A guide to training new employees effectively

1Prepare for employee training

Start by assessing your training needs for the role(s) you’ve hired and defining clear goals and expectations.

Here are some pointers to help create a training plan and identify targeted learning objectives:

• What specific skills and competencies are required for success in this role?
• How do the skills needed for this role differ from other roles within the company?
• Are there industry-specific or company-specific skills that are important for this role?
• Identify skill gaps or areas where new hires may need additional training or development.
• What resources, tools, or materials will be necessary to facilitate the training process?
• What is the allocated budget for new hire training, and is it sufficient to meet training goals?
• How can you tailor your training program to address the individual learning needs and preferences of every new hire?
• Are there mentorship opportunities that can complement formal training?

2Design a comprehensive training program

A well-designed program is at the core of any effective training. Here are some factors to consider when crafting a training program:

• Customized training programs based on the role: Recognize that each role within your organization has unique skill requirements. Customize your training programs to address these specific needs. For example, what works for a sales executive may not be suitable for a software engineer.
• Varied training methods: Embrace a blend of training methods to cater to different learning styles and preferences, such as on-the-job training, e-learning modules, workshops, and one-on-one instruction. Also, introduce real-world scenarios and case studies relevant to your industry and company to help prepare new hires for the challenges they may encounter in their roles.
• Company culture: Training is about more than just skills. It's an opportunity to instill your company's values and mission in every employee, so be sure to include information on your company culture in any training materials.

3Create engaging training materials

As you design your process for new hire training, take a page out of Gen Z’s playbook: The information you’re expecting employees to learn should be quick to find and easy to understand.¹

Before you task your web team to create a new, high-tech training hub, take these tips into consideration:

• Make it entertaining and interactive: Incorporate a variety of media, such as videos, images, infographics, and audio, to make training content more visually appealing and interactive. Take it up a notch with quizzes, polls, interactive exercises, and simulations to actively engage new hires and reinforce learning.
• Story tell: Weave real-life stories and scenarios into your training materials to make the content relatable and memorable. Stories can help new hires connect with the information on a personal level and apply it once they’re out in the field.
• Keep it bite-sized: Break down training content into digestible, bite-sized modules or segments to avoid overwhelming new hires with an information dump.
• Gamify it: Introduce gamification elements, such as leaderboards, rewards, and challenges, to make the training more enjoyable and competitive.
• Keep it user-friendly: Ensure the training materials are accessible through an intuitive, easy-to-navigate platform.
• Update regularly: Keep the training materials up-to-date with the latest information and industry trends. After all, no employee wants to read a training handbook drafted years ago – and the content may no longer be relevant or compliant.

4Select and prepare trainers

Now you’re ready to identify individuals within your organization to oversee the training for new employees. Look for people who possess both expertise in the subject matter and a knack for effective teaching. You may also need to decide if you need to hire external experts for any portion of the training.

Make sure trainers have access to the necessary resources and support, whether that's new training materials or technical equipment. Plus, you may want to consider hosting trainer workshops to review best practices for training new employees.

5Onboarding process: The initial training phase

When you begin employee onboarding, start with some basic information. This may include:

• Company policies and procedures, such as the code of conduct, health and safety policies, data security protocols, and employee benefits, among others.
• Organizational structure, including an overview of key managers to help new employees navigate their roles within the larger framework.
• Job roles and responsibilities, so new hires have a clear understanding of their contributions and expectations.
• Hands-on training for company-specific technology, software, and apps.

6Monitor and assess training effectiveness

As your new employees work through their training, it’s important to monitor their progress and performance. Use these tips to help:

• Establish KPIs and adjust as needed: Common key performance indicators (KPIs) for training new employees may include completion rates, pass rates on assessments, time to proficiency, and employee satisfaction with training content. By defining these KPIs, you can better assess the overall success of your training initiatives and make data-driven decisions to enhance future training strategies.
• Measure knowledge retention: Regular assessments and quizzes help gauge how well trainees retain information, pinpointing areas that may need reinforcement.

7Foster a learning culture

One of the best ways to cultivate a culture of learning with new and existing employees is to recognize and reward them. Here are a few places to start:

• Celebrate progress: When organizations celebrate the progress and accomplishments of their employees, it not only boosts morale but also reinforces the value of continuous learning. Whether through promotions, bonuses, or public recognition, recognizing and rewarding employees’ efforts can encourage others to invest in their professional growth.
• Review performance: Integrating learning and development into performance reviews is a strategic way to align individual goals with organizational objectives. By assessing and discussing an employee's progress in acquiring new skills or knowledge, organizations can build a better, more engaged workforce.¹
• Share success stories: Highlighting employee success shows others how investing in learning can lead to personal and professional growth, encouraging more employees to participate in similar opportunities.

8Embrace technological advancements in training

Looking to bring your employee training into the future? Check out these tech-focused strategies:

• E-learning platforms: These platforms offer a centralized hub for training resources, allowing employees to learn at their own pace and revisit materials as needed.
• Virtual reality (VR) and augmented reality (AR): VR can simulate real-world scenarios, allowing employees to practice tasks in a safe environment, while AR can provide on-the-job guidance by overlaying digital information onto physical workspaces.
• Artificial intelligence (AI): AI-powered chatbots and virtual assistants can provide quick answers to employee questions and offer personalized training recommendations. AI can also analyze employee performance data to identify areas where additional training may be needed.
• Social learning platforms: Foster a sense of community and collaboration by integrating social learning platforms into training. These platforms enable employees to share knowledge, ask questions, and learn from each other.

9Ongoing training and skill development

Nearly 90% of leadership and development experts agree that proactively building employee skills can help navigate the future of work.¹ As you develop your framework for ongoing training and skill development, here are some strategies to consider:

• Encourage continuous learning: Opportunities to learn and develop new skills are among the top reasons people consider when pursuing new jobs.¹ But this approach goes beyond periodic training sessions. Instead, promote ongoing learning as an integral part of your company culture, whether it be through online courses, workshops, mentorship programs, or on-the-job training. The result? Employees may become more adaptable and up-to-date on industry trends, ultimately benefiting both the individual and your business long term.
• Leverage employee feedback: From initial onboarding to ongoing training, feedback can be a valuable tool for enhancing the effectiveness of your training programs. By continuously incorporating feedback, your training can evolve to meet the changing demands of both employees and the business, leading to better learning experiences.
• Regularly update materials: By keeping these resources current, organizations ensure that their workforce is equipped with the most relevant and accurate information — which not only enhances employee performance but also helps your company stay competitive.

10Examples of successful training implementation

What results can you expect when training employees? According to recent data, opportunities to learn and develop new skills are important to nearly 30% of applicants when considering a new job.¹ As for employees, those who participate at least monthly in online or in-person learning are more likely to say that training opportunities help them achieve their career goals, adapt during times of change, and grow in their current role.¹