Tips for Revitalizing Your Onboarding Training to Engage New Employees (cont.)

4. Use a Blended Learning Approach - Since adults learn best in small chunks, design a multi-faceted, modulated learning approach. Utilize scheduled classroom training, eLearning programs, coaching sessions or mentoring on a timely basis. Plan the learning when the learning needs to occur. For example, teach them about their benefits package once they are eligible for benefits, not on the first day. Otherwise, they will probably need refresher training again at the eligible time period.

5. Hook Them Up - Grab the attention of your new employee immediately and foster the unique tools and language that socializes them quickly into your culture and makes them feel a part of your organization quickly. What do they need to know to get integrated? For example, are there terms and lingo that they need to learn to fit in? Providing them with a small token containing your organization's logo is also a nice touch.

6. Evaluate Performance - Design both informal and formal feedback channels into the program, with success as the primary goal. Hold your employees accountable for their actions and measure employee reaction, learning, behavior and results. Give feedback often. Record and reward those who demonstrate desired behaviors and reach their targets.

7. Make Them Matter - Use feedback from new hires as a part of your program audit. Implementing the suggestions of even the most unassuming feedback could be the difference between a good and a great program.

One-day orientation programs are gradually being recognized that they are not sufficient enough to integrate new employees to be self-sufficient. As managers begin to understand that the success of their new employees is directly related to how they are onboarded specifically to their role and department, the more they are realizing the value of a gradual onboarding program. The more time and effort organizations take to structure their onboarding programs, the more successful everyone will be.