Senior leaders all agree that effective onboarding is necessary for success, yet statistics show that a staggering one third of companies do not have an official onboarding process.

So why do organisations fail to provide such an important tool for new hires and why is it so important?

Most managers cite lack of time and resources as the main reason for not implementing a solid onboarding program and Gallup reports only 12% of employees “strongly agree” they had a great onboarding. This means that 88% of enthusiastic and committed new starters end up being disappointed and frustrated when they start their new role. Sadly, this also means that those organisations have increased attrition as 1/3 of all employee attrition happens during the first 90 days of employment. 

So, what are the benefits of an onboarding program?

1. Engagement
   Employee engagement is 54% higher among employees who have a structured onboarding program. This makes happy and committed team members.
2. Time to productivity or proficiency
   Productivity is improved by over 70% when a structured onboarding program is in place. This means a better bottom line due to more skilled teams!
3. Consistency
   A structured onboarding program provides the same message to all new starters and includes essential information that all team members need. This gives the tools to improve the new hires confidence and knowledge.
4. Employee retention
   The above points 1 & 2 equate to increased satisfaction and increased productivity and proficiency. This translates to skilled and committed staff which equals increased retention.

Why Microlearning?

Microlearning delivers learning in bite-sized chunks and is suited perfectly to online learning modules tracked within a learning management system (LMS).

The benefits are:

1. Preventing “death by PowerPoint” and cognitive overload.
   You have probably all seen (or maybe even suffered from) the information overload that innocent new starters are subjected to when busy managers place them in front of a computer for hours at a time in their first days to complete so-called “necessary” training. An effective analysis of required training often reveals unnecessarily long (and sometimes even unnecessary) training which could be replaced by smaller modules over a spaced period of time to actually allow for learning and retention.
2. Increased retention and application
   When smaller chunks of learning are completed, when required, the information is easily absorbed, and put to use, by learners which results in solidifying the learning. This prevents what German psychologist Hermann Ebbinghaus titled the “forgetting curve”. His findings show that learners forget 50% within the first 24 hours of learning it and 90% within a month.
3. Just in time learning and completion tracking
   A structured learning path within a learning management system allows the learner to access specific information when they need it. This leaning can then be tracked, and completion statistics and skill levels reported on.
4. Convenience
   Micro eLearning can be available on any device and producing material has never been easier, or faster. Learners can complete when and where they like and most importantly can then access later if required. Learning becomes part of “business as usual” instead of a once off event that is forced. This results in the development of an organisational learning culture which then drives continuous improvement.

What are you waiting for?

Most organisations invest a significant amount of time and energy on ensuring the recruitment of the best people. An effective onboarding program is the best way to protect this investment and ensure both success and satisfaction for new starters and this is a win-win for everyone.