5 Reasons Training Must Go Beyond Onboarding

Posted By: John Hindman, Director of Learning Services, Tooling U-SME on August 08, 2017

Happily, we see the industry embracing onboarding as a way to quickly and effectively shift new hires to full productivity. We applaud companies that are implementing a formal training approach at this important time in an employee’s lifecycle.

Dave Ewers

But training can’t stop there. Too often, after successful onboarding, training falters. Employees are left to navigate a web of informal learning and development tactics in the form of job shadowing and tribal knowledge sharing.

The result of haphazard training is that employees lose confidence and become disheartened. That leads to high turnover, low morale, safety concerns, reduced productivity and sluggish growth. This isn’t good for the employee or your company.

The solution is ensuring learning programs are continual, going beyond day one to support ongoing productivity and profitability. Training programs must be designed to ensure employees stay at the desired performance level as they grow throughout their careers.

If that isn’t incentive enough, here are five reasons why training must go beyond onboarding:

1. Happy Employees Are Productive Employees. Happiness leads to a near 12 percent increase in productivity. That starts with a learning culture. A strong training program can boost morale and productivity, improving retention and, ultimately, customer satisfaction.

2. Employees Stagnate Over Time . Without ongoing training, employees suffer a decline in skills. Build a continuous education or performance support initiative into your learning and development strategy.

3. Technology is Quickly Changing. The pace of technology has never moved faster. Anticipate and plan for this change – and train employees to embrace it as an opportunity.

4. Knowledge Spurs Innovation. Customers expect a team to have a continuous improvement mindset to help them innovate. Train workers to fully understand equipment and technology so they can improve processes and generate new product ideas.

5. Transfer of Knowledge Must Be Done Now. Baby boomers are retiring at a pace that outruns hiring. Share the expertise of seasoned workers with the next generation via formalized training plans with an internal mentoring/training program.

For best results, embrace a full lifecycle of training. As world-class manufacturers know, an ongoing standardized learning and development program that is methodical, visible and tied to the bottom line will provide manufacturers with a competitive advantage for years to come.

To learn more, download our free report, 5 Reasons Training Must Go Beyond Onboarding.

Tags: "formal training program", "learning and development", "learning culture", manufacturing, Onboarding