Onboarding: Necessary Program or Waste of Time? Part 3 of 3

If employees from several different departments are being onboarded simultaneously, break out sessions provide more in-depth introduction of specific roles and responsibilities.   These break out sessions or Training Modules require structure with set objectives, course materials, and some form of testing and feedback to determine that the objectives have been met.  These Training Modules can be implemented all at once, or even segmented throughout an introductory period of time.  

Department specific break out sessions should also include meeting with department directors and/or team members so that logistical questions can be fielded.   Exposure to other departments is effective in providing a well-rounded introduction to the organization.  After any break-out session, the entire group should collectively return for brief experience share to report to the group what was learned.  

Guest speakers, clients or other industry specific personnel are valuable resources to an onboarding session.  Clients and industry partners can provide unbiased insight to a company’s strengths and culture.  Guest speakers can facilitate lively round table discussions and prompt thought provoking questions, allowing new hires to view the organization from a completely different perspective.  Another valuable tool is a panel discussion that puts new hires in contact with key executives or members with whom they might otherwise not have daily interaction.   

Whether your organization opts for a one week, one month or an incremented program throughout the first year, the benefits to a structured, detailed onboarding program help acclimate employees to the culture, and position  employees on the right path for personal and organizational success.