You’ve been there. Sitting in a mandatory hours-long training session comprised primarily of one person lecturing you on best practices by reading lines directly off of a PowerPoint presentation. After about ten minutes of trying to follow along, you realize this first section of material doesn’t really apply to your position, so you let your mind wander.
Once they do start talking about your responsibilities, you try to pay attention, but the combination of the fact that you already know most of the information and that you are worried about all the things you need to get done today means that you aren’t really internalizing any of what is being presented.
After multiple hours, the session is over and you have received all of the training you will get for the next few months. And you didn’t actually get any of it.
This is the approach that many companies take to training and employee development. Yet it has a number of problems which prevent it from being as effective as it can be or as the company needs it to be. For one, it’s far too generalized. In trying to train everyone, it actually trains no one.
A second problem is that it forces employees to train on the company’s schedule. This means that regardless of what is going on in the employee’s personal life or what projects they might be in the middle of must come to a screeching halt so they can learn new techniques or expectations or policies Tuesday from 1-4. And as for that weekly meeting you have had with a client every Tuesday at 2 since October? You’ll have to cancel it this week. That deal that must be finalized by 5? Better have it very close to finished by 1, just in case the meeting goes long.
By scheduling the training session to take up such a significant part of the day, the company effectively robs itself of productivity and places undue stress on its employees. And because they are more stressed, employees will have a harder time focusing on the information being delivered to them, meaning the session isn’t as productive as it could be.
So how do you fix this problem? The answer lies in a new, developing industry of mobile employee onboarding. Here’s how it works:
- Rather than sitting through scheduled training sessions that are hours-long, employees are provided with training materials for them to digest as is convenient for them.
- After a brief initial meeting to explain the process, the majority of the information is then delivered in bite-sized chunks, available to be read or watched as frequently as needed and whenever needed.
- Employers can then track their progress, ensuring that each employee has learned the information required.
To help make this a reality, more and more companies are utilizing mobile employee onboarding apps, which store their materials, such as videos and handbooks, and make them available 24/7. These allow employees to access their materials on their own schedule, meaning that they will be able to focus on them when they do. Because the materials are broken down in to small chunks, employees are able to train five minutes at a time, which increases retention. Training managers are then able to focus on the application of the material and don’t have to worry if they accidentally forgot to cover some information.
This way, the employee feels as if their time is respected, which makes them happy, and they get more out of the onboarding process, which makes their company happy. Productivity increases, and employee morale goes up. Therefore, mobile employee onboarding is a win-win.
For more information on Successful Mobile Employee Onboarding, see our other blog posts.