Find out Why Over 30,000 employees Have Experienced Onboarding through Learner Mobile and How it Has Elevated the New Hire Experience

Find out Why Over 30,000 employees Have Experienced Onboarding through Learner Mobile and How it Has Elevated the New Hire Experience

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Over the past several years, many of our clients have moved their onboarding programs from traditional live onboarding sessions to a digitally-based experience via Learner Mobile. 

While Covid spurred this shift, we haven’t seen a single client maneuver back to pre-Covid onboarding programs. The reason being is that these companies found more success through digitally-based onboarding than they did through traditional onboarding. The value proposition was clear:

  1. Cost-effectiveness: Digital onboarding eliminates the need for pricey airline tickets and hotel accommodations – making it a more economical option.
  2. Scalability: Unlike traditional methods, digital onboarding can effortlessly accommodate a larger audience, with the ability to update content swiftly and reach thousands simultaneously.
  3. Accelerated readiness: By offering a self-paced approach, digital onboarding can expedite the journey to job readiness by up to 40%. Employees can navigate the program at their own speed, tailored to their individual learning preferences.

There are a few considerations to doing digital onboarding right, however. If your company is exploring a shift from traditional in-person onboarding to a digitally-based untethered approach, consider these five things:

  1. Allow for a self-paced approach: Don’t force everyone to go through the program and onboarding process the same way at the same time. Accommodate various speeds and learning styles to drive high engagement and a better all-around experience.
  2. Create engaging content: Oftentimes, traditional approaches are modeled after a presenter in the front of the room that can command the audience. With digitally-based onboarding, there is no facilitator to carry the experience. The content, therefore, must. Content must not just present information. It should deliver an experience where people engage in activities, knowledge checks, earn badges, and more.
  3. Make it personal: Sometimes a digital experience can feel impersonal. But it doesn’t have to. By having strong communications, a clear process, and personalized touchpoints, a digital approach can actually be more personalized because it doesn’t treat everyone in the group the same.
  4. Build an online community: New hires want to connect, and connection is key. Your digitally-based onboarding program should allow for new hires to comment on the training, reply to thoughts and ideas, participate with the content or virtual facilitator, and rate the quality of stages in the onboarding program along the way.
  5. Start and stop with a live connection: While the onboarding program can be deployed digitally, a best practice would be to ensure a personal / in person greeting on day one even if it’s another remote employee working in the same town. Ensure a connection between local groups. Repeat the connection at the conclusion of the onboarding program to bookend the experience.

Sure, there’s more. But these five things will help you deliver an exceptional digital onboarding program that works faster, better, and cheaper, than a traditional approach. Give it a try. And if you want some support, give us a call. We’d love to help, and we have a great deal of experience and expertise that may be valuable to you. Onward!

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