Navigating the Onboarding Journey: Blended Learning that Works
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Navigating the uncharted waters of a new workplace can seem daunting; it can be too much, too soon, or no onboarding support at all. Statistics have proven that half of new recruits jump ship in the first 90 days, highlighting the important fact that organisations have to develop onboarding programmes into shipshape condition to ensure plain sailing for new recruits. So how do you charter the onboarding journey? In this presentation, Tina will look at effective and engaging ways to design and deliver a blended onboarding approach so that your new sailors aren’t tossed into shark invested waters on their first day. Tina Griffin, Elearning Solutions Manager presented this slidedeck at the Elearnz Conference in Auckland, New Zealand, July 23, 2015. For more info on building a better onboarding programme, visit www.kineo.com
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Navigating the Onboarding Journey: Blended Learning that Works
- 1. 1 Navigating the Onboarding Journey Blended Learning that Works Tina Griffin Manager eLearning Solutions Kineo Pacific
- 3. 3 Onboard-oke NEW JOB EXCITING AND NEW COME ABOARD WE’RE EXPECTING YOU AND HARD WORK LIFE’S SWEETEST REWARD LET IT FLOW IT FLOATS BACK TO YOU YOUR SKILLS GROW SOON YOU’LL BE WALKING AND THEN YOU’LL RUN FAST OR SLOW LEARNING HAS SOMETHING FOR EVERYONE SET A COURSE FOR ADVENTURE YOU MIND PAY ADVANCE YOUR MANAGER WON’T HURT ANY MORE THEY’RE OPEN SMILE ON A FRIENDLY SHORE NEW JOB WELCOME ABOARD YOU’LL LOVE - YOUR - JOB
- 5. 5 BUT the reality is a little different…. What % of staff leave their organisations in their FIRST YEAR? 1 in 3
- 6. 6 BUT the reality is a little different…. What % of staff leave their organisations in their FIRST 6 WEEKS? 22%
- 8. 88 In short … We overload the boat We rush them onboard We don’t give them what they need, when they need it We don’t support our captains (managers)
- 10. 1010 … but it shouldn’t be that way
- 11. 1111 What your new joiners seek … But our organisations want …. minimum time to competence and compliance
- 12. 1212 Too much up front
- 13. 1313 We don’t support our managers “It’s just another thing I have to do” “I don’t have time to train a new staff member”
- 15. 1515 In short … Break up the journey and provide variety of activities at each port Run a campaign Prepare travelers before Day 1 Find human connections Chart your progress … provide a map Let your brand tell your story Give managers support Tailor the itinerary
- 16. 1616 How long does your onboarding journey take? How do you describe the end point? ?
- 17. 1717 Break up the journey X XX X
- 18. 1818 Align expected goals to each step Able to perform key job tasks confidently Feel welcome and part of a team
- 19. 1919 Break up the journey
- 20. 2020 Think about different activities of your blend Connect Read Do Learn Assess DevelopEvaluate
- 21. 2121 And portals become the glue
- 22. 22 Creating campaign themes across channels
- 23. 23 The concept sits over all the learning components Topic 1: 1 2 3 4 Support : Topic 3: 1 2 3 Topic 2: 1 2 3 4 5 QUIZ Mentoring eLearning Knowledge based eLearning Scenario based Job aids Intro: Video
- 24. 2424 Start Before Day 1
- 25. 2525 Make it personal, inviting
- 26. 2626 Be Human … Share Stories EasyJet Example
- 28. 2828 Help create relationships • Buddies, mentors and coaches • Action learning groups • Peer networks • Team lunches • Social events
- 29. 2929 Clarify the Journey … Provide a Map
- 30. 30 Provide a Home … That Reflects Your Personality
- 31. 31 Provide a Home … That Reflects Your Personality TUI Example
- 32. 32 Provide a Home … That Reflects Your Personality
- 33. 3333 Give managers support tools
- 34. 3434 Detailed tools in the format Managers want
- 35. 3535 And finally – tailor the journey • Recognise prior learning • Provide fast tracks • Allow choice • Allow browsing
- 36. 3636 In short … Break up the journey and provide variety of activities at each port Run a campaign Prepare travelers before Day 1 Find human connections Chart your progress … provide a map Let your brand tell your story Give managers support Tailor the itinerary
- 37. 37 Onboarding: Blended learning that works
- 38. 38 Subtitle Questions? Email us at info@kineo.co.nz Visit us at: www.kineo.com for more information!
Editor's Notes
- Welcome So heard lots yesterday about new techs But onboarding / blended – not new – so why discuss? So – blended learning – who’s doing it? Hands up Well – safe to say - blended learning has gone through a major transformation – NZ and round the world Blends are more complex, detailed, far richer than 2-3 years ago Far greater understanding of the 70 In part due to 70/20/10 Technology is changing the landscape And one of the places we’re seeing a lot going on in this space is around onboarding Kineo have done a number of research papers and gathered input from clients around the world – and onboarding / blends come up strongly as a theme So lets set sail on the choppy waters of blends for onboarding
- Connect – all collaboration, networks, one on ones, introductions, virtual meetings, online profile, development discussions Learn – class and online, mix of media types – podcasts, videos, research activities, Read – all the reference material, policies, perhaps its research, online materials – intranet resources Do – practical activities, coaching – and all the supports – checklists, guides, tips, QRGs Assess – the range of assessment activities, pre-assessment, RPL,
- Ultimately, if you want to drive engagement and sustain incremental performance changes with measurable goals, build a learning campaign strategy to help launch your learning in your organisation. Learning today needs to stand out from the sea of information
- This is an example from a hospitality organization, UK based Guoman. It outline what’s expected of them in their first few weeks. It’s structured as an eZine/eMag that provides a fun way of delivering practical messages that welcomes new staff to the team, outlines what’s required of them, the journey they are on and what to expect over the coming weeks. Uses a mix of audio, video and traditional elearning, addressing the Guoman induction principles of Belonging, Believing, Behaving and Beginning. If you were joining, would you want to get this the day you hit send on your acceptance email?
- Email, video blog, post card – show you round your desk! Meet your manager! Invitations to fun events – Friday drinks, team buildings, A map, a bit about the area, parking tips …. Early log on to LMS,
- Often our people want to do the right thing to welcome new members to the organization. All we need to do is provide a structure that lets them act. This structure can come as simple activities that fit in the joiner’s journey. When a new person accepts an offer, tickle everyone on their team to send them a note. When a new person comes into the office, have one step in their 30 day plan be to interview a manager in a different department But even with such activities, it can be difficult to focus on what matters. Often what is most important to joiners is to understand the stories of the organization. When those stories do not come naturally, we can use technology to help. Consider this example. This is actually from an elearning resource that was not planned as part of an onboarding experience. But it could readily be. This video wall allows a new joiner to rapidly experience the stories of a variety of team members in various roles across the organization. What a great way to see what people in the company care about! EasyJet is the UK’s largest airline. Joining a complicated organization like an airline? Want to know who all those other people are and what they do?
- This example is from the City & Guilds Way. This is a program in which people new to the workforce earn a qualification. As you can see, we provide a map. ALSO REWARD, RECOGNISE ACHIEVEMENT AND MILESTONES But then you can push it farther. Once there, you can add an extra layer of engagement and competition – ideal for our target audience here –an engagement layer. Learners earn points and badges as they complete key tasks. We gave tutors an extra ‘carrot’ to dangle to more reluctant learners - they can set learners a challenge to earn bonus points.
- You join a company – you have perception of a brand – but you are now the brand – you need to find your own connection to the brand Use your company brand to tell your brand story – but find ways that learners can connect to it – tell the story of your brand
- Here’s another example for TUI travel advisers – a travel services organisation. A truly unique, visually appealing solution that rivals the very best travel brochures and websites, developed in Adapt. Along with the TUI brand and a carefully-honed tone of voice, the solution uses the power of narrative - anecdotes, examples and shared experiences – with rich media, including video and photographic images. Challenges and competitions provide a competitive edge. The solution has proved so popular that advisers even use it when dealing with customers! Responsive HTML5 multi-device delivery
- A health services organisation. A third example from BUPA. Building on what makes recruits apply to work at Bupa, using great design to bring Bupa’s vision, values and work to life.