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Learning Development

Tips by HR to stop your employees from leaving

Image of a person showing placard written "I Quit". This is a blog article with title "Stop your employees from Quitting!"
This blog details some uncommon ways and approach that HR can take to retain their best talent

5 Tips from HR to Retain Your Best Talent & Avoid Employee Retention Crisis!

As an HR professional, you know how difficult it is to retain your best talent. It’s a constant struggle to keep them engaged, motivated, and satisfied with their work. But what if we told you that there are some unconventional tips that can help you retain your top employees? In this post, we’ll share 5 such tips that will make a huge difference in your employee retention efforts.

Tip #1: Review and update your benchmarkings

One of the most common reasons employees leave a company is because they feel they are not being paid fairly. To prevent this, it’s important to update your benchmarking rates regularly to ensure your employees are being paid at or above market rates. This not only helps you retain your current employees, but also attracts top talent to your organization.

As a thumbrule, if your employee is getting more than 30% pay hike for the same role, you need to check your compensation benchmarkings again. If they are getting promoted in the new organisation, it might mean they were not able to progress at a pace they wanted so allow them to plan their own career pace, explained below.

Tip #2: Allow Employees to plan their career

One of the biggest reasons employees leave a company is because they feel that there is no room for growth and advancement in their careers. To avoid this, it’s important to allow your employees to plan their career paths and provide them with guidelines on how they can achieve their goals in their expected timeline. This not only keeps your employees engaged, but also helps them see a future with your organization.

For example, Amazon has a program called Career Choice, which provides employees with the opportunity to learn new skills and advance their careers within the company. This program not only helps Amazon retain its best talent, but also creates a culture of continuous learning and growth.

Tip #3: Be a Pioneer of New Employee Benefits

One of the best ways to retain your employees is by offering unique and innovative employee benefits. This not only sets you apart from your competitors, but also helps you attract and retain top talent. Consider offering benefits such as flexible work hours, remote work options, extended maternity leave options  and recreational memberships.

For example, HubSpot offers its employees unlimited vacation time and encourages them to take time off whenever they need it. Airbnb offers its employees a “$2,000 annual travel credit” that can be used towards any Airbnb listing.This not only helps employees achieve a better work-life balance, but also fosters a culture of trust and empowerment.

Tip #4: Build a Sense of Community

Employees are more likely to stay with a company if they feel a sense of community and belonging. To create this environment, it’s important to encourage collaboration and communication among your employees. This not only helps them build relationships with their colleagues, but also fosters a sense of loyalty to the organization.

For example, Zappos is known for its strong company culture, which is built on the principles of collaboration and communication. The company encourages its employees to get to know each other and fosters a sense of community by organizing team building events and activities.

Tip #5: Train the leaders to lead the leaders to be

Millennials and Gen Z employees have different work styles and expectations from previous generations. To ensure that managers are equipped to handle this new generation, companies should provide appropriate training and resources. This can help managers understand the mindset of younger employees and adapt their management style accordingly.

Google offers a “People Management” and course for its managers to help them develop the skills they need to manage a diverse and dynamic workforce.

By implementing these 5 tips, companies can create a work environment that attracts and retains top talent, while also improving employee satisfaction and productivity.

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Learning Development

Onboarding New Employees: Key Challenges and Innovative Solutions

Cover image of blog article on Onboarding challenges
Discover the top challenges HR leaders face when onboarding new employees and learn innovative solutions to overcome these obstacles. Improve employee engagement and reduce turnover with interactive onboarding training. Read our latest blog now!

Top 5 employee onboarding challenges - SOLVED!

The onboarding process is a critical stage in the employee lifecycle, as it sets the tone for the entire employment experience. New hires are excited and eager to learn about their role, the company, and its culture. As an HR leader, you have the responsibility to ensure that the onboarding process is effective, engaging, and sets the stage for a successful and productive work experience. However, onboarding new employees can present a number of challenges for HR leaders, which can impact employee engagement, retention, and overall productivity.

Challenge #1: Integration with Company Culture

One of the key challenges that HR leaders face when onboarding new employees is ensuring that they are effectively integrated into the company culture. Company culture is a critical component of the work experience and can have a significant impact on employee engagement and job satisfaction. It is important that new hires understand the organization’s values, mission, and goals, and how they fit into the overall company culture.

Solution: Provide Cultural Orientation 

One solution to this challenge is to provide new hires with a cultural orientation program. This program should provide new hires with an overview of the company culture, its history, and its core values. It should also provide them with an opportunity to meet their colleagues and learn about the company’s mission, goals, and objectives.

Client Case Study: A global logistics firm realizes that their onboarding program is not effectively communicating the company’s culture and values to new hires. We revised their program to include interactive modules that highlight the company’s vision, mission, and values and provide real-life examples of how employees are contributing to these goals. New hires are more connected to the company culture and feel more invested in their role, resulting in better job satisfaction and employee retention.

 

Challenge #2: Time and Cost

Onboarding new employees can be time-consuming and expensive, especially for large organizations with a high volume of new hires. HR leaders must find ways to streamline the onboarding process and minimize the time and resources required to get new hires up-to-speed.

Solution: Implement Technology-Based Onboarding 

A solution to this challenge is to implement technology-based, bite sized onboarding trainings. Also, online onboarding platforms can automate many of the administrative tasks associated with onboarding, such as completing forms and tracking compliance training. This can save HR leaders time and resources and ensure that new hires receive consistent and comprehensive information. 

Client Case Study: An HR leader at a fast-paced financial company realizes that their onboarding process is taking too much time and disrupting the productivity of new hires. We introduce a virtual onboarding program that provides new hires with all the necessary information and training materials in a streamlined and efficient manner. Employees are able to complete the program on their own schedule, reducing the impact on their work productivity.

Challenge #3: Ensuring Compliance

HR leaders must ensure that all new hires complete required compliance training and meet all legal requirements before they can begin work. This can be a challenge, especially for organizations with a high volume of new hires and a complex compliance landscape.

Solution: Automate Compliance Tracking 

A solution to this challenge is to automate compliance tracking. Online onboarding platforms can be configured to track compliance training and ensure that all new hires complete the required training before they can begin work. This can help HR leaders ensure that all new hires are in compliance with legal requirements and reduce the risk of non-compliance.

Client Case Study:

An HR leader at a financial services company is tasked with ensuring that all new employees receive training on the company’s regulatory compliance policies and procedures, but is struggling to get new hires to fully engage in the training and retain the information. We switched from a traditional lecture-style training approach to an interactive, gamified onboarding program which has a status tracking system to monitor each new employee’s progress and also rewards them for having completed all necessary compliance training. The gamified training approach not only makes the training more enjoyable for employees, but it also helps the HR leader meet regulatory requirements and ensures that the company remains compliant.

 

Challenge #4: Providing Comprehensive Information

HR leaders must provide new hires with comprehensive information about the company, its policies and procedures, benefits, and job responsibilities. This information can be overwhelming, especially for new hires who are just starting their employment journey.

Solution: Create customised training – one size never fits all 

Provide a customized, role-specific onboarding experience to new hires which focuses on their specific needs and job responsibilities.

Challenge #5: Onboarding Remote Workers

HR leaders must find effective ways to onboard remote workers and ensure that they have the necessary tools, resources, and support to be successful in their new role. This can be a challenge, especially in the current remote work environment.

Solution: Virtual Onboarding Programs 

One solution to this challenge is to implement virtual onboarding programs that can be accessed by remote workers from anywhere in the world. Virtual onboarding programs can include online videos, virtual tours, and interactive quizzes that provide remote workers with the information they need to do their job. Compatibility testing of these trainings is crucial as employees may be accessing them from platforms of their choice i.e. Desktop, Mobile or Tablet and those may not be on the latest operating system. Also make these trainings easy to access and embed them or their quick links at relevant pages of the company website for quick reference.

In conclusion, the onboarding process is critical for HR leaders, as it lays the foundation for the new employee’s experience at the company. By overcoming the challenges discussed and few others that we didn’t cover in this blog such as managing inconsistent processes, lack of engagement, lack of personalization and resistance to change etc. HR leaders have the superpower of creating “super heroes” that can shape the future of any company. Anemative is one company that is leading the way in creating interactive onboarding training that employees love, and HR leaders should consider working with them to create a highly personalized and engaging experience for their new employees.

Unlock the full potential of your onboarding process. Get in touch with us today!

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Learning Development

Tips for creating effective behavioral training for your organisation

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With the increasing complexity of modern workplaces, training and learning solutions must evolve to keep up. Behavior based training is an effective approach that not only trains employees on job-related tasks, but also develops them as individuals. It is a far more efficient alternative to traditional training designs, which often limit the scope of what employees can learn.

Creating a Culture of Behavioral Learning in Your Organization

Behavior-based training is a highly effective learning model that allows individuals to develop individualized responses to different stimuli. This type of training does not require a correct or incorrect answer, rather it relies on the behavior of the individual in response to the given task or situation. By allowing learners to form their own personal responses based on their own experiences and values, this approach encourages deeper reflection and creative problem-solving. The solutions rely on the individual’s capacity to recognize patterns and make decisions based on their internalized understanding of the situation. This approach emphasizes experiential learning, allowing learners to draw upon their own experiences and interpretations of events to guide them towards a final solution or conclusion.

 

Here are some tips for creating behavior-based training content with open-ended questions:

Identify the behavior or skill you want to teach: 

  • Before you can create your training content, it’s important to have a clear understanding of the specific behavior or skill you want to teach. This will help you to create targeted, relevant questions and activities. For example – If a company wants to teach its employees about customer service, they need to first identify the behavior or skill they want to teach. This could include topics such as greeting customers, understanding customer needs, problem solving, or understanding body language. Once identified, these behaviors can be groomed through relevant case studies and simulations.

Use scenario-based questions to assess personality and pivot:

  • One effective way to engage learners and encourage them to think critically is through the use of scenario-based questions. These types of questions present learners with a specific situation and ask them to come up with a solution. Continuing the last example – During a customer service training, the instructor could ask the trainees to respond to a hypothetical scenario where they work in a call center and speak with an irate customer. The instructor could ask the trainees how they would respond to the situation and use the responses for personality assessment, such as the Myers-Briggs Type Indicator (MBTI), and use the results to tailor scenarios to their personality type. For example, a learner who is identified as a “feeler” might be given a scenario that involves dealing with an emotional customer, while a learner who is identified as a “thinker” might be given a scenario involving a problem that requires logical analysis.

Encourage discussion and collaboration:

  • Open-ended questions are a great way to encourage discussion and collaboration among learners. Encourage learners to share their ideas and thoughts with each other, and facilitate a dialogue around the topic after the training and note how people come up with different ideas to the same problem and how their behavior towards a particular situation differ from each other. It is important for employees to understand the different behavior traits due to their significant impact on an organization’s overall productivity and success. The ability to effectively recognize and manage individual personality differences is imperative for effective communication, collaboration, motivation, and decision-making processes. These traits are also vital to ensure that team dynamics remain healthy, as well as the ability to anticipate potential conflicts or problems that may arise among employees. Consider adding a debatable scenario to the course, for example share this scenario with learners where a customer calls your company and is unhappy with a product they recently purchased. They are demanding a full refund, but the company’s policy only allows for exchanges or store credit. As the customer service representative handling the call, you would need to listen to the customer’s concerns, apologize for their dissatisfaction, and explain the company’s refund policy. Some questions that could be used to encourage debate among trainees might include:
    • Should the company make an exception to their refund policy in this case? Why or why not?
    • Is it possible to find a resolution that will satisfy both the customer and the company? If so, what might that look like?
    • How can the company balance the needs of the customer with the need to uphold their policies?

Add some real examples and use response based branching:

  • Some learning management systems (LMS) include adaptive learning technology that can personalize the learning experience further based on a learner’s responses to scenarios and questions. These types of scenarios can then be personalized by including different outcomes depending on the learner’s choices, none of which is wrong. To make the training more relevant and engaging, consider using examples and real-life situations in your questions from your organisation. This will help learners to better understand the concepts and apply them in a practical setting. Share all the possible outcomes of a situation and ask open-ended questions. While open-ended questions encourage learners to think for themselves, it’s still important to provide feedback and guidance where necessary. This will help learners to understand the correct way to perform tasks and make decisions in critical situations. 
  • Let’s understand how branching in courses really work with a scenario –

    Mr. Smith, calling to complain about a product he recently purchased. Sarah must choose how to respond to Mr. Smith’s complaint. She has the following options:

    Option 1: Sarah apologizes and offers to exchange the product for a new one.

    Option 2: Sarah apologizes and offers a partial refund.

    Option 3: Sarah apologizes and offers a store credit.

    Option 4: Sarah tells Mr. Smith that there is nothing she can do and ends the call.

    Depending on which option Sarah chooses, the scenario will branch off in different directions. If Sarah chooses Option 1, for example, the scenario might continue with Mr. Smith accepting the exchange and thanking Sarah for her help. If Sarah chooses Option 4, the scenario might continue with Mr. Smith becoming angry and threatening to never do business with the company again.

    As Sarah progresses through the scenario, she is presented with different challenges and must make additional choices to resolve the issue. At the end of the scenario, Sarah is given feedback on her performance and is provided with tips and best practices for handling difficult customers in the future.

    Overall, branching scenarios allow learners to practice their skills in a realistic and interactive way, while also allowing for personalized learning based on their responses to different situations.

Summary – By using open-ended questions in your behavior-based training content, you can help learners to think critically and come up with their own solutions to problems. This approach is an effective way to teach important skills and behaviors that will be useful in the workplace. Happy learning!

Stop spinning your wheels on ineffective employee training programs. Anemative learning solutions will revolutionize the way you train, engage and retain top talent with videos, gamification and simulations that focus on behavioral design and interactivity. Take the initiative today to get ahead of your competition by partnering with us – invest in employee success now!

Contact Us: [email protected]

Categories
Learning Development

Stop creating text based trainings!

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Interactive training content is better than text based reference guides

Say Goodbye to Text-Based Training!

In the world of corporate training, text-based materials have long been the standard. But as technology has evolved and our understanding of how people learn has improved, it’s become clear that text-based trainings are no longer the most effective way to educate employees. In this blog post, we’ll explore why companies should consider transitioning from text-based trainings to interactive learning content.

 

 

One of the biggest drawbacks of text-based trainings is that they are often dry and boring. When employees are presented with pages and pages of dense, unengaging text, it’s easy for them to lose interest and tune out.

There are many reasons why companies should consider transitioning from text-based trainings to interactive learning content. Here are just a few:

 

Reason 1: Better alignment with modern learning preferences:

Today’s learners are used to consuming information in a variety of formats, including videos, audio, and interactive media. Text-based trainings can be dull and uninteresting compared to these more engaging formats. By transitioning to interactive learning content, companies can better align their training programs with modern learners’ preferences and expectations.

A health care facility implemented a virtual reality simulation to train nurses on how to respond to medical emergencies. The simulation allowed nurses to experience realistic scenarios and practice responding in real-time, providing an interactive learning experience. Training using virtual reality simulation increased the nurses’ confidence and skills, they felt “better prepared”.

Reason 2: Increased knowledge retention:

Research has shown that trainings created using interactive learning elements such as visual animations, clickable objects, gamification etc is more effective at promoting long-term retention of information than text-based trainings. This is because interactive learning allows learners to actively process and apply the information they are learning, rather than simply memorizing it. Also video based training helps learners develop a deeper understanding of the material, which is more likely to stick with them in the long run. Check out the following example of a training designed to explain what Long Term Care Insurance is through an explainer video. For more case studies and demo content check out our portfolio page.

 


Reason 3: Improved accessibility of learning content: 

 Interactive learning content can be more accessible than text-based trainings, especially for learners with disabilities. For example, interactive content can be designed to be more visually appealing and easier to navigate for learners with visual impairments. It can also include audio and other multimedia elements that can be accessed by learners with hearing impairments.

A manufacturing company has implemented an interactive e-learning platform that provides video tutorials and audio instructions for their employees with visual impairments. The platform also allows employees to complete quizzes and tests with voice commands!

Reason 4: Cost efficient solution:

Another reason why companies should transition to interactive learning content is that it is more cost-effective in the long run. Text-based trainings require a significant amount of time and effort to develop, and they often become outdated quickly. In contrast, interactive learning content is much easier and faster to update, so it can be kept current with the latest information and best practices. This means that companies can save money by investing in interactive learning content instead of text-based trainings.

 

In conclusion, text-based trainings may have been the standard in the past, but they are no longer the most effective way to educate employees. By transitioning to interactive learning content, companies can provide their employees with a more engaging and personalized learning experience, and save money in the long run. If your company is still using text-based trainings, it’s time to consider making the switch to interactive learning content.

Check out our blog for interactive eLearning content development tips – “Winning Tips for Making Your Course Come Alive!”

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