So you’re ready to jump into teaching online? Whether it’s for the first time or you’re looking to shake up your system, the first, and probably the most important decision you need to make is which e-learning platform you’re going to use.
The world fundamentally changed this year, and one of the parts of our lives that was the most affected was the way that we work. Many companies have had to press pause on hiring and even let existing employees go.
However, some companies, such as organisations in the health, community support and distribution sectors, are still in a position to be bringing in new staff. They are now faced with the new problem of onboarding new team members remotely, which presents challenges both for the new hire and for the team they are joining.
Engaging and efficient onboarding is even more important than usual, so that new hires become productive staff members as quickly as possible. Hiring managers and team leaders are therefore pivoting and adapting to virtual onboarding as we try to keep businesses going in our new normal.
A good onboarding process, whether in person or virtual, not only trains new staff but also engages and builds relationships with them so they feel welcomed, valued and confident about their future with your company while still ensuring safety compliance.
As an online training company, we’re in a better position than most to help companies navigate this unusual situation. We’ve been helping companies with spread out, disparate teams manage their remote onboarding for years.
One such example is Aztec , a New Zealand North Island-based forestry transport company with more than 100 owner/driver contractors located Taupo, Rotorua, Central Waikato, King Country, Tauranga, Eastern Bay Of Plenty, Hauraki, Thames, Wellsford, Whangarei and Kerikeri. Our collaboration with employee management solutions company Engage lets Aztec onboard and provide ongoing support to their widespread team remotely and efficiently.
As such, we’ve compiled a short guide to remote onboarding to help make this new process as easy as possible for you and your new team members.
I have always enjoyed learning new things, especially in education, so I was very lucky to fall into the perfect role 16 years ago when I came back from my OE. I started at a very small company with a huge vision, and I have been here ever since! Many of my colleagues from university now work in big organisations with pinball, table tennis and even slides - but I wouldn’t change my career path for anything (well maybe Craig Walker’s role) - because eLearning feels good.
It may seem counterintuitive, but hiring inexperienced employees and training them on the job can be good for your company.
The simple reason is that, initially at least, you will pay less to hire someone who still needs training than to hire an experienced worker. Obviously we aren't advocating for employing inappropriate staff. But offering people with less experience an opportunity will reduce the cost of the hire.
I've deliberately paraphrased a heading that was used in a piece recently published by Matt Jones from Advanced Safety NZ, Workplace H&S Inductions - the forgotten piece of the puzzle. While the original heading was focused on health and safety inductions, he expanded within the article on the importance of "drawing a line in the sand" to create a "confident workforce, empowered leaders and a safer place to work".
There’s a good chance you’re already using online tools such as Facebook, Twitter and your organisation’s website to recruit your volunteers, so why aren’t you using online tools to engage and train them?
If you’ve been managing all your training offline up until this point, moving everything online might seem like a mammoth task. But don’t stress – the biggest barrier to moving online is just getting started. As they say, the journey of a thousand miles begins with a single click. Or something like that...
Starting a new job is a rewarding and challenging time for a new employee. The employee’s excitement about the new role is often accompanied by confusion about what is expected of them and the processes of the job, which can be incredibly frustrating. As these first few days leave a lasting impression, it’s important to limit the confusion and frustration as much as possible, which is where a good induction program comes into play.