The holiday season is a busy time for retailers, requiring additional staff members to accommodate the influx of shoppers. Seasonal staff or temporary employees are often new hires that require onboarding and training to ensure they are ready to work efficiently and effectively during the period of high sales. Unfortunately, traditional onboarding methods can be time-consuming and overwhelming for both employers and new hires. This is where Wranx comes in. Wranx is microlearning learning platform that makes onboarding quick, engaging and tailored to your specific business needs. In this blog, we will explore how to effectively onboard retail Christmas staff with Wranx.
Create a Customized Learning Plan
The first step to effectively onboard retail Christmas staff is to create a customized learning plan. With Wranx, you can easily create a learning plan that fits your business needs and aligns with your sales objectives. The platform allows you to customize content, assign training modules, and monitor progress effectively. Wranx uses Spaced Repetition training, with algorithms that aid in memory retention, ensuring that the training sticks with your staff.
Personalize the Experience
No two learners are the same, everyone picks up information at different paces, so it’s important that your onboarding program is personalized to ensure maximum success. Wranx algorithms ensure information is repeated as spaced intervals until it’s firmly retained. And, if your learners aren’t confident answering certain questions, or keep answering incorrectly, they will repeat the questions and answers until they have fully grasped them. We also understand that different learning styles appeal to different people, so Wranx has varying quiz-style question types to keep your learners engaged and ensure learning is fun.
Monitor Progress Effectively
Tracking and monitoring progress is vital for successful onboarding. It allows employers to identify any knowledge gaps and provide additional support to ensure employee success. With Wranx, managers can easily assess progress and get real-time insights into how their employees are performing. Wranx reporting dashboard highlights engagement, confidence, how learners are increasing their knowledge and who may need additional support.
Provide Ongoing Support
The onboarding process does not end with the completion of a course. Ongoing support is essential to ensure employees continue to perform optimally. Wranx offers ongoing learning to employees, allowing them to engage with the platform and continue to improve performance throughout the holiday season. The Spaced Repetition algorithm ensures information is retained long term and employees can recall information confidently when out on the shop floor during busy periods.
Create A Competitive Atmosphere
Wranx incorporates gamification features to motivate staff to continue learning and complete their daily training drills. Leaderboards, hot streaks and badges bring out a competitive element in your staff, whilst incentives and rewards can really push your team to do their best. Without an incentive training can become just another task to complete, but rewards can significantly boost enjoyment. Clients of Wranx have successfully used employee incentives to further increase sales.
In conclusion, improving your Christmas staff onboarding experience with Wranx can lead to a more productive and engaged team. With Wranx’s personalized learning, Spaced Repetition algorithms, and easy-to-use platform, retail staff can learn quickly and retain information for real-life application. Additionally, Wranx’s monitoring and progress tracking enable effective management making it easier to identify knowledge gaps and areas for improvement. Finally, Wranx’s gamification features lead to increased employee satisfaction and sales. Therefore, if you’re looking to onboard retail Christmas staff, we recommend that you choose Wranx as your onboarding platform and partner.
Onboarding plays a critical role in the success of any organization. It helps new employees acquire the necessary knowledge and skills, and integrate into the organizational culture quickly. However, traditional onboarding methods no longer suffice in today’s fast-paced world. With the emergence of technology, employers need to leverage digital tools to improve employee onboarding while minimizing the time and resources required. Microlearning has emerged as one of the most effective techniques in recent years. This blog post will explore how microlearning can boost employee onboarding and provide strategies for implementing it successfully.
Why Microlearning Works for Onboarding
Microlearning provides bite-sized content to learners. It presents information in smaller chunks, making it easier to digest and retain. Rather than overwhelming new employees with prolonged and often dull training sessions, microlearning offers more engaging and interactive options that align with today’s short attention spans. By using engaging videos, infographics, and quizzes that can be accessed anytime, anywhere, microlearning makes learning fun and interactive.
Strategies for Implementing Microlearning
To make the most of microlearning in onboarding, you need to develop a strategy. Here are some tips for implementing it effectively:
a. Identify the critical content that new employees need to learn to be productive.
b. Develop a curriculum and break it into bite-sized chunks.
c. Use interactive content like videos, infographics, and quizzes to engage learners.
d. Ensure accessibility by using mobile-friendly content and accessible training systems.
e. Provide performance support tools that allow employees to access information on-the-job.
Measuring the effectiveness of microlearning is essential to understand whether it is producing the desired results. You can measure the effectiveness of the program by analyzing performance data and getting feedback from employees. Using this information, you can offer additional support on topics your learners aren’t grasping as quickly and ensure that your employees are retaining the essential knowledge and skills needed to be successful in their role.
Benefits of Microlearning in Onboarding
The benefits of microlearning in onboarding are numerous. One of the most significant benefits is that it boosts engagement and retention. Engaged employees are more likely to put in extra effort, leading to increased productivity and in turn increased profitability. Also, microlearning makes onboarding more efficient – reducing time and resources needed for training. Employees can complete their training sessions quickly and efficiently, allowing them to begin working on their core tasks.
Microlearning is a powerful tool for employee onboarding. It provides bite-sized content that engages learners, makes training more efficient, and is suitable for today’s modern, fast-paced world. Employers should begin by identifying the critical information that employees need to learn and develop interactive content that aligns with their learning style. With the right strategy and measurement tools in place, microlearning is sure to boost employee engagement, productivity, and organizational success. See how Wranx can support your training initiatives, book a call with our team to discuss here.
Inductions for new starters can cover organization structure, HR procedures, health and safety, equipment overviews, job requirements, training and development programmes, meetings with colleagues and more. New starters can’t be expected to remember all of that in one go, though – our brains simply aren’t geared up for it. But, it’s important. Successful employee onboarding significantly improves employee morale, performance and retention, all of which have a positive effect on your organization’s bottom line.
Despite that, organization onboarding processes typically take a traditional, classroom-based approach to learning, with information given to new starters in big chunks. This is down to time and cost pressures, of course, but it’s counterintuitive because it costs more time and money in the long run through a lack of effectiveness and efficiency. But how can we make sure the onboarding we deliver is effective? And what makes it effective?
For employee onboarding to be successful, new starters need to both take in and retain a large amount of information. We’ve known as far back as 1956 that we learn lots of info better when we break it up into small chunks. American psychologist George A. Miller termed this approach “chunking” and it’s the basis for what we today call “Microlearning”. Even further back in 1885, meanwhile, German psychologist Hermann Ebbinghaus had hypothesized that we forget up to half of what we learn within a matter of days and continue to forget information over time, albeit at a decreasing rate. The “Ebbinghaus Forgetting” Curve also suggested that the rate of forgetting is reduced each time newly learned information was reviewed, implying that knowledge retention can be improved with repeated exposure to information. This last insight underpins the modern-day learning technique Spaced Repetition.
Microlearning breaks topics down into small pieces. It aids the learning process because it suits the brain’s ability to learn short, easily consumable segments, rather than overwhelming it with large volumes of new information in one go. For onboarding, microlearning could be delivered to a new starter’s work computer at their desk, or via a mobile app.
Personalized Spaced Repetition
Taking Microlearning a step further, learners can be tested on a topic, with the information they’ve failed to retain or recall shown to them again for reinforcement and information they have retained not shown again, or shown at rarer intervals. This is known as Spaced Repetition. By adapting it to a user’s needs, it becomes Personalized Spaced Repetition. Testing can be web or app-based, while prompts can be sent via email or as push notifications.
There are a number of employee onboarding benefits to hosting learning materials and activities online. To begin with, new starters can access them from anywhere at any time, meaning learning is made more convenient and more effective. It also means they can revisit materials or activities to refresh their knowledge as required. Elsewhere, online platforms typically make it easy to track learner performance, meaning areas of weakness can be identified and addressed.
EMPLOYEE ONBOARDING BENEFITS
There are lots of benefits to ensuring the best possible employee onboarding process and they’re not just limited to benefits for the employer. Here are some of the biggest benefits for employers, employees, and customers.
Benefits For employers
- Acceleration: Employees are brought up to speed more quickly, adding value sooner.
- Productivity: Workforce performance is improved, meaning productivity increases.
- Retention: Employees are happier and more engaged, making them less likely to leave.
- Confidence: Employees have more belief in their abilities, are more comfortable in their roles and are happier.
- Performance: Employees are better equipped to deliver their roles and do so to a higher level.
- Belonging: Employees feel more engaged and more a part of the organization.
- Quality: Customers receive a better quality of product or service, improving company reputation.
- Responsiveness: Employees are able to respond to customer queries more quickly and with better answers.
- Communication: Employees can speak with customers more comfortably and more authoritatively
EMPLOYEE ONBOARDING TIPS
Start before they start
Don’t wait until a new employee’s first day to begin the onboarding process. When you invite candidates to interviews, you should give them information about the company and the role. Not only does this begin getting them up to speed, it builds enthusiasm and makes a strong first impression.
Although a new starter will only be working in one role on one team, they are still a part of the organization as a whole and they need to feel like that is the case. Introducing them to different employees and teams is crucial for this. Other teams should also provide overviews of how they will work with new starters and the working processes involved. More broadly, it’s important to give starters a sense of the company’s culture, customers and place in the industry.
Keep it continuous
Delivering onboarding as a one-off event rather than an ongoing process not only makes it harder for new starters to remember everything they are told but puts them under more pressure to do so. By making it an ongoing or “revisitable” process, employees can continually refresh any areas of knowledge weakness that they think need addressing. What’s more, a greater sense of engagement and belonging is developed.
EASILY ONBOARD NEW STARTERS
Enhancing your onboarding initiatives with Wranx is a sure fire way of increasing productivity. Your new starters will quickly and confidently feel equipped to start working independently which will add value to your organization.
The benefits of onboarding your new starters with Wranx are:
– Quick and effective onboarding on products, policies, procedures and services
– Improved productivity
– Increased staff retention
– Enhanced confidence
– Increased performance
– Increased sense of belonging
Welcoming new staff members to your team is an exciting opportunity for growth and development. However, the onboarding process can make or break their initial experience with your organization. Effective onboarding is essential for setting the stage for long-term success, engagement, and productivity. In this blog post, we will explore the key steps and strategies you need to undertake to effectively onboard new staff smoothly, ensuring a smooth and impactful onboarding experience for your new hires.
1. Create a Structured Plan to Onboard New Staff
A structured onboarding plan is the foundation of a successful onboarding process. Start by defining clear objectives and goals for the onboarding period. Break down the plan into manageable steps, considering both company-wide essentials and department-specific requirements. This plan will serve as a roadmap, ensuring consistency and providing a sense of direction for both the new hires and the onboarding team.
2. Begin to Onboard New Staff Before Day One
The onboarding process should start well before the new employee’s first day. Send a welcome email or package that includes relevant information, such as an employee handbook, company policies, and any pre-reading materials. Introduce them to their team members through a welcome email or video call, fostering a sense of belonging and connection even before they step foot in the office.
3. Provide a Comprehensive Orientation
A well-rounded orientation is essential to familiarize new employees with the company’s mission, values, culture, and structure. Conduct a comprehensive orientation session that covers everything from the company’s history to its current projects and future goals. Include presentations from key executives and department heads to provide a holistic understanding of the organization.
4. Tailor Onboarding Training to Individual Needs
Recognize that each new hire has unique skill sets, experiences, and learning styles. Tailor the training program to address their specific needs and ensure they receive the necessary knowledge and skills to excel in their role. Offer a blend of formal training sessions, job shadowing opportunities, and hands-on assignments to enhance their learning experience.
5. Set Clear Expectations and Goals
To facilitate growth and performance, it is vital to establish clear expectations and goals for new hires. Clearly communicate the key responsibilities, performance metrics, and desired outcomes for their role. Regularly check in with them to ensure they understand their objectives and provide feedback on their progress.
6. Foster Connections to Onboard New Staff
Encourage new employees to build relationships within the organization by providing networking opportunities. Organize team-building activities, lunches, or virtual meet-ups to facilitate interaction between new hires and their colleagues. This helps create a supportive and collaborative work environment, boosting morale and engagement.
7. Develop an Ongoing Support System
Onboarding does not end after the first few weeks. Implement an ongoing support system to ensure long-term success and integration into the organizational culture. Schedule regular check-ins with new hires to address any concerns or questions they may have. Provide opportunities for professional development and growth to demonstrate your commitment to their career progression.
9. Seek Feedback and Continuously Improve
To enhance your onboarding process, seek feedback from new hires about their experience. Conduct surveys or one-on-one interviews to gather insights into what worked well and areas for improvement. Actively listen to their feedback and make adjustments to the onboarding program accordingly. Continuous improvement is key to refining and optimizing your processes to onboard new staff over time.
10. Celebrate Milestones and Achievements
Acknowledge and celebrate key milestones and achievements reached by new hires during their onboarding journey. This can include recognizing the successful completion of training modules, hitting performance targets, or notable contributions to team projects. Celebration not only boosts morale but also reinforces a positive company culture that values and rewards hard work and dedication.
Brandon Hall Group
A well-executed onboarding process is an investment in the success of your new staff members and the overall growth of your organization. By creating a structured plan, providing comprehensive training, fostering connections, and offering ongoing support, you can ensure that your new hires feel welcome, engaged, and set up for long-term success. Remember, effective onboarding is a continuous process that requires regular evaluation and improvement to meet the evolving needs of your team and organization.
Wranx can provide an invaluable tool for training managers when onboarding new starters. The platform can provide a wealth of information in the form of interactive learning materials, quizzes and resources to help trainees understand key concepts quickly and easily. With Wranx’s analytics tools, managers can monitor the progress of each individual learner, giving them valuable feedback on what areas need additional attention or support. Wranx also allows managers to track the effectiveness of their onboarding program, so they can adjust it as needed and ensure that all new starters have a successful start to their new job. Ultimately, Wranx’s features help training managers create an engaging and informative onboarding process that helps new starters feel welcome and able to hit the ground running from day one.
Onboarding is an essential process for any organization, large or small. It helps ensure that new hires feel welcomed, valued, and equipped to do their job. However, despite its importance, onboarding doesn’t always work as it should. There are many reasons why onboarding can fall short, leaving new hires feeling lost, overwhelmed, and underprepared. In this blog post, we’ll explore five common reasons why onboarding doesn’t work and what you can do to fix it.
Lack of Structure
One of the most common reasons why onboarding falls short is a lack of structure. Onboarding should be a well-planned and structured process that covers all the essential aspects of the job, from training to company policies to goals and expectations. Without structure, new hires may feel disoriented and unsure of what’s expected of them, leading to decreased job satisfaction and productivity. To fix this, make sure your onboarding program has a clear structure and covers everything your new hires need to know.
Another reason why onboarding may not work is that there is no follow-up after the initial training period. Onboarding is an ongoing process that should continue beyond the first few weeks of employment. Regular check-ins with new hires, feedback from managers, and continuing education opportunities can help new employees stay engaged and feel supported. Without follow-up, new hires may feel neglected and unsupported, leading to higher turnover rates and decreased morale.
Lack of Transparency
Transparency is another essential aspect of successful onboarding. New hires should have a clear understanding of company policies, procedures, and expectations. They should also feel comfortable asking questions and seeking clarification when needed. Without transparency, new employees may feel unsure of where they stand and may be hesitant to ask for help or raise concerns. To combat this, make sure that your onboarding program is transparent and encourages open communication.
Training is a critical component of onboarding, but it’s not always done effectively. One common mistake is providing too much information at once or using outdated training methods. To make training more effective, focus on providing relevant and up-to-date information in small, digestible chunks. Use interactive training methods, such as role-playing or job shadowing, to help new hires apply what they’ve learned in a real-world setting.
Lack of Personalization
Finally, onboarding may falter if it’s not personalized to the new hire’s needs and interests. Every new employee is different and has unique requirements. One-size-fits-all onboarding programs may not work for everyone. To make onboarding more effective, tailor it to each new hire’s individual needs and interests. Consider their background, work style, and goals, and find ways to incorporate these into the onboarding process. This personalization can help new hires feel seen, valued, and invested in their work.
Onboarding is a critical part of the employee experience, and when it doesn’t work, the consequences can be dire. However, by understanding the common reasons why onboarding falls short and proactively addressing these issues, you can create a more effective and engaging onboarding experience for new hires. Whether it’s by providing more structure, keeping the lines of communication open, or personalizing the experience to each new employee, there is always room for improvement. With the right approach, you can turn onboarding into a positive experience that sets the stage for long-term success.
See how Wranx can enhance onboarding at your organization by providing a fun, engaging and standardized onboarding program that will delight new starters, and take pressure off your hiring managers.