Onboarding is evolving fast: Eleanor Hecks shows leaders must tailor training to diverse learning preferences, neurodiversity and hybrid work. Use analytics, microlearning, translation and gamification to personalise pathways, boost engagement and prove ROI through retention and performance. Prioritise accessibility, mentorship, coaching to embed continuous learning and resilience from day one.
The business world is changing dramatically, requiring leaders to quickly identify and adjust to new hires’ learning preferences and streamline onboarding. A heightened focus on personalised instruction and adaptive training aims to speed up the process, setting measurable benchmarks for a maximum return on investment (ROI). Meanwhile, trainers should utilise analytics, assessments and other data-driven tools to help tailor exercises to meet workers’ needs from day one.
The importance of learning preferences in today’s workplace
Cultural, generational and technological changes in the workforce underscore diverse learning preferences among new hires. The UK has long been a multicultural society, with numerous languages, customs and traditions that trickle into the expanding talent pool. Approximately 14.5% of residents are foreign-born, about 9.6 million people, and English may be a second language in many cases.
An influx of recent graduates is also entering the business landscape just as artificial intelligence (AI) developments ramp up. The Institute of Internal Communications says 39% of the workforce will comprise Generation Z, (aged 16 to 24) in 2025. While 74% of managers say these workers are difficult to work alongside, they might simply have different expectations for communicating, work-life balance and training, especially since they grew up with advanced technology.
Learning preferences examples might include print versus digital content and favouring microlearning modules for fast-paced knowledge absorption. Understanding this accommodates individuals from all backgrounds. New hires are more likely to retain and apply information better when it aligns with their learning choices.
Employees who feel heard are nearly five times more likely to feel empowered to perform their best work
Adaptive training, which delivers personalised content and blended work-oriented education, is becoming more popular. A study on construction workers showed that personalised training that tracked learning progress was valuable, with 83% of respondents saying they were more knowledgeable about safety and 66% claiming improved training effectiveness.
Adaptive learning also helps new hires feel heard and connected to the organisation, and employees who feel heard are nearly five times more likely to feel empowered to perform their best work, making personalised learning a no-brainer for organisations. Overall, choosing the appropriate training can significantly boost engagement, support anti-attrition and improve outcomes for new hires and the organisation.
Identifying learning preferences
Human resource specialists and managers leverage cutting-edge tools to assess new employees’ learning preferences. Digital platforms may have AI-driven analysis features that determine how people engage with content, automatically adjusting dynamic learning paths. This takes the guesswork out of providing the best deliveries.
Many learning management systems come equipped with real-time analytics to pinpoint engagement and information retention trends, such as how quickly someone reads the content or passes quizzes.
Mobile-optimised learning and microlearning are also shaping the future of corporate training — employees especially like short, flexible content they can access on demand, via smartphones and tablets. These lessons might entail videos, games and simulations.
Observing new hires allows trainers to determine their preferences and request feedback. Surveys, polls, questionnaires and conversations are common approaches for valuable insights. Combining data and direct interaction can enable facilitators to create the most impactful training possible.
Modifying delivery for diverse learners
Flexibility is key to providing adequate onboarding for today’s workforce. Diverse minds benefit most from blended learning, including digital platforms and in-person sessions. For example, self-paced modules promote information absorption, while microlearning tools supply brief, concentrated content alongside gamification to keep users engaged.
New employees might also adapt to an organisation through mentorship, collaboration and knowledge sharing. A Gallup survey found that mentors support professional growth and create a positive work environment. Those with mentors are twice as likely to have had learning and development opportunities at work.
By embracing varied modalities, leaders can rest assured that new hires will feel confident and inspired to take ownership. It will also help team members comprehend essential details in a way that aligns with their needs and strengths.
Leveraging technology for real-time adaptation
Modern technologies and adaptive learning platforms integrate algorithms and data analytics to monitor gains and personalise modules. Most of these tools aim to make training more accessible and comprehensible. For example, utilising built-in translation features makes it possible to produce information in the new hires’ preferred language.
Gamification is another dynamic method that encourages interactive learning for people of all backgrounds and language preferences. Game-like components make onboarding more fun and create a healthy competition. Workers can earn points and badges or move up leader boards, easing information processing and alleviating cognitive overload. These tools also provide real-time feedback, enabling employees to track their own progress while delivering crucial insights to managers.
Addressing accessibility and neurodiversity
The British Dyslexia Association says 15% to 20% of the population is neurodiverse, which contributes enhanced creativity, attention to detail and diligence to their roles. However, they do require better training support.
Under the Equality Act 2010, companies must offer reasonable accommodations for disabled and neurodiverse team members. Training leaders should adjust learning materials and platforms to meet their needs, including using more explicit language, adding captions and screen readers, and allowing for more versatile and discretionary participation.
Quiet workspaces may be necessary to increase concentration in the office while creating unrestricted layouts and designs that improve usability and inclusion. By remaining proactive and addressing accessibility and neurodiversity at work, organisations adhere to legal requirements and nurture a greater sense of belonging for each new hire.
Weighing remote and hybrid onboarding challenges
Although the easing of COVID-19 mandates increased the number of in-person workers at offices across the UK, 31% of employees work remotely as of May 2023. Issuing training to remote and hybrid workers presents unique challenges.
Trainers should use digital collaboration and video conferencing tools to check in with new hires. Weekly virtual chats are great for cultivating professional relationships with team members and giving them the time and space to ask questions and seek clarification. Managers must also clearly state expectations, present all the essential learning materials and programs, and consider providing peer-networking prospects.
Interactive learning modules should cover the necessary technical and soft skills, while job-specific training will best prepare remote workers for their roles. Virtual instruction, digestible micro-courses and games are efficient in these situations.
Topics could include fostering time management, mastering digital communication tools, becoming a self-organiser and utilising essential software. Likewise, remote workers must be cyber-aware, so distributing data protection training is crucial. Presenting learning content in video format, writing, quizzes, infographics and games will ensure they retain the information.
Ensure all onboarding candidates can access support channels and mentorship as they learn the organisational culture and job duties. This will help them succeed from the very first day.
Ensuring ROI and continuous improvement
Training leaders must effectively adapt to new employees’ learning preferences and encourage ongoing improvement. They can measure the ROI of training deliverables by concentrating on key metrics like retention rates, performance, and engagement through scores and skills implementation.
Digital learning platforms monitor module completion and results. Additionally, establishing feedback mechanisms like after-training surveys and one-to-one meetings is an excellent way to garner insights, target interventions and fill learning gaps.
Managers should use data points to continuously enhance content delivery and ensure that training aligns with organisational objectives, such as productivity gains and compliance benchmarks.
Building a culture of continuous learning and adaptivity
Organisational success greatly hinges on well-trained new hires who swiftly adapt to business operations. Providing diverse training to new team members can optimise on-the-job learning, drive engagement and enhance performance.
Experimenting with various formats and inviting feedback will help managers refine their approach and foster a growth mindset. Likewise, it will allow them to embed continuous learning into the workplace culture for long-term adaptivity and resilience.
Eleanor Hecks is Editor-in-Chief of Designerly Magazine
