It helps create a sense of belonging, aligns employees with the company’s mission from day one, and clearly communicates job responsibilities, performance expectations, and metrics for success.

Onboarding vs. orientation. Yes, there is a difference between them

Though often mixed up, orientation and onboarding are actually two different beasts. Orientation is like the appetizer of the onboarding feast – it’s the initial bite, usually happening on day one or week one of the job.

The importance of orientation and the whole onboarding is backed by a ton of studies. According to shrm.org, 69% of employees are more likely to stick around for three years if they had a killer onboarding experience. Plus, those who went through a structured onboarding program were 58% more likely to stick around after three years. Another study by Brandon Hall Group even found that a strong onboarding process boosted new hire retention by 82%.

So, for all you L&D pros out there, this is ground zero in the employee loyalty game and the key to making them feel like part of the company crew.

9 innovative orientation ideas in 2024: What to do on Week 1

Have you found the perfect candidate for the job? Great! Now it’s time to ensure their orientation goes smoothly. If you really want to impress a new hire, try these innovative ideas to make them feel welcome and confident:

1. Welcome kit. Welcome kits containing a mug, stationery and stickers are pretty common, but you can impress your new hire with a book, a voucher or an accessory. Sending each new hire a questionnaire can help you find out more about their hobbies and interests.
2. Introduce wellness programs early on, offering access to resources such as meditation apps, fitness challenges, and mental health support. Let new employees know your company fosters a healthy and balanced work environment, enhancing overall well-being and productivity.
3. Welcome lunch. A team lunch is another great idea to introduce the team in a relaxed setting.
4. Video introductions: Have team members create short video introductions to help the new hire put faces to names and learn about colleagues’ roles.
5. 1:1 Meeting with the manager. A 1:1 meeting with the project manager, team lead, or even with the CEO if possible, allows the new hire to ask questions and feel comfortable with the management team. Try to make it informal and fun.
6. Feedback sessions. A few check-in meetings with the manager during the first weeks can help the new hire discuss their initial impressions and address any concerns or questions.
7. Gamification. Incorporate gamified elements into the orientation process (quizzes, scavenger hunts, challenges) to make learning fun and interactive.
8. Cultural immersion: Include activities that immerse the new hire in the company culture, such as participation in volunteer events, hackathons, or innovation days.
9. Health and wellness: Introduce wellness programs early on, offering access to resources like meditation apps, fitness challenges, or mental health support.

When does the onboarding process and training come in

The onboarding process kicks off with the first days of orientation but usually stretches over several months. Progressing through company processes and tackling initial tasks are important steps for understanding how the team operates and their workflow. The L&D team plays a significant role here.

As an L&D professional, you need to ensure that the new hire receives technical and operational training related to the specific tasks and responsibilities of the job. This might include courses on using particular tools or systems employed by the organization. How can you do this effectively? With a customized course tailored to the business needs of the company and the skills the new colleague needs to develop to add value.

Nowadays, with modern training methods, things get simpler for any L&D team. A microlearning platform powered by AI that helps you create customized training sessions is a time and money-saving solution, aiding employees in efficiently learning and immediately applying the concepts they’ve learned.

For instance, with Code of Talent, you can transform a clear business objective into a well-defined training program in just a few minutes, thanks to AI capabilities. You can effortlessly create onboarding, sales, soft skills, or compliance training courses and then customize them with desired elements (photos or videos).

Click here to try it now.

Photo credit: Pexels

Digital learning has evolved by leaps and bounds in the last decade. More teams than ever are turning away from conventional training methods and updating their old content – and for good reason. 

As technology evolves, e-learning has followed, leveraging learning analytics to help instructors track, measure, and visualize learners’ progress.

Learning analytics are largely powered by artificial intelligence and are immensely beneficial in transforming old training content into something more valuable. AI-powered analytics provides data about your training content and helps learners engage with the material by creating personalized experiences and opportunities for growth.

Introducing AI capabilities into your training methods is an excellent way to transform and update old training content, identify the strengths and weaknesses of individual trainees, and save you a lot of time and money. 

If you’re looking to develop a new microlearning curriculum that’s more in tune with the times, there’s no better place to look than AI. Not convinced? Here are some of the most valuable benefits of embracing artificial intelligence in employee learning materials: 

 

1. Help Trainers Review Responses

 

AI-powered tools analyze large amounts of data to identify patterns and trends in training content – much faster and more accurately than a human ever could.

With AI, it’s now possible to automate the entire process of reviewing responses to your microlearning training program. Whether this involves the grading process or providing personalized feedback to learners, it helps trainees identify areas where they need more support.

For example, an AI-powered system can analyze all written responses to a training quiz or microlearning video almost instantly. This saves a lot of time for trainers who would otherwise need to manually review responses and provide individual feedback. This time is better spent on creating more microlearning content.

AI can also be leveraged in developing microlearning content. Manually developing a high-quality complex training module takes a lot of time and human resources. According to a survey conducted in 2017, it takes an average of 42 hours to create one hour of passive training and a staggering 142 hours to develop one hour of complex learning. AI can cut this down significantly.

In terms of modernizing and streamlining legacy content, AI can also provide new avenues. For example, transforming old Powerpoint presentations into interactive digital modules is usually a long and cumbersome process. It requires authoring tools, apart from the actual creation of new and fresh interactive content. 

With AI, it’s now possible to transform legacy content more efficiently. This technology can be used to create content in fun, engaging ways, such as rewarding trainees who complete tasks or achieve specific goals. 

What’s more? It’s easy to develop this content in multiple languages that learners are proficient in using. With the pressure taken off reviewers to individually assess responses, this is an empowering tool for global companies working with a number of remote employees. 

 

2. Provide Automated Assessments 

 

Transforming traditional content to digital formats requires a great deal of software expertise and continuous innovation in the medium in which the training is delivered. Before trainers start worrying about whether learners are responding to the content, it’s important to know if the curriculum is functioning as intended in its new digital space.

To get feedback on this in software terms, trainers need to carry out continuous automated tests or assessments. This refers to the use of tools and scripts to check your training methods for defects or errors. This would require a large amount of expertise and manpower if done manually.

Fortunately, of the many uses of AI, the latest trend in quality assurance is test automation. AI-powered tools can mimic real-world user behavior to ensure your microlearning training content works as intended and meets your organization’s quality standards. 

By using automated testing tools that can assess a large number of cases accurately, AI can generate reports and provide insights into the performance and reliability of any software that you are using for digital learning modules. This will save time for your training and IT teams while ensuring that all desired quality standards are met. 

 

3. Give Necessary Feedback 

 

Training content can always be improved. Older or outdated modules often have a more traditional method of delivery and must be refreshed. As you begin to transform your old training content with AI and personalize it for trainees, you need to create specific, detailed feedback for improvement. 

 

Usually, this would involve a lot of tedious back and forth between several reviewers. With AI-powered tools, it’s a lot easier. 

When relying on an artificial intelligence curriculum, you can quickly get feedback on several training elements, including, but not exclusive to: 

• User engagement: To understand how engaging your training content is.
• Learning outcomes: To assess whether your training methods work. 
• Performance improvement: To assess if the training helps trainees grow professionally.  
• Overall effectiveness: To identify what works best and what doesn’t.

 

Need Help Revamping Your Old Content? 

 

The most common fear associated with artificial intelligence is that it’s coming for our jobs. The truth is that right now, AI is simply making complex tasks easier to complete and streamlining the way we work – including how we meet training needs. 

In terms of winning training programs, relying on an artificial intelligence curriculum minimizes tedious, manual work and gives us more time for more creative microlearning content.

Companies like Code of Talent have developed powerful AI tools to take training content to the next level with very little effort. When transforming old training content, CoT can help make learning more fun and bite-sized, change the behaviors of your trainees, drive professional development, and track the team’s progress in real-time. 

Browse the Code of Talent website for a free demo and transform your outdated training modules into something fresh and modern that your trainees will learn from and engage with.

Strong leaders and their teams do not stumble into greatness by accident. They envision it. They plan for it. They build their company around their vision – the proverbial pot of gold at the end of the rainbow. 

When we see leaders and their companies floundering, it’s often the result of an ill-defined vision, which results in a weak, incohesive company culture. It is the leader’s responsibility to create and share a vision that drives desired employee behaviors and mentalities. 

This is what many in the industry refer to as “casting vision.” When you define, explain, and breathe life into a vision, you mobilize the people within your company to set behavioral change in motion. Your vision as a leader is the thing that exists between the “what is” and the “what could be.” 

As a leader, here are three ways you can incorporate vision casting into how you guide your organization’s culture and behavioral change. 

 

(1) Define Your Vision

 

 

Many companies have taken the time to define their core values or overarching purpose, but many fail to truly tap into their ultimate vision. If you’re going to get people on board and drive real change, you need a vision that is neatly and clearly defined for all to see. 

Leaders need to create a vision statement – something that encapsulates the changes and outcomes needed to achieve greatness. When you have a strong statement that people can get behind, you fuel better employee engagement and valuable incentives for change. 

If you want people to change their behaviors, they need to know what that change will really look like. As you work on your vision statement, make sure you are addressing: 

 

• Your long-term business goals
• Your company’s place in the world
• The industry challenges you will face 
• Where you are going and how you will get there 

 

For most leaders, the ability to cast a compelling vision is what makes a business truly successful. If it isn’t already, ensure your vision is clearly conveyed and recorded in an official statement. 

 

(2) Collect Input and Share Ideas

 

The company vision should not be just shared with the leadership team. For vision casting to work, the vision statement needs to be shared throughout the employee pool. How else can leaders expect the company culture and drive to reflect their true vision? 

From sales associates to marketing officers, managers to interns, each company member has a role to play in your vision. As a leader, it’s up to you to get your employees engaged and invested in this vision (and the behavioral changes it requires).

However, it’s not just about sharing your vision – it’s about feedback, too. It’s in your best interest to learn what employees are thinking via group meetings, one-on-one discussions, surveys, and brainstorming sessions. 

According to the 2021 Global Culture Survey, nearly 70% of employees and leaders say that culture is more important to business success than strategy operations. By heavily involving all employees in the vision casting process, leaders have the opportunity to build a more engaging, positive, and inclusive company culture. 

To be effective, a vision cannot just be shared in specific meetings. It should also be present in daily conversations, weekly overviews, training materials, and much more. 

 

(3) Embrace the Never-Ending Process 

 

 

Vision casting isn’t some spell you cast once and hope for the best. Although it’s great to define and share your vision, it also needs room to evolve and grow with your business. Your company is always changing, and that means your vision likely is, too. 

The truth is that your vision is only useful if your people are continuously moving toward it – and that can’t happen if it becomes obsolete or irrelevant as your company evolves. 

That’s why vision casting also involves intentional reflection. As a leader, you can set the tone of your business’s growth and possibilities by scheduling times of reflection and thought for the future. 

Enlist the help of your employees to reevaluate your values and guide any changes you decide to make. This is a never-ending process, and embracing the continuity of vision casting is an excellent way to build a culture rooted in organizational learning and development. 

 

We’ll Help You Drive Change in Your Company

 

The word “casting” implies both a sender and a receiver. When casting your vision, you’re sending your message to your employees – but you’re also asking them to contribute to and buy into this vision so that their behavior will actually change. 

At Code of Talent, we assist with the entire vision casting process by helping leaders measure the success of training and learning – and the impact on their organizations. Our award-winning platform allows employees to learn on their own schedules, reducing productivity while boosting their engagement and understanding. 

Contact us today to learn more or schedule a tour of our microlearning platform. We’ll demonstrate exactly how our product can help you enact real, lasting behavioral change that aligns with your company’s vision. 

Corporate training has undergone some serious changes in the last couple of years. Employers and trainees both have new expectations for workplace learning, and trainers are consistently forced to stay ahead of the curve. 

32% of companies reported that their training budgets increased – a sharp rise from previous years. Companies are spending more on corporate training tools and professionals, and they expect up-to-date skills and platforms. 

As a corporate trainer, your core responsibility is to understand a business’s needs, then use your skills to provide educational solutions to those needs. To help you increase your demand and build a successful career, we’re sharing the top four skills you need to foster.

(1) Strong Communication Tactics 

You likely already understand the importance of strong communication skills. However, we could easily make the argument that communication is a hotter topic now than ever before – especially when it comes to workplace learning. 

2020 was the year that the world went remote. Now, research indicates that up to 49% of employees are fully remote. Although there are still plenty of people working in physical offices, it’s increasingly common to find teams that are fully or partially remote, at least in some capacity. 

Nowadays, workplace learning doesn’t always take place in one room with physical trainers and trainees. Most companies have embraced a blend of in-person and virtual training, with a large chunk of businesses turning to “virtual classrooms.” 

So, how can you exhibit communication skills and engage learners remotely? That’s something employers will want to know in 2022 and beyond. You can start by: 

• Turning on your video. People like to actually see you, even when training virtually. 
• Engaging with trainees within the first 5 minutes. Set expectations at the start of each session.
• Prompting casual engagement. Ask questions over video or audio to start conversations.
• Using trainees’ first names. You want to establish personal, positive connections.
• Sharing a personal story. This build familiarity and helps you relate to trainees on a personal level. Bonus points for humor!
• Communicating results. What will trainees be able to do after this training? Be specific, and speak in terms of behavior change. 

To be the best, you don’t just need to be good at talking to learners or explaining subjects. You need to be skilled at facilitating communication in both directions – virtually or in the real world. 

(2) Organizational Skills

You’ve always needed to juggle various materials and schedules. Now, you also need to add digital corporate training tools to your organizational list. 

The US e-learning market is expected to potentially grow by $12.81 billion between 2020 and 2024. We’re witnessing an explosion in online training platforms, virtual learning spaces, and all kinds of educational software. There’s a lot to keep your eye on. 

Speaking of software, you may want to add some of these great organizational tools to your arsenal: 

• Canva, for creating interactive graphic materials. 
• Prezi Business for impressive, streamlined presentations. 
• Klipfolio for reporting and tracking KPIs. 

These will help you keep track of all your data, as well as the many virtual and e-learning solutions you’re adopting. 

(3) Up-to-Date Expertise  

A stellar corporate trainer doesn’t just read from a textbook or how-to guide. Instead, they bring razor-sharp research skills to the table and do their own digging into necessary subjects. 

You need to stay on top of the latest, most cutting-edge content for your learners. This is especially true in the healthcare, technology, and digital marketing spheres where things are always changing. 

How do you build modern expertise as a corporate trainer? Well, you start by: 

• Staying up to date with the newest training resources
• Gathering valuable feedback from employers and trainees 
• Following reputable news sources within your industry 
• Assessing and experimenting with new learning platforms 
• Learning how to access information on industry-specific topics 

Small businesses aren’t always going to tell you what to do. In fact, more often than not, they’re going to ask you what they should do. 

You need to be in a place to advise employers on the best corporate training tools, strategies, and trends out there. You also need to be able to quickly find and absorb information on topics, especially when they’re new to you. 

(4) Technology Skills

It doesn’t matter what area you specialize in as a corporate trainer – technology is a part of every field at this point. That means you need to have some essential technical skills, such as: 

• Experience with learning management systems (LMS)
• Knowledgeable about Cloud storage and accessibility solutions 
• Familiarity with popular learning generation platforms (microlearning, LXP, authoring platforms, etc.)

The “2021 LinkedIn Workplace Learning Report” indicates that we have truly entered a new digital era. According to learning and development leaders around the world, “resilience” and “digital fluency” were cited as the first or second most important skills in all the countries surveyed. 

As we mentioned earlier, training programs are nowadays increasingly digitized. You have to constantly adapt to new technology, resources, and corporate training tools. Staying adaptable can be the key to career success. 

Tech savviness as a corporate trainer isn’t just about understanding the latest programs. It’s also about providing trainees with the guidance and support they need. If their trainer can’t help them troubleshoot issues with their learning journeys, who can? 

Need Help “Modernizing” Your Training? 

We know the challenges of staying up-to-date as a corporate trainer. At Code of Talent, we’ve helped trainees complete more than 2,500 learning journeys and achieved a 92% engagement rate. Trust us – we know what it takes to digitize and enhance training programs in order to transform learning into action.

If you’re a corporate trainer or an organization looking to minimize training time, costs, and challenges, let’s talk. We’ll equip you with the training tools and knowledge you need to succeed. Check out the Code of Talent demo today or send us a message online.